and was 100 percent right. you wrote the article on the assumption only women need to take time for care. only women are those that feel that enormous pull to be with those we love. how dare you! i'm a gay man and care about my family every bit as much as you do and you don't have to be a gay man to feel that way. plechby other men wrote and said you think women have this idea. you think men have it all, you have the idea working the way we work and providing for our families and having a family if we can't see them is having it all. i didn't ask for this job, my role is the provider of cash and if i say i want to talk leave paternity leave or work time or flexible time or all the things we need to fit care and career together, if i say that not only am i regarded as someone

not committed to my career but i'm regarded as less than a man. we as women have to deconstruct the gender roles imposed on our sons brothers and fathers just as much as we deconstructed the gender roles we or at least the wem on my generation grew up. with the men who are doing that, my husband is a lead parent. he is home with our younger son as my job got bigger and i started to travel our coparenting became lead parenting for him. big jobs typically in the toy mean you have to be on a plane or have to at meetings and cannot reschedule. if you have jobs at that level somebody has to be lead parent or extended family. the men who are

stepping up to take that role, they are pioneers just as much as the women of the early 1970's. the women of the 70's who said i will do something i have never seen another woman do, i am going to enter male spaces and compete with men on their terms. they were ridiculed in particularly around their lack of femininity. #245i were called every name in the book and most not printable here but most had to do with seeming to have male anatomy. the men today are doing the same thing, they are break jendser stereotypes and they are called feminine, they are called house husband or mr. mom and ridiculed in the say wame women insisted they can break gender roles in the

1970's. those men are insisting that they have what their fathers did not have in the same way we insisted we grasp what our mirthers qud not. they insist they should be able to be just involved with the childrens or parents or lovered ones lives and have the balance between the caring and competitive side just as much as women. we women have a lot to do to make that possible. just as the womens movement would want have succeed would a lot of men who are fimnist. my mentors men with daughters, men who saw the wives talents were wasted and men who thought their mirthers didn't have a fair shake. they

saw a different future and we have to see a different future for men. we have 250 combat our own sexism. we say things about men in the home that if men said but us in the office we would sue them. i will give you--[applause]-i'll one example. imagine you walk into the office and your boss says, i'm biologically better at this, but i think you can do it. if and leave you a long enough list of exactly what to do, hour by hour and then when i travel i will call in every hour or two to make sure you're doing those things i told you to do. you can't imagine being treated that way in the office and/or maybe you can but you need a different job. you

can't imagine doing something routine in the office like writing a memo and having your boss say with surprise in his voice, wow, that was really good! we do that to men at home all the time. we do. ile rr own it. i basically thought i know what i was doing with our sons at home much more than my husband did and thought that because my mirther raised me and her mirther and mothers all the way bay. i assumed i know how to raise kids and told my husband what he need today do to help. finally he said, look, i'm happy to do this but you will not micro manage me i will do this my way and where do you get off assuming your way is right. i couldn't answer that question but i know in the office when a man says this is the way i do this and know better i'm a man, i don't believe that or accept it for a

moment, i assume i have all sorts of ideas thew do things differently scr my way is equal if not better. we caents impose a double standards on the men in our lives, we have a too assume they can do just as well as we can and should spect them to do and when they do we should not praise them what i call the hailey dad syndrome. they pick up a child or organize a birthday party, of course they can do that. the phrase, run a tight ship comes from the navy. now we have women admirals. that meant men ran tight ships. when we talk troosons and young men in the lives we say how do you plan to fit together work and family. it means we talk to them about being lead parents and supporting wives or husbands careers just as much

as we would if we were talking to our daughters about how you fit things together and the trade off you may need to make. when young mern in the office you assume they will take puternty leave and do everything you can in the workplace to guarantee it is family leave, it is equal for mothers and fathers and between and change expectations of men so they are as equal as the expectations of women. [applause] se, that is the second thing you can do after today. first, when someone tells you they are doing someone that involves care think how important that work is and second, talk to all the men in your life-maybe not the

fathers but feminist secret women are daughters of fathers so don't give up on fathers mpt talk to all the men in your lifer exactly as you talk to the emwithen in your life. i spent 20 years teacher and having that conversation with femay student and not male and same with sons until i ree realized that is perpetuating jendser stereotypes just as muchs a the old with women and have it change them both. the last thing to talk about is how we are geing to do this collectively. there is a great deal we can do individually. the work of leaning in, of being confident, of raising our hands and sitting at the table, all of that is enormously important work. there is a great deal we can do in our workplaces in terms of changing the policy of the workplaces

and talk nolt in terms of work family balance but how to work more effectively and reinvent work the way we reinvent everything else. how do we escape the jobs of the industry era. thinking about making room for care whether care of others or self care or simply life is part of working better, working more effectively, eke well important for men as women. if we do that it wonets be enough. it is so accident todays umt is convened by two mayors and what fabulous mayors they are. [applause] we have to do this work collectively as well as individually. and again, if you think of the womens movement and early womens movement, all the policies we had to put in place

and initially just the policies against sexual harassment which wasn't a term. sexual harassment had to be invented. the divorce laws and abortion laws to build a scaffolding for women empowerment. we have to put in place the laws and policies that build what i call ai-jen poo calls a infrastructure of care. it better here than the east coast, the roads and bridges and airport, those are infrastructure of competition but have to renew that especially for the poorest citizens. barely existing

infrastructure of care and that meanathize policy that support and inarable enable americans to care for each other. women and men, all of our citizens to be able to care for each other again whether those are children or parents or sick or disabled family members. paid leave is the first step. it is appalling to other countries that many of the women in the country don't get a paid day off to have a child. much less of course to actually invest in our children and can say as the heads of a public policy research organization, investing in the first 5 years of our childrens lives is the single most important thing we can do as a society. [applause] it is critical for our

security, our prosperity and equality. we now know that in those first 5 years you are not simply filling that childs head with knowledge. not sure i ever succeeded filling anything i chose, but we are not just teaching them things, we are shaping those childrens brains. we know this no. we are determining what they will be able to learn for the rest of their lives. the pentagon gets this, they have on site day care and pays the early education teachers the same as high school teachers. [applause] they get it, but for reasons you may not lover, they are worried we will not have the soldierss we need to operate the weapons of the future unless we invest in our childrens minds. from a economic point of view the same is true. we are in a global

economy. it is incredibly competitive. if we want citizens who compete we have to invest in the first 5 years. from an equality point of view there is simply nothing more obvious. if children who don't get the kind of care they need the development they need in those first 5 years eechben when they start school they are starting school with brains less capable of learning than their more privileged peers. that is horrifying as a society but fortunately the policy response is evident. investing in care. investing in early education and it doesn't stop there. the next phase where our citizens really change is teen agehood, many may know that. they are insane and alienating behavior is a function of their brain chemistry so investing in our citizens and children and our

ability to care for elders, investing in our ability to care for those we love is as important as that infrastructure of competition. i want to end my 3 seconds on a more personal note. so, i succeeded by learning how to act like a man. i was-i looked around growing up and men had the power and tried to imitate them and my father wanted me to have a career because he was a lawyer in sth 60 positive and saw far too many women divorced by their husbands after they put them through graduate school and supporting them. in law school and learned to shed my emotions. that is what a lawyer meant, it meant not feel thg tug for a victim but reasoning in a abstract way and

leaving emotion out of it. as a law professor and dean and government official, i succeeded by impitating the men around me. i learned a lot. it is important that all of us be able to behave with confidence and know how to compete, but along the way i left many of my deepest intuitions behind and i will ask all of you to claim your whole sevls. it is not rocket science. [applause] it not rocket sciness to know that making room for the caring side of who we are, the love and investment in others and family members, biological constructed, the people you invest in the workplace and friends, making room for that side of us that cares about others as well as advancing ourselves is who we are and if

women had run the world from the beginning this would be so obvious. you just can't imagine it. so many men feel it just as much as we do and yet they are not able to give voice and claim that part of who we are. we need to go forward and have this conversation about equality and advancing women but ultimately about equality for all of us, men and women, equality for comp tension and ability to work but also for the incredibly important work of care. thank you very much. [applause] >> thank you so much anne-marie slaughter and that hit so many

themes that effect all of us including me. i'm a divorced single working mom, i deal with childcare issues all the time. it is really hard. thank you for touching on those themes. just a quick note, i negligented to mention we have someone else i like to recognize, san francisco assessor carmen chu. thank you for being here. next we will discuss women and work and workplace policies and benefit said for jepder equity to adjust what it takes to allow women to thrive in the local economy. we asumbleed a panel. the foupder nof popular website jezebel.com and senior vise president at first look

media, anna holmes. and also joining anna a member of san francisco board of supervisors representing district 8, scott wiener. [applause] the legal drether of equal rights advocates, jennifer rice. another member the san francisco board of supervisors representing district 4, katy tang. and director of the food labor research center at uc berkeley, [inaudible] thank you all and i will let anna holmes take it from here. >> hi everyone. thrilled it be here and thank you for the

invitation and thrilled to be able to talk to our panel about women in the workforce. i think i want to start with having each explain what you do for the audience and also explain how your work intersects with gender equity and why you thichck it is important. >> my name is [inaudible] and i cofounded a organization just after 911 called the restaurant opportunity united for workers who lost [inaudible] we have grown to a national oreshz included strong presence in the bay area of restaurant wurbers, employ oars about 200 owners and several thousand consumers fighting for better wage squz working conditions in the industry which is the second largest and fastest growing economy mpt i also am a academic and teach at uc burgly

and run a research center and written books on the industry. most recently called [inaudible] we have been leading a campaign to eliminate the lower wage for tipped workers who are vast majority female. 7 opercent 06 tipped works are women. we are running cam pay to eliminate the lower wage. the issue of living off tips posed problems for millions of women. >> good morning everyone. katy tang and i serve on the board of superizvooers one of 4 women on our incredible board and glad tee be joined by one of my favorite male colleagues, scott wiener. we really like to push the velope on a lot of issues and we have especially enjoyed working on issues trying to make it family friendly for

parent are earning to work and ill-talk more about that later but essentially we really enjoy figuring what it is that are some issues we deal with in the private sector and also the public sector and see how it is that we could useolog legislation to solve the problems and push san francisco forward and hopefully the rest of the complaintry as well. >> hi everyone, jen fs rice and 24 legal director of equal right said advocates which is a non profit civil rights organization founded in san francisco in 1974 and we are still based here and work nationally to advance gender equity and education and employment for women and girl said. we work across different sectors. we do litigation and provide direct legal services. we also do a lot of work at the policy level locally we worked with several members of board of supervises of the past few

years on local legislation to support working women. we also have lot of work we dot a the grassroots level with organizations like rock and others to lift up the wages and working conditions of lower wage working women who are of course the vast majority. of those in the workforce. we do a lot of work to end jnder based and race based occupational segregation and really excite today be here to have this important conversation with all these wonderful allies. >> hi everyone. scott wiener and have the honor of representing dist rth 8 on the board of supervisors which is jeo graphic center the city which is castro, noe value and other terrific nairbtds. it is a honor to work with amiesing women like katy tang and malia

cohen and london breed. the community that i came out of in terms of my activism, the lgbt community is a community where workplace equity and support is so critly important whether it is addressing a system attic discrimination against our community. whether it is just against being lgbt or based on gender stereotypes. whether it is huge number of lgbt people who are care givers. whether it is someone who is home during a long hiv epidemic or family member because lgbt people because they are less likely-we are less likely to have children particularly gay men we are sometimes expected to do more in terms of caring for family members and so support in the workplace is incredibly important for the community i came out of. being othen board and taking a

broader view for all communities is something that matters a lot and as katy mentioned, we have the luxury in san francisco of being able to push the progressive envelope. >> i want to address the first question. you mentioned earlier you had a report come out yesterday called belined the kitchen door and want to know if you can tell us what you found and the broader issue of the restaurant industry, how women make up or what percentage is made up of wem squn challenges they face? >> yes, we did release a report yesterday called behind the kitchen door, promise a opportunity and challenges in the industry with shocking findings. first of all, the industry is exploding herement we are growing at a much faster

rate than any where in the nation. 7 toathy percent of works work in restaurant, here in bay area it is more like 10 percent. 1 in 10 work in the food service and restaurant industry. 200 thousand workers and 10 thousand establishments and despite the growth and is booming and have progressive legislators passes legislation here and despite the wages are highers a a result, we found the highest rates ofrentially segregation in the bay area of anywhere we have done the study and have done the study in 20 locations around the country and surveyed workers nationally and found the highest rates of racial segregation in the bay area. much more for women of color. what does it mean? it

means people and women of color are segmented into lower level positions like buser and runners and pastry chefs and not necessarily the best paying positions which are fine dining and [inaudible] held by white people and mostly white men. you can go to any restaurant inf is and have dinner and will see what i'm talking about, your server is more likely to be white especially if you eat dinner on friday or saturday night. your sever is most likely a white man and can look at the skin color and find there are far less tipped positions are likely to be women and people of color. so, segregation has real impacts for women and people of color in our industry and in particular the system of women

dependent on a large portion income tips has challenges. the fact friday and saturday night shifts are the best you can imagine the havoc that wreaks for emwithen in terms of childcare and unprblg schedules. we are not just talking about not knowing when you finish your shift, you talk about finishs at 3 or 4 in had morning so needing overnight care and that is missing from the childcare policy debate and something that needs to be a part the conversation. second big issue related to that is scheduling, the fact workers have no control over their schedules and there have been great attempts and movements forward around scheduling but a lot more needs to be done. the thirds big issue is when you live with so much income dependent on tips you are

subject to the worst sexual harassment in the bay area or united states because when you are a woman and most don't work in fine dining, they work in olive garden and have one in san francisco and dinys and i hop, you must tolerate what a customer may do because the customer is always right because the customer is providing so much of your income and so we find women are having to essentially having to tolerate sexual harassment and violence to feed families. very wide range of issues for the largest employers of women. >> i question i have is, when you say we are not doing enough, what can be done? is it legislative? >> so glad you asked that. there are a number of policies we suggest around segregation

whether looking at implicit bias as i'm sure we will hear about, auditing, certification, things that create equal opportunity but a lot can be done working with high road employees. my new book shows high road owners working with us to set the standard, a different standard how thing cz be done differently. we have been working to form a alternative restaurant association called [inaudible] they have come to city hall and congress to say we believe in better wages and better childcare policy, better policy that address racial and gender segregation and better culture change around sexual harassment and violence and modeled. it is combination of policy and irk wg the high road restaurant

employers many listed in the book and can support them. we need to support restaurants doing it right. >> as consumers how do you feel about [inaudible] go to these restaurants-i don't want to say confront but make it clear that-i go-i don't live in san francisco, i live in new york, but there is a gender and racial breakdown a. lot of people of color work in the back and collect your dishes and the peep lt that get most the tips and customer time are white and male. >> as progressive as we our rate of racial segregation and rate pay gap here is twice the rate of seattle and highest rate of any city we studied in the country and that is depressing to me as a bay area resident. 6 hour wage gap between white men and women and people of color especially in

fine dining. that is unacceptable. we ask you to see ratings of restaurants and gives tools to communicate and say i love the food and service but i want to see more women of color on the dining floor and know you do something when the workers are hurassed by customers or coworkers and care about the issues and want you to know the customer and will only come here if you do something about it. [applause] >> you mentioned passing legislation as a tool for fighting for jendser equity in regards to the women in the workforce, can you talk about how passing legislation is effective and how [inaudible] >> sure. so, some of the things i work on and know supervisor wiener will speak on

a similar topic as well. all the issues you mentioned we have been trying to experiment with city government to see how different policy changes can help whether it is parents both jendsers, mother or father or any other orientation. for example, last year we had worked on a policy paid parental leave policy, city gump government in san francisco we are ahead of the curve in term ozf the entire nation. we offer employees 12 weeks paid time off after-you had a child, adopted or fostering a child as well. i think that is important. we call the policy paid present parental leave not paid maternity leave. feel comfortable going back to work and making sure they have their job when they return. that is something we worked on in san

francisco if you look at the other cities in the united states we lag behind as a industrialized country. it is really shocking. studies after studies have shown the ideal time you give a parent to take time off to bond and breast feed and so forth is about 5 our 6 months and there are other countries well ahead and offering much much more and even on a national scale as a national policy. we in the united states we offer zero as a national policy so that is shocking and hope to continue working on and i will let supervisor wiener talk about what he is doing in the prifent sector. another issue we have begin working on and want to thank city administrator naome

kelly. we are starting with city government toachytually have our department of human resources with work with all the city departments to figure how each city department can sxh up with a lactation policy to support mothers coming back to work and want to provide breast milk. one of my ledge slaisive aids ashly, came back from mu ternty leave and supervisor cohen had just allowed us to turn a restroom on our floor by our office into a lactation room. now, this sounds like we should had this a long time ago or in general, but after we turned that bathsroom into a lactation room we could not believe how many working mirth mothers inside the city hall asked for access so they didn't have to use the clause td on the third floor

separated with shower curtains. it is amazing and so transformative to see that and we are working to figure how to use different strategies to help accommodate mothers who again want to lactate and actually provide fresh breast milk to their children. we are looking into lactation pods. prefabicated and see how to incorporate that into facilities in city hall. part of the policies is when we build new office space for city wirkers we have to incorporate a lactation facility in the building. we have federal laws arounds lactation policy and state law, but they don'ts go far nch. they just say offer a space that is not a restroom and that may be close to your office space, but don't offer

uneed a locked door, maybe electrical outlet with a refrigerator, maybe a sink, make tg comfortable for the mothers. i think this is really important because it is recommended that you breast feed your child exclusely for the first 6 months of life. for women women, only 10 percent do that. the stats are startling and we can site countless studies about the helths benefits but think the most eye opening experiencing as we put forths the lactation policy is how many women came up and say, i wish i had this or i felt really uncomfortable asking my boss to use a facility or they told me to do that on the toilet. i really hope that our policy will spark a dialogue to insure women feel comfortable asking for the

proper facilities to lactate and provide breast milk for their children and again if is a ongoing dialogue we have to have about how comfortable women feel about asking for certain things that they really deserve. >> [applause] i want to ask you jennifer about the california fair pay act and genesis of it and your work on it and also how the situation in california compare tooz other parts of the country. we [inaudible] it is supposed to be projessive and it is. >> i thought about the enactment of the fair care act because i was nursing my twin girls during the time when we were drafting the legislation last year and i actually have the experience having to go to the senators staff and ask them if there was a place i can go in the capital to go pump, so i

know that it is a experience i think everyone can who wants to be able to do that for their kids when they go back to work has had that and knows how awkward it can be. and just acknowledgement this is part of life and a lot of working moms need that so approximate your work on that. we talk about the fair pay act and fair pay, a lot of-we have-i think it is pornts to remember what the problem is that that legislation is seeking to solve and the fair pay act of 2015 passed last year and signed into law october 6 by givener brown gave cl one of the staungest equal pay law in the country. what does it mean? we had a equal pay act in california for 15 years before

a federal legislation fs passed. we were a innovator then and now. we passed it in 1949 and basically it codifyed the principle for equal pay for equal work which is something when you say it is sounds pretty uncontroversial and yet it is still not the realty. the realty is still that when we talk about what the gender wage gap is, we are talking about a difference in california the wage gap overall is you will hear the stats, 84 cents on the dollar. what 84 cents, what dollar and what is that talking about? that is refer toog the medium of wages earned by full time working women to full time working men, so yes, it compares women working as day care providers and restaurant servers to men working as construction workers and auto mechanics and restaurant servers and bar

tendsers so it compares different kinds of apples to different kinds of apples and sometimes apple to oranges but overall it speak tooz there is this persistent gap between men and women working full time are able to earn in this economy and there are several important driving reasons for that and ways the law passed and the laws we need to pass kw push to pass at different levels, local state and national are seeking to address those factors. one thing i want to point out how we are doing in california, overall we are doing a little better when you compare all women to men, we are doing much much worse with women of coloring especially latina woman. lutina women in

california make less than 33 cents than men. it is unacceptable and appalling and points to problem with segregation and minimum wage which is poverty wage even with the interest and points to bias effecting women at the start of their careers all the way through as they make their way up the career ladder is there a ladder to climb and it speak thooz the barriers that we still have in terms of women and especially women of color getting into the higher paid occupations and industries in the first place. so, what does the fair pay act do? it strengthens the equal pay law we have in substantial ways. it eliminates the requirement for a woman say she is entitled for equal pay she has to work

in the same establishment. when you think this is passed in 1949 when the economy was very different, when there -nobody comed an employer a brick and mortar employ oars because they were all brick and mortar and all existed in one or maybe two places but it was rare you had these huge numbers of people working for chains and fran chizes like star bucks every ert block. star bucks on market and 3, made 2 dollars less than market and kearny. why should they only have look at their own establish : it relace said the idea of equal work with similar work. this codifyed what the court already said equal work was supposed to mean. it never meant you had the same job title, it means

you did substantially equal work when it came tooz skill, efforts and responsibility. so, it codifyed that idea to prevent back sliding and random weird interpretations by courts everywhere. it strengthens the protection for equal pay by requiring that employers demonstrate there was a boneifyed factor other than sex that was not derived from or related to a difference in pay because of sex. what does that mean? in pacts that means there are certain things we know employ oars do like rely on prior salaries to set starting pay. all most inevbly will perpch wait a wage gap. part the idea behind that proinvestigation provision of the law is try to narrow the justification or excuses given

for gender wage differentials when you have two people doing the same job you have to have a really clear and specific reason that explains the entire diferance in pay. the last big thing that it did is strengthened protections and made it very explicit you may not discriminate or retaliate for talk ing about pay, asking about it or discussing it and sharing information with their fellow coworkers. what it doesn't do and still need to work on is address the issue of pay of the lack transparency and lot of secrecy in all types of work places whether they have a policy or not that says you are not supposed to talk about pay which employers in california still do even though is illegal. there is a taboo talking about what you make and comparing to what you make and have it break that up and get

people talking mpts one way we do that is engaging in young people. millennials use the internet and social media more than any other folks and it is important to connect the dots between policy and culture so that is a area where we hope to work. where the law starts we have a lot more work to do. we know a big reason for the huge gender wage gap that cost average half million overthe life time and much more for women of color is once you besxh a mother you face a huge hit directly by the unpaid time off oof work that you have to take if you want to recover from giving birth let alone bond with your child. secondly, the hit your career takes when you go back and then on top of that you have a lot of bias, impliss, unconscious, wher