Women of color are a principal force behind one of the most important components of America’s current marketplace and our nation’s future economy: entrepreneurship. Today, women of color are the majority owners of close to one-third of all women-owned firms in the nation. Increased access to business capital—including microenterprises, venture-capital-funded firms, and crowd funding—has helped the number of women entrepreneurs grow substantially. But women of color face significant obstacles in starting their own businesses, leading to the question of why so many of them turn to entrepreneurship. The growth of women of color as business owners is part of a long-term trend, but the question of why this trend is occurring is often left unanswered. Looking at the alternative to entrepreneurship—the traditional workplace—sheds light on some of the reasons.
Here Be Dragons
People in the US are usually surprised when I say that my Thai mother lives in Ireland. “How did that happen? That’s so strange.” Strange, and their little laugh that accompanies the statement, are code for their assumptions about the education and mobility of this foreign woman of color, who in this case is my mom. She most recently worked for Salesforce, a fast growing tech company headquartered in San Francisco. When she moved to Singapore it was to work for Intel, another large tech company. She is ambitious and accomplished. She defies the stereotypes. My dad runs up against a different stereotype. That he, a white American man, lives in Thailand is not unusual. White American Men have more world-conquering powers according to a general, Western, unexamined assumption of normalcy.
A manifesto for the new man: how the Great White Male can stay relevant The days of the Great White Male are numbered. So how should men live now? Stephen Fry, Mary Beard, Andrew Marr, Margaret Atwood and others offer their survival tips.
For the past two weeks, the back of my mind has been occupied by thoughts of how to start writing about my experience as a white man in India. The list of potential anecdotes is interminable. Perhaps a theoretical grounding would prove a more incisive framework. Or maybe I need to talk about everything that I am. I am more than a skin colour. I am a gender. I am a nationality. I am a language. I am a class. I am a sexual orientation. The overlapping privileges encompassed in a straight, white, English-speaking, relatively affluent American man can be more difficult to disentangle than one might imagine.
The Supreme Court of India directed the Indian Government to include a new gender category to include people who don't identify as the traditional male or female. My head spins as I write this. A combination of being woken up suddenly from heavy sleep and a sudden jerk of pleasant shock has left my head spinning. I am humming some sweet songs in celebration! Hurray!Supreme Court ruling grants transgender recognition and OBC status* in India. [more inside]
Talking gender to Africa
International donors have sought to improve the social, political and economic position of women in Africa through an approach known as “gender”. This donor-driven strategy is failing. The jargon of gender programmes is ambiguous and easily misunderstood. It fosters inaction and lip service on the part of patriarchal African governments and civil servants. Gender has become the preserve of the educated elite. The voices of African women have been lost.[more inside]
'Feminism' has often been seen as a Western concept, but African women are increasingly redefining it to suit their own purposes. This, in turn, is influencing the rest of the world.
The Sponsor Effect: Breaking through the Last Glass Ceiling (pdf) Women aren't making it to the top. Despite gains in middle and senior management, they hold just 3 percent of Fortune 500 CEO positions. In the C-suite, they're outnumbered four to one. What's keeping women under the glass ceiling? High-performing women simply don't have the sponsorship they need to reach the top. The study found that women underestimate the role sponsorship plays in their advancement. And those who do grasp its importance fail to cultivate it. It's also a classic catch-22: a woman's personal choices, whatever they may be, brand her as not quite leadership material. What will it take to promote sponsorship?
“Sexual orientation does make you poor,” says Manohar Elavarthi, a community organizer with Sangama in Bangalore. “Poverty is not just economic – you miss access to so many things: ration cards, inheritance rights, voter ID cards.” In several South Asian countries, there are reports that LGBT people have even been denied access to disaster relief. And homophobia is intricately connected with other divisions in South Asian societies, particularly around gender but also religion and caste. Yet I saw many signs of hope and change in both India and Nepal. Those transgender sex workers in Chennai have organized a coalition, called V-CAN, of every single community-based organization in the state of Tamil Nadu that serves homosexual or transgender people. Working with the NGO Praxis, they have been able to gain access to some public benefits, such as pensions and registering as “third gender” on government ID cards. Activists in Nepal’s Blue Diamond Society have achieved similar results and more. ~ World Bank blog post
Is a Woman's MBA Worth Less? $4,600. That's how much less women made than men in their first post-MBA jobs, according to research by Nancy Carter and Christine Silva of Catalyst. And it's not because women tend to start at lower positions than men — though they do start at lower positions than men, on average, that's a separate problem. The research controls for job level and industry. What's more, the salary lines aren't parallel; men's salaries start higher, then rise faster. The gap widens over time, even after controlling for factors like having children or differing aspiration levels. The pay just isn't equal.