1. Management Women and the New Facts of Life Felice N. Schwartz
Women cost more to hire and retain than men (250% more likely to quit jobs)
Women plateau their careers
Women tend to work episodically
Women are socialized to have different perceptions of what is important

2. Employers need to find ways of lower cost employing women
Gender differences to face: Maternity and Perception of roles and Expectation of self and society
Women child bearers and raisers
Male breadwinners
Women perceived as push and abrasive when competing with men

3. Modern reality requires new strategies
Women who want careers should be identified and welcomed
Women wanting families should be provided support and flexibility
Accept that women will not know when the will return to work
Women accepting flexibility and part time will have slower career advancement
Corporations need to keep studying issues

4. REQUIRES A DISTRIBUTION OF CULTURAL TURF TO SELECT GROUPS
White Privilege and Male Privilege: A Personal Account of Coming to See Correspondences Through Work in Women’s Studies Peggy McIntosh
PRIVILEGE REFERS TO AN UNEARNED ENTITLEMENT OF CONFERRED DOMINANCE. THIS PRIVILEGE IS POSSIBLY UNKNOW TO THE INDIVIDUAL
REQUIRES A DISTRIBUTION OF CULTURAL TURF TO SELECT GROUPS
INDIVIDUALS HAVE PRIVELEDGES WHICH FALL TO THEM SIMPLY BY VIRTUE OF BEING MEN, WHITE OR HETROSEXUAL
The effect is oppressive acts without intent
Privilege is not fault of those to who it accrues but does provide a knapsack of use goods to travel around a society

5. SOME UNEARNED ENTITLEMENTS SHOULD BE KEPT (OWNING A HOME, COLLEGE EDUCATION)
SOME SHOULD BE REMOVED

6. Sexual Harassment Susan M. Dodds
SEXUAL DISCRIMINATION
MAY BENEFIT HARASSED
P0WER IS THE ISSUE
ATTITUDE, INTENTIONS AND EXPERIENCE DO NOT EXPLAIN THE ACTIONS
IMPACT VERSUS INTENT
REASONABLE WOMEN STANDARD