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nwhp@aol.com . We will give it careful consideration. Categories General/Overviews Politics Art and Music Aviation ... World History General/Overview Cobblestone Publishing A wide variety of primary and secondary resources for young readers. Choose from an award-winning selection of magazines in the social sciences and science, and check out their books and teachers' resources. Women Who Changed History Scholastic celebrates Women's History month with projects and activities. In addition to online explorations and classroom discussions, students share their own thoughts and opinions as they contribute to our understanding of women's place in history. Scholastic celebrates Women's History month with projects and activities. In addition to online explorations and classroom discussions, students share their own thoughts and opinions as they contribute to our understanding of women's place in history. URL: http://www.legacy98.org profiles of women you'll want to know. URL: members.home.net/teriann/weekly.htm

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WIMBIZ Conference to Prepare Women for Work Place By Amarachukwu Ona Women in Management and Business (WIMBIZ) has disclosed that its conference which will hold next month is expected to help women address the unique challenges and issues they face in the work place and prepare them to face those challenges. In a statement, the group said the conference will also sensitise organisations and businesses to these issues in order to help them retain a critical, skilled proportion of the workforce. The conference is expected to focus not just on career women in corporate organisations but also on women entrepreneurs, of which there are many - conceivably more than women in management, the organisers said. According to WIMBIZ, this initiative is "not about women's liberation or promoting preferential treatment of women in the workforce, but about helping women address the unique challenges and issues they face in the work place and sensitising organisations and businesses to these issues to help them retain a critical, skilled proportion of the workforce." "Many organisations will argue that they are gender insensitive, that is, that they do not discriminate against women. However, the reality of the situation and the facts at hand show that despite the 'at par' intake of women and men at the entry level of most organisations, very few women make it to the top. This is because while, truly, organisations do not actively discriminate against women, they do not adequately understand, nor can they address the challenges that women in the workforce are faced with. The resultant effect is the loss of a critical, but more importantly, highly skilled portion of the workforce", the group warns.

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Search Overseas Opportunities only Advanced Search (Overseas Opportunities only) Work Abroad: Women Abroad Susan Gass * Index of links on this page: Introduction Student Comments Safety Tips Scholarships ... Bibliography INTRODUCTION Women going on study abroad programs outnumber men by about 2 to 1. Women are increasingly traveling alone for pleasure or work or research related reasons. Some orientation materials exist to address women’s concerns and issues, but often we are on our own. One of the biggest problems seems to stem from the American woman’s cultural bias that we are capable, independent and that it is our right to do anything that a man can do and go anywhere that a man can go. Unfortunately, this is not how it is in many other countries. Even in Western Europe (a place that we tend to think very Americanized) attitudes vary tremendously, especially toward American women who are thought to be "loose" or "easy". This opinion is created/reinforced by American television shows and films. This handout is not meant to scare women away from going abroad but rather to help them be knowledgeable prepared and safe Probably the most important thing that women can do to keep themselves safe is to inform themselves. Women should be aware of cultural differences, specifically that pertain to attitudes toward women (and American women) before they go.

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Canadian Opinion Research Archive, Queen's University, Kingston, Ontario Search Results from Environics Focus Canada Surveys Survey: Date: Jun 20 - Jul 16, 1998 Reference: Question: Do women at your place of work have more, fewer, or the same opportunities as men for promotion or advancement? 1 "More" 2 "Fewer" 3 "The same" 4 "DK/NA" Comment: ASK ALL WHO WORK FULL OR PART-TIME Additional keywords: Results: Queen's University users of the archive may obtain the frequency distribution for

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Canadian Opinion Research Archive, Queen's University, Kingston, Ontario Search Results from Environics Focus Canada Surveys Survey: Date: February 1992 Reference: Question: Do women at your place of work have more, fewer, or the same opportunities as men for promotion or advancement? 1 "more" 2 "fewer" 3 "the same" 4 "DK/NA" Comment: If 'working full-time' or 'working part-time' ask: Additional keywords: WOMENS ISSUES GENERAL Results: Queen's University users of the archive may obtain the frequency distribution for

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Office of the Focal Point for Women in the United Nations Achievement of gender balance BACKGROUND By way of resolution 43/224 of 21 December 1988, the General Assembly endorsed the Secretary-General's decision to deploy, on a full-time basis, a Focal Point for Women in the Secretariat, at the Principal Officer level, in the Office of Human Resources Management. The Focal Point was mandated to monitor the status of women in the United Nation's Secretariat, and through the Special Adviser on Gender, reports on progress to the Secretary General. This initiative of creating an office for one Focal Point for Women was in direct response response to calls at three global conferences on women Mexico, Copenhagen, and Nairobi and the resulting General Assembly resolutions which decreed that the United Nations must provide leadership and an example for Member States by achieving gender equality for women in the Secretariat, in particular, at the decision-making levels (posts D-1 to ASG/USG). The Focal Point for Women in the Secretariat Under the guidance of the Special Adviser, the office of the Focal Point, assists the Secretary-General to meet the General Assembly's mandated target of achieving 50/50 gender distribution at all post levels. The Focal Point assists, in collaboration with OHRM, in the monitoring and implementation of the Human Resource Action Plans that establish gender goals for departments and offices. The Focal Point is also committed to the improvement of the status of women in the Secretariat including Policy formulation, grievance redress and advocacy for work/life issues. The main goals of the office of the Focal Point are:

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Today's date: Get Involved! Sponsorship Global Voices Donations Volunteer ... Other Ways You Can Help Sponsorship The Sponsorship Program links women in the US with women in Bosnia, Colombia, Kosovo, Nigeria, Rwanda, and Afghan refugees in Pakistan who have survived and are surviving violence and the political, social, and economic upheaval associated with it. Each sponsor sends her sponsored sister $25 a month, along with a letter to establish a connection with her. In addition to emotional support, the Sponsorship Program provides direct financial support for sponsored women to provide for basic needs for themselves and their families Visit our Sponsorship page for more information! Global Voices Global Voices links individuals from different parts of the world with a community of women in the countries in which we work. This program allows Women for Women International to provide a variety of services to sponsored women, their families, and their communities. These services include training in technical and employable skills, in defining a woman's role and value in society, and the provision of microcredit loans to assist women who are beginning income-generating projects. The Global Voices Program also allows the organization to address immediate and urgent needs in the countries in which we work. Visit our

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Global Home US Home Media News Release - January 16, 2003 BP Chief Executive Lord Browne of Madingley To Chair March 27 Gala Dinner Accenture's, Great Place to Work for Women , combines an active career planning and development process with a targeted approach that incorporates flexibility in the culture. The firm's senior leadership and Center for the New Workforce champion these endeavors and progress is reviewed quarterly by the Americas Executive Board. WellPoint has created the unique Human Resources Planning Program (HRP), in their initiative Harnessing High Potential Talent: A Strategic Approach. Started in 1997 by the senior leadership, HRP provides tools for management employees, working with their supervisors to structure career paths, and develop skills and experiences that work toward achieving their career aspirations. Lord Browne of Madingley, Group Chief Executive of BP p.l.c., will chair the Catalyst Award Dinner being held on March 27, 2003 at the Waldorf=Astoria in New York City. Last year's dinner overflowed the Waldorf=Astoria ballroom and was attended by 165 companies and more than 70 Fortune 500 CEOs. Journalist Andrea Mitchell of NBC News will serve as the 2003 Catalyst Award Presenter. About the Catalyst Award The Catalyst Award is presented annually to companies and firms with outstanding initiatives that result in women's career development and advancement. Catalyst's rigorous, year-long examination of initiatives and their measurable results culminates in intensive, on-site reviews at finalist companies. The Catalyst Award provides the business community with replicable success models that are good for business and good for women.

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Working Moms: Happy or Haggard? Psychologists from around the world look at whether working mothers' multiple roles place inordinate stress on them. Does having a job as well as a home and a family enhance a woman's health or threaten it? Research on the question is sparse and contradictory. Research in the area has pointed to two competing hypotheses, according to participant Nancy L. Marshall, EdD, of Wellesley College's Center for Research on Women. One, the "scarcity hypothesis," presumes that people have a limited amount of time and energy and that women with competing demands suffer from overload and inter-role conflict. The other, the "enhancement hypothesis," theorizes that the greater self-esteem and social support people gain from multiple roles outweigh the costs. Marshall's own research supports both notions. Citing results from two studies she recently conducted, she explained that having children gives working women a mental and emotional boost that childless women lack. But having children also increases work and family strain, indirectly increasing depressive symptoms, she found. The reason multiple roles can be both positive and negative has to do with traditional gender roles, agreed the experts who spoke at the session. Despite women's movement into the paid labor force, they still have primary responsibility for the "second shift" - household work and child care.

80. C&EN: EMPLOYMENT - FINDING A PLACE IN CHEMISTRY This is an exciting place to work of a weaker US economy, candidates will probablyneed to work harder to job market might cool next year, some women, such as http://pubs.acs.org/cen/employment/8006/8006employment.html

Home This Week's Contents Employment Feature Advertisers Abbott Laboratories Bayer Corp. Pfizer Tularik Related Stories Women Chemists E-mail this article to a friend Print this article E-mail the editor ... Science/Technology Concentrates Business Science/Technology Education ACS News ... Chemcyclopedia Back Issues How to Subscribe Subscription Changes E-mail webmaster EMPLOYMENT February Volume 80, Number 6 CENEAR 80 6 pp. 45-53 ISSN 0009-2347 [Previous Story] [Next Story] FINDING A PLACE IN CHEMISTRY Women chemists know what they want from the working world and, increasingly, are finding it SUSAN J. AINSWORTH, CONTRIBUTING EDITOR As they move from the classroom to the workplace, new women chemists are not naive. They seem to be fully aware of the realities they face as employees in industry, academia, and government. They know, for example, that few women have yet risen to the upper echelons of their institutions. They also recognize that they are still minorities in the chemical world and, as a result, may face some obstacles foreign to their male counterparts. YOUNG MINDS Jameton (left) believes that women before her helped breach the gender barrier, which eased her transition into academia.

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