Friday, May 25, 2012

Women's Views on News

Women's Views on News

From the ridiculous to the sublime – a week in the life of the MCC

Posted: 24 May 2012 09:00 AM PDT

Penny Hopkins
WVoN co-editor

There were guffaws all round on Monday last week when the Marylebone Cricket Club (MCC) announced it was going to provide picture cards to illustrate the dress code expected of men and women when entering the pavilion and members' friends' enclosure at Lord's Cricket Ground.

The MCC undoubtedly does great work in promoting cricket.  It looks after Lord's, inspires young people to take up the game, takes tours around the world to promote cricketing friendships and ensures that the highest possible standards are maintained from village cricket level to the test arena.

The move came in response to complaints received from members who are concerned that sartorial standards are slipping.  There have always been written guidelines, but the photographs showing what is "acceptable and "unacceptable" are something new.

Although there is nothing wrong in maintaining dress standards in areas of the ground (unless this is just another example of the old fashioned attitudes of the MCC), it is interesting to note that in media reports of the story this week, the complaints seem to have been solely about women.

One member described their clothing as "garb fit for a vigorous weeding session in the herbaceous border". A reporter claimed in another story that the upset was about the "amount of flesh on show – especially among newly allowed female members."

Charges of sexism and stuffiness have dogged the organisation for as long as anyone can remember.  The MCC, guardian of both the laws and the spirit of cricket was founded in 1787.  It wasn't until 1999, however, that women were allowed to become members.

The dress code guidelines are undoubtedly aimed at both sexes, so has the sexism displayed by the MCC just become less overt, or are the journalists guilty of biased reporting?  Without access to the complaints themselves it's hard to say.

But just when you think you've got the MCC figured out, it turns everything on its head by announcing on Thursday that the Englandwomen's cricket captain, Charlotte Edwards, is to become the first woman to sit on the MCC World Cricket Committee.

She is one of four new members who also include former England men's captain, Michael Vaughan.

The announcement capped a fine week for Edwards who was named Women's Cricketer of the Year 2011-12 in a ceremony held in the Long Room at Lord's on Monday night.

The World Cricket Committee was established in 2006 to research and support the development of the game.

Its aims are to look after the interests of cricket and cricketers, help the MCC protect the laws and spirit of the game and to ensure that the good of the game is always paramount above vested interests.

Recently it has had to tackle several cases of corruption as well as research and report on the use of technology in the game.

Edwards is clearly delighted by her appointment, writing on her blog that:

"It’s an honour to be the first woman to be invited onto MCC’s World Cricket Committee. I was first approached by Mike Brearley, the Chairman of the WCC, … in November and I didn’t hesitate about saying yes."

She continued: "I'm passionate about the game of cricket, and I feel I've got plenty to add to the discussion.  It'll be an amazing experience just to pick these guys' brains and talk cricket with them.

“On a broader level, it's great for the women's game that I've been given the opportunity to have a say on what is an important think-tank within the game."

Whatever your perception of the MCC and cricket in general, there can be no doubt that the profile of the women's game worldwide is on the up.  There are more high profile women's games, players, teams and tournaments than ever before.

The MCC is going to be vital in ensuring the development of the game throughout the world.  Women's cricket would not survive without it.

For an organisation of over 200 years standing, in the scheme of things this is just another week in the life of the MCC.

Ukrainian women’s rights group topless protest against sex industry

Posted: 24 May 2012 08:00 AM PDT

Liz Draper
WVoN co-editor

Ukrainian women's rights group Femen staged a topless protest against the upcoming Euro 2012 football tournament earlier this week.

Posing as a tourist, activist Inna Shevchenko stripped to the waist and grabbed the tournament trophy in the south eastern town of Dripropetrovsk, before being restrained by police. She was arrested along with another topless protester.

In preparation for the tournament, which begins next month, the trophy is being taken on a tour of the host countries – Ukraine and Poland.

Femen staged a similar protest last month when the trophy was on display in the Ukrainian capital Kiev. A protester, also posing as a tourist, pulled down her top to reveal the slogan "Fuck Euro 2012".

Femen are protesting against the prevalence of prostitution and sex-trafficking in Eastern Europe, and claim that Euro 2012 will cause the sex industry to grow.

According to activist Sasha Shevchenko: "Euro 2012 will not help Ukraine develop. The only thing that will develop is the sex industry here. Euro 2012 will help make Ukraine one big brothel."

Sex trafficking is a serious problem in Ukraine. According to some estimates, up to 420,000 women have been trafficked out of the country in the last few years.

Femen are planning further protests once Euro 2012 begins on June 8.

New proposals from NHS body will reduce wait for IVF

Posted: 24 May 2012 07:00 AM PDT

Joanna Perkin
WVoN co-editor

Women aged 39 and younger who have difficulty conceiving may have a reduced wait for in vitro fertilisation (IVF) treatment on the NHS if provisional recommendations issued by the National Institute for Health and Clinical Excellence (NICE) on 22 May 2012 are adopted by primary care trusts.

Under the current 2004 guidelines, women aged 23-39 who have recognised fertility problems or have been infertile for three years should be offered three cycles of IVF.

The new draft recommendations cut the wait to two years for couples having "regular unprotected intercourse" and do not impose a lower age limit. They specify investigations should be undertaken during the second year.

Three cycles of IVF should also be available to women aged 39 and under who have undergone 12 cycles of artificial insemination (where six of more are intrauterine insemination).

This is good news for women aged 35 to 39 as fertility falls dramatically during this time. According to the Human Fertilisation & Embryology Authority (HFEA), success rates for IVF in 2009 were:

  • 32.3% for women under 35
  • 27.2% for women aged 35-37
  • 19.2% for women aged 38-39

NICE is also now recommending that women aged 40-42 should be offered IVF – albeit only one cycle – where the woman has "absolute infertility", IVF has not previously been tried and is the only effective treatment.

The success rate of IVF for this age bracket is 12.7%. This then falls to 5.1% for women aged 43-44 and is only 1.5% for women aged 45 and over.

Although the new recommendations mean woman over 40 may be eligible for IVF for the first time in reality few women will benefit as many will have already tried IVF.

Speaking to The Guardian, Susan Seenan, deputy director of patient group Infertility Network acknowledged: "Only a small minority of women aged 40-42 may benefit from the chance to have one cycle of IVF at that age."

The new guidelines are more specific when it comes to the number of embryos to be implanted. At the moment NICE just recommends that no more than two embryos should be implanted during each IVF cycle.

The new draft guidelines specify exactly when two rather than one embryo should be considered – this includes for women aged 40-42 or where top-quality embryos are not available.

NICE has also addressed the needs of people with cancer who wish to preserve their fertility ahead of radiotherapy and/or chemotherapy treatments and makes specific mention of same-sex couples and people with physical disabilities for the first time.

For the full and cut-down versions of the report see the NICE website. The consultation ends on 3 July 2012. The publication date has yet to be confirmed.

First woman appointed to Fifa executive committee

Posted: 24 May 2012 05:00 AM PDT

Penny Hopkins
WVoN co-editor

The international governing body of football, the Fédération Internationale de Football Association (Fifa) is to appoint its first female executive committee member.

Lydia Nsekera, President of the Burundi Football Federation (FFB), was co-opted on Tuesday. The decision will be formally ratified at the meeting of the Fifa Congress in Budapest on Friday 25 May. 

From 2013 a female representative will be elected as opposed to being co-opted.

The changes come as a result of criticism and charges of corruption surrounding the bidding for the 2018 and 2022 World Cups.  Fifa has initiated a reform process, of which changes in the make-up of its committees is a part. 

Nsekera is already a member of the Women's Football and Women's World Cup committees, but this latest recognition is only one in a long list of achievements.

In September 2004 Nsekera was installed as President of the FFB, covering both men's and women's football.  When she took charge the FFB was under investigation for corruption; Fifa had frozen its grants to the federation amid allegations of the misuse of funds; league fixtures had been suspended for three years. 

She focused on restoring stability and three years later was able to announce: "Now there is financial discipline, we have three league divisions, I have carried out an audit to establish the number of players we have in and outside the country."

Fifa was so impressed that they paid to build a new office building for the FFB in 2008.

In 2008 she became a member of the Organising Committee of the Olympic football tournaments in Beijing and in 2009 joined the International Olympic Committee (IOC).

In 2009 Nsekera was given an IOC Women and Sport Award for her work promoting women in sport in Burundi.  She and the other winners were praised for their "tremendous contributions to strengthening the participation of women and girls in sport on an international level."

More recently her work with the IOC has been as a member of the Women and Sport Commission from 2010 and the Radio and Television Commission from 2011.

In an excellent and revealing interview with the Fifa website, Nsekera talked about her career so far:

"In Africa no one thinks that women are cut out to be leaders, especially in football. So it's been a long process for me to find acceptance." 

She continued: "Women have to understand that they have a role to play off the pitch, that they can easily take on responsibilities and become leaders. Men need to accept that too.

“And through my own experience I can tell you that it's not that difficult. Men have accepted me in an executive position in a country where women do not have a prominent role."

She is clearly pleased with her new appointment, saying:

"FIFA's Executive Committee is a vital body in world football. I'm going to participate with the other members and we're going to work together…The way I see it, football is for everyone, and my interest is in aiding the development of the game in general.

“Obviously I represent women's football and I think it's important to have a woman sitting on an executive body. More than anything else though, I represent the football family as a whole. Football is a universal sport. It's as simple as that."

Lydia Nsekera is obviously an incredibly capable, ambitious woman.  No doubt this will not be the last of her achievements.

Organisation representing millions of French-speakers commits to ending GBV

Posted: 24 May 2012 03:30 AM PDT

Alison Clarke
WVoN co-editor 

UN Women is unlikely to ever win any prizes for snappy press releases.

This one, about a framework cooperation agreement it has just signed with the Organisation of La Francophonie (OIF), is a case in point.

But scratch the surface and it turns out to be quite a big deal.

The point of the agreement is to allow the two organisations to support various initiatives and projects to promote women's rights in Francophone countries – with an emphasis on ending gender-based violence (GBV).

But what are Francophone countries I hear you ask? They are countries that all speak French and according to the blurb on the website “share the humanist values promoted by the French language”, whatever that’s supposed to mean.

The point is, though, that the OIF represents over one third of the United Nations’ member states and accounts for a population of over 890 million people.

The fact that it has signed this agreement with UN Women is, therefore, significant as it clearly has influence over vast areas of the globe and large numbers of people.

The cooperation agreement places special emphasis on the following areas:

  • the fight to end gender-based violence
  • women's participation in political and decision-making processes
  • advocating for gender equality
  • and inclusion of gender equality issues as part of sustainable development.

Whether anything ever comes of it remains to be seen, but the fact that the OIF has committed itself to these goals in partnership with UN Women is a step in the right direction for potentially millions of women.

First woman commander of Royal Navy frontline warship

Posted: 24 May 2012 02:30 AM PDT

Denise Turner
WVoN co-editor 

Lieutenant Commander Sarah West this week became the first woman to take command of a Royal Navy type 23-frigate frontline warship, HMS Portland.

The Royal Navy said it was a command she won on merit and in the face of tough competition.

Her superior officers commended  her for showing "leadership, confidence, moral courage, sound judgement and exceptional people skills".

West said that the role was the highlight of a 16-year naval career.

After graduating with honours in mathematics, she completed the Principal Warfare Officers' Course at the Royal Naval College.

She then joined HMS Cornwall as a Principal Warfare Officer and in 2005 was appointed to the Commander Amphibious Task Group, where she planned and executed operations and exercises around the world.

As part of the Middle East Operations Team she coordinated the maritime contribution of Operation Telic in Iraq. At the same time, she managed to complete an honours degree in law.

The navy first allowed women to go to sea in 1990, five years before West joined up. It hopes her appointment will encourage more women to join up, though few have so far achieved high rank in the service.

Currently there are 3,300 women in the Naval Service, of whom 620 are officers. This compares with almost 32,000 men, 5,990 of them at officer rank.

Last year, MoD permanent secretary Ursula Brennan said that all the armed forces should recruit, retain and promote more women, saying that top brass should just “get on with it.”

Despite this, Commander West's appointment (announced last November) is not featured on the home page of the Royal Navy recruitment website; an ideal place to start changing the 10 to one male- female ratio.

European Parliament asks why we still have a gender pay gap in Europe

Posted: 24 May 2012 12:00 AM PDT

Alison Clarke
WVoN co-editor 

The European Parliament will today debate a report on equal pay written by Edit Bauer, a Slovakian Christian Democrat member of the parliament (MEP).

“How” she asks “is it possible that after having legislation on equal pay for over 50 years it doesn’t work and we still have a 16%-17% gender pay gap in the EU?”

Good question, Ms Bauer.

Below two British MEPs – Marina Yannakoudakis and Mary Honeyball – debate the pros and cons of legislation.

Yannakoudakis, a member of the Conservative ECR group in the parliament, argues that  more legislation is not the way forward; Honeyball, a member of the Socialist group, says there’s no other way.

Marina Yannakoudakis:

I have long campaigned for companies to ensure equal pay for work of equal value. Nevertheless, I shall be voting against this report.

Is this because I no longer believe that men and women should receive equal treatment in the workplace? Certainly not.

It's because I expect that these proposals will encourage the European Commission to develop legislation on equal pay, which I believe will ultimately be bad for business and bad for women.

Clearly the gender pay gap remains a problem. In the UK, the full-time gap is over 10% and the overall difference between men and women's pay is nearly 20%. In some countries in Eastern Europe, the gap is as large as 30%.

I agree that this is unacceptable, yet I am unconvinced that new legislation – let alone new European Union (EU) legislation – is the solution to the problem.

The UK is already well served by legislation on equal pay. The Equal Pay Act of 1970 very simply prohibits employment contracts with terms which are more favourable to one or the other gender.

The European Union Treaty also obliges member states to ensure that the principle of equal pay for equal work is applied. The 2010 Equality Act tried to build on the Equal Pay Act yet, like a great deal of well-meaning legislation, it introduced unnecessary and unhelpful red tape which proved burdensome for business.

Rather than rules, regulations and sanctions we need to encourage companies to make the workplace as flexible and family-friendly as possible. That is why the UK coalition government has proposed the Children and Families Bill which will establish flexible parental leave by 2015.

The new arrangements will allow women – and more significantly men – to balance their work and family lives. Denmark and Sweden have similar systems where men and women can share blocks of time-off after the birth of a child.

Here is where the EU can be of added value – by sharing best practices in member states and finding ways to ensure that family-friendly policies are not overly- taxing for business.

The British government is also examining the possibility of encouraging flexible working for all employees, irrespective of their child-rearing or caring responsibilities.

While it is important to balance out the proposals with the burdens they may place on business, flexible working has actually been shown to boost productivity.

Working mothers in particular would benefit from flexible working, but it would also help those looking after elderly parents. It would allow all workers – especially women – to deliver to the best of their ability.

I believe that companies need to act voluntarily to break down the barriers which women face in the workplace. I have denounced EU plans for compulsory quotas for women in the boardroom and I similarly favour a voluntary approach when it comes to equal pay.

We can only achieve equal pay when firms themselves realise the benefits; change will not come by telling companies how to run their business or by dictating how people should behave.

Family-friendly businesses, equal pay for equal work, flexible working, using the skills of women to drive the economic recovery: these are all common sense initiatives.

And it is precisely because it's common sense that the European Union should steer clear of legislation. Businesses do not need to brow-beaten into breaking down barriers in the workplace.

Talented women can and will rise to the top based on merit. Employers are realising the true value of women and ensuring that they are appropriately remunerated.

We need motivation not intimidation and I shall continue to resist moves by Brussels to legislate in this area.

Mary Honeyball:

Equal pay for equal work has been enshrined in EU legislation since 1976. However, despite our best efforts, the reality is that a gender pay gaps exists in the UK.

My fear is that this will not change for several more generations to come unless and until there is legislative intervention.

The last Labour government introduced measures in 2010 which stipulated that by 2013 companies of over 250 employees would have to file gender pay reports.

When the Conservative-led coalition government came into office they removed the compulsory nature of this requirement. Their justification was that it would have an adverse effect on small businesses.

My  firm view, on the other hand, is that a business employing 250 plus people should have robust enough policies in place to ensure that their employees are treated equally and fairly.

Tough legislative measures are, I believe, the only way forward. The European Union has been concerned about the gender pay gap for many years.

The report asking for legislation on the gender pay gap includes demands for work evaluation and job classification, equality bodies and legal remedy and sanctions for non-compliance.

It will now be up to members of the Women’s Rights and Gender Equality Committee to keep the pressure up to ensure that a European Directive is brought forward.

On a related matter, I am completely in favour of mandatory quotas for women on company boards. I welcome the initiative from European Commissioner Viviane Reding to consult on introducing binding quotas.

This is the only way to make any kind of progress. It is no good just saying that we want more women in the boardroom. To achieve this kind of parity concrete action needs to be taken

In Norway company boards are obliged to have 40% women directors and it works very well. Just in case you doubted it, women are just as able as men to take on these leadership roles.

The Norwegian model is, I believe, the way we should go. We should explore how Norway has implemented its quota for women on company boards and see how we can incorporate into our ways of operating in Britain.

We must, in addition, support Commissioner Reding in her ground breaking initiative. This particular fight must go on until we reach achieve parity.