With our two oldest children at college age, Tami and I decided this Spring to put our house on the market and explore downsizing into a home that more neatly fits a family of 5.
Our house has a distinctive story, even in an upscale market like Greenwich. We did a gut renovation of the home in 2005 — such a gut renovation that the home is really a 2005 replica of an 1840′s farmhouse that was expanded into a family mansion in 1900.
Unlike most of the recent new homes in Greenwich, we didn’t do a tear-down and build-back. When we designed the renovation, we wanted to keep the original proportions of the rooms, which were uncharacteristically large and distinguished. We also wanted to respect the way that the house was situated on the property; it had once been the main house for a 250+ acre working farm, and the way that the house looks out to the west is really special.
The interest has prompted a number of different news stories. The most fun for Tami and I was a short feature that ran this weekend on the LX.TV show Open House.
We’re at the cusp of an amazing cultural shift: the majority of women under 40 within 10 years will be better educated and better paid than men of equal age.
That means that the role of women‘s advocacy organizations in business is not only to strive for equality; it’s to help women prepare for the burdens of leadership.
Stark, but true.
Two recent data points help to support this assertion. The first is the disproportionate number of advanced degrees that women are earning in relation to men. Mark Perry of Carpe Diemshared a chart recently that shows that 139 women in the 25-29 year old group hold an advanced degree for every 100 men in that age group.
Perry also dug into the numbers related to equal pay and found that younger women are earning nearly on parity with men of the same age.
But for single workers who have never been married, the BLS reports that women made 94.2 percent as much money as their male counterparts in 2008. Equal Pay Day would fall on January 22 for these single females, almost three months earlier than the official, unadjusted Equal Pay Day of April 20 for all women. For a separate BLS category of single workers, those with “no children under 18 years old and whose marital status includes never married, divorced, separated and widowed,” women earned 95.6 percent as much as their male counterparts in 2008. Equal Pay Day for that group of single female workers would fall even earlier, on January 19, only a few weeks into the year.
The purpose of these data points isn’t to devalue the generations-long work to give women equal opportunity. It’s to acknowledge that it’s an appropriate time for the focus to shift.
I was struck by this recently when I found myself at a cocktail party hosted by The White House Project the evening before its Epic Awards Gala in New York.
The room was filled with a diverse group of notable and remarkable women, not the least of whom was Marie Wilson, one of the founders of The White House Project. The purpose of the organization is to prepare and present women for positions of leadership; Wilson believes that if women can fill one-third of the leadership positions in government and business, then the national dialogue would shift dramatically…and for the better.
I was at the cocktail party because of my relationship with a notable woman; my wife Tami recently joined to the corporate council of The White House Project. The video below from the Epic Awards gives you a brief feel for what TWHP does.
As the cocktail party wound down, I spent a little time talking with a very passionate and engaging woman from Texas who is spearheading recognition of the anniversary of the 19th Amendment. She is an executive with a large technology company and spoke about how, just as she is entering the prime of her career, she’s confronted with the decision of whether or not to continue to commit time and energy to an organization that can’t advance women.
I probed around that point: What is it that keeps your company from becoming an attractive place to build a career?
“They don’t know what to do with us,” she said.
Her comment wasn’t colored with bravado, resentment or frustration. She was as puzzled by the organization’s inability to know what to do with a talented, ambitious woman as she believes the organization is puzzled by her.
Over my career, I’ve worked with very successful and effective women, many of whom have had positions of significant responsibility. I’ve witnessed their struggle for recognition and equality. Sometimes I’ve helped and sometimes I’ve hindered. What I have learned over the years is that the greatest reward that an organization can give women is the feeling of flexibility without punishment. I’ve also witnessed how challenging the embedded culture of organizations can be.
As I listened to Marie Wilson talk about The White House Project, I had a new sense of the power that women’s advocacy in business could have, and the benefit of organized and thoughtful dialogue around the questions of women in leadership.
The question is whether business will respond and engage in this dialogue with authenticity and integrity.
I’m back from my week in the Bahama’s, which was relaxing and busy all at once. I posted some pictures early last week, and to get a feel for the experience you should read Tami’s post on her blog.
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