The Paula Principle

CMI

So the gap is growing…

International and national evidence  confirms that we cannot absolutely not assume continuing progress towards fair recognition of the value of women's competences. A recent blog by Laura Liswood drew my attention to the World Economic Forum's  Global Gender Gap Report for 2016.  This is a complex, massively informative operation - a treasure trove which sorts countries by regions and income levels, along four main dimensions: Education Health Economic participation Political empowerment. The overall conclusion starkly confirms the Paula Principle, at a global level: On average, the 144 countries covered in the Report have closed 96% of the gap in health outcomes between women and men, unchanged since last year, and more than…
Read More

The divergence continues

Two separate items from this week which exactly confirm the divergence that is at the heart of the Paula Principle. First the 'End of Cycle' report from UCAS shows women moving even further ahead.   (By the way, what does "UCAS' stand for?  Universities Commission on Admissions and Statistics?  I couldn't find it on their site.)    The entry rate for 18 year old women is 9.2 percentage points higher than for men, making them 35 per cent (proportionally) more likely to enter than men. These differences, both proportional and in percentage points, are the highest recorded. Here's the chart: Another very significant point is that this effect is even…
Read More

Ageing and equality: a curious relationship

Another really interesting post from Rick at Flip Chart Fairy Tales, this time on the impact of gender equity on demographics worldwide.  Rick cites an important study by Anderson and Kohler of the University of Pennsylvania.  The basic point is that in countries where women go to work but there is no accompanying social change to reduce their domestic commitments, the birth rate falls. I've pointed before to Japan and Korea as countries where the Paula Principle applies particularly strongly, and it's no surprise to find they have dramatically ageing populations:  their highly educated women are forced to choose between children and careers, and even if they choose to carry on working…
Read More

feminising the bonus culture? plus let’s not forget the tax angle

It's no surprise, but the Chartered Management Institute recently revealed the difference between the bonuses awarded to women and to men.   Much of the commentary suggested that  the main reason for this is that women don't ask aggressively enough for their bonuses.    I'm sure this is indeed the case, and it fits directly under the PP Factor 3 (lack of self-confidence).  I realise too that some of the answer is for women to  be more assertive in making their claims. But I have some hesitation around this,  leaving aside (just for the moment) a general queasiness about the size of bonuses and how far they are functional.  The suggestion is…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

So the gap is growing…

International and national evidence  confirms that we cannot absolutely not assume continuing progress towards fair recognition of the value of women's competences. A recent blog by Laura Liswood drew my attention to the World Economic Forum's  Global Gender Gap Report for 2016.  This is a complex, massively informative operation - a treasure trove which sorts countries by regions and income levels, along four main dimensions: Education Health Economic participation Political empowerment. The overall conclusion starkly confirms the Paula Principle, at a global level: On average, the 144 countries covered in the Report have closed 96% of the gap in health outcomes between women and men, unchanged since last year, and more than…
Read More

The divergence continues

Two separate items from this week which exactly confirm the divergence that is at the heart of the Paula Principle. First the 'End of Cycle' report from UCAS shows women moving even further ahead.   (By the way, what does "UCAS' stand for?  Universities Commission on Admissions and Statistics?  I couldn't find it on their site.)    The entry rate for 18 year old women is 9.2 percentage points higher than for men, making them 35 per cent (proportionally) more likely to enter than men. These differences, both proportional and in percentage points, are the highest recorded. Here's the chart: Another very significant point is that this effect is even…
Read More

Ageing and equality: a curious relationship

Another really interesting post from Rick at Flip Chart Fairy Tales, this time on the impact of gender equity on demographics worldwide.  Rick cites an important study by Anderson and Kohler of the University of Pennsylvania.  The basic point is that in countries where women go to work but there is no accompanying social change to reduce their domestic commitments, the birth rate falls. I've pointed before to Japan and Korea as countries where the Paula Principle applies particularly strongly, and it's no surprise to find they have dramatically ageing populations:  their highly educated women are forced to choose between children and careers, and even if they choose to carry on working…
Read More

feminising the bonus culture? plus let’s not forget the tax angle

It's no surprise, but the Chartered Management Institute recently revealed the difference between the bonuses awarded to women and to men.   Much of the commentary suggested that  the main reason for this is that women don't ask aggressively enough for their bonuses.    I'm sure this is indeed the case, and it fits directly under the PP Factor 3 (lack of self-confidence).  I realise too that some of the answer is for women to  be more assertive in making their claims. But I have some hesitation around this,  leaving aside (just for the moment) a general queasiness about the size of bonuses and how far they are functional.  The suggestion is…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

So the gap is growing…

International and national evidence  confirms that we cannot absolutely not assume continuing progress towards fair recognition of the value of women's competences. A recent blog by Laura Liswood drew my attention to the World Economic Forum's  Global Gender Gap Report for 2016.  This is a complex, massively informative operation - a treasure trove which sorts countries by regions and income levels, along four main dimensions: Education Health Economic participation Political empowerment. The overall conclusion starkly confirms the Paula Principle, at a global level: On average, the 144 countries covered in the Report have closed 96% of the gap in health outcomes between women and men, unchanged since last year, and more than…
Read More

The divergence continues

Two separate items from this week which exactly confirm the divergence that is at the heart of the Paula Principle. First the 'End of Cycle' report from UCAS shows women moving even further ahead.   (By the way, what does "UCAS' stand for?  Universities Commission on Admissions and Statistics?  I couldn't find it on their site.)    The entry rate for 18 year old women is 9.2 percentage points higher than for men, making them 35 per cent (proportionally) more likely to enter than men. These differences, both proportional and in percentage points, are the highest recorded. Here's the chart: Another very significant point is that this effect is even…
Read More

Ageing and equality: a curious relationship

Another really interesting post from Rick at Flip Chart Fairy Tales, this time on the impact of gender equity on demographics worldwide.  Rick cites an important study by Anderson and Kohler of the University of Pennsylvania.  The basic point is that in countries where women go to work but there is no accompanying social change to reduce their domestic commitments, the birth rate falls. I've pointed before to Japan and Korea as countries where the Paula Principle applies particularly strongly, and it's no surprise to find they have dramatically ageing populations:  their highly educated women are forced to choose between children and careers, and even if they choose to carry on working…
Read More

feminising the bonus culture? plus let’s not forget the tax angle

It's no surprise, but the Chartered Management Institute recently revealed the difference between the bonuses awarded to women and to men.   Much of the commentary suggested that  the main reason for this is that women don't ask aggressively enough for their bonuses.    I'm sure this is indeed the case, and it fits directly under the PP Factor 3 (lack of self-confidence).  I realise too that some of the answer is for women to  be more assertive in making their claims. But I have some hesitation around this,  leaving aside (just for the moment) a general queasiness about the size of bonuses and how far they are functional.  The suggestion is…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

So the gap is growing…

International and national evidence  confirms that we cannot absolutely not assume continuing progress towards fair recognition of the value of women's competences. A recent blog by Laura Liswood drew my attention to the World Economic Forum's  Global Gender Gap Report for 2016.  This is a complex, massively informative operation - a treasure trove which sorts countries by regions and income levels, along four main dimensions: Education Health Economic participation Political empowerment. The overall conclusion starkly confirms the Paula Principle, at a global level: On average, the 144 countries covered in the Report have closed 96% of the gap in health outcomes between women and men, unchanged since last year, and more than…
Read More

The divergence continues

Two separate items from this week which exactly confirm the divergence that is at the heart of the Paula Principle. First the 'End of Cycle' report from UCAS shows women moving even further ahead.   (By the way, what does "UCAS' stand for?  Universities Commission on Admissions and Statistics?  I couldn't find it on their site.)    The entry rate for 18 year old women is 9.2 percentage points higher than for men, making them 35 per cent (proportionally) more likely to enter than men. These differences, both proportional and in percentage points, are the highest recorded. Here's the chart: Another very significant point is that this effect is even…
Read More

Ageing and equality: a curious relationship

Another really interesting post from Rick at Flip Chart Fairy Tales, this time on the impact of gender equity on demographics worldwide.  Rick cites an important study by Anderson and Kohler of the University of Pennsylvania.  The basic point is that in countries where women go to work but there is no accompanying social change to reduce their domestic commitments, the birth rate falls. I've pointed before to Japan and Korea as countries where the Paula Principle applies particularly strongly, and it's no surprise to find they have dramatically ageing populations:  their highly educated women are forced to choose between children and careers, and even if they choose to carry on working…
Read More

feminising the bonus culture? plus let’s not forget the tax angle

It's no surprise, but the Chartered Management Institute recently revealed the difference between the bonuses awarded to women and to men.   Much of the commentary suggested that  the main reason for this is that women don't ask aggressively enough for their bonuses.    I'm sure this is indeed the case, and it fits directly under the PP Factor 3 (lack of self-confidence).  I realise too that some of the answer is for women to  be more assertive in making their claims. But I have some hesitation around this,  leaving aside (just for the moment) a general queasiness about the size of bonuses and how far they are functional.  The suggestion is…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

So the gap is growing…

International and national evidence  confirms that we cannot absolutely not assume continuing progress towards fair recognition of the value of women's competences. A recent blog by Laura Liswood drew my attention to the World Economic Forum's  Global Gender Gap Report for 2016.  This is a complex, massively informative operation - a treasure trove which sorts countries by regions and income levels, along four main dimensions: Education Health Economic participation Political empowerment. The overall conclusion starkly confirms the Paula Principle, at a global level: On average, the 144 countries covered in the Report have closed 96% of the gap in health outcomes between women and men, unchanged since last year, and more than…
Read More

The divergence continues

Two separate items from this week which exactly confirm the divergence that is at the heart of the Paula Principle. First the 'End of Cycle' report from UCAS shows women moving even further ahead.   (By the way, what does "UCAS' stand for?  Universities Commission on Admissions and Statistics?  I couldn't find it on their site.)    The entry rate for 18 year old women is 9.2 percentage points higher than for men, making them 35 per cent (proportionally) more likely to enter than men. These differences, both proportional and in percentage points, are the highest recorded. Here's the chart: Another very significant point is that this effect is even…
Read More

Ageing and equality: a curious relationship

Another really interesting post from Rick at Flip Chart Fairy Tales, this time on the impact of gender equity on demographics worldwide.  Rick cites an important study by Anderson and Kohler of the University of Pennsylvania.  The basic point is that in countries where women go to work but there is no accompanying social change to reduce their domestic commitments, the birth rate falls. I've pointed before to Japan and Korea as countries where the Paula Principle applies particularly strongly, and it's no surprise to find they have dramatically ageing populations:  their highly educated women are forced to choose between children and careers, and even if they choose to carry on working…
Read More

feminising the bonus culture? plus let’s not forget the tax angle

It's no surprise, but the Chartered Management Institute recently revealed the difference between the bonuses awarded to women and to men.   Much of the commentary suggested that  the main reason for this is that women don't ask aggressively enough for their bonuses.    I'm sure this is indeed the case, and it fits directly under the PP Factor 3 (lack of self-confidence).  I realise too that some of the answer is for women to  be more assertive in making their claims. But I have some hesitation around this,  leaving aside (just for the moment) a general queasiness about the size of bonuses and how far they are functional.  The suggestion is…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More