Posts Tagged ‘ workplace equality ’

Ignorant Legislator of the Week

April 10, 2012
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Senator Glenn GrothmanDo you know why women earn less than men? According to Senator Glenn Grothman of Wisconsin, this week’s Ignorant Legislator recipient, money isn’t as important to us as it is to men. Grothman told The Daily Beast‘s Michelle Goldberg, “You could argue that money is more important for men. I think a guy in their first job, maybe because they expect to be a breadwinner someday, may be a little more money-conscious. To attribute everything to a so-called bias in the workplace is just not true.” And to attribute it to an outdated and sexist idea, Senator, is just not rational. According to the latest U.S. Bureau of Labor Statistic data, approximately 40 percent of working wives out earn their husbands.

Grothman told Goldberg the gender wage gap was caused by women’s decisions to “prioritize childrearing over their careers,” and that the hypothetical working wife is “not go go go.” Grothman clearly hasn’t seen the time use data from the Bureau of Labor Statistics either. If he had, he might know, women, on average, do more household chores than men. This is a scenario that occurs regardless of work status. Of course, we wouldn’t expect Grothman to consider that lack of sick time and affordable childcare affect women more so than men. And most  working mothers are “go go go” from kitchen to daycare to work to daycare to kitchen and then probably back to email five days per week.

There’s an article circulating on the Internet, “Sheryl Sandberg Leaves Work at 5:30. Why Can’t You?”  If you read past the headline you learn that no, the COO of Facebook isn’t superwoman able to run one of the hottest companies in a mere 8 hours a day. You learn that as a working mother, in order to leave the office at 5:30 at night in order to eat dinner with her children, Sandberg has been known to log on to her work email at 5:30 in the morning and again late at night. And if Grothman talked to the working mothers of Wisconsin I bet he’d meet a lot of “money conscious” women who do the grocery shopping, and know the costs of kids’ clothes, school activities and doctor’s visits, and who are looking a their accounts trying to determine how they will fund orthodontia and college and retirement.

Wisconsin, in case you hadn’t heard, just repealed the state’s Equal Pay Enforcement Act, thereby preventing  victims of workplace discrimination from seeking damages in state courts. And Grothman, in case you hadn’t heard, is the same legislator who earlier this year introduced a bill that would require  the Child Abuse and Neglect Prevention Board “to emphasize nonmarital parenthood as a contributing factor to child abuse and neglect.”

We think he’s a worthy recipient of this week’s award. Do you agree?

 

 

If I Were Santa

December 14, 2011
By

Santa's gift bagIf I were Santa, I’d be making my list and checking it twice. And here are the gifts I would give:

For Our Daughters: The gift of self-esteem and positive role models

The mass media perpetuates a message that women and girls’ value comes from beauty and sexuality – and it affects us. Sixty-five percent of women and girls have an eating disorder. Eighty percent of the op-ed pages are dominated by men. The number of women in senior management positions globally has gone from 24 to 20 percent from 2004 to 2009.

For Corporate America: More women in leadership positions

There is a large, and growing, body of research connecting women at the tops of organizations to a strong bottom line performance. However, women comprise 53 percent of new hires, but only 37 percent of managers, 26 percent of vice-presidents, and just 14 percent of executive committees.

 

For Working Mothers: Flexible work arrangements … and a day of rest

The life of a working mother is challenging. Flexible work arrangements give parents the ability to work more flexibly and better manage the challenges of work and family.

For Working Families: Passage of the Paycheck Fairness Act

According to the latest data from the U.S. Census Bureau, women earn, on average, just .78 cents for every dollar a man earns. And for women of color, the gap is much greater. Fair pay is not a woman’s issue, it’s a family issue. An estimated two-thirds of all U.S. households rely on a woman’s salary at least partially.”

For All Women: The ratification of CEDAW

The Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) is an international treaty that supports fundamental human rights and equality for women around the world. CEDAW was adopted in 1979 by the United Nations General Assembly. To date, 186 of 193 countries have ratified the treaty. The United States has not.

For President Obama: The courage to stand up for women’s reproductive rights

Women helped President Obama get elected in 2008 and they can be expected to play a major role in the 2012 election too. In return, women need Obama to take a stronger stance on women’s rights, and in particular, women’s reproductive health – regardless of the pressures he’s facing from his opponents.

For the GOP: The Sanctity of Life

The US ranks poorly for infant mortality rates and maternal death rates; more than two women die every day from pregnancy related causes. Yet many lawmakers try to block women’s access to much-needed health services, supposedly  in the name of life. For Christmas, we want to give them the gift of truly honoring the sanctity of life – all life – and to see them work toward improving the health and life of mothers.

For Massachusetts: A woman Senator

Massachusetts has never sent a woman to the Senate. Although 51 percent of the U.S. population is female, women hold just 16.5 percent of the seats in Congress. That puts the US at 69th in the world for gender parity. We need more women in office.

For Victims of Domestic Violence: Hope

Domestic violence victims and their advocates need money to gain freedom from abuse, to protect children from abusive partners or ex-partners and develop public policy efforts related to domestic violence. Please donate and give them support and hope.

What gifts would you give? You can add to my list at The Skinny Scoop.

 

Bachmann Raises Questions About Politics, Work and Gender Equality

November 29, 2011
By

WaitressAt the start of the “Thanksgiving Family Forum,” a GOP primary debate held earlier this month in Iowa, presidential candidate Michele Bachmann walked around the table pouring water for all of her opponents and for Frank Luntz, the debate moderator. When Luntz thanked her, Bachmann laughed and responded, “I’m used to it Frank.” Watch the video here and then ask yourself, was Bachmann’s behavior helpful or harmful?

The answer may vary depending on your frame of reference. To some, Bachmann’s action may appear to be a simple, meaningless gesture. She was pouring a glass of water for herself; so why not just pour for the table? After all, it only took a minute or two. It was helpful and only a liberal-leaning blogger could make an issue out of this, right?

Not true. I am sure political strategists think Bachmann made a bad move. After all, it doesn’t look very presidential to wait on others. Presidents are served at the table; they don’t do the serving. Now remember: we’ve never had a woman in office. Therefore, what most people consider to look presidential, is going to look like male behavior. And men seem to know that when they are engaged in important discussions, someone should pour the water for them. So a savvy political pundit would probably view Bachmann’s gesture as harmful.

Some of the women I know — especially the mothers, would have poured the water instinctively. And like Bachmann, they would have dismissed what they did because they are “used to it.” They are used to helping others get settled at the table before they start their own meal. The are used to having a meaningful conversation while doing something else like cutting someone’s food, passing a side dish, pouring a glass of milk. If they waited for a free moment to engage, they’d never finish a sentence. Women like that are used to being helpful. But one place helpful can be harmful is at work.

A few years ago, I worked in an office where I was the only full-time woman on the management team. I was also the first and only female vice president. Once a month, the management team met in the conference room to review all aspects of the business – from financials, to staffing, to product development. At the end of those meetings the conference room was always a mess – papers and Starbuck cups all over the table and product samples all over the floor. When I first worked there, I would grab some of the samples at the conclusion of the meeting, return them to the warehouse and then go back to my office. On my way home later that day, I would pass the conference room and, probably 90 percent of the time, I would notice whatever I hadn’t picked up was still in there. And so I would stop and clean the room.

But after a while I noticed that when those monthly management team meetings ended, my male peers would leave the room carrying only their laptops. So I stopped cleaning up too. (Unless it was a Wednesday – every Thursday at 7 a.m. I attended another meeting in the same room with a large group. And if the room was ready, the meeting was more likely to start on time.) It felt petty to leave the mess. After all, it only took 5 or ten minutes to restore the room. But I started to wonder if cleaning up hurt my image. If I wanted the men to accept me, and other women, as part of the team, then did I have to do what they did and not help with anything perceived to be below a VP assignment? This company didn’t have an office manager nor did the management team have admins so it wasn’t as simple as leaving the mess to the person whose job description covered it. The mess remained until someone brought an outside partner or vendor in for a meeting or until one of the “girls” from accounting or customer service used the room for a birthday, shower or holiday potluck.

Leaving the mess also felt counterintuitive. I attributed much of my career success to hard work, being a team player, doing whatever needed to be done. One of my first bosses, a well-respected advisor to many CEOS, impressed me because she knew how to do every job in the office and how to use every piece of office equipment. She was a  master delegator who focused on high-value tasks, but when something needed to get done  - she could make it happen. It seemed like a pretty powerful approach and I’ve always tried to emulate it.

I don’t subscribe to the idea women need to act like men at work. I believe each gender, each individual really, brings unique characteristics to the office and diversity is the best strategy. But women do need to mind their image. And sometimes that means not being helpful is the most helpful thing they can do for their own careers.

What do you think? Do you try to avoid administrative tasks so as to appear more managerial?

 

 

 

 

 

 

 

Why We Need the Paycheck Fairness Act

June 22, 2011
By

Pay Secrecy at WorkYears ago, at my second job post-college, my friend and coworker asked me to share my salary. I said no, but she persisted. We were both about to have salary reviews and she argued we had no way to benchmark our raises if we had no idea what others in the firm were getting paid. It made sense, so we snuck into the stairwell of our office building to swap data in secrecy –we were under the impression we could be fired for sharing our pay.

It turns out she was paid $1000 more annually than me. So while in reality our salaries were practically the same, at the time it seemed like a big deal. She gloated. I pouted. And I vowed never to share salary information again – nothing good could come from it.

Not true.

A new report from the Institute for Women’s Policy Research (IWPR) titled, “Pay Secrecy and Wage Discrimination,” discusses how pay transparency might reduce the gender wage gap. Today, women earn, on average, 23 percent less than men. And 40 percent of pay inequity can be attributed to pay discrimination.*

But with approximately half of all workers in the United States contractually forbidden or strongly discouraged from discussing their pay with coworkers, per an IWPR/Rockefeller Survey of Economic Security, there is virtually no way to discover pay discrimination.

Lawyers for the plaintiffs in the Walmart v. Dukes case presented data in the court room pointing to a gender-based pay gap at the giant retailer. But in a place where the evidence “suggests that gender bias suffused” the culture, pay secrecy would have made confirming that data a challenge for women on the job. And Lilly Ledbetter, for whom the Lilly Ledbetter Fair Pay Act is named, worked at Goodyear for almost two decades before she received an anonymous note tipping her off to the fact she was paid less than men doing the same work.

The Paycheck Fairness Act which was reintroduced this year by Senator Mikulski and Rep. DeLauro after it was rejected by the Senate last fall, will help combat pay secrecy. Senator Kirsten Gillibrand wrote in the Huffington Post that the Paycheck Fairness Act, “would prohibit employers from retaliating against workers for sharing salary information with their co-workers. The legislation would also establish training groups to help women strengthen their negotiation skills, enforce equal pay laws for federal contractors, and require the Department of Labor to work with employers to eliminate wage disparities through better outreach and training.”

Contact your representatives in Congress and ask them to support the Paycheck Fairness Act.

*”The Gender Pay Gap: Have Women Gone as Far as They Can?” (Blau and Kahn, 2007)

 

 

Waiting for Walmart v. Dukes

June 18, 2011
By

Female JusticeWhile we wait for a Supreme Court decision on the Walmart v. Dukes class action suit, here are some other important court cases that impact working women.

The Missouri Court of Appeals is allowing Francine Katz, who was the highest ranking woman at Anheuser-Busch, to continue her gender discrimination suit against the brewer. Anheuser-Busch wanted the matter to be dealt with in arbitration. Katz, the former vice president of communications and consumer affairs for the company, has accused Anheuser-Busch of a frat-like, locker-room atmosphere and of paying her less than her male peers. Katz was paid 50 percent less than her male predecessor and learned that every male member of the company’s strategy committe was classified as a Tier I officer, but both women on the committee were Tier II officers.

Several months ago, employees at Bayer Pharmaceutical filed a discrimination case against the company for unfair policies around “pay, promotions and pregnancy leave” and for creating a hostile work environment. The suit was originally filed by six female employees and then expanded to include all female sales representatives and women in the Bayer Healthcare Consumer Care unit. The women say Bayer ignored their complaints. One incident cited in the suit is garnering media attention. A male employee road the elevator with a female employee who was eating an oblong-shaped donut and told her his day would improve if he, “could watch that whole donut slide down your throat.” Bayer denies the allegations.

Meanwhile retailer Best Buy just proposed a settlement in a discrimination class action on behalf of women and minority employees. The suit alleged that Best Buy discriminates against women, African American, and Latino employees and denied them promotions and access to lucrative sales positions. Best Buy denied the allegations but said the settlement was in the best interest of the company.

Moving from gender discrimination to sexual harassment, a woman in Illinois was recently awarded $95 million by a federal jury. This is reported to be the largest award in an individual sexual harassment case. The woman will likely receive less due to legal caps on damages, and the defendant plans to appeal the verdict. The woman worked at Aarons, a lease-to-own furniture company, and was sexually assaulted by her  manager after a year of harassment. Her lawyers said she called a company harassment hotline but never received any help. The suit also says her manager was once reprimanded for his behavior while she was present.

In May UBS Financial Services Inc. was ordered to pay $10 million in a sexual harassment case brought forward by a Missouri employee.

In California, a woman lost her harassment case against a local Teamsters union because the statute of limitations deadline had passed. However, the jury did believe the woman worked in a hostile environment where “party girls” were present at workplace functions sitting on the bosses lap and giving massages.

(For a great piece on what management can do to protect themselves from sexual harassment occuring in the workplace, check out Victoria Pynchon’s article at Forbes.com.)

Gender discrimination and sexual harassment cases are very tough to fight. Even in last year’s ruling against Novartis (the court awarded $250 million in punitive damages in that gender discrimination case) the plaintives were accused of lying and being overly-emotional and fragile – by the defense. Women’s work performance,  personal character, even their personal lives are  shredded during a case. And many lawyers won’t take individual cases as the dollars involved don’t make it worth their time. The Walmart case will have major implications for future suits.

Walmart v. Dukes is the largest class action suit to be brought before the courts. The size of the class has been reported at 1.5 million women. The Supreme Court is not determining if Walmart is guilty of discrimination. Rather they are ruling on whether or not the women who have worked at WalMart have enough in common to be considered a class. Walmart lawyers have argued the women have little in common except gender. If the court rules in favor of the employees, Walmart could face a huge payout. If the court rules against the class, many women could be denied an opportunity to deal with any individual discrimination cases they may have. A decision is expected any day now.

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The Impact of Women on the GDP

May 3, 2011
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BusinessWomanA new report from McKinsey& Company titled, “Unlocking the full potential of women in the U.S. economy,” delivers little we didn’t already know about why women aren’t advancing to the tops of organizations but it offers great analysis on why we should care.

The global management consulting firm surveyed 2,500 men and women and interviewed 30 chief diversity officers and experts about why  highly capable and motivated women reject top positions in organizations and either pursue jobs outside corporations or leave corporate America altogether.  A key objective of the report, however, was to understand how women contribute to the U.S. economy.

The lack of women at the top isn’t a recruitment problem. It’s a retention problem. There is a healthy pipeline of talented and ambitious women. Last year 50 percent of all undergraduate degrees in the U.S. went to women, however only 50 percent of the college educated workforce was made up of women. And companies are good at recruiting women, according to the report. Parental leave, flex schedules, part-time options all make work more appealing for women.

But what’s happening is women are dropping off at each rung on the corporate ladder. According to Sylvia Hewlett, from the Center for Work-Life Policy (CWLP), women comprise 53 percent of new hires, but only 37 percent of managers, 26 percent of vice-presidents, and just 14 percent of executive committees.

Why? We’ve heard it before –too few of role models, exclusion from networks, not having a sponsor, lack of meaningful work, aversion to corporate politics and subtle but deeply ingrained discrimination.

We’ve also heard before the reason gender diversity matters. There is a large, and growing, body of research connecting women at the tops of organizations to a strong bottom line performance. But the McKinsey report makes a fresh and compelling case for why women matter to the overall health of the U.S. economy.

In 1970, women held 37 percent of all jobs. In 2009, that number grew to 48 percent, equaling 38 million more women at work. According to McKinsey, without these women, “our economy would be 25% smaller today—an amount equal to the combined GDP of Illinois, California and New York.” In order for the country to sustain its historic GDP growth rate of three percent, we need to expand the workforce and increase productivity. And women are key to both.

According to McKinsey’s data,  approximately 76 percent of American women between the ages of 25 and 54 are in the workforce, compared to 87 percent in Sweden. If the U.S. could increase the workplace participation rate of women in each state to 84 percent, it would add 5.1 million women – the equivalent of three or four  percent GDP growth.

 

Closing the Gender Leadership Gap

April 26, 2011
By

Woman climbing corporate ladderThe number of women in the senior ranks of companies worldwide is decreasing, not increasing as one might expect. According to a report from consulting firm Grant Thornton International, the number of women in senior management positions globally has gone from 24 percent in 2004 to 20 percent in 2009. What gives?

Well, change is slow. Very slow, sometimes. In fact, here in the U.S., in ten years, the percentage of female corporate officers in Fortune 500 companies grew only 2 percent, to 14 percent total. The percentage of female board directors grew just four percent, to 16 percent. And the percentage of women who are among the top earners, increased from 12 percent to 14 percent. (Source: Catalyst)

A new report from the Center for Gender in Organizations (CGO) at the Simmons School of Management, “Closing the Women’s Leadership Gap:Who Can Help?,” looks at the factors contributing to the gap and at what can be done to shrink it.

The CGO surveyed more than 300 women at the 2010 Simmons Leadership Conference and found that more than 90 percent of the respondents report experiencing “second generation,” or subtle discrimination at work. According to the press release, announcing the report’s availability, “Second generation gender bias includes work cultures and practices that appear neutral on the surface, but can result in differential experiences and treatment of women and men.  Examples include performing ‘invisible’ work, such as resolving problems and bringing teams together, which receives little to no credit; exclusion from key networks necessary for advancement; and being hyper-scrutinized while in leadership roles.”

The study also examined the ways in which women seek help addressing gender bias at work. Survey respondents reported reaching out to their personal connections for advice. It makes sense. When you are feeling a lack of trust or a sense of discrimination, it’s natural to turn to those you do trust and relate to – a spouse, partner, members of your professional networks, peers, mentors – other women. However, the study reveals women perceive greater success in dealing with second generation bias when they get help from a male boss. So while peers, spouses and female coworkers may be most willing to lend support, it pays to be deliberate and persistent in developing relationships with the men at work who hold positions of authority to effectively address gender issues.

The report outlined what women can do to both promote and support other women and to advance their own careers.

- Women bosses and mentors need to complement the socio-emotional advice and support that they give mentees with active sponsorship and strategic advice.

Women in positions of leadership and authority need to dish out some tough love in order to help mentees. Don’t skip the encouragement, jut balance it out.  And don’t be afraid to sponsor high-potential mentees.

Women pursuing leadership need to be strategic in seeking out sponsors as well as mentors.

Understand the power structure in your organization and build relationships with those in position of authority, not just with those with whom you relate naturally.

And finally, women pursuing leadership need to invest in learning more about second gender issues and how they shape women’s paths to leadership.

All though it may seem effective short-term, the heads-down, barrel-through strategy isn’t always the best one. Contrary to what your friends may tell you, it’s not only okay to acknowledge that women experience work differently than men, it’s strategic.

The 2011 Simmons Leadership Conference is today in Boston. The theme: Passion and Profession. It should be interesting.

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MLB Adds Paternity Leave Policy

April 22, 2011
By
Richie Whitt

Richie Whitt

A Major League Baseball player took paternity leave and another April fool was revealed.

Following Texas Rangers pitcher Colby Lewis’ decision to be present at the birth of his child instead of pitching a game, Dallas Observer writer Richie Whitt expressed his displeasure.

Whitt wrote, “Baseball players are paid millions to play baseball. If that means “scheduling” births so they occur in the off-season, then so be it. Of the 365 days in a year, starting pitchers “work” maybe 40 of them, counting spring training and playoffs.

If it was a first child, maybe. But a second child causing a player to miss a game? Ludicrous.”

Wow. Whitt’s column, even if it was just intended to grab attention, makes it easier to understand why women, and mothers in particular, face discrimination at work. Clearly, the attitude that childbirth and parenting is great but… is deep-rooted. I am reminded of one former boss who told me how annoyed she was that I got pregnant. She worked very hard running the company, she told me, and because of my due date, she would have to reschedule her vacation. Oh, and by the way, no bonus for me that year.

I get the challenges a business owner faces managing interruptions and workforce shortages. I do. I’ve managed enough teams and picked up slack enough times to know it hurts. But that comes with being a manager, or a business owner. And taking those positions is a choice. And, when you look at the lifetime value of an employee, is one game, or in my case, 8 and half weeks of unpaid leave, really that significant? When you consider, in the corporate world anyway, the cost of losing an employee, then rehiring, and retraining a replacement, isn’t it better to make accommodations? Or consider the employee doesn’t leave. They stay, bitter and disgruntled. That costs too. Think of Nomar in the 2004 Red Sox clubhouse. Which leads us back to baseball.

I get the passion for the game. I do. I’ve been a member of Red Sox Nation since birth. And as fans we get swept up and forget our favorite team is made up of real people with lives outside the ball field. That’s part of what makes it fun. Sports allow us to escape reality and be part of a game we have no ability to actually play.  But in reality, sports are big business. And those businesses must address the same work/life challenges any other business faces.

It’s important to note many of the commenters to Whitt’s piece disagreed with what he wrote and supported the leave. That’s encouraging. Less encouraging were those who supported Lewis’ decision because it’s only April. September, now that would have been a different story. And this is baseball with approximately 30 starts. But a quarteback in the NFL? Also a different story.

I think it’s the exact same story. But then again, I don’t know nothin’ bout football.

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Photo from sportressofblogitude.com used with Creative Commons Attribution License.

Invest in Mothers

April 20, 2011
By

Mother at computer holding babyRecently I attended an event for entrepreneurs looking to accelerate their businesses. The event was billed as an opportunity to hear from leaders about how they’ve propelled their companies in terms of product development, technology, sales and marketing. Following the presentations, attendees were encouraged to eat lunch in groups dedicated to specific topics and facilitated by experts.

There were eleven presenters. One was a woman. There were twelve lunch experts. Not one of them was a women.

I asked the organizers where the women were. The answers ranged from (and I paraphrase), “I try to get women here every year. I think it’s too hard for women to start companies,” to “I can’t speak for women.”

I heard a similar refrain at another start-up focused event last month. A man there told me women aren’t willing to put in the hard work and the hours to run a company. Really? Tell that to Ursula Burns, Oprah Winfrey, Anne Mulcahey, Indra Nooyi and countless other women who run lesser-known businesses.

Perhaps the answer lies here: an estimated 90 percent of all venture funding goes to men and venture capital is a key ingredient for growth. The venture industry is predominantly male. This translates to fewer and less powerful networks and connections for women making it more difficult to get in front of key investors. When they do get in the door, it isn’t as easy for them to relate to the money men.

Don’t believe me? Read this. Paige Craig, CEO of BetterWorks and an investor with Good Angel, confesses in Business Insider that he almost didn’t fund a pregnant woman’s business  because of doubts he had she could start a company, lead a team, carry and then care for a child.

Perhaps I should be grateful Craig was honest and started an important dialogue. But actually, his article irks me. The insurance companies insist on labeling childbirth as a disability, but it’s not. Our bodies were built to have children. The many doctor’s appointments, and the frequent trips to bathroom during pregnancy do take time, but women still manage to get things done. We have smart phones now. We can check email and make calls from the waiting room at the OBs office.

And why is the idea that having a child is a great motivator for women so rare? I go to work every day to feed my children. I work hard so I can give my children excellent opportunities. I strive to make a positive impact in the world, because my children will inherit the results. And when I walk through the front door every night and see my kids, I gain invaluable perspective that fuels my effectiveness on the job.

Mother’s don’t check out. Mothers go through life with a heightened sense of awareness and of purpose. Work with us, harness that, and trust me, you’ll like the results.

Read the response from the entrepreneur Craig did ultimately fund. She says she has no interest in fitting the typical start-up CEO profile. She hopes to model for others a path that, “includes sharing their entrepreneurial journey (and, the financial and social upside they will create) with people who know their story, their context, maybe even their families, and believe in them all the more because of it.” Are men that different?

Last night, I had to have a talk with my daughter because she broke a serious rule. I was disappointed and concerned and wanted to tell her. But I chose a softer delivery so that she would feel comfortable talking with me the next time we needed to have an honest conversation. I know, I know. I should take a similar approach with Craig. So please forgive my initial crankiness. It’s just that  it baffles me that in 2011 the concept of women as capable, motivated providers, is still foreign to some.

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Discuss Amongst Yourselves

April 20, 2011
By

Sheryl Sandberg, Chief Operating Officer at Facebook, discusses why we have too few women leaders, at TED. It’s worth the watch.

And for more on why we have too few women speakers at TED, check this out from C.V. Harquail and then join the “She Should Talk at TED” group on Facebook

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