12073: Does NFL Need Female CMO?

Adweek published a piece titled, “9 Women the NFL Should Consider for Next CMO”—however, the trade journal failed to include Pam Oliver. But seriously, does the NFL really need a woman in the CMO role? Despite the figures showing women comprise up to 45 percent of the league’s fans, are they truly a major target audience, especially in terms of profit? The advertising that runs during televised games surely doesn’t reflect that. Additionally, the NFL’s former (and interim) CMO was promoted to a global role, perhaps indicating the league sees greater potential wooing audiences abroad versus broads (sorry, couldn’t resist). Besides, it’s not like any CMO could affect the issues plaguing the NFL right now. The public doesn’t even know who a CMO is or what he/she does. The NFL needs to create a completely different position, perhaps titled something like Director of Ethics and Moral Conduct. Just a thought.

12025: Construction Worse Than Adland.

The Associated Press reported on a dearth of dames in the construction field. In fact, while 7.1 million U.S. workers held construction-related jobs last year, only 2.6 percent were women. Gee, let’s hope the 3% Conference jumps on this pronto.

Few Women in Construction; Recruiting Efforts Rise

By David Crary, AP National Writer

Janice Moreno graduated from college with a degree in English literature, but never landed a job paying more than $12 an hour. Now, at 36, she’s back in the classroom — in safety glasses and a T-shirt — learning how to be a carpenter.

“I believe it’s going to pay off,” she said amid instruction in sawing techniques.

If Moreno’s six-week training program in New York City leads to a full-time job, she’ll have bucked long odds. On this Labor Day weekend, ponder the latest federal data: About 7.1 million Americans were employed in construction-related occupations last year — and only 2.6 percent were women.

That percentage has scarcely budged since the 1970s, while women have made gains since then in many other fields.

Why the low numbers, in an industry abounding with high-paying jobs that don’t require college degrees? Reasons include a dearth of recruitment efforts aimed at women and hard-to-quash stereotypes that construction work doesn’t suit them.

Another factor, according to a recent report by the National Women’s Law Center, is pervasive sexual harassment of women at work sites.

“It’s not surprising that the construction trades are sometimes called ‘the industry that time forgot,’” said Fatima Goss Graves, the center’s vice president for education and employment. “It’s time for this industry to enter the modern era — to expand apprenticeships and training opportunities for women, hire qualified female workers and enforce a zero tolerance policy against sexual harassment.”

Efforts to accomplish those goals are more advanced in New York than in many parts of the country, with pledges by unions, employers and city officials to boost women’s share of construction jobs. One key player is Nontraditional Employment for Women, or NEW, a nonprofit which offers training programs such as the one taken by Moreno.

The organization has arrangements with several unions to take women directly into their multiyear apprenticeships — at a starting wage of around $17, plus benefits — once they complete the program. After four or five years, they can attain journeyman status, with hourly pay of $40 or more.

Kathleen Culhane, NEW’s interim president, said more than 1,000 graduates have obtained apprenticeships since 2005, and 12 to 15 percent of the apprentices with some leading unions are women.

NEW covers all costs for its students, who must be able to carry 50-pound loads.

Beyond learning job skills, the students do role-playing to get ready for future challenges. Among the topics, Moreno said, is how to distinguish between flagrant sexual harassment that should be reported, as opposed to less egregious behavior.

“They want us to be prepared for the possibility we won’t be liked, or we’ll be the only woman on the job,” Moreno said.

If young women considering a construction career are in search of a role model, Holley Thomas might fit the bill.

She took up welding at a community college in Alabama, landed a job in 2009 with construction giant KBR Inc., and in 2010 became the first woman to take first place in welding at the Associated Builders and Contractors’ National Craft Championships, a competition launched in 1987.

Thomas, 29, is now supervising a 10-worker crew at a KBR project in Florida. She speaks occasionally to high school girls, who are impressed by her paycheck that averages more than $2,000 a week.

“The biggest issue is getting through to the parents of the kids, the counselors at the schools and making clear that construction is a viable career,” Thomas said.

Mary Battle also has succeeded with a construction career, although she says it required unwavering tough-mindedness.

Now 50, Battle has been working in cement masonry for 30 years and in 2012 became the first woman elected business manager of Plasterers and Cement Masons Local 891 in Washington, D.C. Under her leadership, the number of women in the local has risen from five to 12, but she says sexist attitudes persist in the industry.

“Men don’t perceive of women as someone coming to work, they perceive of women as a sex object,” Battle said.

For younger women considering a construction career, Battle tells them: “No matter how much negativity you get, keep on the job and don’t quit.”

A mother of six, Battle credits a devoted baby sitter with helping her handle long work hours. Many construction jobs start in early morning, complicating child-care arrangements for some single mothers.

Another challenge for women is to get their fair share of working hours, according to Elly Spicer, a former carpenter who is now director of training at a technical college affiliated with New York City carpenters unions.

“You’ll find, unquestionably, that women get access to less hours than men,” said Spicer. “You can’t do this working six months of the year.”

The management side of the industry insists it would welcome more women.

“Most of our members are desperate to hire people,” said Brian Turmail, public affairs director for the Associated General Contractors of America. “They’re looking for any candidate who’s qualified to come and join the team — women, minorities, veterans.”

Turmail suggested that most women aren’t tempted by construction careers, while those who are interested might be hampered by cutbacks in school-based vocational programs.

The Labor Department plans to award $100 million in grants this year for apprenticeship programs that expand opportunities for women and minorities.

“The reality is that the face of apprenticeship in the construction industry has been white male,” Labor Secretary Thomas Perez said in an interview. “We’re working to ensure the future reflects the face of America.”

A crucial step, Perez said, is to highlight the successes of women who have thrived in construction.

“Women are good at this,” he said. “They’ve punched a ticket to the middle class and speak with great pride of the barriers they’ve overcome.”

Regarding sexual harassment, the Labor Department’s Office of Federal Contract Compliance Programs has pledged to crack down on contractors who fail to prevent serious abuses.

Earlier this year, the office determined that three female carpenters with a Puerto Rico firm were sexually harassed and denied work hours comparable to those of male workers. At times, the company failed to provide the women with a restroom, and they had to relieve themselves outdoors, the office said. Under a conciliation agreement, the company agreed to pay $40,000 to the three women.

11194: Good Cheer, Bad Career Move.

The New York Daily News reported on a study showing cheerful women have more difficulties advancing in business. Could this account for the alleged dearth of dames in the advertising industry?

Cheerful businesswomen seen as less willing to lead: study

Leaders are ‘assertive, dominant and hard-lined,’ so females who want to be promoted to top positions should appear proud without looking too cheerful, new research suggests.

By Victoria Taylor / NEW YORK DAILY NEWS

The secret to a successful woman may be a proud but serious demeanor.

New research from Germany's Technische Universitat Munchen suggested that cheerful women are seen as less willing to assume a leadership role than their male counterparts.

Women seeking higher positions in a company are expected to demonstrate excellent negotiation skills, networking capabilities and the ability to develop a strategic career ladder. However, economic researchers found that these attributes aren't always enough.

“They ignore the fact that there are stereotypes that on a subconscious level play a decisive role in the assessment of high achievers,” Isabell Welpe, TUM's Chair for Strategy and Organization, said in a press release. “Leaders should be assertive, dominant and hard-lined; women are seen as mediators, friendly, social.”

Researchers showed survey participants a number of scenarios involving potential leaders and their employees. They then asked them about their expectations and perceptions.

Participants expected better performance when a man had delegated the work, according to the study.

Also, in cases where neither the male nor the female managers delegated the decision making when it made sense to do so, women participants were bias against bosses of their own gender.

“There is still the belief that men in leadership positions show more assertiveness towards their staff,” Welpe said. “The surprising thing is that some female stereotypes are more reinforced in the minds of women themselves — for example their tendency to accept a dominant leadership style in men.”

The study suggested that ambitious women looking to climb the corporate ladder may have to smile less.

“Women who looked cheerful were judged to less willing to lead,” Welpe said. “Pride, on the other hand, is positively associated with leadership qualities.”

11084: Gender Bias Is Not Rocket Science.

From The Huffington Post…

NY Times Changes Yvonne Brill Obituary After Criticism

The New York Times responded to a chorus of critics on Saturday after it published an obituary about a famed female rocket scientist that led with her accomplishments as a wife and mother.

Yvonne Brill died on Wednesday at the age of 88. President Obama awarded her with the National Medal of Technology and Innovation in 2011. Under the Times’ headline, “Yvonne Brill, Pioneering Rocket Scientist, Dies At 88,” the lede read:

She made a mean beef stroganoff, followed her husband from job to job and took eight years off from work to raise three children. ‘The world’s best mom,’ her son Matthew said.

Some readers tweeted their dissatisfaction, making fun of the Times’ inclusion of her cooking skills and wondering if an obituary for a male rocket scientist would lead with anything but his professional accomplishments. The Times’ public editor Margaret Sullivan even chimed in, saying that she agreed with the criticism and linking to a CJR article about how news coverage of women scientists often leads to gratuitous gender profiles.

Later, the Times dropped the beef stroganoff reference and changed the lede of the online obituary to:

She was a brilliant rocket scientist who followed her husband from job to job and took eight years off from work to raise three children. ‘The world’s best mom,’ her son Matthew said.

The Times did not attach a note to the online article notifying readers of the change.

10818: Expert Sexpert.

This campaign for Hivejobs is okay…

…until it depicts potential sexual harassment in the workplace.

From Ads of the World.

10807: Seeking Binders Of Women.

From The Chicago Tribune…

A woman’s place is in the House

Where are those binders full of women when you need them? The Republican Party could sure use a few.

This week, Republicans in the U.S. House approved a slate of 19 committee chairmen chosen by a GOP steering committee. White males, every one.

They’re all fine statesmen, we’re sure. All eminently qualified. But come on. We thought one lesson of the 2012 election was that Republicans could stand to work a little harder at that whole diversity thing.

The House power lineup is especially glaring because the number of female members will be at all-time highs in both chambers of the 113th Congress: 81 women in the House, 20 in the Senate.

Over in the Senate, the sisterhood has been feeling downright giddy about those numbers.

Two weeks ago, during a new-member orientation, Sen. Amy Klobuchar, D-Minn., tweeted about “our first-ever in U.S. history traffic jam in women senators’ restroom. #somerecordsmustbebroken.” She later explained that there were five senators in there, and only two stalls.

Sen. Claire McCaskill, D-Mo., tweeted about a “power meeting” with newly elected Massachusetts Democrat Elizabeth Warren and Nebraska Republican Deb Fischer in the same setting. “Gonna need a bigger bathroom,” McCaskill quipped.

The problem for Republicans in both chambers is that most of the women are Democrats. Roughly 90 percent of the House Republican caucus is white male. Most of the GOP women lack seniority, a big factor in committee leadership calculus. The 113th House actually will have fewer Republican women than the 112th.

House Speaker John Boehner is being lobbied hard to appoint women to chair two remaining committees: the Ethics Committee and the Committee on House Administration. Those are lesser assignments, not subject to a steering committee vote, and there currently are no GOP women on either committee.

Democrats don’t seem to have so much trouble finding qualified women: Recall that when they held the House, a woman was speaker. At least five Democratic women are expected to be named ranking committee members in the House; those are the members who, if their party was in power, would likely be the chairs. Women are expected to chair as many as seven committees in the Democratic-controlled Senate.

That happened in part because Democrats made it their business to recruit strong female candidates. Sen. Patty Murray, D-Wash., who chaired the Democratic Senatorial Campaign Committee, says women were central to the party’s strategy to hold on to its majority in that chamber.

Note to Republicans: It’s on you to diversify your ranks. A little less emphasis on seniority — can you say “good old boy”? — could help get things moving. But it’s hard to find women for your leadership team when there are so few of them in Congress to begin with.

Ever wonder why Mitt Romney’s “binders full of women” remark in the second presidential debate rubbed so many women the wrong way?

His point was that as governor of Massachusetts, he had gone the extra mile to find qualified women to serve in his Cabinet after noting that all the candidates were men. “I went to a number of women’s groups and said, ‘Can you help us find folks?’ and they brought us whole binders full of women,” he said.

The problem is that after decades in business, Romney didn’t already have his own list of capable female candidates. Neither does Boehner, apparently. He needs to get cracking on that.

Fun fact: One of Boehner’s first actions as speaker was to order a new women’s bathroom built steps from the House floor. Before that, female representatives had to exit the chamber and hike through Statuary Hall to get to the restroom — a 10-minute round trip — while men barely had to leave their seats. “Love the new ladies room off the floor of the House,” tweeted Rep. Donna Edwards, D-Md. “Three cheers to @SpeakerBoehner.”

Parliamentarian John Sullivan, whose office was moved to make space for the new restroom, didn’t object. “I know one day the House will be half women,” he told a Politico reporter. If the Republicans know what’s good for them, they’ll get some more estrogen on their side of the aisle.

10555: Val DiFebo Is A White Woman.

Okay, the following post is admittedly a tad sloppy—yet it was inspired by recent commentary and observations.

Business Insider spotlighted Deutsch NY CEO Val DiFebo, clarifying a quote the adwoman made in a 2009 New York Magazine article. DiFebo now insists the statement in question—“I don’t think of myself as a woman”—should have read: “I don’t think of myself as a woman, but a businessperson that is a woman.” One has to wonder if DiFebo didn’t mean to say, “I don’t think of myself as a women, but as a businessman that is a woman.” After all, other high-level female advertising executives have shown that succeeding in the field often demands becoming “acceptable” by White adman standards:

• Socialistic CEO Colleen DeCourcy confessed to being “one of the boys” throughout her career.

• Former Leo Burnett Chief Creative Officer Cheryl Berman stated in a 2009 Wall Street Journal story, “I guess you could say I was Peggy Olson in the 70’s, when I walked into an agency called Leo Burnett. When I walked out 30 years later, I guess you could say I was Don Draper.”

• Former BBH Chair Cindy Gallop encouraged adwomen to “Be the bitch. … It’ll get you more places and more of what you want than receding invisibly into the background in a charmingly feminine way will.” Plus, Gallop constantly flaunts her fascination for younger men and pornography.

• Why, even DiFebo ultimately displays the gender-morphing phenomenon. It’s no secret that Deutsch has historically been a boy’s club—and a wild one to boot. Founder Donny Deutsch is notorious for his womanizing, as well as his penchant for dropping F-bombs. The Business Insider story made a reference to a bright orange sign attached to the white board in DiFebo’s office that reads, “Tell it to me fucking straight.”

It could also be argued that White women have an easier time meeting such assimilation requirements. Diversity experts and market researchers clearly recognize the differences between professional women across racial and ethnic groups—especially the varied attitudes and behaviors regarding work. White women probably greatly outnumber non-White women on Madison Avenue for a reason—and it may be rooted in their ability to relate with White men, transforming themselves and gaining acceptance.

In the end, DiFebo likely succeeds because she is a businessperson that is a White woman.

::::

Why Deutsch’s Val DiFebo Said ‘I Don’t Think of Myself As A Woman’

By Samantha Felix

Deutsch NY CEO Val DiFebo wants to set the record straight: She does, in fact, think of herself as a woman.

The truncated quote that has haunted DiFebo — it comes up in Google searches — was originally published by New York Magazine in 2010 as: “I don’t think of myself as a woman.”

But she told Business Insider that it should have read: “I don’t think of myself as a woman, but a businessperson that is a woman.”

While sitting with us, DiFebo remarked that ever since the article ran, anytime she meets with someone new, the first thing out of their mouth is, “So, I heard you don’t think of yourself as a woman?”

DiFebo has been with Deutsch since 1992, playing a key role in shaping the growth of its New York office. Her up-beat personality reflects the culture and energy of the office.

But DiFebo is no softy. The bright orange sign plastered to the white board behind her desk says it all: “Val DiFebo; CEO, Deutsch, New York; Tell it to me f--king straight.”

10550: Air Force Flies With Female Commander.

From The Associated Press…

Air Force gal-vanized

From AP

SAN ANTONIO — The Air Force handed the reins of basic training to a woman yesterday following a sex scandal in which 42 female recruits say they were improperly approached, sexually harassed or raped during their first weeks in uniform.

Col. Deborah Liddick downplayed any significance, however, to a woman taking charge at such a crucial and visible moment for Lackland Air Force Base, where more than 36,000 airmen graduate each year but which has been shaken by widespread allegations of instructor misconduct.

Liddick said “it does not matter” that the Air Force chose a woman and she mostly sidestepped questions about the scandal following a formal change of command ceremony at the Texas base.

“I will ensure the airman under my command maintain the highest standards possible, that the standards are enforced and folks are held accountable,” Liddick told reporters.

It’s not the first time the Air Force has picked a woman to lead basic training. In fact, Liddick is the third woman to helm the 737th training group in the past decade at Lackland, where every new American airman reports for eight weeks of basic training.

The training environment has come under intensifying scrutiny — from military investigators to Congress — since allegations of sexual harassment and assault involving male instructors began surfacing last year. Four have been convicted on charges ranging from adultery to sexual assault, and a fifth is scheduled to stand trial Monday.

Six instructors have been charged in all, and a dozen more remain under investigation, said Brent Boller, a spokesman for Joint Base San Antonio, which encompasses Lackland.

Boller said some of the 42 female victims identified by investigators simply received text messages from their male instructors, a violation of military policy. Even consensual relationships between instructor and trainee can result in criminal charges.

The most serious allegations involved an instructor sentenced to 20 years in prison in July after being convicted of raping one female recruit and sexually assaulting several others. Earlier this month, another instructor was sentenced to a year in prison and received a dishonorable discharge after pleading guilty to having sex with a trainee.

About one in five Air Force recruits are female, while most instructors are male.

There were few women Friday among the nearly 600 new airmen at Lackland who graduated from basic training after Liddick took command. Among them was airman Jessica Gibson, of Dallas, who said she her male instructors the last two months had her best interests at heart and always were approachable.

But she said a female commander could have a positive influence on the training environment.

“I think that could make a difference, but I think a male commander could also carry out the same instructions,” Gibson said. “I think she could add perspective, though.”

Anu Bhagwati, executive director of Service Women’s Action Network, applauded the choice of a woman. But she said there is a long way to go to fix what she called deeper issues throughout the military that cause problems like those at Lackland.

Among them is the ratio of instructors to recruits, which Bhagwati called “abysmal” at Lackland. The base has about 500 instructors and was operating this summer at about 85 percent of what it would consider a full roster.

Instructors are among the toughest assignments for the Air Force to staff because of the demanding nature of the assignment: a four-year commitment, longer hours than most and time away from friends and family.

“It’s a great first step for the Air Force, but it’s not enough because (Liddick) can’t fix the problem herself,” Bhagwati said Friday.

Liddick takes over for Col. Glenn Palmer, who was ousted last month as attention to the scandal intensified. Another commander at Lackland also was relieved during the summer for what military prosecutors described as a lack of confidence.

U.S. Rep. Howard “Buck” McKeon, chairman of the House Armed Services Committee, visited Lackland this month and said he believed the Air Force was being diligent in its investigation. In August, the White House pick for Air Force chief of staff was held up while Congress pressed the service for answers about the scandal.

10416: Mickey Mouse & Muslims.

From The Los Angeles Times…

Muslim employee’s suit accuses Disney of bias over head scarf

Imane Boudlal charges that she was harassed after she began wearing a hijab in 2010 while working as a cafe hostess.

By Kate Mather, Los Angeles Times

Imane Boudlal got a job two weeks after moving to California, a hostess position at a Disneyland Resort cafe.

She didn’t log many hours at first — it was April, the slow season — but as the summer of 2008 progressed, the 24-year-old worked more frequently as the Grand Californian Hotel & Spa’s Storyteller’s Cafe drew more tourists.

It was also, Boudlal alleges in a lawsuit filed Monday, when her co-workers began taunting her, calling the Moroccan-born Muslim a “terrorist,” a “camel” and someone who learned how to make bombs at her mosque. She complained to her managers verbally and in writing, she said, with no results.

Now, Boudlal is suing Walt Disney Corp. in federal court, saying that she was discriminated against and harassed for her religious beliefs. She also alleges that she unfairly lost her job in 2010 after refusing to remove her head scarf at work.

“It’s been hard,” Boudlal said in an interview. “I thought it was just a matter of complaining and a few days, and it wouldn’t affect my life, but it turns out … nothing has been done.”

The lawsuit charges that Boudlal, who is a naturalized U.S. citizen, decided to wear her hijab full time in 2010, about eight months after she began wearing it publicly. She contacted her supervisors at Disneyland to request an exemption to the company’s “look” policy — general appearance guidelines that, according to a Disney website, touch on items ranging from contact lens color and visible tattoos to personal hygiene.

After weeks of discussions with company officials, the lawsuit says, Boudlal received initial approval to wear a Disney-designed scarf, but she was told it would need corporate approval before she could wear it to work. Not wanting to wait to mark Ramadan, Boudlal wore her own hijab to work Aug. 15, 2010, when she says she was told she could either remove the scarf, cover it with a hat or work in a job out of public sight.

She refused and, after a few additional meetings with Disney, filed a complaint with the U.S. Equal Employment Opportunity Commission. The agency awarded Boudlal a notice of right to sue earlier this month, opening the door for litigation.

Disney spokeswoman Suzi Brown said the company tried to accommodate Boudlal’s needs — as it has with religious requests from other employees from various faiths.

:We presented Ms. Boudlal with multiple options to accommodate her religious beliefs, as well as offered her several roles that would have allowed her to wear her own hijab,” Brown said. “Unfortunately, she rejected all of our efforts and has since refused to come to work.”

Mark Rosenbaum, an attorney from the ACLU of Southern California who is representing Boudlal, said his client has not been scheduled to work at the cafe since Aug. 21, 2010. He said Boudlal was suffering from “one of the byproducts” of the Sept. 11, 2001, terrorist attacks.

“I think her experience is not unlike that of many Muslims,” he said. “America was invented based on our commitment to religious freedom and that got lost or shredded after 9/11.” The lawsuit, he said, “is an attempt to recapture this.”

“If you’re a Muslim,” he said of Disneyland, “It’s not the happiest place on Earth.”

Shortly after Boudlal’s dispute with Disney went public in 2010, another Muslim employee said she was also told that she would have to work out of sight if she chose to wear a hijab. Disney officials said they were able to reach a compromise with Noor Abdallah, then a 22-year-old intern from Chicago, and allowed her to wear a fitted blue scarf topped by a beret-style hat.

The lawsuit seeks damages for Boudlal, as well as harassment and discrimination training for Disney employees. It also asks the court to order Disney to allow Muslim employees to wear hijabs in public roles without a hat or other cover.

Boudlal has a degree in hotel management, an industry that she thought would allow her to travel the world and meet people. Now, after a quick Google search turns up news of her dispute with Disney, she doesn’t think she will be hired. She said she is taking classes at Cal State Fullerton in hopes of finding a new career path.

“I just want to pick something that will get me a job,” she said.

10310: MSLGroup Soap Opera Continues.

As a follow-up to the Publicis Sex Suit Exposé, Business Insider asked, “Does The PR Business Discriminate Against Women?” Plus, Jim Edwards posted an exclusive story indicating MSLGroup Managing Director Neil Dhillon held a staff meeting to deny the charges and pooh-pooh the lawsuit.

First, inquiring about the propensity for gender bias in the PR field is the equivalent of asking if the sky is blue. Advertising and PR are close pals, and it’s likely the two share hiring-related quirks in regards to women. Besides, if people appear ambivalent over the dearth of dames on Madison Avenue, does anyone honestly give a flying fuck about the issue as it pertains to the PR field? Heaven forbid a survey of males versus females might include tallying the racial and ethnic makeup too.

Second, shouldn’t a PR expert know better than to create opportunities for additional scrutiny and criticism? And how does it look for a leading man at the firm to publicly play defense? It would have been more convincing if MSLGroup female executives stepped forward and said it ain’t so—or if someone recruited Karen Mallia to weigh in. Maybe Dhillon believes any PR is good PR. If so, he’s getting what he deserves—including a Business Insider anonymous comment that reads, “Someone should ask Neil about his own racy history with sex discrimination and domestic battery...” Brilliant.

10305: Publicis Sex Suit Exposed.

Jim Edwards at Business Insider examines the alleged sex discrimination scandal involving Publicis PR Chief Jim Tsokanos (pictured above). Um, Tsokanos is no Don Draper. Regardless, the filed lawsuit clearly displays a PR wonk’s handiwork. Here’s an excerpt:

“Viva La Difference!” celebrates the slogan in Publicis’s diversity program. For women employed at Publicis, there may be a “La Difference” but it gives them nothing to “Viva” about. A gender hierarchy haunts Publicis; and the Company’s diversity program announces it explicitly: “every employee—both male and female—has his or her place….” This sentence captures the essence of how Publicis treats its women. All employees have their place: males come before females. A Publicis woman’s place is in the back of the line, far removed from senior management positions, almost all of which are reserved for the men.

Sacré Bleu! Not sure if this is a continuation of the $100 million sex discrimination lawsuit filed against Publicis last year, as one executive’s name appears in both instances. C’est la Vie!

10295: The Undiscovered Digital Country…?

The previous post on “Girls Who Code” made MultiCultClassics recall having never responded to the March 2011 Advertising Age perspective by Karen Mallia, as well as the related study Ms. Mallia co-wrote with Kasey Windels.

Mallia is a former advertising agency creative director and current assistant professor at the University of South Carolina. In recent years, her research has included examining women in the ad field, wondering why there is a dearth of dames, particularly at the creative director level. In 2009, Mallia presented another Advertising Age perspective, stating that motherhood partly prevented many women from advancing. Hell, she almost corroborated the infamous Neil French rant that took place in 2005.

Anyway, Mallia’s latest writings suggest digital agencies offer more opportunities than traditional advertising agencies for women to thrive and move forward. Can’t help but think Mallia—like most traditional agency veterans—is clueless about digital agencies and digital in general.

Granted, the digital field evolves as quickly and dramatically as the technology fueling it. At the same time, there are certain realities to consider for women who might buy into Mallia’s views.

First, the majority of digital agencies are ultra-fast-paced sweatshops. If motherhood hampers progress in traditional ad agencies, creative people can expect little difference in the digital arena. The truth is, all workplaces are growing increasingly supportive of family and flextime. There really is no advantage at digital agencies. Indeed, if a digital creative person does seek to be accommodated with telecommunicating and flextime, they will find it difficult to move beyond being a technician or executor versus a creative director.

Mallia’s belief that digital agencies feature more collaborative team structures is somewhat incorrect. Digital tends to be production-driven, meaning production partners are more closely involved, especially when they are coworkers within the shop. The duties typically handled by outside vendors are now the responsibility of people in neighboring cubicles. Closer proximity, however, does not equal a greater collaborative spirit. Fuzzy titles compound matters. Digital agencies are just as dysfunctional as traditional ad agencies—and often more messed up, as too many cooks disrupt the kitchen.

The holding companies also affect how digital agencies operate. Holding companies are buying whole agencies to kick-start their digital capabilities, and forcing integration within the network. The end result is chaos, as demonstrated by Team Sprint.

The aforementioned point ties to another digital field dilemma. In the end, a digital agency’s position in the overall marketing scheme is directly linked to its physical and professional relationship with the AOR. Those pesky traditional advertising agencies ultimately influence everything.

Mallia’s contention that opportunities will blossom because women comprise the larger digital audiences—plus, they are terrific content creators—doesn’t make a lot of sense. Women have always been the primary audience for the efforts of traditional advertising agencies; however, that fact hasn’t brought inclusiveness to Madison Avenue. And being a content creator will not necessarily land you a job in a digital agency. After all, these firms seek to generate revenue for clients, while online content usually is not preoccupied with profits. Until someone can figure a way to monetize mommy bloggers for marketing purposes, Mallia’s digital dream will be deferred.

To be fair, Mallia’s vision is thoughtful and hopeful. Yet for our global industry, digital mirrors diversity. There’s a lot of talk sans action. Leaders feign concern and commitment, and ultimately fall back to familiar, outdated processes. Quick fixes involve recruiting children. Money and power rule the day—and it’s clear who controls the money and power.

By all means, women should pursue careers in the digital field. But don’t expect easier access to becoming a creative director. Unless Daddy has political and corporate connections.

10294: Dearth Of Digital Dames.

Advertising Age Creativity 50 includes “Girls Who Code” creator Reshma Saujani. The initiative’s website states, “Girls Who Code is a new organization working to educate, inspire and equip 13- to 17-year-old girls with the skills and resources to pursue opportunities in technology and engineering.” Women use the Internet 17% more than men; plus, they represent the fastest growing online and mobile demographic, responsible for over 65% of content on social networking sites. However, women are underrepresented in technology fields. In other words, there’s a dearth of dames in digital agencies too. Sorry, Karen Mallia, but your grand theory doesn’t hold up.

Girls Who Code Founder Reshma Saujani’s Smart Incisive Thinking Makes Her a Creative Problem-Solver

By Shareen Pathak

When Ms. Saujani approached General Electric and eBay about joining her “Girls Who Code” initiative, she couched her proposition in terms big business understands: It’s good for your bottom line, because while the people using your products are women, the ones creating them aren’t.

It’s that kind of smart, incisive thinking that makes her a creative problem-solver. The ex-deputy public advocate founded a program that teaches the basics of technology and engineering to promising young women in New York. It takes off this summer, with more cities and more partnerships planned for 2013.

10281: Even More Cannes Crapola.

Campaign interviewed Global Marketing Leader for Yum! Restaurants International Klara Farkas at Cannes, and the discussion included the dearth of dames in marketing and advertising. While recognizing the alleged problem, Farkas said, “It becomes more difficult in terms of identifying what to do about it.” Um, you might consider not executing promotions like the one depicted below. Ms. Farkas could also force encourage her advertising agencies to stop being so sexist and exclusive in their hiring practices. Just spitballing ideas here.

Cannes 2012: Yum! Restaurants’ Farkas talks about women in the industry

By Georgina Brazier

Klara Farkas, global marketing leader for Yum! Restaurants International, (parent to brands including KFC and Pizza Hut) talked to Campaign about the role of women in marketing and advertising and what can be done to “elevate and advance” women in the industry.

Sitting on a panel for a discussion surrounding the topic at Cannes, Farkas said women currently occupy over half the positions in both advertising and marketing internationally, but that only a small percentage have secured leading roles.

She said: “Only 3% of women are in the ‘seasweep’ and being represented, currently. Women, while they may start their careers with the ambition to grow and climb the ladder, they are forced into making choices that require them to be a bit more flexible and maybe get them off track. We need to get them back on track.

When asked about the reaction to the panel talks, she emphasised that the response from industry is “always positive” and that there is an “overwhelming willingness” to discuss the topic.

She said: “It becomes more difficult in terms of identifying what to do about it.”

“What are the specific things that companies, agencies can do to address the issue and what sort of processes can be incorporated into the culture to make sure that women are given the opportunities—are sponsored and advocated by other people within the organisations.”

Jenelle Tilling, vice president, marketing at KFC UK and Ireland recently [talked] about her role as a mentor to colleagues at various Yum! Businesses and her place on the executive committee of Women in Advertising and Communications in London. She uses this opportunity to give advice and learn from talented women in the industry.

During the interview Farkas also spoke about her first experience of Cannes, highlighting what she has learnt about how to be a better client and also the importance of digital in the food market.

10280: More Cannes Crapola.

Adweek spoke with Deutsch NYC CEO Val DiFebo at Cannes, and the discussion included the dearth of dames on Madison Avenue. DiFebo believes “women still face obstacles” securing positions of power—particularly in the creative department—yet she seemed clueless on solutions to the alleged dilemma. When asked directly, “Do you actively seek female creatives?” she passed the buck to her agency’s recruiter, who apparently seeks out the best talent, regardless of gender, race, ethnicity, etc. The CEO added, “[The Deutsch recruiter] just can’t find [female candidates], to be honest.” Her statement, of course, is the stereotypical most popular excuse delivered for all diversity-related inquiries. Like nearly every industry leader, DiFebo doesn’t realize recruiting candidates who are not White men requires tactics beyond the norm. She also doesn’t realize the norm—in terms of hiring practices for the advertising field—is outdated, exclusionary, sexist, racist, discriminatory and more. And she absolutely doesn’t realize the real answers—as well as potential candidates—won’t be found at the cliquish confines of Cannes. If DiFebo is typical of her high-level peers, she will probably suggest that ad agencies should start grooming future creative directors through the Girl Scouts.

10199: Batgirl Faced Workplace Discrimination…?

Sociological Images pointed out a vintage PSA starring Batgirl, Batman and Robin for the Equal Pay Act of 1963. In the spot, Batgirl confronts Batman and complains, “I’ve worked for you a long time, and I’m paid less than Robin. … Same job, same employer means equal pay for men and women.”

Not sure Batgirl’s argument really holds up, as she actually experienced benefits not extended to Robin. The professional Batperks included:

Batgirl enjoyed Batflex hours—her work schedule did not come close to matching Robin’s routine. Longer hours meant Robin faced grave dangers more often than the female caped crusader too.

Batgirl had exclusive housing accommodations—featuring high-tech gadgetry nearly on par with the Batcave. One might claim that Robin received free room and board at Wayne Mansion, but that was the result of being a foster child/adopted child versus an employee.

Batgirl cruised with a company-provided ride—the Batgirl Batcycle. Robin played the passenger on most Batvehicles, and was even forced to occupy the humiliating sidecar on the Batcycle.

Batgirl took advantage of the Batfranchise—right down to displaying the corporate identity and logo. She was an official Batrepresentative, which provided greater recognition and credibility. The lesser half of the Dynamic Duo was named after a cheery bird.

Batgirl had access to extra Batoffice supplies—like a fully-equipped utility belt. Robin’s belt appeared to be ornamental at best.

Sorry, but Batgirl did not deserve compensation similar to Robin’s salary. Although she could have legitimately griped over being referred to as Batgirl instead of Batwoman.

9451: IBM CEO Trailblazer.

From The Chicago Sun-Times…

IBM names Virginia ‘Ginni’ Rometty first female CEO

By Jordan Robertson AP Technology Writer

SAN FRANCISCO — IBM Corp. ushered in the first female CEO in the company’s 100-year history on Tuesday.

Virginia “Ginni” Rometty, a veteran at the technology giant famous for its conservative corporate culture, will take over as CEO from Sam Palmisano, IBM announced.

Palmisano has been CEO for nearly a decade and turned 60 this year. He will stay on as chairman.

Rometty, 54, takes over on Jan. 1. She is currently in charge of sales and marketing at the company based in Armonk, New York.

After she takes over the helm at IBM, women will be in charge of two of the world’s largest technology companies. Last month, Meg Whitman was named CEO of Hewlett-Packard Co. Whitman had previously joined eBay Inc. when it was a fledgling startup during the dot-com boom and guided it to become an Internet auction powerhouse. She also ran unsuccessfully for California governor last year.

While Whitman’s HP is a sprawling company in disarray, Rometty will inherit a finely tuned IBM whose focus on the high-margin businesses of technology services and software has helped it thrive.

Their appointments are “setting a fabulous example” in the promotion of female executives, said Jean Bozman, an analyst with IDC who has followed both companies closely for years.

“It is a good sign,” Bozman said. “It does create an environment in which more of these high-ranking women executives can see that’s within reach. The more that happens, the more normal that will be. I think this might be a great sign that we’ve turned a corner. Certainly the Baby Boomers have wanted this for a long time.”

HP, of course, had another female CEO, Carly Fiorina, but her tenure ended in acrimony when she was forced out in 2005 over disappointing financials and the fallout from her hard-fought battle to buy Compaq Computer.

IBM’s move was unexpected. Palmisano had tamped down earlier talk of his retirement, insisting that he wanted to stay on as chief. In rare public comments, he said last year that he was “not going anywhere” and that there’s no formal policy at IBM dictating when a CEO should retire.

Palmisano in a statement said that Rometty has led some of IBM’s most important businesses, and was instrumental in the formation of IBM’s business services division. She oversaw IBM’s $3.5 billion purchase of PricewaterhouseCoopers’ consulting business in 2002, which is a key element of a strategy that has made IBM a widely copied company. She is “more than a superb operational executive,” Palmisano said.

“She brings to the role of CEO a unique combination of vision, client focus, unrelenting drive, and passion for IBMers and the company’s future,” Palmisano said. “I know the board agrees with me that Ginni is the ideal CEO to lead IBM into its second century.”

Bobby Cameron, an analyst with Forrester Research who has worked with IBM in various roles over the years, said that in meetings with Rometty is “engaging” and inquisitive. Her interest in emerging technologies, not just the established sales leaders, is an important characteristic. Cameron thinks she’s an ideal choice to continue Palmisano’s work.

“I think she’s smart. She asks questions; she doesn’t just come in with an agenda, and she’s interested in the leading edge, not just what’s driving volume — all those things are important for a CEO to have,” Cameron said.

Palmisano has the same characteristics, Cameron said.

“I think it will be more of the same, and I think that’s a good thing,” he said.

IBM shares fell $1.16, or 0.6 percent, to $179.20 in extended trading, after the change was announced.

9216: New Girl Scouts CEO A Smart Cookie.

From USA TODAY…

Hispanic attorney named new Girl Scouts CEO

By Michelle Healy, USA TODAY

Anna Maria Chavez remembers joining Girl Scouts at age 10 and loving the crafts, cooking and camping adventures.

Growing up in tiny Eloy, Ariz., “we didn’t go camping much when I was little, so this was a great experience,” says Chavez, a Texas attorney selected Wednesday as the new CEO of the 3.2 million-member Girls Scouts of the USA.

Travel opportunities with Girl Scouts were particularly meaningful, giving Chavez “the first opportunity I had to go away by myself, without my family. It really opened my eyes and gave me a certain amount of courage.”

Today, building courage, confidence and character is the expressed goal of the 99-year-old organization, which says it also teaches girls and young women the value and power of leadership and service through its programs and activities, including financial literacy, environmental conservation, math and science education and health.

Girl Scouts “provides a pipeline to leadership in this country,” says Kathy Cloninger, the outgoing CEO, who is retiring after leading the organization for eight years.

Although many know Girl Scouts for its “wonderful cookie program, Girl Scouts has a wonderful story of preparing women for leadership that may not be out there in the public domain,” says Chavez, 43, who has been CEO of Girl Scouts of Southwest Texas since 2009.

Prior to that, she worked in numerous federal and state government positions, including as a deputy chief of staff for urban relations and community redevelopment for Janet Napolitano, former Arizona governor and current U.S. secretary of Homeland Security. Napolitano is herself a lifetime Girl Scout member.

“It’s living the American dream to start as a girl member several decades ago and now be part of the national leadership team,” says Chavez, a Mexican-American who will be the first person of color to lead the group, which includes 2.3 million girl members and nearly 880,000 adult members.

Like most non-profits, the Girl Scouts organization has been affected by the battered economy, but has remained strong, says David Thompson, vice president of public policy for the National Council of Nonprofits. Girl Scouts is “a premiere name-brand non-profit that has gone through transition, transformation, reorganization and restructuring. It’s led the non-profit community in that regard. It’s done a great job of adjusting its mission to where there are girls in need of support and leadership training,” he says.

Among recent initiatives was a national brand campaign, a new program portfolio for girls built around “leadership journeys,” as well as consolidating the number of Girl Scout councils, or local offices, from 312 to 112.

“We had no idea the economy was going to sink when we started with the mergers,” says Cloninger. “But we ended up in a better position to weather the economy than if we had stayed with many of the smaller staffs. We were able to operate with a greater economy of scale.”

Girl Scouts still service “every ZIP code,” says Cloninger, whose tenure also saw an extensive outreach to girls in traditionally underserved communities, including minority and immigrant populations, isolated rural communities, public housing, homeless shelters and juvenile detention centers.

A targeted effort to take Girl Scouts to the growing Hispanic population resulted in a nearly 55% membership increase between 2000 and 2010, says Cloninger.

“We are still looking for opportunities to serve more girls in more communities. We’re still committed to reflecting the nation’s diversity,” she says.

9155: Inequality Or Out To Lunch?

At the luncheon saluting the 2011 Advertising Age Women to Watch, Ad Age Executive Editor Judann Pollack remarked, “The companies these women represent are among the most prominent in the world. So, it might be tempting to say that as a gender we have arrived. But in truth, we are only just starting, and that’s what this event is about.”

The Ad Age story on the event did not feature any other equality-related comments from the honorees. Perhaps they quietly agree with the 2010 Advertising Week panel of female executives who claimed the glass ceiling is no longer a problem in agencies.

Additionally, if the advertising industry is “only just starting” to achieve balanced gender representation, where are minorities on the road to inclusive progress? It might be tempting to say that Madison Avenue is fucked up. And that’s the truth.

8983: Sabrina’s Not The Only Witch Here.

From The New York Daily News…

Foul-mouthed female CEO of Archie Comics in suit for crude office behavior, bullying employees

By Jose Martinez, Daily News Staff Writer

What a jughead!

The female chief of Archie Comics is a foul-mouthed tyrant prone to vile office outbursts about male genitalia, according to a new lawsuit.

Archie Comic Publications is suing co-CEO Nancy Silberkleit in an attempt to bar her from the company’s Westchester headquarters and to stop her from attending Comic Con later this month in San Diego.

A private investigation company’s report attached to the suit, which was filed in Manhattan Supreme Court on Thursday, portrays Silberkleit as a loose cannon who terrifies employees and yells “Penis! Penis! Penis! Penis!” in the office.

The report says several employees complained about Silberkleit’s vile antics, which include asking if sex toys were stored in an office safe and saying, “I need to adjust my balls.”

She has also burst into meetings to rant about male private parts, according to a letter sent to her co-CEO Jon Goldwater.

“On April 20, 2011, [Silberkleit] walked into your office again and referring to a book yelled out ‘PENIS, PENIS, PENIS, PENIS’ and then said, “My balls hurt.”

The suit accuses the comics big of “inappropriate behavior” and says several employees are fearful of her “erratic” behavior and her bullying.

Lawyers for Silberkleit and Archie Comics did not return a call seeking comment.