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Archive for December 31st, 2012

A Few FAQs on Major Family Court Programs (NYEve 2012 Reflex on the Gender Gap)

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(Written the last day of 2012) This post is about 10,000 words and was edited supplemented several times after publishing [INCLUDING IN 2014, when I was formatting a Table of Contents] .
FYI, that’s typical of my blogging… Also thanks for patience with formatting, as I deal with a different input device and fewer “buttons.” It’s cumbersome, only lets me compose in HTML mode..) [extra horizontal lines may appear as forced “paragraph breaks” which otherwise, get erased.

I am, to tell the truth, having an awful day, struggling with computer issues, web access, and, apart from the electronic struggles, with grief.

Also the long-term effects of chronic, for lack of a better term, Family Violence — in its ugly, needless, heartless, dishonest, deceitful and extortionist self. People reach a limit, and because I am NOT of the inclination to behave like those who have a conflict with me — i.e., my faith doesn’t endorse the criminal behavior part — I am finding it just this much family violence, all this just too much.

Normally this article wouldn’t be much of my concern — it’s talking about “Wage Gaps in MBA Programs” — I mean, a woman that has got through an MBA program is not likely facing the same issues I have been.

But from my perspective (year after year, there has been a return to literally begging status around the court fiascos, which is hardly unintentional from a systems, or my ex’s part; I’d been promised before separation that he knew how to get out of paying child support (wonder where learned it from….), but well, I just didn’t know at the outset of the program how many other parties profit from this. In fact I didn’t know til I revisited Liz Richards’ NAFCJ.net site and worked through the basics — almost no one else at the time was talking about the grants incentives…..


So what happens when WAGE GAP is multiplied by REPEATED WAGE DISRUPTIONS AND DECREASES (when an employee has to miss too much work, move for safety, return to court to try to contact one’s kids — often — deals with stalking and has to re-arrange work life for protection from it, has to take into account client/employer safety in future business dealings, and word gets around that the individual has “family problems” which interfere with work problems, and that’s chronic? The main concept behind having a sustainable work life is that it’s sustained. Or moves are strategic, or for exploring different options?


So, look at this from SFGATE.com (San Francisco on-line, it was also in the print edition, page A1):

MBA Wage Gap between Men, Women Grows” Dec. 29, 2012

[Alison Damast is a Bloomberg Businessweek reporter. E-mail: adamast@bloomberg.net] Ten years ago, the wage gap between men and women graduating from top MBA programs appeared to have been nearly erased. {{that’s astounding, considering the rest of society..}} That suggested that women would launch their careers on an equal footing with men and then experience a gender-blind sprint up the corporate ranks. A decade later [i.e., NOW], a far more sober picture is emerging: The pay gap among graduates of elite business schools is widening, according to new research from Businessweek’s biennial survey of MBA graduates. On average, female grads from top MBA programs now earn 93 cents for every dollar paid their male classmates.

{{that still didn’t grab my attention. At least they are working!!}}

At about a third of the top 30 U.S. business schools, women earn less than men – sometimes considerably less. Female MBA graduates from the class of 2012 at the Wharton School of the University of Pennsylvania, for instance, earned 86 percent of male wages, while those at Stanford Graduate School of Business earned 79 percent.

{{Now, that has my attention. (I’m also remembering that Catherine Austin Fitts attended Wharton. Of course she had a lot of other things going for her personally as well, I saw some MIT in the background, time in China — she’s no slouch…)…Two more short sections of this article here:}}

“The gap numbers at the beginning are not very large and can be mostly accounted for by differences in grades, course selection and the fields people are starting in,” says Marianne Bertrand, an economics professor at University of Chicago Booth School of Business, citing results of studies on compensation among female MBA graduates from her school.

What is much more striking is how much that gap grows over time.The pay gap is especially wide for women heading to finance jobs.

A study of 2010 census data by Bloomberg found that among the six categories with the largest gender gap in pay were insurance agents, personal advisers and securities sales agents.

Women in those jobs earned 55 to 62 cents for every $1 men pulled in, the census data showed.

In 2010, research from Catalyst, a nonprofit group that focuses on expanding opportunities for women in business, found that female MBAs were being paid, on average, $4,600 less in their first job than men, a disparity that grows to $30,000 by mid-career, says Anna Beninger, a senior associate in Catalyst’s research department.

{{Add to this the fact that the dollar is hardly stable, you can imagine it makes an increasing difference!}}

Even women placed in high-potential leadership development programs often miss out on what are considered hot jobs, or projects most critical to career advancement, Catalyst found. Says Beninger: “Women’s careers lag behind men from day one.” . . . .

[Alison Damast is a Bloomberg Businessweek reporter. E-mail: adamast@bloomberg.net]

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