Assoc. for Women in Science

Winter 2015

AWIS Magazine covers topics important to women in science, technology, engineering, mathematics, and medicine fields. Topics include career advancement, work-life balance, the state of science and technology, women’s wellness, and AWIS’ political and

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28 association for women in science | winter 2015 feature radical measures to end inequality Gender Inequality is Rife and "Trivialized" Finds LSE Commission I nequality between men and women is rife in all levels of society, and radical change is required to make significant progress in closing the inequality gap. These are the findings of the Commission on Gender Inequality and Power held by the London School of Economics and Political Science (LSE). The Commission calls for radical measures to be taken across all areas and recommends that: • Mandatory gender quotas are introduced for senior posi- tions across all organizations in the public and private sector. • Mandatory gender quotas for MPs for each political party are established to ensure fairer representation in decision making. • A National Care Service is introduced to tackle the "caring deficit" and ensure better conditions for care workers. • A Media Watchdog on Gender is established to monitor and report on sexism and unequal gender representation in the media. • Legal aid cuts are reviewed and fees for tribunal and judicial reviews are abolished because these decisions have under- mined women's and low-paid people's access to rights. The report explores the Commission's key finding that gender discrimination is widespread and that despite various forms of 'progress' on discrimination, sexism is still the 'norm' and continues to be trivialized. Some of the recommendations, such as quotas, are controversial. But without radical measures, the over-representation of men in powerful positions across the sectors considered by the report will persist. The report focuses on the four main areas of economy, law, politic, and media/culture and four cross-cutting themes of violence, work/life balance, rights and power. It makes detailed recommendations across these areas. More specific recommendations include: By Diane Perrons, Director of the Gender Institute Nicola Lacey, Co-Director of the Gender Institute Table 2. Women at the top: representation in the FTSE 100 2010/11 2015 Change 2010-2015 Representation of men on FTSE 100 boards 87.5% 76.5% -11 (percentage points) Number of companies with 25%+ representation of women 12 49 +29 Total number of women on FTSE 100 boards 135 263 +128 Number of women Non-Executive Directors 117 (15.6%) 239 (28.5%) +122 Number of men Executive Directors 82 (94.5%) 76 (92.4%) -6 Number of men Chairmen 98 97 -1% Number of men Chief Executives 95 (5%) 95 (5%) unchanged Number of all-male boards 21 0 -21 Number of men appointments in the year 117 (out of 135) 112 (out of 164) -34

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