Education Minister Nancy Allan visits Winnipeg’s École Viscount Alexander School to get a glimpse of recent renovations. After her tour she received a thank you card from a group of students

CAREER  OPPORTUNITY

 WITH

Employment Solutions for Immigrant Youth

Employer Liaison/Workplace Coordinator

We are currently seeking a committed and flexible individual for full time employment requiring strong public relations, communication and interpersonal skills.  Applicants must be: innovative, able to work as part of a dynamic team, possess solid background in sales and marketing and be aware of current labour market trends and business climate in Winnipeg.   

The Employer Liaison/Workplace Coordinator:

ü  Must possess post-secondary diploma or degree from an accredited institution in Social Sciences and a strong background in sales and/or marketing; an equivalent combination of skills, education and experience will be considered;

ü  Strong computer skills, including word processing, database applications, and Internet research;

ü  Possess a strong results-oriented approach, with advocacy and marketing skills and the ability to work cooperatively with a multi-disciplinary team of professionals;

ü  Display strong awareness of labour market trends, its fluctuations, high demand occupations and employment opportunities;

ü  Demonstrated ability to develop and maintain positive and mutually beneficial relations with individuals, corporations, government, labour and community-based organizations;

ü  Must demonstrate ability to multi-task, prioritize and meet deadlines, while performing tasks efficiently and independently and as a part of a dynamic culturally diverse team;

ü  Demonstrate self-reliance, initiative and a strong sense of commitment to creating partnerships and promoting opportunities for youth to attain employment;

ü  Must be client-service oriented and possess excellent communication and interpersonal skills; with the ability to relate and empathize with the needs of immigrants from diverse cultural and linguistic backgrounds;

ü  Must possess own transportation, be able to work within a flexible schedule and demonstrate readiness to adapt to changing priorities in a dynamic multi-tasking environment;

The Employer Liaison will be responsible for connecting with employers to identify work placement and training opportunities that match the skills and interests of program participants. Close monitoring and follow up of all participants is key to successfully managing a diverse caseload of clients thus, maximizing their potential to become self-sufficient contributing members of Canadian society.  Due to the critical nature of this position, the Employer Liaison must be a self-starter, with excellent planning & time management skills and a commitment to achieving outcomes. 

The program offers compatible wages.  Interested applicants must submit resumes with a cover letter, stating position and qualifications by no later than January 25, 2013.

to

Fatima Soares, Executive Director

Employment Solutions for Immigrants, Inc.

271 Portage Avenue

Winnipeg, Manitoba

 R3B 2A8

frontdesk@manitobastart.com

                                                                                  

LEAF/CAEFS NEWS RELEASE  Supreme Court Misses Opportunity to Ensure Law Protects Abused Women

January 18, 2013 (Ottawa) - The Supreme Court of Canada has released its decision in R.v. Ryan. CAEFS intervened in the case, in coalition with LEAF, to argue that battered women who take steps to use force against their abusers in order to save their and their children's lives, are entitled to criminal law defences. The Court has held that the defence of duress does not apply but has ordered a stay of proceedings. Thus Ms Ryan does not have to endure further prosecution. CAEFS-LEAF had argued that the law should reflect an understanding of the realities of the lives of abused women. In ordering a stay of proceedings, the court noted the "enormous toll" of the abuse Ms Ryan suffered:    "the abuse which she suffered at the hands of Mr. Ryan took an enormous toll on her, as, no doubt, have these protracted proceedings, extending over nearly five years, in which she was acquitted at trial and successfully resisted a Crown appeal in the Court of Appeal. There is also the disquieting fact that, on the record before us, it seems that the authorities were much quicker to intervene to protect Mr. Ryan than they had been to respond to her request for help in dealing with his reign of terror over her." Unfortunately, while the SCC says the case is exceptional, there is good reason to believe it is not. "Every six days a woman in Canada is killed by an intimate partner. Repeatedly those deaths have been tied to inaction or inappropriate action on the part of the criminal justice system. The Canadian government has unmet obligations under international law to show due diligence in protecting women from sexist violence." advised Lee Lakeman, speaking on behalf of the Canadian Association of Sexual Assault Centres (CASAC). "Women escaping abuse are entitled to defend against their attackers and the law must change to ensure that they are not criminalized for acting in their life threatening desperation", continued Ms Lakeman. While the stay ends the prosecution of one woman, unfortunately the Court's analysis of criminal defences does not hold out hope for the evolution of defences generally. The Court focuses on a doctrinal analysis and some clarification of defences, but does not address concerns that they fail to capture the diversity of human experiences to which they need to be applied. "The overall message I get from the decision is that of a wish for conceptual stability in the law of defences and a preference for constitutional challenge or legislative change over the evolution of the common law. This contrasts dramatically with the wish of CAEFS-LEAF for equality-driven evolution of the law of defences, to avoid the criminalization of women driven to resisting abuse," commented Christine Boyle Q.C., counsel for CAEFS-LEAF. Background Nicole Ryan, suffered a 15 year "reign of terror". Her account of abuse, fear and efforts to seek help was accepted by the trial court in Nova Scotia and her acquittal on a charge of counselling to commit murder was unanimously upheld by the Nova Scotia Court of Appeal - she was sexually and physically assaulted, emotionally and psychologically abused, threatened repeatedly with a gun and told by her husband that if she ever left, he would "kill", "destroy" and "annihilate" Ms Ryan and their daughter. These threats were often morbidly graphic. Mr. Ryan threatened to burn their home down with Ms Ryan and their daughter in it and showed Ms Ryan the piece of land where he said he would dig a trench and bury them under a pile of gravel and garbage. Ms Ryan is a mere 5'3" and 115 pounds, to Mr. Ryan's 6'3" and 230 pounds. When Ms Ryan was finally able to leave, the evidence at trial was that even though Mr. Ryan lived a two-hour drive away, he showed up on the road to and from her place of work, and outside her sister's home where she was living. Ms Ryan contacted the police and victim services a dozen times, but according to the Court, her pleas for help "went unheeded". Isolated, terrified and without options, Ms Ryan sought protection. The charge of counselling came after she was approached by an undercover police officer, who posed as a hit-man. Jennifer Tomaszewski, speaking on behalf of the Women's Legal Education and Action Fund, said: "Violence against women remains a critical issue today. We remain committed to advocating on behalf of women and articulating the equality concerns raised in cases such as R.v.Ryan. We are concerned that, read in the context of the very recent decision in R.v.O'Brien, much work remains." Christine Boyle QC is counsel for CAEFS-LEAF. The CAEFS-LEAF factum can be downloaded at: http://leaf.ca/legal-issues-cases-and-law-reform/active-cases/ - 30 - For more information, please contact: Kim Pate - 613-298-2422 Christine Boyle - 604-738-0570 Kim Stanton - 416-595-7170 Lee Lakeman - 604-417-0028 ****************************************************************************** POUR DIFFUSION IMMÉDIATE La Cour suprême rate une occasion de mieux protéger les femmes victimes de violence Le 18 janvier 2013 (Ottawa) - La Cour suprême duCanada a rendu sa décision dans la cause R. c. Ryan. L'Association canadienne des sociétés Elizabeth Fry (ACSEF) et le Fonds d'action et d'éducation juridiques (FAEJ) sont intervenus ensemble dans ce dossier, plaidant que les femmes violentées par un conjoint qui tentent de recourir à la force pour sauver leur vie et celle de leurs enfants ont droit aux moyens de défense prévus en droit criminel. Le tribunal a déterminé que la défense de contrainte ne s'appliquait pas mais a ordonné une suspension des procédures. Par conséquent, Madame Ryan n'aura pas à subir une nouvelle poursuite. L'ACSEF et le FAEJ avaient plaidé que la loi devrait mieux refléter le vécu réel des femmes violentées par un conjoint. En ordonnant la suspension des procédures, la Cour a reconnu que Madame Ryan avait été «sérieusement affectée» par la violence qu'elle a subie: «En outre, Mme Ryan a été sérieusement affectée par les mauvais traitements que lui a infligés M. Ryan, ainsi que, nul doute, par ces interminables procédures, s'étirant sur presque cinq ans, et au cours desquelles elle a d'abord été acquittée en première instance avant de s'opposer avec succès à l'appel du ministère public en Cour d'appel. Il est aussi troublant de constater, à la lumière du dossier, que les autorités compétentes ont semblé démontrer un plus grand empressement à intervenir pour protéger M. Ryan qu'à réagir à la demande de Mme Ryan lorsqu'elle sollicitait leur aide pour mettre un terme au règne de terreur que lui imposait son époux.» Malheureusement, même si la CSC déclare que cette affaire est exceptionnelle, il existe de bonnes raisons de croire qu'il n'en est rien. «Tous les six jours, une femme est tuée au Canada par un partenaire intime. Ces assassinats sont souvent associés à l'absence ou à l'insuffisance de mesures appropriées du système de justice pénale pour défendre ces femmes. En n'exerçant pas la diligence nécessaire pour protéger les femmes contre la violence sexiste, le gouvernement canadien contrevient à ses obligations aux termes du droit international» constate Lee Lakeman, porte-parole de l'Association canadienne des centres contre les agressions à caractère sexuel (ACCCACS). «Les femmes qui fuient la violence ont le droit de se défendre contre leurs agresseurs, et la loi doit changer afin qu'elles ne soient pas criminalisées lorsqu'elles agissent en désespoir de sauver leur vie», ajoute Madame Lakeman. Si cette décision met fin à une poursuite intentée contre une femme, il est malheureux que l'analyse faite par la Cour suprême des moyens de défense inscrits au droit criminel ne présente pas beaucoup d'espoir pour leur évolution. Le jugement s'en tient à une analyse de la doctrine et à certaines clarifications des moyens de défense, mais n'aborde pas leurs lacunes à rendre compte de la diversité des expériences humaines auxquelles elles doivent s'appliquer. Selon Christine Boyle, conseillère de l'ACSEF et du FAEJ, «la décision me semble refléter, plutôt qu'un progrès de la common law, le souhait d'une stabilité conceptuelle du droit des défenses, ainsi qu'une préférence pour une contestation d'ordre constitutionnel et des réformes législatives. C'est une orientation tout à fait contraire au souhait de l'ACSEF et du FAEJ, qui prônent une évolution du droit relatif aux moyens de défense en vue de favoriser l'égalité, dans le but d'éviter la criminalisation des femmes forcées de se défendre contre la violence.» Nicole Ryan a subi 15 années d'un «règne de terreur». Son compte rendu des violences subies, de ses craintes et de ses efforts pour trouver de l'aide a été accepté par le tribunal de première instance, qui l'a acquittée de l'accusation d'avoir conseillé la perpétration d'un meurtre. La Cour d'appel de la Nouvelle-Écosse a par la suite maintenu à l'unanimité cet acquittement. Nicole Ryan a été victime d'agressions sexuelles et physiques, de violences émotionnelles et psychologiques et de menaces répétées avec une arme à feu. Son conjoint l'a également menacée à plusieurs reprises de les «tuer», «détruire» et «anéantir», elle et leur fille, si Madame Ryan le quittait. Ces menaces étaient souvent d'une précision morbide. M. Ryan a menacé de mettre le feu à leur maison pendant que Madame Ryan et leur fille s'y trouveraient et il lui a montré le terrain où il voulait creuser une tranchée pour les enterrer sous du gravier et des déchets. Madame Ryan mesure 5 pi 3 po et pèse 130 livres, alors que M. Ryan mesure 6 pi 3 po et pèse 230 livres. Lorsque Madame Ryan a enfin réussi à fuir, la preuve présentée au tribunal a révélé que, même s'il résidait à deux heures de route de chez elle, M. Ryan surgissait souvent sur le chemin la conduisant à son travail, et à l'extérieur de la maison de sa soeur où elle avait trouvé refuge. Madame Ryan a contacté la police et les services aux victimes une douzaine de fois, mais les tribunaux ont confirmé que ses appels à l'aide «étaient restés lettre morte». Isolée, terrifiée et dépourvue d'options, Madame Ryan a éventuellement cherché protection. L'accusation d'avoir conseillé de commettre un crime a été portée après sa rencontre avec un agent d'infiltration policier qui se faisait passer pour un tueur à gages. Selon Jennifer Tomaszewski, porte-parole du Fonds d'action et d'éducation juridiques, «la violence faite aux femmes demeure toujours un problème grave. Nous sommes plus que jamais engagées à plaider au nom des femmes et à faire valoir les enjeux d'égalité soulevés dans des causes comme R. c. Ryan. Dans le contexte de la très récente décision R. c. O'Brien, nous craignons qu'il reste encore beaucoup de travail à faire.» Christine Boyle, c.r., est conseillère de l'ACSEF et du FAEJ. Le factum de l'ACSEF-FAEJ est accessible au http://leaf.ca/legal-issues-cases-and-law-reform/active-cases/ - 30 - Pour plus d'information: Kim Pate - 613-298-2422 Christine Boyle - 604-738-0570 Kim Stanton - 416-595-7170

Job Vacancy

and Westman area.
Please submit cover
letter and resume to:
WIS Board of Directors
Attn: Selection
Committee
1001 Pacific Ave.
Brandon Manitoba
R7A 0J2
Ph:204-727-6031 ext. 2
Fax: (204)725-4786
settadmin@mymts.net
Executive Director
The Executive Director is responsible for the successful leadership
and management of the organization according to the
strategic direction set by the Board of Directors in keeping with
the core values of the organization.
Primary Duties and Responsibilities
1. Participate with the Board of Directors in developing a vision
and strategic plan to guide the organization
2. Ensure that the operation, programs and services of the
organization meet the expectations of its clients, community,
Board and Funders and contribute to the organization’s
mission
3. Work with the Board to secure adequate funding for the
operation of the organization
Qualifications
Education
University degree in a related field. A combination of post
secondary education and experience would be considered
Knowledge, skills, abilities and experience
1. 3-5 or more years of progressive management experience in
a voluntary sector organization
2. Knowledge of current community challenges and
opportunities relating to the mission of the organization
3. Knowledge and experience with human resources
management, financial management, and project
management
4. Proficiency in the use of computers
5. Possess a valid driver’s license and/or access to reliable
transportation
Salary range - $60 000 - $70 000
Application deadline date: Tuesday, January 29, 2013
We thank all applicants for applying for this position, however,
only candidates selected for interviews will be contacted.
www.westmanimmigrantservices.ca

The College, a public institution committed

to providing quality, competency based

technical/vocational education, invites

applications from qualified individuals

interested in joining its operational team.

EAL/ESL Instructor

Part-Time Evening

Beginning February 2013

Preferred candidates must have a TESL

certification from a recognized TESL Training

Program and previous experience teaching

EAL. (Visit www.tesl.ca for recognized training

programs.) Adult education experience is

preferred. Additional qualifications considered

assets are certified teachers, Certificates in Adult

and Continuing Education, experiences in EAL

training program coordination and knowledge or

training in the area of Essential Skills.

Please forward a detailed resume and cover

letter no later than January 24, 2013, to:

Lori Propp

HR Coordinator

Winnipeg Technical College

7 Fultz Blvd, Winnipeg, MB, R3Y 1G4

lorpro@wtc.mb.ca

Are Women Losing Again

Microfinance and Patriarchy: 'A Drift Away from Serving Women'

Published: January 16, 2013 in Knowledge@Wharton

 

Microfinance -- an approach to poverty based on providing small loans and other financial services to poor people, primarily women -- has inspired extensive press coverage, a Nobel Peace Prize for founder Muhammad Yunus and reams of research in the decades that followed the launch of Grameen Bank in 1976.
Much of the research on microfinance focuses on factors associated with the efficient delivery of loans and their effect on borrowers -- in other words, on the financial and economic aspects of the microfinance movement.
But by ignoring microfinance's cultural aspects -- including the influence of patriarchal attitudes on lending practices -- the ability to make loans to the women whom microfinance was originally intended to serve can be seriously restricted, says Wharton management professor Tyler Wry.
Using data on more than 1,800 microfinance institutions (MFIs) in 168 countries compiled by the Microfinance Information Exchange, Wry and Eric Yanfei Zhao from the University of Alberta School of Business look at policies advocated by the United Nations, World Bank and other development agencies that are intended to build stable infrastructures for microfinance institutions. "We found that countries that do have more liberalized markets, including increased flow of capital and thus the ability to make more loans, also [can] support a lot more microfinance activity, which is good," Wry says. "But we also found that these same factors that would make a country attractive to MFIs also made it less likely that they would lend to women."
He and Zhao present preliminary findings in a working paper titled, "Culture, Economics, and Cross-National Variation in the Founding and Social Outreach of Microfinance Organizations."
In their paper, the authors argue that "gender inequality is an important consideration for understanding the ... focus of MFIs. Our results indicate that a business-friendly economic climate has the potential to undermine" microfinance's goal of empowering women, and that this effect is "amplified in patriarchal countries where the need for lending to women is greatest."
Indeed, the higher degree of patriarchy there is, the more barriers there are to women participating in the economy, the authors suggest, describing patriarchy as belief systems that emphasize women's domestic roles, devalue their education and forbid the inheritance of property "which could be used as loan collateral."
Patriarchy can also reverberate down through the MFIs themselves: Because up to 70% of loans are made to women, access to female employees in MFIs is key. Female loan officers "provide role models for the women in lending groups and offer a tangible example of women's empowerment," the researchers write. In addition, "it is easier for women loan officers to interact with women clients [since] they can easily visit homes to collect installments." Furthermore, "same gender relationships facilitate open dialog about financial questions and problems in the home."
Yet in patriarchal countries, investment in women's education is lacking, the authors add. This situation -- along with roadblocks that prevent women from getting training in such important areas as law, accounting and finance -- results in most of the loan officer jobs going to men. "Given the difficulties associated with making loans to women absent female loan officers, inequities in professional training may also create a barrier to lending to women in patriarchal countries," the researchers write.
'A Lot More MFIs Doing a Lot Less Good'
The irony in this discussion, as the authors note, concerns how difficult it can be to reconcile the goals of microfinance. "While increased foreign investment, low taxes and supportive regulations may create a [positive] environment for MFIs in some regards," this mainly applies to those MFIs that "emphasize financial sustainability over social outreach," the authors write. In other words, while foreign investors may say they want to promote better lifestyles for women and families, they also expect positive financial returns. And yet the motivation for lending to women is to "create social benefits by serving a population that is excluded from traditional financial channels precisely because it isn't profitable to serve them."
Indeed, studies have shown that MFIs that focus on lending to women "are less likely to be financially self-sustainable and more reliant on government subsidies than their commercially oriented counterparts." Consequently, such MFIs "are not likely to be attractive investment targets," according to the paper.
As Wry notes, "women tend to be really poor clients. That was the reason microfinance was attracted to them in the first place, so that women could access normal channels of lending." But when financial capital comes in, with its emphasis on generating returns on loan repayments, women tend to be "pushed away from the microfinance market," he adds.
"The bottom line is that if you take steps to promote entrepreneurial activity, it has a counterproductive effect in countries where you most need MFIs to reach out with loans to women," Wry says. His research, he adds, "shows that if you only look at the economic side of this, you can start to make decisions that have unforeseen consequences.... If we agree that microfinance should help impoverished women break out of cycles of despair, it's important to talk about what is going on when we implement economic policies that the World Bank and others support. [These policies] do have some good consequences, but they also might have some downsides in terms of outreach to women."
The scholarly evaluation of microfinance on the micro level shows, for example, that women borrowers are more likely "to generate financial returns, invest these in their families and repay loans than their male counterparts." But at the macro level, "the potential to deliver these benefits depends on the prevalence of microfinance organizations within a country and the degree to which they focus on women's lending -- areas where current studies offer limited insight," the authors write.
They suggest that "economic and cultural factors are important for understanding both the emergence of MFIs and their commitment to women's lending, but that they affect these outcomes differently." They note, in particular, that "a supportive economic environment will lead to higher MFI founding rates because it provides fertile conditions for business creation." At the same time, however, they anticipate that "high levels of patriarchy will suppress both MFI foundings and women's lending because factors associated with gender inequality may limit access to resources such as financial capital, employees and customers."
The authors also predict that a business-friendly economic climate will help offset some of the resource constraints that patriarchy creates for MFI foundings, but will "amplify the suppression of women's lending by creating financial inducements to lend to less-poor male clients."
Patriarchy, Wry says, really changes the outcome when you look at both the economic and cultural factors. "You need to consider both sides of the equation. Patriarchy may be changing the nature of microfinance in many countries. You are seeing an accelerated drift away from serving women. A lot more MFIs are doing a lot less good."
People like to think of capital as "neutral," Wry notes. "But if you want to make money in microfinance, that will have some pretty dramatic effects. You see over time that Grameen Bank was a hybrid organization. It was new and novel, but the mission was very much on the social side. What we are seeing now in the whole sector is that MFIs are still hybrids, but the order in which the two parts are mixed has been flipped. When it started, it was financial tools being used for social good. Now it has increasingly become a social mission used as a way to generate money. Organizations fall between these poles. This minimizes the benefits to women unless you have a country where women don't comprise a disproportionate share of the poor."
But of course in many countries, women tend to be the poorest segment of the population, a status that is further solidified by the existence of patriarchal attitudes. Wry and Zhao at one point cite a widely used definition of patriarchy as "a shared belief system where male domination serves as a model for structuring individual identities, interpersonal relationships and large scale institutional arrangements."
Wry says their paper is the first to offer a large-scale sociological analysis. "Many papers look at single countries or single cases. They have interesting things to say, but they don't look at the broad patterns. We are trying to move the debate to a higher level." Interdisciplinary dialog is important, he notes, "particularly in opening up debate among scholars who bring different, but complementary, tools to the table."
Beyond this, he adds, "I think there needs to be some sober thought about what -- as a field -- we think microfinance should be doing. So much of the debate gets bogged down in platitudes about sustainability and win-win scenarios when business insights and acumen are applied to the social sector. Yes, it is true that doing this can have some positive effects; we are seeing this with the growing prevalence of MFIs globally. However, these platitudes gloss a fundamental tension -- namely that there are limits to what business can do in the social sector, and it may be that you cannot, and should not, be trying to make money by delivering social goods."
There are "many people and problems that you can't make money off of, and this is where governments and public policy need to enter and assert their voice," Wry states. "The aim shouldn't be to temper innovation or enterprise, but to offer subsidy and stability. This is basically what Yunus says, and I think he's bang on."  
http://knowledge.wharton.upenn.edu/article.cfm?articleid=3169

Resources to help your neighbour or friend deal with

The Family Violence Consortium of Manitoba has launched a resource for people wanting to be of help to someone they know in an abusive relationship.  The brochure, “Neighbours, Families & Friends:  A Guide on Helping People in Abusive Relationships,” is attached to this message and is also available online at www.gov.mb.ca/fs/fvpp/pubs/NFF_brochure.pdf.  Copies of the brochure can be ordered by contacting The Laurel Centre by email at info@thelaurelcentre.com or by phone at 204-783-5460.

A study in Domestic Violence

Colin Thatcher was a cabinet Minister in Saskatchewan at the time he was charged and convicted of the murder of his wife.  Although the evidence pointed to Thatcher he still received a lot of support from the community because of his position, even his children who had lost their mother so violently stood by their father's side.
Now that Mr. Thatcher is out and is able to enjoy the twilight of his years, I wonder what his thoughts are about his conviction and how has the community accepted him back into the fold. 
This was a sad day for women and still is. A young woman's life was violently cut short when it did not have to be that way. Let's work to end violence against women

http://www.trutv.com/library/crime/notorious_murders/family/colin_thatcher/index.html

Let us start telling our children the truth

http://parentsunderground.wordpress.com/2013/01/08/commentary-on-the-sandyhook-school-murders/

Career Opportunity

Communications Intern
(Full time, Term position, $16/hr) Local Investment Toward Employment (LITE) is a non-profit organization that supports community economic development (CED) initiatives that build capacity and provide jobs in Winnipeg’s inner city. www.lite.mb.ca The Communications Intern will be responsible for supporting LITE's programs where needed, primarily in the area of communications. The communications intern will assist with various communication tasks at LITE such as LITE's spring newsletter, LITE's Social Purchasing Portal project, as well as LITE's spring events. Tasks will include writing, editing, some research relevant to communication needs, updating website information, assisting with an e-bulletin, updating the Social Purchasing Portal's social media accounts, providing assistance with any event tasks needed, as well as other communications tasks assigned by LITE's Executive Director and LITE's SPP Coordinator. This position also includes attending and supporting events that represent the organization's interests. Qualifications 
Between the ages of 18 & 30  Post-secondary graduate
 Canadian citizen or permanent resident
 Team player with positive attitude
 Good at taking direction but also able to take initiative when needed
 Able to articulate well in writing and some experience editing documents
 Able to communicate well over the phone as well as in person
 Computer literate (competent with Microsoft Office programs)
 Effective using social media
 Knowledge of community economic development (CED)
 Experience with Winnipeg’s CED/non-profit organizations & projects is considered an asset
 Having a valid driver’s license and access to a vehicle is considered an asset
Terms & Conditions
Reporting: The Communications Intern will report to LITE’s Executive Director and LITE’s Social Purchasing Portal Coordinator. Hours per week/Length of Contract: 40 hrs/week; early February – mid May, 2013) Wage: $16/hr plus 4% vacation pay To Apply: This internship is paid for by the YMCA. In order to apply for this internship, please register online and submit an application at www.dyip.ca (click on "Apply to be an Intern") by Wednesday, January 23, 2013. *Applicants who are members of a visible minority, of aboriginal descent, are newcomers to Canada or live in the inner city, are strongly encouraged to apply. We thank all applicants for their interest however, only those selected for an interview will be contacted.

Our Peruvian Sisters are facing Horrible Rape Epidemic and Abortion Restrictions

In Peru, an Epidemic of Rape and Double Jeopardy for Rape Victims Seeking Abortion

Written by Françoise Girard for RH Reality Check. This diary is cross-posted; commenters wishing to engage directly with the author should do so at the  original post.
Peru, while famous for its modern culinary delights and ancient civilizations, also has a far less flattering distinction: it has more reported cases of rape and sexual violence than any other country in South America. Eight in ten of these victims are minors.
Researchers estimate that 35,000 pregnancies occur every year in Peru as a result of rape. Women and girls in this situation are faced with two options: seek an illegal abortion and risk going to jail or carry the pregnancy to term and suffer the psychological and physical trauma that go along with giving birth to your rapist's child. Women who can prove that a pregnancy is the result of rape receive a "reduced" sentence of three months in jail (the standard prison sentence for illegal abortions in Peru is two years). Perversely, this reduced sentence does not apply to married women who are raped by their husbands, even though marital rape is a crime under Peruvian law. Doctors who perform abortions in cases of rape face up to six years in prison.
A coalition of women's rights groups have launched a campaign to challenge this cruel violation of human rights. The campaign, Dejala Decidir ("Let her decide"), seeks to introduce a new law that decriminalizes abortion in cases of rape (currently, abortion is only permitted when the woman's life or health is at risk

http://www.alternet.org/speakeasy/rhrealitycheck/peru-epidemic-rape-and-double-jeopardy-rape-victims-seeking-abortion

What can you do to help?
share this with someone
write a letter to the government
speak to your MP or MLA
take one action to help - nothing is too small.

Tomorrow is Deadline - Receptionist Job - Winnipeg

JOB POSTING

MEDIATION SERVICES: A Community Resource for

Conflict Resolution

Front Desk Receptionist – Office Assistant

A job-sharing opportunity for an individual who would like to work part-time (.4 to .6 fte).

The individuals in this role will share the duties of front desk reception and administrative tasks that

support the work of Mediation Services.

Mediation Services is a community based organization offering conflict resolution services

to Manitobans since 1979. These services include comprehensive training in conflict

resolution skills, victim/offender mediation, mediation for family/neighbourhood disputes,

and volunteer opportunities. Mediation Services offers a great working and learning

environment and is looking for someone who is highly motivated, has a positive attitude

and is willing to play a supportive role in the organization.

Qualifications:

·

Self motivated, organized and able to manage time effectively

·

Excellent interpersonal, verbal, and written communication skills

·

Excellent computer skills (data base, word processing and spreadsheet proficiency)

·

Demonstrated ability to work effectively with minimal supervision

·

Willingness to work as a team player with collaborative decision-making processes.

·

Accounting (familiarity with Quick Books an asset)

Responsibilities:

·

Reception duties including first point of contact for visitors and telephone calls.

·

Everyday office operations

·

Day to day liaison with all outside vendors and suppliers

·

Ensure all office equipment is maintained and operating efficiently

·

Record, mail and maintain all invoices

·

Process training program registrations and payments

·

Provide administrative support to the court, community and training programs

Salary range is $27,000-31,000 (1.0 fte).

We thank all who apply and advise that only those selected for further consideration will

be contacted.

Please send introductory letter and resume to:

Lois Coleman Neufeld, Executive Director

email:

lcn@mediationserviceswpg.ca

Fax: (204) 925-3414

Address: 302 – 1200 Portage Ave., Winnipeg, MB R3G 0T5

Deadline for receipt of application is Monday, January 7, 2013

The Dilema of Chinese Female Managers

'An Iron Hand in a Velvet Glove': Challenges Facing Chinese Female Managers

Published: January 02, 2013 in Knowledge@Wharton

 

Chinese female executives face a variety of management challenges in a traditionally patriarchal society -- including discriminatory hiring practices, balancing the different needs of both male and female employees, and managing men who are unaccustomed to female leaders. On the surface, it appears a variety of influences -- such as the Communist Party's efforts to promote gender equality, China's rapid modernization and the One-child Policy -- have weakened the hold of traditional perceptions that relegated women to a subordinate position in society.
It may appear that Chinese women have an excellent opportunity to climb the corporate ladder. However, in reality, traditional gender roles and biases in China are still very tangible. Practical financial considerations and the changing structure of China's family have encouraged female participation in the workforce, but ultimately have had little effect on eroding restrictive gender roles. In fact, modern trends appear to have expanded Chinese women's obligations both in the workplace and at home. The modern female Chinese manager faces not only the professional difficulty of managing teams in a society traditionally biased against women, but also the need to fulfill familial obligations.

The pressure to make ends meet in a country with soaring inflation and steadily rising costs of living has thrust millions of women into the labor force. Historically, China's economic environment created a context in which women needed to work to keep the family running. This trend has continued to accelerate. The Cultural Revolution paved the way for women to break past traditional family roles so they could labor in the fields among men. Those women did it all -- professionals or laborers by day, housekeepers and perhaps mothers by night.
Today, many families rely on two incomes in order to survive. Against the backdrop of an increasing wealth gap in China, women at the bottom of the economic ladder continue the quest to feed their families, and those at the top strive to attain more than their neighbors. One cannot conclude that greater female participation in the workforce and an increasing number of female managers in China are the result of more progressive gender attitudes. Rather, economic necessity has driven these changes and has left aspiring Chinese women facing many of the same challenges.

Communist Gender Equality
In a developing country that faced deep economic problems for many years, everyone who was able to work, worked. Universal employability went hand-in-hand with Mao's notion that everyone was equal as China worked toward a socialist utopia. Women broke through their traditional roles at home to put rice on the table, but this was a necessity in the 20^th century as a way to fuel the family's economic engine.

China's One-child Policy was introduced in 1978, when the country's rapidly increasing life expectancy and reduced infant mortality rates indicated a risk of overpopulation. Although the policy is no longer enforced as strictly, it is still clearly a factor in the reduced birth rates in China. According to China's state-run media outlet, the People's Daily, since its enactment more than 30 years ago, the One-child Policy has prevented 400 million births.

This policy has forced a revision of Confucian family values toward parenting. The traditional Chinese gender hierarchy would lead parents to focus more attention and resources on raising sons to the detriment of daughters. In a one-child household, all attention is focused on that one child, regardless of gender. As Elizabeth Schimel, executive vice president and chief digital officer at publishing company Meredith in Beijing, noted, "The One-child Policy has been a great equalizer.... If you only have one child, family expectations land on [the child], regardless of gender." That said, the Chinese government more recently built in some flexibility for families whose first child is a daughter, suggesting that the preference for a male child is still very strong. Currently, more than 50% of Chinese households are allowed to have a second child if their first is a daughter, according to China's population planning agency.

The One-child Policy has also shaped social expectations for women in the workplace. It affects hiring decisions for employers because they know that most women will have only one child. Indeed, Chinese employers often discriminate against women who plan to have children. While illegal, the practice is hard to control. China's generous paid maternity policies -- women have up to 98 days of paid leave in Beijing -- contribute to employers' discriminatory hiring. But the expectation that women would have only one child each also changed women's perceptions of their own careers. Alice Au, a senior executive at executive search firm Spencer Stuart in Beijing, said that as a career-minded Chinese woman, "You can have your one child and you're done, so you can basically go on with your life."

It may be tempting to view the One-child Policy as a liberator of women's time, allowing them to focus on their careers. However, even if the Chinese professional female has a successful career, she is still expected to fulfill the traditional domestic roles of wife and mother. "When I come home, my husband expects me to take care of household duties and raise our son, even if I make more than he does," said As Li Hong, a real estate executive at Vantone group. This is because China has a long history and traditional culture, she noted, which means that these gender roles are not only deeply entrenched, but also are difficult to eradicate.
The many discussions about gender roles in the West signify awareness. But this dialogue is nonexistent across many spheres in China, which suggests there is room for the evolution and development of the conversation. In addition, the lack of gender-equality rules and regulations in the workplace makes it easy for discriminatory practices to take hold.

Clearly more and more ambitious Chinese women are entering the workforce. Because many families have only one child, it is quite common for mothers to outsource daycare to cheap nannies or their own parents (who often live with them), allowing the women to focus more on their careers. Although this may appear to be an empowering factor, many women work because of financial obligations to their households. On a nationwide scale, the Cultural Revolution in the 1960s and 1970s granted women more equal access to employment but did not trump the traditional neo-Confucian gender roles that limit women's status. Chinese female professionals might receive help during the day, but they still have family obligations when they return home. Chinese "soccer dads" have yet to arrive.

Establishing Credibility with Peers and Superiors

In addition to the challenge of balancing family responsibilities with growing professional expectations, Chinese female executives also face a number of gender-related challenges in the workplace, which can take the form of direct discriminatory practices as well as more subtle ones.
In China, the onus is on female managers to establish their credibility and gain respect in the workplace. These managers need "to be seen as objective and all about the business," striking a balance between being "appropriately personal and appropriately respectful of hierarchies," according to Schimel. To compensate for this perception, female executives need to rely on business acumen and a grasp of their particular market, product or opportunity to "[earn] authority through expertise and command of the business." Male executives, on the other hand, are given the benefit of the doubt more often and do not need to establish respect with the same sense of urgency; they just "assume they have [the respect and authority]," Schimel noted.
If females do not manage these perceptions and establish their authority quickly, awkward situations can occur. In many cases, male employees in China are quite surprised to have a female manager. For example, when Rachel Kot was introduced to several new teams at Alcatel Lucent, the large French telecommunications equipment firm, numerous employees mistook her for the secretary, despite her senior status.

Thus, women need superior soft skills when leading Chinese teams. Schimel suggested that "women need to be stronger [than men] in the areas of communication and [goal-setting]. Women need to excel. There needs to be no question of authority." Women also need to have great emotional intelligence while leading teams, and should spend more time "building consensus quietly as opposed to open public forums," according to Nancy Liu, president of Forevermark, the brand of De Beers Diamond in China. Women tend to build consensus with a bottom-up approach, whereas men utilize a more top-down method. In addition, female executives must learn to read between the lines, especially in Chinese societies, where employees are reluctant to disagree openly with their superiors.
Liu added that female managers "need to learn signals and then leave an open door for [employees] to come and have that discussion with you later on." She also emphasized the need to help male subordinates maintain "face" by not publicly refuting their ideas or criticizing their work. Successful female executives are also extremely good at leveraging their feminine strengths in the workplace by being soft but firm. Liu likened their management style to an "iron hand in a velvet glove."

Another clear difference between managing men and women in the Chinese workplace is the employees' approach toward establishing relationships with their managers. "Chinese females look for female mentors and want to develop more personal relationships [whereas the men do not]," according to Schimel. She noted that while men are respectful of their female managers, they do not want to get close and maintain a "typical boss and employee relationship," whereas "for young women, having a woman as a boss really means a lot to them." Some observers suggest this may be because women are more relationship-oriented and men more task-oriented. As Alcatel Lucent's Rachel Kot commented about an ongoing gender study involving focus groups in her company, "Women believe having the right mentor will help [them] to accelerate more, whereas men believe having the right business acumen will have more of an effect."

Female managers in China feel that managing male employees sometimes entails a balancing act between stroking their egos and optimizing business decisions, according to some women. Li noted that she allows her male employees to implement minor decisions she disagrees with from time to time because she knows it will be too damaging to their egos otherwise. On issues of significant consequence, she will insist on the most optimal decision, but, generally speaking, she feels she needs to give male employees more breathing room to feel empowered.

Similarly, Schimel described an experience where she managed a Chinese team that was led by a male manager, and realized she had to make an effort to empower him so he would not feel destabilized. In general, these situations are more delicate in China than in the West. "In Asia, these moments are fraught with a little bit more risk and discomfort, so it is harder to get back on good footing afterwards [if you make a mistake]," Schimel said.

Female managers may have to be extra careful to win the respect of their male employees and manage their egos, but managing female employees presents a different challenge because they are often more timid. As Kot noted, "[Conversations with male employees] are more structured, and [much of the] time [men] expect a lot more respect for what they are saying, which is great, because coaching them will be easier. As long as the bottom line is set, you just let them brainstorm their creativity out. [Yet] when it comes to the women, they need more encouragement to speak what is on their mind. Men do not have that problem."

Career Perceptions
Varying perceptions toward their careers create distinct differences between male and female employees and, therefore, different types of management challenges. Generally speaking, Chinese men feel much more pressure to succeed. In a survey released by the Civil Affairs Ministry of China in early 2012, 80% of single women who were interviewed said a man "does not deserve" to have a girlfriend if he makes less than US$650 a month. Considering the average salary for urban residents in China was only US$300 in 2010, this bar is not set low. Even if a Chinese man does achieve at least a minimal salary, the pressure for societal advancement is still hard to ignore. Therefore, it is not uncommon for the man to feel sensitive about his career.
"In China, you might see your peers at another firm gaining a title before you or advancing more quickly. This creates a lot of pressure," said Au. "You may think, 'My company is not doing right by me, or there must be something wrong with me.' This is true of men and women, but less so of women.... When I look at my managers, many of the male associates probably get a lot more peer pressure than their female counterparts. That peer pressure in society translates into titles, how they need to be treated at work in the office. This has resulted in the tendency for males to be continually changing jobs and looking for a better opportunity." Kristy Sheng, the Asia Pacific business director of Hewlett Packard's special printings group in Beijing, agreed, adding that "female professionals [in China] are more stable than men."

However, while men may feel pressure to succeed, women experience much more traditional societal pressures, such as "filial piety, duty to your parents, etc.," said Liu. These pressures also extend to child rearing: "Fathers receive less judgment for how [their] children perform." Sheng agreed: "You never see males who say, 'I want to have a child, so I cannot take the promotion.'"

Female managers in China -- still a relatively small number -- face acute challenges both at home and in the workplace. Balancing the demands presented by rapid economic growth, a changing social structure and evolving gender attitudes creates significant challenges for both female managers and direct reports. Yet through strong soft skills and a commitment to their expertise, many of these women have established their credibility despite these obstacles.
This article was written by Emma Gow, Justin Knapp, Katherine Littlefield and Yinyin Wu, members of the Lauder Class of 2014.

Gang raping of Syrian Women appears to be Promoted

Religious Leader Calls for Gang Rape of Syrian Women -(CRAZY, CRAZY)

He specified that the “intercourse marriages” last only a few hours “in order to give each fighter a turn.”

January 2, 2013  |  

 A prominent Saudi cleric has issued a fatwa(a religious ordinance) that calls for the gang rape of Syrian women.  Expressing frustration that the “warriors of Islam” fighting in Syria may be getting weary for the lack of sexual pleasure, the religious leader issued a decree that promotes hours-long “intercourse marriages.”

The cleric, Muhammed al-Arifi, who is a leading jihadist religious figure, made it clear that his edict called for the gang rape of Syrian women and girls. He specified that the “intercourse marriages” last only a few hours “in order to give each fighter a turn.” As to who is an eligible bride, the cleric approves any girls or women over the age of 14 who are widowed or divorced. Yes, you read that right. Any girls over the age of 14.

http://www.alternet.org/world/saudi-religious-leader-calls-gang-rape-syrian-women?

Women Around the World You Need to Respond to this threat!

A post about the gang rape in India

by  Sonia Faleiro photo by: Joanna Neborsky
LIVED for 24 years in New Delhi, a city where sexual harassment is as regular as mealtime. Every day, somewhere in the city, it crosses the line into rape.

As a teenager, I learned to protect myself. I never stood alone if I could help it, and I walked quickly, crossing my arms over my chest, refusing to make eye contact or smile. I cleaved through crowds shoulder-first, and avoided leaving the house after dark except in a private car. At an age when young women elsewhere were experimenting with daring new looks, I wore clothes that were two sizes too large. I still cannot dress attractively without feeling that I am endangering myself.

Things didn’t change when I became an adult. Pepper spray wasn’t available, and my friends, all of them middle- or upper-middle-class like me, carried safety pins or other makeshift weapons to and from their universities and jobs. One carried a knife, and insisted I do the same. I refused; some days I was so full of anger I would have used it — or, worse, had it used on me.

Read more...

http://www.nytimes.com/2013/01/02/opinion/the-unspeakable-truth-about-rape-in-india.html?

Violence against women is a crime

Below is an excellent article by Vandana Shiva making the connections between economic reforms and violence against women. 
As women and as human beings we were all horrified at the senseless cruel death of the young woman in India who was gang raped to her death. My stomach churned violently as I watched the news about her rape and later her death. How could such a barbaric thing be attempted in such a civilized country. Where do these men get off thinking they can do such things to a woman? What kind of society encourage such thinking?
I was heartened at the outcry from both men and women alike against those men who committed the act. Will this send a message to those who would dare to treat women like a piece of rag? I think so only if the penalty to those perpetrators are severe.  They should be punished to the fullest extent of the law.

Here's what Vanada reflected:

Rape cases and cases of violence against women have increased over the years. The National Crime Records Bureau (NCRB) reported 10,068 rape cases in 1990 which increased to 16,496 in 2000. With 24,206 cases in 2011, rape cases jumped to incredible increase of 873 percent from 1971 when NCRB started to record cases of rape. And New Delhi has emerged as the rape capital of India, accounting for 25 percent cases.

The movement to stop this violence must be sustained till justice is done for every one of our daughters and sisters who has been violated.

And while we intensify our struggle for justice for women, we need to also ask why rape cases have increased 240 percent since 1990s when the new economic policies were introduced. We need to examine the roots of the growing violence against women.

Could there be a connection between the growth of violent, undemocratically imposed, unjust and unfair economic policies and the growth of crimes against women?  Read more here.....

http://www.alternet.org/how-violent-economic-reforms-contribute-violence-against-women?