Perry Work Report: work&labour news&research, May 8, 2015

May 8, 2015

Announcements:

Help Make CIRHR Toronto’s Best Historical Building!

Nominations for NOW Magazine’s Best of Toronto 2015 Reader’s Choice poll are now open, and the Centre for Industrial Relations and Human Resources (CIRHR) at 121 St. George Street is in the running for Best Historical Building.

Only the top 5 nominees will advance to the polls, so we need your help getting CIRHR on the short list. Please nominate us before nominations close on June 12, 2015.

Nominating is easy! Just click here and tell the folks at NOW why you think CIRHR is Toronto’s Best Historical Building.

You can read about the history of 121 St. George Street here, as well as the history of CIRHR.

Mayworks: Festival of Working People and the Arts

Welcome to the 30th Annual Mayworks Festival
May 1-14, 2015 in Toronto

“Mayworks is about Art and the power of art to move, incite, agitate, soothe, amuse, educate, delight. Mayworks showcases high caliber art and artists that are politically and socially engaged and would otherwise not have a venue for their work.”

Mayworks: Festival of Working People and the Arts [website]

 

Follow us on the CIRHR Library Tumblr and on the CIRHR Library Twitter.

University of Saskatchewan's Third Annual Labour-Management Relations Certificate Program

The University of Saskatchewan is hosting its third annual one-week intensive certificate program in labour relations. The program is designed for union and management (LR & HR) practitioners, as well as neutrals, who are already involved in labour relations but need more background. The program covers collective bargaining, labour law, arbitration, human rights issues, and union-management relationships. Instructors have both academic and practical experience (for example Beth Bilson was labour board chair) and brings in industry, labour, and expert outside speakers.

The program is the only one of its kind in western Canada. Last year's participants included union and management representatives from Alberta, Saskatchewan, and B.C.

The program is now taking registrations for 2015. Please see the brochure for more information and click here for the registration form.

The Labour-Management Relations Certificate Program [website]

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The Union Card: A Ticket into Middle Class Stability

“A union card is ‘a ticket into middle-class stability,’ according to a new study that shows most union members earn incomes that put them at the upper end of the income spectrum in Canada.”

“The study, which looked at union membership between 1997 and 2011, found that the overall percentage of unionized workers has been relatively stable at 27 per cent. But the loss of unionized jobs in the private sector during this period -- from 21 per cent to 14 per cent -- resulted in many workers getting ‘kicked out of the middle class,’ [said economist Hugh Mackenzie, co-author of the study].”

“Workers who lost unionized jobs during the economic downturn in 2008 saw their incomes drop by about 9 per cent, the report says. However, workers who joined a union during the recession saw their incomes jump by about 39 per cent.”

“’The findings suggest that there is a huge opportunity cost for workers who lose a unionized position, especially during recessionary periods,’ Mackenzie said. ‘Conversely, workers represented by a union tend to move a notch or two up the income ladder... They’re not only better positioned to weather economic storms, they’re more likely to experience the Canadian middle-class dream of upward income mobility.’”

The Toronto Star, May 1, 2015: “Union membership ‘ticket into middle-class stability,’ study says,” by Laurie Monsebraaten

Canadian Centre for Policy Alternatives, May 1, 2015: “The Union Card: A Ticket Into Middle Class Stability,” by Hugh Mackenzie and Richard Shillington

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The Passing of Bill 100

What is Bill 100?

“Bill 100 also known as ‘An Act Respecting Accountability and Sustainability of Universities,’ was recently introduced by the NS Liberal government supposedly to make universities ‘more accountable.’ But its real purpose is to rob university workers of an independent voice. The bill:

  • ignores constitutionally protected collective bargaining rights
  • threatens academic freedom, a core principle of great universities
  • undermines Nova Scotia’s universities, the backbone of the knowledge economy."

Bill 100 passed through the Nova Scotia Legislature on May 5, 2015.

Mr. Spreaker: The motion is for third reading of Bill No. 100. Would all those in favour of the motion please say Aye. Contrary minded, Nay.

The Clerk: For, 26. Against,14.

Mr. Spreaker: The motion is carried. Ordered that this bill do pass. Ordered that the title be as read by the Clerk. Ordered that the bill be engrossed.

Nova Scotia Universities Uncut: What is Bill 100? (1 page, PDF)

Nova Scotia Legislature: Bill No. 100 Universities Accountability and Sustainability Act [website] 

Condemning the Passage of Bill 100

“[Association of Nova Scotia University Teachers] President Marc Lamoureux said Wednesday [May 6, 2015] morning, ‘As with the highly questionable ‘universities consultation process’ of Fall 2014, the government’s representations here have been laughable. Minister Regan claims that the Act’s measures are almost certainly not going to be used. Yet we have here in plain legislation a probably unconstitutional Act that stands to put institutions of higher learning at the behest of large-scale industry and business, destroy collective bargaining, undermine bicameral university governance and, despite all that, entirely fail to provide the financial accountability that universities actually need: oversight measures designed to ensure that the core academic mission of universities is not shortchanged in the name of short-term economic targets.’“

ANSUT, May 6, 2015: “ANSUT Condemns passage of Bill 100"

“The association representing the country’s academic staff is warning that Nova Scotia’s universities could be sanctioned if they try to use new powers that many say violate constitutionally protected rights, and undermine academic freedom.”

“In a letter issued to each of Nova Scotia’s university presidents, the Canadian Association of University Teachers’ (CAUT) executive director David Robinson warned that any attempt to trigger the Universities Accountability and Sustainability Act would result in proceedings of formal censure.”

CAUT, May 7, 2015: “Nova Scotia universities face sanction from national university teachers’ group”

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Universal Benefits: Are They Worth it?

“You’ve seen the ads, you know that cheque is coming... are you feeling good about the July UCCB payment that’s on its way? After all, 100% of families with children will get it! Do you care about what you gave up to get it? I do. I seriously question why we are all paying higher distortionary taxes so that our government can hand out bigger cheques to every single family with a member under 18. Someone asked me to explain what that means in non-economist terms. I normally take an entire semester to teach this type of thing, but came up with the following over-exaggerated example to make some key points."

Policy Options, Blog Post, May 4, 2015: “Universal benefits: are they worth it?,” by Tammy Schirle

Canadian Journal of Economics, May 2015 (forthcoming): “The effect of universal child benefits on labour supply,” by Tammy Schirle [Pre-publication draft: March 2014 (42 pages, PDF)]

YouTube, December 2012: “The Effect of the Universal Child Care Benefit on Women’s Labour Supply,” by Tammy Schirle 

Canada Revenue Agency: Universal child care benefit (UCCB) [website]

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Harassment and Sexual Misconduct in the Military

“Sexual misconduct is ‘endemic’ in the Canadian military, former Supreme Court justice Marie Deschamps says in a searing report released [April 30, 2015].”

“Gen. Tom Lawson, chief of defence staff, called the report disturbing and said the Canadian Armed Forces’ ability to work well depends on trust.”

“Deschamps laid the blame on a pervasive macho culture where the leadership tolerates abuse and leaves women in fear of reporting it.”

“‘Victims, concerned about how they will be treated by the military justice system, tend not to report sexual assaults. Many of those victims who did report an offence said that their experiences were ‘atrocious,'’ she wrote.”

CBC News, April 30, 2015: “Harassment in Canada’s military tolerated by leadership, former justice finds,” by Terry Milewski

The Globe and Mail, April 30, 2015: “The Armed Forces’ war on women needs to stop now”

“The Canadian general in charge of responding to that report, Maj.-Gen. Christine Whitecross, will visit the United States on May 12 as part of a fact-finding mission that will include trips to Australia, France, Denmark, the Netherlands and Britain.“

“But some in the United States regard their military’s war on sexual harassment as too little, too late. Just last week, Defence Secretary Ash Carter delivered the staggering accounting for 2014.”

"'At least 18,900 service members -- 10,400 men and 8,500 women -- experienced unwanted sexual contact,' he said. 'That’s 18,900 too many. No man or woman who serves in the United States military should ever be sexually assaulted,' he said in a speech to graduating officer cadets."

The Globe and Mail, May 1, 2015: “Canadian Forces turn to U.S. for advice on combating sexual harassment,” by Paul Koring and Bill Curry (Washington and Ottawa)

"... [The] Academy Award-nominated documentary The Invisible War demonstrates, sexual assault is a rampant problem in our military. Only 8 percent of reported military sexual assaults are prosecuted, and only 2 percent of those end in convictions. Overall, reporting is very low.”

AAUW, January 2013: “Weak Progress on Ending Military Sexual Assault” 

Shockingly, according to a new survey two in three Canadians don’t understand sexual consent.

“Sexual consent is composed of two main factors, according to Anuradha Dugal, director of violence prevention with the Canadian Women’s Foundation. It should be positive, with verbal and physical cues present, and ongoing during sexual activity as well as throughout a relationship. The organization’s survey found only one in three Canadians identified both traits as forms of consent.”

“’I’m surprised by how many people think just because you’re married, you have to have sex with the person,’ says Dugal. ‘Every single sexual encounter must be consensual and if it’s not, then it’s sexual assault.’“

The Toronto Star, May 5, 2015: “Two in three Canadians don’t understand sexual consent: survey,” by Manisha Krishnan

Canadian Women’s Foundation, May 5, 2015: “Only 1 in 3 Canadians Know What Sexual Consent Means“

Canadian’s Women Foundation, May 2015: “Fact Sheet: Moving Women Out of Violence” (9 pages, PDF)

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Cutting Men's Wages: The Solution to the Gender Pay Gap?

“The fight for gender pay equity won a small victory on [April 28, 2015]. McMaster University announced that, following a two-year study that revealed differences in pay between men and women, female faculty will be getting a raise. Or, in other words, the Hamilton university will finally be paying women what they should have been making all this time. Hooray! Sort of.”

”Will other Canadian universities follow McMaster’s example? Probably not. What about almost every workplace in Canada where the gender wage gap exists, meaning almost every workplace in Canada? Again, probably not, going by the history of pay equity. The pace of change has been as slow as the problem is obvious.”

“Most arguments for closing the gender pay gap “labour under the same assumption: The only way to close the gender pay gap is to raise women’s earnings. Men and our paycheques remain the unquestioned standard. But of course there is another way to close the gap.” Slash men’s paycheques by 20%.

”Of course, a lot of men will probably be livid with such a proposal. The unfairness of it will gnaw at them. Feel that anger? That frustration at being punished so undeservedly? Now imagine having that with you every day of your working life.”

Materials from McMaster:

The Globe and Mail, April 29, 2015: “How to solve the gender pay gap? Here’s an idea: Cut men’s wages,” by Dave McGinn

A new pop-up shop in Pittsburgh has another way of trying to close the gap. 

“[E]verything comes with two price tags -- one for women, and another for men. ‘Women earn 76 per cent of what men earn, and in the shop they pay 76 per cent of the price,’ explained Elana Schlenker, a local graphic designer and publisher who opened the store at the beginning of April. The idea behind the shop, dubbed 76<100, is to reflect the gender wage gap in Pennsylvania, the difference in earnings between men and women.”

The Toronto Star, April 21, 2015: “Women make less, so pay less at Pittsburgh shop,” by Jillian Kestler-D’Amours

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How Many Men Are Faking it?

“Imagine an elite professional services firm with a high-performing, workaholic culture. Everyone is expected to turn on a dime to serve a client, travel at a moment’s notice, and be available pretty much every evening and weekend. It can make for a grueling work life, but at the highest levels of accounting, law, investment banking and consulting firms, it is just the way things are.”

“Except for one dirty little secret: Some of the people ostensibly turning in those 80- or 90-hour workweeks, particularly men, may just be faking it.”

“Many of them were, at least, at one elite consulting firm studied by Erin Reid, a professor at Boston University’s Questrom School of Business. It’s impossible to know if what she learned at that unidentified consulting firm applies across the world of work more broadly. But her research, published in the academic journal Organization Science, offers a way to understand how the professional world differs between men and women, and some of the ways a hard-charging culture that emphasizes long hours above all can make some companies worse off.”

The New York Times, May 4, 2015: “How Some Men Fake an 80-Hour Workweek, and Why It Matters,” by Neil Irwin

Organization Science, April 20, 2015: “Embracing, Passing, Revealing, and the Ideal Worker Image: How People Navigate Expected and Experienced Professional Identities,” by Erin Reid, Boston University

U of T Permalinks (to retrieve article if you have a UTORID):

http://dx.doi.org.myaccess.library.utoronto.ca/10.1287/orsc.2015.0975
OR 
http://simplelink.library.utoronto.ca/url.cfm/475136

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Canada's Top Employers for Young People

“What makes a top employer for Young People? Simply put, they provide opportunities that can make a real difference in a young person’s career.”

“The 90 winners of this year’s competition represent diverse organizations from across Canada, each with its own unique initiatives, but they all share a formal commitment to helping new talent make a transition into the working world."

The Globe and Mail, May 5, 2015: “Canada’s Top Employers for Young People” (interactive PDF, 32 pages)

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Too Many People in Prison for Too Long

“In this time of increased political polarization, there is one area where we have a genuine chance at bipartisan cooperation: the over-imprisonment of people who did not commit serious crimes. The drop in violence and crime in America has been an extraordinary national achievement. But plainly, our nation has too many people in prison and for too long -- we have overshot the mark. With just 5 percent of the world’s population, we now have 25 percent of its prison population, and an emerging bipartisan consensus now understands the need to do better.”

Brennan Center for Justice, NYU School of Law, May 2015: “Solutions: American Leaders Speak Out on Criminal Justice,” Inimai M. Chettiar, Michael Waldman, Nicole Fortier, and Abigail Finkelman

Brennan Center of Justice, NYU School of Law, March 17, 2015: “Podcast: What Caused the Crime Decline?”

“But why, given the great decline in crime in the last quarter-century, have most of the draconian laws that created these harsh norms not been repealed, or at least moderated? Some observers, like Michelle Alexander in her influential book The New Jim Crow (2010), assert that it is a case of thinly disguised racism. Others, mostly of an economic determinist persuasion, claim that it is the result of the rise of a powerful private prison industry that has an economic stake in continuing mass incarceration. Still others blame everything from a continuing reaction to the ‘excesses’ of the 1960s to the never-ending nature of the ‘war on drugs.’”

“While there may be something to each of these theories, a simpler explanation is that most Americans, having noticed that the crime-ridden environment of the 1970s and 1980s was only replaced by the much safer environment of today after tough sentencing laws went into force, are reluctant to tamper with the laws they believe made them safer. They are not impressed with academic studies that question this belief, suspecting that the authors have their own axes to grind; and they are repelled by those who question their good faith, since they perceive nothing ‘racist’ in wanting a crime-free environment.”

“This, then, is a classic case of members of the public relying on what they believe is ‘common sense’ and being resentful of those who question their motives and dispute their intelligence. What is called for in such circumstances is leadership: those whom the public does respect should point out why statutes prescribing mandatory minimums, draconian guidelines, and the like are not the solution to controlling crime, and why, in any case, the long-term price of mass incarceration is too high to pay, not just in economic terms, but also in terms of shared social values.”

The New York Review of Books, May 21, 2015: “Mass Incarceration: The Silence of the Judges,” by Jed S. Rakoff

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#BlackWorkersMatter

“The #BlackLivesMatter movement has sparked a national discussion about the specific impacts of anti-Black racism on the daily lives of people of African descent in the U.S. This rallying cry is not just about resisting violence and death at the hands of those charged with protecting communities, it is also about the ability of Black people to create a better future and finally realize the American Dream. #BlackLivesMatter renewed the spirit of Black activism, and inspired a new report that lifts up community organizing as they key strategy for changing the systems and structures that maintain black social, political, and economic inequity.”

“The #BlackWorkersMatter report unveils the harsh economic reality that leaves Black communities in a permanent recession, and also highlights the grassroots organizing happening around the country to build the political power of Black workers. One of the policy issues that Black worker organizing groups are focusing on is the barrier to employment faced by people with criminal records. Just as credit checks perpetuate institutional barriers faced by Black workers, so do questions about conviction history on job applications. The criminalization of Black people ... has led to huge disparities in incarceration rates of Black men especially.”

“Organizing to challenge the particularities of anti-Black racism is necessary to address the disparities and inequities faced by Black people. It is also part of the larger project of making the economy work for everyone.”

Demos, April 30, 2015: “#BlackWorkersMatter,” by Sean Thomas-Breitfeld

Discount Foundation, May 1, 2015: “Black Workers Matter: Asserting that black lives matter also means that the quality of those lives matters”

Discount Foundation, May 2015: “#BlackWorkersMatter,” by Sean Thomas-Breitfeld, Linda Burnham, Steven Pitts, Marc Bayard, and Algernon Austin (78 pages, PDF)

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Low-Wage Work in California

“Like the rest of the country, California has seen a steep growth in inequality since the late 1970s. Workers in the bottom and the middle of the wage distribution saw their earnings decline in real terms, after adjusting for inflation, while high-wage workers saw their earnings rise. Real wages for the median worker (in the 50th percentile) declined by 5 percent.”

“California workers have become more productive, but their wages and benefits have stagnated. Between 1979 and 2013, productivity increased by 89 percent, but median hourly compensation (wages plus benefits) for nonsupervisory/production workers increased by only 3 percent, adjusting for inflation.”

“'Low-Wage Work in California: 2014 Chartbook’ is the first edition of an ongoing resource with a wide range of information about low-wage workers, their families, and their jobs. The chartbook will be updated annually as new U.S. Census Bureau data becomes available.”

UC Berkeley Labor Center, April 2015: “Low-Wage Work in California: 2014 Chartbook”  (43 pages, PDF)

LA Times, May 1, 2015: “California’s low-wage workers earn less than in 1979, study shows,” by Chris Kirkham

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Boxing's Labor Problem

“In the shadow of Mayweather-Pacquiao, the advent of the [Premier Boxing Champions] series proposes a future for professional boxing beyond the pipe dreams of pay-per-view by turning fighters out of the freelance marketplace and treating them as employees.”

“But the gamble to change the economic model of pro boxing is not just a problem for PBC’s well-heeled stakeholders in private equity: it is also a labor problem. What will happen for workers in a volatile industry suddenly consolidated under a single corporate brand? What will the lives and careers of individual athletes look like with potentially only a single buyer of their talent?”

“Team sports have dealt with these power struggles with labor unions. However, the barriers to unionizing individual sports like boxing are large for many reasons: lack of solidarity from team camaraderie, lack of time with other athletes due to the irregular schedule, rapid and unpredictable turnover in promotional agreements, and tradition. Boxing also has a singularly paternalistic culture that comes from the hierarchy of manager and promoter relations. Local attempts in the United States to form labor unions and pension funds for professional boxers have run aground on these basic problems. (Trade unions in boxing have had more success in Great Britain, where a central body, the British Boxing Board of Control, governs the sport.)"

“Until now, professional boxing has had no obvious injustice, no reserve clause of its own, that has been able to serve as the impetus for collective action by individual boxers. But the promise of new money, a new system, and the labor problems that come with these, may change that. Al Haymon, who has been criticized in the past for his cavalier attitudes to boxing tradition, may have established in Premier Boxing Champions the bogeyman that a real labor movement needs."

Boston Review, May 1, 2015: “Boxing’s Labor Problem,” by Joel Calahan

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Silicon Valley: Then & Now

To invent the future, you must understand the past.

“Three historical forces -- technical, cultural, and financial -- created Silicon Valley.”

Upon moving to Palo Alto, William Shockley, one of the inventors of the transistor, “was able to recruit some of the brightest young researchers in the country ... to come work for him 3,000 miles from the research-intensive businesses and laboratories that lined the Eastern Seaboard from Boston to Bell Labs in New Jersey. Because Shockley was an outstanding teacher, he got these young scientists, all but one of whom had never built transistors, to the point that they not only understood the tiny devices but began innovating in the field of semiconductor electronics on their own."

“This brings us to the second force behind the birth of Silicon Valley: culture.” Technical scholars began pouring into what had been an agricultural region, making it “possible to create a business environment around the needs of new companies coming up, rather than adapting an existing business culture to accommodate the new industries.”

“The third key component driving the birth of Silicon Valley, along with the right technology seed falling into a particularly rich and receptive cultural soil, was money. Again, timing was crucial. Silicon Valley was kick-started by federal dollars.” Venture capital firms followed suit.

“[M]any of the factors that launched Silicon Valley in the 1950s continue to underpin its strength today even as the Valley economy has proven quite adaptable.”

“The Valley still glides in the long wake of the transistor, both in terms of technology and in terms of the infrastructure to support companies that rely on semiconductor technology. Venture capital has remained the dominant source of funding for young companies ... [and the] Valley continues to be a magnet for young, educated people.” Change has also been vital to the region’s longevity.

Backchannel, May 1, 2015: “Silicon Valley Then and Now: To Invent the Future, You Must Understand the Past,” by Leslie Berlin

Stanford University Libraries, Stanford Silicon Valley Archives [website]

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Spring 2015 Brookings Panel on Economic Activity

The Spring 2015 Brookings Panel on Economic Activity took place March 19-20, 2015 at the Brookings Institution's Falk Auditorium in Washington, DC. New research findings by leading academic and government economists include:

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World Happiness

“The World Happiness Report is a landmark survey of the state of global happiness. The first report was published in 2012, the second in 2013, and the third on April 23, 2015. Leading experts across fields -- economics, psychology, survey analysis, national statistics, health, public policy and more -- describe how measurements of well-being can be used effectively to assess the progress of nations. The reports review the state of happiness in the world today and show how the new science of happiness explains personal and national variations in happiness. They reflect a new worldwide demand for more attention to happiness as a criteria for government policy.”

“Since it was first published in 2012, the World Happiness Report demonstrated that well-being and happiness are critical indicators of a nation’s economic and social development, and should be a key aim of policy. This year’s report looks at the changes in happiness levels in 158 countries, and examines the reasons behind the statistics. The World Happiness Report 2015 also comes in advance of three high-level negotiations that will give world leaders the opportunity to reshape the global agenda and move the world towards a sustainable development agenda that includes well-being as an essential element.”

The Geography of Happiness

“Average life evaluations, where 0 represents the worst possible life and 10 the best possible, range from an average above 7.5 at the top of the rankings to below 3 at the bottom. A difference of 4 points in average life evaluations separates the 10 happiest countries from the 10 least happy countries.”

“Comparing the country rankings in World Happiness Report 2015 with those in World Happiness Report 2013, there is a combination of consistency and change. Nine of the top 10 countries in 2015 were also in the top 10 of 2013. But the ranking has changed, with Switzerland now at the top, followed closely by Iceland, Denmark and Norway. All four countries have average scores between 7.5 and 7.6, and the differences between them are not statistically significant. The rest of the top 10 (in order) are Canada, Finland, Netherlands, Sweden, New Zealand and Australia, all with average scores above 7.28. There is more turnover, almost half, among the bottom 10 countries, all with average ladder scores below 3.7. Most are in sub-Saharan Africa, with the addition of Afghanistan and a further drop for Syria.”

World Happiness Report summary [website]

World Happiness Report 2015 (172 pages, PDF)

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Book of the Week

Outsiders Still: Why Women Journalists Love -- and Leave -- Their Newspaper Careers, by Vivian Smith. Toronto : University of Toronto Press, 2014. 254 p. ISBN 9781442627956 (pbk.)

From the publisher: "Despite years of dominating journalism school classrooms across North America, women remain vastly underrepresented at the highest levels of newspaper leadership. Why do so many female journalists leave the industry and so few reach the top? Interviewing female journalists at daily newspapers across Canada, Vivian Smith -- who spent fourteen years at The Globe and Mail as a reporter, editor, and manager -- finds that many of the obstacles that women face in the newspaper industry are the same now as they have been historically, made worse by the challenging times in which the industry finds itself. The youngest fear they will have to choose between a career and a family; mid-career women madly juggle the pressures of work and family while worrying that they are not “good mothers”; and the most senior reflect on decades of accomplishments mixed with frustration at newsroom sexism that has held them back. Listening carefully to the stories these journalists tell, both about themselves and about what they write, Smith reveals in Outsiders Still how overt hostility to women in the newsroom has been replaced by systemic inequality that limits or ends the careers of many female journalists. Despite decades of contributions to society’s news agenda, women print journalists are outsiders still."

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