Professor Estrich has written a very fine book here that everyone will benefit from reading. She starts with the original feminist concept of eliminating legal barriers to women's progress in order open up the better jobs in the workplace, and describes what the legal scene is now. Then, she describes that the economic and political status of women has been little changed a result. She makes some excellent recommendations for what is needed now.
When I went school in the 1960s, there were relatively few women in my classes. In college, the percentage was about 30 percent. In law school, it was about 10 percent. In business school, it was about 3 percent. One could easily see why there were not as many women in top positions in society then, if appropriate education was so limited.
Since then, I have attended many reunions where women have spoken about career progress. About 20 years ago, I noticed something troubling. Successful women described themselves as never mentoring other women in the workplace and never seeking out women suppliers. In fact, most of these women indicated that it had never occurred to them to play these roles. How will the lessons of getting ahead ever be passed down to the newly-educated women?
Then ten years ago, women at reunions started talking about dropping off of the fast career track for more time with their children.
Ms. Estrich has done everyone a favor by taking these observations and addressing what more is needed to open up leadership roles. I was particularly impressed with her examples of how two or three women working together can make a big difference. In my over 30 years in the business world, I cannot remember a single instance of seeing women do this. On the other hand, I have often seen men successfully take on women's advocacy in the workplace beginning in the 1970s. I have also seen various male minorities effectively employ such advocacy.
Her observations suggest that the fundamental rules of the workplace need to change to reflect women's role in child-bearing and child-rearing. Few would disagree.
On the other, I think she misses some places where the progress is occurring and could be accelerated. In family businesses, there is always going to be the potential for a lot more flexibility. I see wife-and-husband and father-and-daughter enterprises easily accommodating this adjustment.
Professor Estrich also misses the more rapid progress of women in financial jobs than in other business roles. While controller, treasurer and CFO jobs usually don't lead immediately to becoming a CEO, most CFOs can get an operating job if they want one. And about one in 15 CFOs do become CEOs later in their careers. I suspect that this is going to be an important source of women CEOs in the future.
Product management and sales are two other areas that should have a high yield of future career progress for women. Companies where women are the primary customers should be particularly good places for women executives to advance.
Many of Professor Estrich's examples are in law, and that field is probably going to continue to be a problem. Working in a law firm as an associate has gotten to be tougher and tougher as a way to get ahead. Of my law school class, I doubt if even half are still practicing law. The men are just as disgusted as the women in most cases.
Medicine is also under severe stress due to cost containment pressures, and this is going to be a tough place to work and rise to the top. On the other hand, part-time physician roles have evolved that present a balanced life opportunity that will be attractive to many.
I agree that it will be a healther society that has many more women leaders in the political, business, and educational realms. On the other hand, at a time when it is more challenging and less psychologically rewarding to be a leader in these areas than ever before, I certainly can sympathize with women who don't want to grab for that particular brass ring. For themselves, they are probably making very good choices.
The real issue is how to help women who do want it all . . . or more than is available to them. I think that everyone needs to reach out for those women, and find reasonable adjustments to smooth and speed their progress to match their potential to contribute.
I also hope that these talented women who want to make more limited career commitments will decide to take on leadership roles in volunteer organizations. Their skills, insights, and energy are needed in innumerable ways there, and they will be welcomed to boards and other key roles with enthusiasm.
I suggest that you discuss the concepts in this book with the women you know well, to better understand how they see the issues from their perspective. Then ask how you can help them be a more effective leader. And follow through on their requests.
Achieve your full potential as a person by helping others succeed, as well!
