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Here Are The First 4 Women In History To Complete Marine Infantry Training

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female marines itb

Every Marine knows Opha Mae Johnson, the first woman who ever enlisted in the Marine Corps.

Now almost 100 years later, the first four females in history have completed the grueling 59-day infantry evaluation course, three of which are graduating Thursday at the Marine Corps School of Infantry in Camp Geiger, CNN reports.

Delta Company's Harlee "Rambo" Bradford [pictured middle] and these three other female Marines started as a group of 15 enlisted women, the first to volunteer for a Marine Corps pilot course. The group comes as a result of the announcement made in January from Defense Secretary Leon Panetta and General Martin Dempsey, to integrate women into previously closed combat jobs across all service branches.

For the duration of training, the female students were required to meet the same standards as their males counterparts. The women's physical strength as well as their ability to keep up with men on the battlefield were highlighted on what many consider the most demanding course event — a 12 1/2 mile march in combat gear.

The hike lasted no more than 5 hours while each student hauled almost 90-pounds of gear, at nearly a 4 mph pace (almost a jog), rifle included.

The women still must pass a Combat Fitness Test with male scoring in the next two days, but the test is largely superficial for the women, despite being officially scored. Every Marine in every job field usually takes both a basic Physical Fitness Test and CFT at the beginning and end of their course curriculum.

These women have already passed both tests with male standards upon entry to the course.

Unfortunately, qualifying doesn't mean entry into the infantry ranks quite yet. These four are just part of a 100-Marine pilot program aimed at testing the viability of women in Infantry training.

"The women who graduate from infantry training on Thursday will not be assigned to infantry units, nor will they earn an infantry occupational specialty. They will report to their originally slated schoolhouses to earn a non-combat MOS," Capt. Carey of SOI-East wrote via email.

The Corps plans to send more female Marines through this pilot course within the next year. Currently there are 11 women in Echo Company and 8 in Alpha Company, the two companies behind Delta in training.

Women in other sister service branches are also excelling in their combat training. By the end of this year, six women sailors are expected to become the first formally assigned to a Riverine combat company.

(UPDATE: Bradford reportedly incurred stress fractures that appeared following her completion of training. The injury prevents her from taking the basic fitness tests, a requirement for Marines to head to their next command. Though she has completed the coursework, Bradford will heal up, take the test, and graduate with a following company, sources tell us.

An earlier version of the story said 4 Marines would graduate this week. Because of Harlee's injury, that number has been revised to 3.)

EDIT: We have removed the names of two of the women. 

We think this is an awesome historic accomplishment, which is why we originally included the names. But our determination was that unless they wanted to introduce themselves, we'd let them publicize their success on their own terms.

SEE ALSO: Bloody Facebook Photo Is The First Confirmed Sighting Of A Female Student Of The Marine Infantry Course

SEE ALSO: There's A Big Unknown About Putting The Female Body In Combat

SEE ALSO: This Marine Infantry Course Proved Too Much For Its First Two Women Applicants

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A Stanford Engineer Figured Out A Real Reason Fewer Women Code, And A Video She Created About It Has Gone Viral

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children, girls, fair, great depression, pink

Before they're even born, girls are surrounded by pink.

Blame it on baby showers and overly eager friends who want to dress the newborn up like the dolls she'll probably start playing with soon.

A stereotype that comes along with all that pink is that girls are meant to be beautiful, makeup-loving, and princess-admiring while boys wrestle and play in mud. Toy commercials feed the stereotype with ponies and glitter for girls and G.I. Joes and Transformers for boys. When kids grow up, those toy-induced stereotype sometimes morph into different career paths.

Debbie Sterling, a Stanford-educated engineer and the CEO of Goldieblox, wants to change that.

She says only 11% of all engineers are women. While it's well-known there are fewer women in tech, a lot of programs aiming to fix the problem focus on college or high school students. Sterling believes the issue begins much earlier.

Broadening children's interests doesn't mean girls shouldn't aspire to be feminine. GoldieBlox, which makes interactive games, uses a cute blonde as its logo. But her blonde isn't a Barbie who sits around and waits for Ken. It's a blonde who is building cool things.

Sterling's realization isn't ground-beaking, but her video about it has hit a nerve. It was posted two days ago on YouTube and currently has more than 3 million views. Its mission is to make the pink shelf in toy stores less pink.

Here are the lyrics:

Girls. 
You think you know what we want, girls.
Pink and pretty it's girls.
Just like the 50's it's girls.

You like to buy us pink toys
and everything else is for boys
and you can always get us dolls
and we'll grow up like them... false.

It's time to change.
We deserve to see a range.
'Cause all our toys look just the same
and we would like to use our brains.

We are all more than princess maids.

Girls to build the spaceship,
Girls to code the new app,
Girls to grow up knowing
they can engineer that.

Girls. 
That's all we really need is Girls. 
To bring us up to speed it's Girls. 
Our opportunity is Girls. 
Don't underestimate Girls.

Here's the video.

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Why Men's Noses Are Bigger Than Women's

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nose comparison

A new study found that at the same body size, male noses are 10% larger than female noses, on average. The reason being that men have more lean muscle mass than women, which requires more oxygen for building and maintenance. Bigger noses can take in more oxygen.

Researchers previously suggested that nose size is influenced by body mass, an indication of different oxygen demands required for tissue maintenance. This is first long-term study to look at how nose size varies between men and women in relation to body size, and to determine when those physical differences begin to appear.

The study, recently published in the Journal of Physical Anthropology, observed the facial changes of 38 individuals (20 males and 18 females) of European descent from age three to their mid-twenties.

Even at the same body size, researchers found that male noses grow disproportionately larger than female noses around age 11. (The researchers used sitting height and trunk-frame size — calculated as the product of sitting height and pelvic bone width — as their two measures of body size).

The finding makes sense. The changes take off at the starting age of puberty, when males begin to grow more oxygen-hungry lean muscle mass, while females grow more body fat mass.

"During this period, approximately 95% of body weight gain in males is due to increased fat-free mass compared to 85% in females," the study says.

A large nose means more oxygen can be breathed in and transported in the blood to supply these oxygen-hungry muscles, researchers explained in a statement from the University of Iowa.

The new research shows that nose size is tightly linked to the demands of the respiratory system, rather than other features of the facial skeleton.

According to the study, this may also explain why modern human noses are smaller than those of our ancestors, like Neanderthals, who probably needed more oxygen to maintain their higher levels of muscle mass.

SEE ALSO: 11 Fascinating Facts About Beauty

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Tech Is Hiring More Women Than Men For The First Time In 10 Years

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marissa mayer

In a surprising shift from the norm, women are now the most popular tech hires.

The tech industry added 39,900 jobs between January and September, and 60% of those positions went to women, according to data from the Bureau of Labor Statistics. In every other year of the past decade, men claimed a greater share of new tech jobs, according to an analysis conducted by technology and engineering career hub Dice.

It's a small step but also a promising sign for women in tech. On the whole, female employees still hold just 31% of jobs in the industry, a figure that has changed little over the last 10 years. Women also continue to lag men in compensation. In computer and information systems roles, for example, women working full time make only about 80 cents for every dollar earned by men.

While it's unclear exactly why we're seeing this shift, a possible factor is the new wave of female tech stars — Yahoo CEO and ex-Googler Marissa Mayer, Facebook COO Sheryl Sandberg, and IBM CEO Ginni Rometty, to name a few. Mayer has previously expressed frustration with the lack of women in computer science, saying she'd like to see the industry be "more encouraging and open to having women contribute to software in more significant numbers."

Dice President Shravan Goli believes the spike in tech jobs going to women is due to more active hiring by companies, regardless of gender. Furthermore, Goli says men and women alike are more interested in tech today than in prior years, and tend to be aware from a younger age that they can make a career in the industry.

Below, check out an infographic from Dice showing the change in tech jobs by gender over the past 10 years:

Dice women in tech screenshot

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Just Watching A Man Run A Study Group Makes Women Worse At Math

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math homework

We've heard it a million times: Men outnumber women in science, technology, engineering, and math (STEM) fields.

But even though women have made progress in the past few decades, they still make up less than one quarter of the STEM workforce in the U.S., according to the most recent U.S. Census Bureau report from 2011.

There are many reasons that women drop out of STEM studies, including everything from being called a nerd and not getting enough positive reinforcement, to other things like lack of childcare and the competitive nature of the field.

But a new study, conducted by Katie Van Loo and Robert Rydell from Indiana University, published Nov. 8 in the journal Social Psychological and Personality Science, provides additional evidence that stereotypes are holding women back.

The researchers showed that women in a math setting often experience something called stereotype threat — when aware of the existence of a negative gender stereotype, in this case "men are better at math than women," women worry that their performance will confirm the stereotype.

When they worry about their performance, their actual performance drops.

The stereotype that men are better at math than women is so ingrained in our culture that women feel stereotype threat — and as a result, perform more poorly in math — just from watching a man take a dominant role in a math study group.

How the scientists figured this out.

The study included 133 women and 101 men in college. Each participant watched a short scripted video with actors who were forming a study group — either a general study group or a math specific study group. Each video either had a dominant man, a dominant woman, or the interaction was neutral with no member of the group taking on a dominant role.

In each video the dominant actor had a more relaxed posture, used more expressive gestures, and gave commands like "you need to ..." to establish their authority.

After watching the video, the participants got 20 minutes to solve 30 GRE-level math problems. The women in the study who watched the male-dominant math video before answering the questions performed much worse than the women who watched the other videos (including the male-dominated general study group).

You can see the impact of the videos — either in a math-specific study group or a general study group — on the women's math performance in the graph below:

math study

The researchers didn't see a significant drop in performance in math after the women watched a general study group video (even when a man took control of that group). That means it wasn't the subject of the study group that threatened them, but specifically a man taking control of the math group.

The men's math scores did not show any significant difference based on which video they watched.

After answering the math questions, the participants were asked how much they agreed with the statement: "I worry that my ability to perform well on math tests is affected by my gender."

Again, you can see how much impact the male-dominant video had on the answers to this question in the graph below. The threat-based concern measurement on the y-axis shows how much the female participants agreed that gender affects math performance.

math studyThe researchers conclude that "encouraging equality between men and women in math settings should protect other women from stereotype threat." They hope that encouraging more equal interactions between men and women, both in and out of the classroom, will help more women successfully enter STEM fields.

SEE ALSO: 'I'm Not A Math Person' Is No Longer A Valid Excuse

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Men And Women Have Completely Different Ways Of Communicating

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couple talking

This week, the gadgetry news site, Mashable, reported on a digital wristband that lets couples communicate through taps, sort of like a modern click language, only these vibrations are transmitted wirelessly instead of vocally. Whether it will improve the age-old pitfalls in the ways that men and women relate, however, is anyone's guess.

Because when it comes to communication, the sexes simply do it differently.

And those differences start early. This year, a University of Maryland study found that the brains of 4- and 5- year-old girls had 30 percent higher levels of a protein involved in language development than their male peers. In a related experiment on rats, the researchers found that higher levels of the protein correlated with more vocalization (though, in this case, the male rats were the vocal ones) and drew a link between its presence and "the more communicative sex."

For practical purposes, the difference translates to when and how men and women use language, explains Deborah Tannen, a linguistics professor at Georgetown University and author of "You Just Don't Understand: Women and Men in Conversation." Consider the way children define their best friends, she says. For girls, "your best friend is the one you tell everything to." And for boys, "your best friends are the ones you do everything with." And those patterns play out in adulthood, she says, giving this generic example: In a friendship between two couples, the men play tennis together, and the women catch up with long talks on the phone. And that's why the break-up of couple No. 1 shocks the man in couple No. 2 but not the woman, whose extended phone calls clued her in to the couple's marital strife.

[Read: For a Better Bond, Learn How to Fight Right.]

But concluding that women simply talk more than men would be simplistic, Tannen warns. "There's this stereotype of women talking too much, and studies that look at couples at home find women talk more, and yet so many women have experienced – and you can observe by looking around in public settings – it's the men who talk more," she says. To explain, she returns to the example of children: Girls use language to bond with friends, boys use language to "negotiate their position in a group."

Fast-forward, and when boys become men, home may become a place where they feel free to unload the burden of talking; for women, it's a haven where they feel empowered to talk, unfettered by social judgements. Of course, these are generalizations, Tannen stresses. And they can be thrown off by someone's background, she says, noting that Irish, Jewish and Italian cultures tend to be more boisterous than Northern European ones.

[Read: How to Be Happier at Home: Tips from Gretchen Rubin.]

Recognizing these distinctions can help men and women better understand the dynamics between them and how to better meet their needs. Take the classic example of the post-work exchange. For men, rehashing a hard day's work may feel like reliving its associated stress, while women may see the debriefing as a chance to vent and bond, says Richard Drobnick, a New Jersey-based marriage counselor trained by John Gray, author of the best-selling "Men are from Mars, Women are from Venus."

Drobnick says men tend to believe communication should have a purpose. "It's like a problem to be solved," he says. "Women often use communication as a way to help them kind of discover what they are feeling and what they want to say ... They see conversation as an act of sharing, an opportunity to increase intimacy with their partner."

With this understanding, a woman can learn not to take personally her male partner's reticence or problem-solving response. She can also advise him that she needs to talk and for him to listen – that he "doesn't have to put out the fire," Drobnick says. For his part, a man can learn to share the events of his day. "I often help men actually write notes down about what happened during the day, knowing that women need that connection and do want to hear something."

[Read: Female Breadwinners and Love in a New Economy.]

However, none of this matters if partners don't first examine what Exton, Pa., psychologist Jeffrey Bernstein calls "toxic thinking styles." So, for example, jumping to catastrophic conclusions – like assuming one bounced check will lead to your family's financial ruin – will derail your efforts at constructive communication and reinforce your negative beliefs, warns Bernstein, author of "Why Can't You Read My Mind? Overcoming the 9 Toxic Thought Patterns that Get in the Way of a Loving Relationship."

Bernstein argues that women tend to be more in touch with their feelings than men and can therefore better redirect such toxic thoughts. For example, rather than fume that he should have known your feelings about something, consider the times when he has understood your needs and how you can help him continue to do so. "Men need coaching and support," Bernstein says. That's not to say you should make excuses for bad behavior. "You don't want to be swimming in that big river called denial," he says. But Bernstein urges people to focus on their partner's good behavior – "it helps you find more of it."

[See: 8 Ways to Become an Optimist.]

Rachel Pomerance Berl is a Health + Wellness editor at U.S. News. You can follow her on Twitter @RachelPomerance, circle her on Google+subscribe to her articles or email her atrpomerance@usnews.com.

Find us on Facebook: Business Insider Science

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The Lulu App Could Be The Best Thing To Happen To Men

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lulu app for iphone promo image

Recently, the New York Times ran an article about Lulu, a new app that let’s women anonymously review men who are their Facebook friends.Using hashtags such as #Friendzone, #PornEducated, #ObsessedWithHisMom, and #DudeCanCook, to name a few, it’s been hailed as the female equivalent of “revenge porn.” Praised and hated by many, it’s been taking the Internet by storm and has grown “600 percent in the last six months…”

With that said, Lulu, I believe, could be very good for men and women.

Several years ago, when I was still in high school, my friends and I discovered that Comcast TV had a service that allowed customers to video date. The service consisted of men and women leaving five minute video profiles for interested parties to watch. Naturally, my friends and I devised a game that involved us looking at a woman’s username, and then guessing how good-looking she’d be. With names like: KittyKat123, Ginger, Gymgoer, and Librarian88, we were at no loss for laughs… and surprises. The second a woman jumped onto the screen we’d quickly be hooting and hollering. It wasn’t our proudest moment, and we only played it a few times before we eventually, as we did in those young days, grew tired of our game.

But a few weeks afterward, I was in the kitchen and overheard my sister-in-law and her friends playing our game, this time they were doing it with the guy’s profiles. Something was different when they played though. When the guys came on screen there was no immediate yelling or screaming. There was silence. At one moment I heard one of them saying, “Oh he’s cute,” and then I heard the rest of them, “Shhh … let’s wait and hear what his hobbies are….”

It was at that moment I first realized how differently men and women viewed the world.

Fast forward several years and I’m a twenty-two year old veteran home from the Iraq war. I was coming off a rough few months of drinking, smoking, and fighting, and was working on getting my shit together. 

“Getting my shit together,” consisted of quitting drinking, drugs, and fighting; but it also included sending a letter to the last five women I dated. Some of them I had dated for a few months, others just a few days. In the letter I asked a few basic questions such as “What was it like when we were together?” “Do you feel as though I ever truly saw you?” “Do you feel as though you ever truly saw me?” 

All the women whom I sent my questionnaire to were happy to respond—even though not all of their responses were happy. There were a lot of good comments, but in full disclosure, a lot of not so good ones, too. One said I was selfish in bed, another that I was often rude, all said I drank too much, none claimed that they ever truly felt they “saw me,” or I them. 

The responses were difficult to read (even a hundred positive responses won’t lift a man’s spirit when he receives a single negative comment about his bedroom skills) but I forced myself to read every single comment, and as a result, I believe I became a better man. I took a solid look at what all the women had to say and how I was being with them, and being seen, and I forced myself to start to change. It wasn’t easy, but three months after receiving those letters, I met the woman of my dreams. It’s been five years and we’re now expecting our first baby! 

The reason I bring all this up is because I believe that this new app could be a good thing for men and women. If men access it and see the impact they’ve been having on the women in their lives, it might just force them to change. Look yourself up on Lulu men, and if you’re not already up, ask the women in your life to review you. It may not be easy, but it could worth it!

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The Origins Of Female 'B--chiness'

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Paris Hilton Nicole Richie

One day in Ontario, 86 straight women were paired off into groups of two — either with a friend or a stranger — and taken to a lab at McMaster University. There, a researcher told them they were about to take part in a study about female friendships. But they were soon interrupted by one of two women.

Half the participants were interrupted by a thin, blond, attractive woman with her hair in a bun, dressed in a plain blue t-shirt and khaki pants, whom the researchers called "the conservative confederate."

The other half found themselves in the company of the "sexy confederate," the same woman, instead wearing a low-cut blouse, a short black skirt, boots, and her hair sexily un-bunned.

Tracy Vaillancourt, a psychology professor at the University of Ottawa, and a PhD student, Aanchal Sharma, then gauged the women's reactions as the confederates, both sexy and not, left the room. The metric they used? A "b--chiness" scale, of course.

"Why b--chiness?" I asked Vaillancourt, wondering why she chose to use such a loaded word.

"B--chiness is the term that people use," she explained. "If I ask someone to describe what this is, they'd say it's 'b--chy.'"

model studyThe women doing the rating were roughly the same age as the participants, 20 to 25, and watched for signs like eye-rolling, looking the confederate up or down, or laughing sarcastically. In one case, a participant said the sexy confederate was dressed to have sex with the professor. One didn't wait for the sexy woman to leave the room before exclaiming, "What the f--k is that?!"

"That was a 10 out of 10 as far as b--chiness," Vaillancourt told me.

What Vaillancourt and Sharma found, according to a study published recently in the journal Aggressive Behavior, was, essentially, that the sexy confederate was not going to be making sorority friends anytime soon. The women were far more likely to be b--chy to the sexy confederate, with the large effect size of 2, and their b--chy reactions were more pronounced when the participants were with friends, rather than strangers.

mean bitchy scores chartVaillancourt had always been interested in bullying and popularity, but to her, this showed that women tend to haze each other simply for looking promiscuous.

The clinical term for the womens' b--chiness is "indirect aggression"— essentially, aggression we don't want to get caught for.

"You tend to do it such that you won't be detected," she explained. "Or you make an excuse for your behavior, like, "I was only joking." Direct aggression is just what it is: "physical or verbal aggression."

Psychologists Roy Baumeister and Jean Twenge have also theorized that women, not men, are largely the ones who suppress each others' sexualities, in part through this sort of indirect aggression.

"The evidence favors the view that women have worked to stifle each other's sexuality because sex is a limited resource that women use to negotiate with men, and scarcity gives women an advantage,"they wrote.

Some might argue that it's only natural for the women in the lab to treat the provocatively-dressed woman poorly. After all, this was a university setting, and in comes an intruder whose, "boobs were about to pop out," as one participant put it. How untoward!

So Vaillancourt performed another experiment in which she simply showed study participants one of three images: Two featured the conservatively dressed woman and the sexy woman, dressed as described previously. Another showed the sexy woman with her body and face digitally altered so as to appear heavier.

model study b cShe then asked a different group of women whether they'd want to be friends with the woman in the photo, to introduce her to their boyfriend (if they had one), or to let her spend time with their boyfriend alone.

The participants tended to answer "no" to all three questions for both the heavy and thin sexy women. They were nearly three times more likely, for example, to introduce the conservatively dressed woman to their boyfriend than the thin sexy woman.

To Vaillancourt, this showed that women, "are threatened by, disapprove of, and punish women who appear and/or act promiscuous," regardless of their weight.

Vaillancourt's is a small study, but it is one of the first to demonstrate slut-shaming in an experimental context. But women don't come off very well in past research on indirect aggression, either.

Other studies have shown that undergraduate college women are more likely to gossip about someone rumored to have undermined their own reputation. Women are more likely to form social alliances and then manage threats from outsiders through social exclusion, rather than, say, beating each other up. Girls are more likely to ostracize a newcomer or befriend someone for revenge.

In his research in the 1990s, University of Texas psychologist David Buss found that women were more likely than men to "derogate," or insult, their mating rivals in two ways, as he described to me in an email:

First, the "slut" factor: "spreading gossip that the rival woman is 'easy,' has slept with many partners, and is basically, in my terms, pursuing a short-term mating strategy."

Second, on physical appearance: "Saying the woman is ugly, has fat thighs, and an astonishing variety of other vicious things about a rival's physical appearance and mode of dress, such as wearing revealing clothing, plunging necklines, or short skirts."

In his book, The Evolution of Desire: Strategies of Human Mating, Buss argues that women do this because, evolutionarily, women who are willing to have casual sex undermine the goals of women who want long-term relationships. "Slutty" women hint to men that it's okay not to commit because there will always be someone available to give away the milk for free, as it were. Their peers' "derogation" is thus intended to damage the reputation of these free-wheeling females.

It's worth noting that women (and men) don't always consciously shame their rivals in the course of their dating efforts. A 2010 study in the journal Personal Relationships found that there was little difference between the sexes in terms of strategies used to woo a mate. And older women generally aren't as indirectly aggressive when it comes to romantic situations as those in their 20s are.

"I wouldn't be bothered by someone dressed like that," Vaillancourt said, referring to the more alluringly clad woman. "But if I was 20, I might be bothered by that."

***

Slut-shaming is a love-story cornerstone. Hester Prynne had her scarlet AAnna Karenina tumbled from her perch in society after an affair with a cavalry officer. In an equally important cultural work, 1999's She's All That, popular girl Taylor humiliates former ugly duckling Laney at a party after the latter undergoes a miraculous beautification through the removal of her glasses and ponytail. (This is, one will note, perhaps the most apt artistic representation of Vaillancourt's experiment possible.)

Many of the recent headlines around the research on female indirect aggression purport that women have "evolved" to be this way. But some scholars of indirect aggression argue that just because the slut-shaming Vaillancourt discovered is one of the oldest tricks in the book, doesn't mean it's evolutionary or "hard-wired."

painting queen elizabeth 1"Why are these women doing this? I think there are many ways we could explain that," Agustin Fuentes, chair of the department of anthropology at the University of Notre Dame, told me. "In our society, if you're given the choice between these images, you're going to say, 'I don't want my guy next to a girl with a short skirt.' But that's not because, evolutionarily speaking, your guy is more likely to cheat on you with the short-skirt girl."

He argues that though this and other studies show how important physical appearance is to the way women respond to each other, there's too much cultural baggage at play to say it all comes from our primate ancestors. The short-skirt-boots combo, for example, is already a "meaning-laden image," he said.

In her own recent research, Anne Campbell, a psychologist at Durham University in the U.K., argued that young women tend to use indirect aggression to a greater extent than young men, in part because that's the most socially acceptable way for women to compete.

But even Campbell stresses that it's hard to tell whether this phenomenon is evolutionarily or culturally driven.

And it's not like men don't attack each other when competing for scarce resources, too.

Before age 7, Fuentes said, boys and girls are equally directly aggressive. But after childhood it becomes less acceptable for girls to give each other noogies and the like, so women become far more indirectly aggressive (or "b--chy") while men continue to be plain old directly aggressive. But by the time people reach working-age and beyond, Fuentes said, levels of indirect aggression between the sexes even out.

"At 15, you can engage as a male in direct aggression without too many repercussions," he said. "But at 25, you're in jail."

In fact, Buss has found that men "bitch" about their rivals, too — they just tend to insult their lack of money or status, the things women traditionally have valued in mates, rather than their physical appearance. They don't slut-shame as much, Buss argues, because women will still date male "sluts."

"Men derogate other men on things that women value [cues to protection and cues to resources and status], and women derogate other women on things that men value [sexual fidelity and physical attractiveness]," he told me.

***

Studies based on undergraduates are often denounced for not being representative of real life, but in this case, the age group is actually quite valid. The news is filled with stories of college and teenaged women feeling shamed after being sexually assaulted or even committing suicide after being called "whores" by their peers.

So, can we do anything about our b--chy tendencies? Despite his skepticism about it reflecting on evolution, Fuentes said the study was interesting because it showed that indirect aggression is very real and can be stimulated with just an image.

"These social constructs are real for us," Fuentes said, "But we can change it."

Cattiness is damaging to the self-esteem of the victims, but Vaillancourt argues that by becoming more aware of it, we can try to suppress it.

"Studies show that if you change cognition, you change behavior," she said. "This behavior causes harm. People become depressed if they're attacked in this way."

Buss is not as optimistic, saying that it's not easy to change something that might, whether through evolution or conditioning, have become reflexive.

He said curbing the b--chiness is one area in which men can be a help, rather than simply the object of the competition.

"The only way it might change is if men stopped valuing sexual fidelity and physical attractiveness in long-term mates," he said.

"That's unlikely to happen," though, since "these evolved mate preferences in men are as 'hard-wired' as evolved food preferences for stuff rich in fat and sugar."

Human nature can be such a b--ch.

SEE ALSO: Barney Stinson's 'Cheerleader Effect' Is Real — People Look More Attractive In Groups

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Why Asking For A Raise Can Harm Women

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mark zuckerberg

You put in the hours, you get great results, your boss and co-workers alike love you. But these factors in themselves aren’t necessarily enough to get you that raise you know you deserve.

You have to ask for it. However, this may be inherently easier for one gender than the other—and not for the reasons you might think.

Many people argue that women’s hesitance to ask for more money is the culprit behind the gender wage gap—if women asked for raises like men do, the gap would evaporate. But it may not be that simple.

The Compensation Conundrum

Research from Harvard and Carnegie Mellon indicates that asking for more money can actually hurt women in the workforce. When women ask for higher salaries, they’re more likely to be viewed as greedy, demanding or “not nice” than men in the same position … all characteristics that tend to be frowned upon in a female employee.

This creates a double-edged sword for women in the workforce: Their careers may be hurt if they do ask for raises—even if they get them—because they end up being less well-liked by their peers and bosses, and their careers may be hurt if they don’t ask, because their earning potential decreases.

RELATED: True Tales of Lost Earning Potential

Laura Kray, a professor of leadership at the University of California at Berkeley’s Haas School of Business, told NBC that both male and female superiors may respond negatively to women who ask for higher salaries. Margaret Neale, a management professor at Stanford University’s Graduate School of Business and a negotiation expert, added that among bosses who judge women more harshly, it may be largely subconscious, making it even more difficult for women to combat.

What’s an ambitious woman to do? Despite the warring research, it boils down to the fact that you’ll never get what you don’t ask for—and not asking could be amillion-dollar mistake.

Have you successfully negotiated a higher salary without negatively impacting your work image? Let us know how you did it in the comments.

SEE ALSO: Researchers May Have Found The Reason Women Get Paid Less Than Men

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Women Should Exercise During Pregnancy

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pregnant mom jogging stroller

You already know that you should work out — that it's good for your brain and your body, your self-esteem and your sex life, that it can calm your nerves and even reverse disease.

Countless studies have shown the remarkable reach of fitness. And now, researchers are learning that the benefits of exercise may apply to a developing fetus. Earlier this month, two studies presented at the annual meeting of the Society for Neuroscience suggested that those who exercise during pregnancy could be giving their unborn child a neurological advantage.

[Read: Prenatal Vitamins: the Building Blocks of Nutrition.]

One study followed a group of 18 pregnant women, starting in their first trimester, assigning eight to a sedentary group and 10 to an active one, in which they were asked to exercise at least 20 minutes a day, three times a week. Eight to 12 days after the women gave birth, researchers fitted the newborns with electrodes that measure brain activity in response to various sounds — an established test for memory, says Dave Ellemberg, a neuroscientist at the University of Montreal and one of the study's authors. Indeed, the newborns of active moms showed "more mature, more effective brain patterns," he says.

"What we found out is that there's this amazing transfer from what the mother does onto her child," he says, adding that moms-to-be can give their kids "a kickstart even before they're born." The team plans to follow up with the children when they're 4 to 6 months old to see how development progresses.

Another study, which used rats, found that the male offspring of rats that exercised during pregnancy had better object recognition as adults. This showed the potential of exercise to leave "long-lasting effects on the behavior and the cognitive function of the offspring," says David Bucci, an author of the study and professor of psychological and brain science at Dartmouth University. (Bucci was so surprised by the results that he had them triple-checked by the graduate student running the study.)

[Read: Best Foods to Eat During Pregnancy.]

There is still more research to do, but these studies may help to refute the popular and mistaken belief that when it comes to exercise, pregnant women should exercise extreme caution.

"There's been a legacy forever of pregnant people being somehow equated with eggs, that their shell is very fragile" and thus, "the baby is easily broken," says Roger Harms, associate professor of obstetrics and gynecology at Mayo Medical School and editor of the "Mayo Clinic Guide to a Healthy Pregnancy."

To the contrary, there's no evidence that exercise would harm a fetus and the health benefits for the mom-to-be are well-established, he says. As Harms sees it, exercise provides a kind of insurance for mothers to better rebound from the added weight and stress of new motherhood.

[Read: The Secret to Sticking With Exercise.]

"If you've already taken a hiatus from your exercise during pregnancy, you are probably going to have a hard time getting started again for the rest of your life," he says. But if people manage to exercise through the challenges of pregnancy, "the odds are pretty good you'll be able to overcome many of the impediments that are more social than physical after the baby is born that keep people from exercising." What's more, he says exercise helps provide "better energy for labor and delivery and all of the trials that come at the end of pregnancy."

So how much should pregnant women exercise?

Thirty minutes a day to help modify weight gain, improve mood and comfort and prepare for labor, says Laura Riley, director of labor and delivery and obstetrics and gynecology infectious disease at Massachusetts General Hospital and author of "You & Your Baby: Pregnancy.""I think that people who exercise are less whiny, frankly," she says. "Whether they have fewer aches and pains I'm not sure, but they complain less because they're more mobile all through pregnancy, even at the end."

[Read: The Truth About Losing Weight After Childbirth.]

Which exercise is recommended depends on the person's fitness level. But in general, women should continue the exercise they already do — it will just become harder as they carry extra weight. And for those who don't do any exercise? Walk. "Put on a pedometer, that'll get you going," Riley says.

As for moves to steer clear of, avoid exercising from a flat-on-the-back position, which can cause back strain and impede blood flow that could lead to fainting, Harms says. Also, there's no point in doing abdominal work, since these muscles are being stretched to accommodate the baby, he says. Plus, you may want to reconsider workouts that hinge on balance, since a redistribution of weight can increase the odds of injury. "You do get clumsy," he says. "If you have always been a biker, consider a stationery bike."

You'll also want to avoid contact sports for obvious reasons. "Any sport where you have a high likelihood of falling and hitting your abdomen, that's going to be bad," Riley says. "Other than that, you can do almost anything, and people who are sort of in tune with their bodies will modify their exercise as the pregnancy progresses."

[Read: Prenatal Yoga: What You Should Know.]

SEE ALSO: New Study Suggests A Drink A Day While Pregnant Is OK

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Researchers Just Found A Big Difference Between The Male And Female Brain

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Ready your knowing smirk, because here comes a scientific gem that's sure to enliven even the dullest of holiday parties.

By analyzing the MRIs of 949 people aged 8 to 22, scientists at the University of Pennsylvania found that male brains have more connections within each hemisphere, while female brains are more interconnected between hemispheres.

brain connectivity differencesYes, take that, Mike from IT! It, like, so explains why you just dropped the eggnog while attempting to make flirty conversation with Janet from Accounting.

Just kidding; we still have no idea why men or women do anything in particular. But the study, released today in the Proceedings of the National Academy of Sciences, is interesting because it is one of the first to discover differences in the brain's structural connectivity in a large sample size of people from a variety of age groups.

By analyzing the subjects' MRIs using diffusion imaging, the scientists explored the brains' fiber pathways, the bundles of axons that act as highways routing information from one part of the mind to the other. After grouping the image by sex and inspecting the differences between the two aggregate "male" and "female" pictures, the researchers found that in men, fiber pathways run back and forth within each hemisphere, while in women they tend to zig-zag between the left, or "logical," and right, or "creative," sides of the brain.

Because female brains seem to have a stronger connections between their logical and intuitive parts, "when women are asked to do particularly hard tasks, they might engage very different parts of the brain," Verma said. "Men might over-engage just one part of the brain."

This could mean, for example, that men tend to see issues and resolve them directly, due to the strong connections between the "perception" and "action" areas of their brains, while women might be more inclined to combine logic and intuition when solving a problem.

Their less-interconnected hemispheres might prompt men, for example, to be, "going along, executing things very skillfully and maybe not taking into account that someone didn't [do something] because they were having a bad day," Verma explained. Meanwhile, "gut feelings, trying to join the dots together... women are known to be very strong in that."

The differences were less evident in young children, but they became prominent in the scans of the adolescents.

male female brain differencesScientists have long known that male and female brains are distinct, but the degree of these differences, and whether they impact behavior, is still somewhat of a mystery. The field has repeatedly unearthed seemingly solid clues that turned out to be red herrings. In August, for example, a study in the journal PLoS One challenged the long-held idea that male and female brains exhibit differences in "lateralization," or strengths in one half of the brain or another. And past books on the "male" and "female" styles of thinking have been criticized for only including studies that reinforce well-known gender stereotypes.

At the same time, there's plenty of evidence that male brains are from Mars and female brains are, well, from a different neighborhood on Mars. Researchers already know, for example, that men's brains are slightly bigger than women's (because men's bodies also tend to be bigger). Male and female rats navigate space differently. Women taking birth control pills, which alter estrogen and progesterone levels, have been shown to remember emotionally charged events more like men do in small studies. Migraines not only strike women more frequently, but they impact different parts of their brains, too.

A study published last month in the journal Nature Communications found that genes are expressed differently in men and women throughout the brain. One reason autism rates are higher among males, the researchers suggest, could be because a form of the gene NRXN3 is produced at higher levels in male brains.

And past research has shown that, across cultures, women's brains are more functionally interconnected when at rest than men's are, on average. This and similar findings have been used to support the idea that women are "better at multitasking." And indeed, a study released late last month by researchers at the University of Glasgow in Scotland found that women do have an edge when it comes to switching between tasks rapidly, ostensibly because, back in the cave, we had to keep an eye on the kids while we ... did whatever else it is that cave housewives did.

But examining the brain differences between the sexes also has an ugly past, since such findings have historically been used to paint women as less rational or intelligent.

The 19th-century French anthropologist Paul Broca, who lends his name to the area of the brain responsible for speech, once said, "We are therefore permitted to suppose that the relatively small size of the female brain depends in part upon her physical inferiority and in part upon her intellectual inferiority."

At the same time, though, modern medicine can't afford to ignore these variations. Just as with any disease, understanding sex differences in brains might help neuroscientists better diagnose and treat disorders.

"We see these differences everywhere, and we started to realize, damn, we simply assume they aren't there," Larry Cahill, a neuroscientist at the University of California at Irvine, told the Orange County Register. "And these sex differences have implications for how the brain works and how to fix brains."

Even pain medications don't take male and female pain perception differences into account, Cahill points out. Countless medical fields have long been treating women by pretending "they are simply men with pesky sex hormones."

The most uncomfortable aspect of such findings is that they can be — and often are — twisted to prop up stereotypes and prejudices. Studies like the PNAS one might offer fodder for those who wish to explain away female underrepresentation in fields like engineering with factoids about brain "wiring." (Something former Harvard president Larry Summers essentially once suggested.)

But of course, that kind of thinking leaves out culture, which plays a big role not only in shaping how we think — both inside and outside of MRI machines — but also in determining what we do with our brains, however they're structured. Verma emphasized that there's a great deal of variation between individuals. Different fiber-pathway configurations don't necessarily predestine someone to behave or think a certain way.

"There is a lot to be said about the structural wiring of the brain," Verma said, "but it's what you use the wiring for that changes the person that you are."

Or as Anke Ehrhardt, a psychiatry professor at Columbia University Medical Center cautioned during a recent panel on neuroscience and gender, "Acknowledging brain effects by gender does not mean these are immutable, permanent determinants of behavior, but rather they may play a part within a multitude of factors and certainly can be shaped by social and environmental influences."

Spoken like someone who has her intuition wired firmly to her logic.

SEE ALSO: Women Are Better Than Men At Multitasking

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Inspiration For Iconic Female Lead In 'Top Gun' Has Become The Highest-Ranking Woman In History

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Christine Fox

President Barack Obama has named Christine Fox as acting Deputy Secretary of Defense, the No. 2 spot in the Pentagon, CBS reports.

The move would make Fox the most powerful woman in America's military, and the highest ranking woman in military history.

Fox, a mathematician and a specialist in Maritime Air Superiority (MAS), got her start in the early '80s advising the Navy how best to defend its aircraft carriers. She did so across the street from the Navy's premier flight school, Top Gun — which consequently led to her being the inspiration behind the iconic female lead, "Charlie."

"Charlie" was an astrophysicist who taught "Maverick" (and the others) how to kill MiG jets in aerial combat, while in reality Fox is an expert in aggressive missile and air defense.

James Cartwright Christine Fox"My actual job has much more to do with the guy in the back seat of the plane, the radar-intercept operator, than the guy in the front, the pilot," she told People magazine 27 years ago, when Top Gun was in production. "I don't know anything about flying airplanes, but I know a lot about the guy in the back seat—his mission, his radar and his missiles."

At the time, Fox was part of the think tank Center for Naval Analyses that sent her to the West Coast to advise the admiral who commanded air defense for the Pacific fleet.

People noted that even then, Fox had "flown in B-52s and the E-2C early-warning aircraft, observed exercises from the aircraft carrier Kennedy and taken water-survival and ejection-seat training" in an effort to better understand her charge.

Obama says the move is temporary until he can find a permanent replacement for Ashton Carter, who announced in October his intent to retire as the Pentagon's civilian equivalent of a Chief Operating Officer.

Fox had previously been working as a director for Secretary Chuck Hagel on the Strategic Choices and Management Review, which is set to make the tough fiscal choices for cutting the DoD budget. She left earlier in the year to take a job at Johns Hopkins applied physics lab to do much the same thing: make sure the budget met the mission of the laboratory.

 As the Wall Street Journal notes, Fox is renowned for wanting to take a concerted, strategic look at the Pentagon's budget, and favors a targeted approach rather than the brinksmanship politics which tilts toward across-the-board cuts.

Fox wrote in an opinion article for Defense News titled "Stop Pretending Enforced Cuts Won't Be Harmful:"

There needs to be a serious national dialogue on what a sensible, sustainable and strategically sound defense budget looks like. But let’s drop the illusion that by efficiency nip and managerial tuck the U.S. military can absorb cuts of this size and of this immediacy without significant consequences for America’s interests and influence in the world.

One officer interviewed about Fox described her as the "smartest women I've ever met."

And People concluded of her military prowess that, "[t]he footsteps of 6' Christine Fox [around Naval bases] ... carry the impact of a preemptive strike."

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Why Women And Other Female Primates Sleep Around

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gray langurs

It was a moment that smashed assumptions with the force of a wrecking ball. She approached the sexy older male who seemed to arrive from out of nowhere, his black-and-white coat gleaming in the light. She put herself directly in his path, shook her head provocatively, then turned and bent over to “present” herself to him.

She eagerly pressed her backside against his groin and the two gyrated against each other. Spectators watched as the two built toward a climax, and then they went their separate ways. The sexual display took the scientific community completely by surprise.

When primatologist Sarah Hrdy described this behavior among female hanuman langurs—or Semnopithecus entellus, a monkey species from western India—in the late 1970s, it erupted into the kind of controversy usually reserved for lewd performances at the MTV Video Music Awards. Ever since Darwin there had been an assumption among evolutionary biologists that females were coy and choosy in their sexual behavior while males were the ardent, promiscuous sex. Even though important advances in gender equality have been achieved since then, “most Darwinian models of human origins incorporate females only as passive objects of male competition,”wrote biological anthropologists Craig Stanford and John Allen as the 20th century came to a close. And yet these female langurs were observed actively pursuing males from neighboring troops while, according to the prevailing theory, they should have been chaste rather than chasing. What was even more surprising was that they would exhibit these sexual advances at any stage in their estrous cycle, sometimes even when they were already pregnant.

“Under some circumstances,” Hrdy wrote in her classic 1977 book The Langurs of Abu, “females are continuously sexually receptive, a pattern previously thought to occur only among human females.” Primatologists refer to langur societies as polygynous, in that they are composed of multifemale, single-male groups.

Darwin’s theory of sexual selection held that these females should choose the most impressive male in their troop to ensure the hereditary success of their offspring. But here was clear evidence that females would actively engage in “adulterous solicitations” with males from other societies. As Hrdy revealed to a scandalized scientific community, the genetic benefits that came from seeking extra-pair matings—while maintaining the support of an existing partner—meant that evolution could favor females who choose to cheat.

More than 30 years of subsequent research has confirmed Hrdy’s findings and expanded on them to reveal that females in many primate species, humans included, engage in a diversity of sexual strategies to enhance their overall reproductive success. For example, in the socially monogamous saddle-backed tamarin, females will solicit sex from multiple males who will each help to care for her offspring. Female mouse lemurs will mate with up to seven males during a single night. Capuchin monkeys will seek out mating opportunities in the early stages of their pregnancy, presumably to confuse males about paternity. And bonobo females will have sex with everybody at pretty much any time they feel like it.

In the latest addition, Brooke Scelza, a human behavioral ecologist at the University of California­–Los Angeles, contends in Evolutionary Anthropology that not only do human females seek out multiple sexual partners as an evolutionary strategy, they opportunistically shift that strategy depending on the environmental context (more on that below). In other words, female sexuality is not so much blindly promiscuous as it is pragmatic.

Of course, in an earlier era the scientific paradigm for understanding sex was much more rigid. In 1948, a balding and near-sighted English geneticist by the name of Angus Bateman published one of the most influential papers ever written on the evolution of sexual behavior. After studying patterns of inheritance among offspring in the common fruit fly, Drosophila melanogaster, Bateman concluded that the division between ardent males and coy females was “an almost universal attribute of sexual reproduction” across the entire animal kingdom. Bateman reasoned that, because females produce dramatically fewer eggs than males do sperm, and because eggs were physiologically more expensive, female reproductive success would not increase by mating with more than one male. Instead, females should focus on choosing the “best” male that they could and then directing their energy toward raising offspring. On the other hand, males who mated with multiple females would be expected to greatly increase their own reproductive success because the benefit outweighed the cost of production. Sex, like economics, was a question of quantity versus quality.

There was only one problem: Bateman got it wrong. In June 2012, UCLA biologist Patricia Gowaty and colleagues replicated Bateman’s study only to find that he had come to faulty conclusions because his methodology was severely flawed. Without modern genetic analysis at his disposal, Bateman conducted his trials with males and females of known mutant strains whose offspring could be easily identified. However, he counted only offspring that had two mutations—one from each parent—in order to be certain of a given fly’s reproductive success. This approach resulted in a biased sample because flies with some mutations were less likely to survive than those with others. In the end, the premiere study on sexual selection—which had been cited by more than 2,000 peer-reviewed papers and textbooks—contained a fatal flaw that would have been easily identified had the study been replicated sometime in the preceding 64 years. How could this happen?

“Our worldviews constrain our imaginations,” Gowaty said after her study was published in the Proceedings for the National Academy of Sciences. “For some people, Bateman's result was so comforting that it wasn't worth challenging. I think people just accepted it.” The uncomfortable implication is that Bateman’s paradigm was so widely cited because it conformed to assumptions about how female sexuality ought to be. These assumptions were constructed over a long history and had infiltrated Western culture so completely as to be nearly invisible.

For many European explorers, the New World was a blank slate upon which they could write anew, if only it weren’t for the millions of people who already lived there. In 1633, the French missionary Paul Le Jeune wrote from northeastern Canada to his Jesuit order about the great difficulties he had in converting the indigenous Montagnais people to Christianity. “The inconstancy of marriages and the facility with which they divorce each other, are a great obstacle to the Faith of Jesus Christ,” he complained. However, what was even more alarming to Le Jeune’s Christian sensibilities was the tendency of married women and men to take lovers, many of whom would openly raise together the children from these affairs. In one telling exchange with the village shaman, Le Jeune condemned such “savage” and “licentious” behavior: 

I told him that it was not honorable for a woman to love any one else except her husband; and that, this evil being among them, he himself was not sure that his son, who was there present, was his son. He replied, “Thou hast no sense. You French people love only your own children; but we all love all the children of our tribe.” I began to laugh, seeing that he philosophized in horse and mule fashion.

The anthropological literature has a rich tradition of privileged white men expressing shock and indignation over the sexual behavior of other cultures. However, even from the field’s inception, it was well understood that Western-style monogamy was anything but the norm. The American ethnographer Lewis Henry Morgan, for example, wrote in his 1877 book Ancient Society that a flexible marriage system was common for “primitive” societies and was one that “recognized promiscuity within defined limits.” Morgan’s work was so highly influential at the time that Darwin was forced to admit in The Descent of Man, “It seems certain that the habit of marriage has been gradually developed, and that almost promiscuous intercourse was once extremely common throughout the world.”

Despite this early acknowledgement that human societies had a range of approaches to sexual fidelity, few researchers chose to pursue the question from a woman’s perspective. As a result, as late as 1982, Donald Symons, an anthropologist and early founder of evolutionary psychology, could write that there was “dubious evidence that this [assertive sexual female] nature exists and no evidence that women anywhere normally tie up multiple male parental investments.”

The village networks in the Omuhonga basin of northwestern Namibia would prove such ideas about female agency wrong. It was here, surrounded by giant acacia trees, that anthropologist Brooke Scelza interviewed married women among the Himba, seminomadic pastoral people who live almost exclusively on livestock. These Himba women, their skin and elaborate braids beautifully decorated in red pigment made from crushed ochre and animal fat, would be entered into arranged marriages at a young age. However, as Scelza discovered, while their husbands traveled long distances managing the herds, female adultery was commonplace back home. Out of 110 women interviewed, fully one-third said that they sought out extramarital affairsthat resulted in the birth of at least one child. Because there is no social stigma attached to these liaisons in Himba society, both women and men discuss them openly. (Divorce can likewise be initiated by either party.) As a result, according to Scelza’s analysis published in the journal Biology Letters in 2011, “women who had at least one extra-pair birth have significantly higher reproductive success than women with none.”

Of course, this was certainly not the first time that extra-pair paternity had been connected to female reproductive success. Previous studies have reported evidence of female infidelity in small-scale societies such as the !Kung of South Africa, the Ekiti of Nigeria, the Vanatinai of New Guinea, the Tiwi of Northern Australia, the Tsimane of Bolivia, and the Yanomami of Brazil. In addition, 53 societies can be classified as having systems of “informal polyandry” in which women have simultaneous sexual relationships with more than one man. In many South American societies, such as the Ache, Bari, Canela, Mundurucu, and Mehinaku, it is believed that it takes the semen of several men to produce a baby. In two of these “partible paternity” societies, the Ache and Bari, children with more than one father were found to have lower mortality and improved nutrition due to a greater level of provisioning. When anthropologists Kim Hill and A. Magdalena Hurtado asked 321 Ache about their kinship information, the total included 632 fathers, or an average of two “fathers” each. This is perhaps not so different from the common situation of American children who receive support from both their biological father and current stepfather. As long as the biological father contributes support, such children might well gain by having two fathers.

While a great diversity of sexual norms exist around the world, ranging from strictly enforced monogamy to polyamory, according to Scelza’s new study there are two environmental contexts where women commonly choose multiple partners. The first is where women have more material support from their kin or economic independence from men more generally. This may explain why multiple mating is most common among small-scale matrilocal societies (in which women remain in their home village after marriage), such as the partible paternity societies of South America or the Mosuo of China. It may also explain why female infidelity has increased in Western societiesas women have gained greater political and economic independence. (For example, Iceland was ranked first in gender equality by the World Economic Forum in 2013 at the same time that 67 percent of children were born out of wedlock, the highest rate in the Western world.) Under this scenario, women choose multiple partners because they have more options available to them, they can rely on their support network during transitional times, and they have greater personal autonomy.

The second environmental context Scelza identified is where the sex ratio is female-biased (indicating a scarcity of men) or there is a high level of male unemployment (indicating a scarcity of men who can provide support). Women may be trying to “make the best of a bad situation and capitalizing on their youth to improve their reproductive prospects.” In such environments women tend to have higher rates of teen pregnancy as well as illegitimate births. Multiple mating may be a way of hedging their bets in an unstable environment. By pursuing an ardent sexual strategy, women are able to choose the best potential males as well as gain the support they need in order to maximize their reproductive success.

In many societies today, including our own, women who are overtly sexual and pursue multiple male partners often experience moral outrage and “slut shaming” of a kind that is entirely unheard of in other parts of the world. While these cultural attitudes used to look toward science for justification, that position is becoming increasingly difficult to reconcile with the biological evidence. From Sarah Hrdy’s discoveries among the langurs of Abu to polyamorous meetups in Aberdeen, female sexuality has been revealed to be a far more dynamic area of research than Darwin could have imagined. As Hrdy stated herself in the Annals of the New York Academy of Sciences at the dawn of the 21st century, far from being passive, females are “flexible and opportunistic individuals who confront recurring reproductive dilemmas and tradeoffs within a world of shifting options.” Or, as another observer summarized, “It’s our party. We can love who we want.”

This is the first in an ongoing series of columns that Eric Michael Johnson will be writing for Slate on the ways that evolution impacts our lives today.

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14 Things Every Woman Should Take Out Of Her Closet And Burn

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Snooki

Like training wheels and braces, at a certain age some things just aren't cute anymore.

In fact, at a certain age, cute is over.

In and outside of the work place, young professional women should dress like they have jobs, pay taxes, and have moved out of the double bedroom on the second floor of their parents' house they used to share with their younger sister.

For ladies slugging it out working on Wall Street, this is crucial. You will see your colleagues a lot, and you will need to look sharper and more put together than them 100% of that time. Ask any woman who's ever spent a day at an investment bank.

Luckily, this isn't necessarily a hard thing to do.

However, there are a few all-too-commonly found pieces of clothing in the American woman's wardrobe that can destroy any impression of adulthood or maturity. We've collected a number of them here.

Like, girl, you should never have anything written on your butt.

Scrunchies

Unless you have a time machine, there's really no reason to own one of these relics of a (dark) bygone era. Some women say they use them to pull their hair back at the gym, or while washing their faces.

Sorry, no. Those are still not acceptable places or times to be seen with a scrunchie, because there are no acceptable places or times to be seen with a scrunchie.



Graphic Tees

You are too old for this if you're above the age of 25. Buy a polo shirt, or wear a button up if you don't want to be particularly dressy in public. Otherwise tee shirts should really only be worn to the gym or while you're suffering from a terrible, terrible hangover.

Also, it should be noted that tees are especially horrible when they  have words on them. They're even worse if those words are in a language you do not speak.



Jean mini skirts.

Teenagers and little children can pull this off because no one expects them to look like responsible taxpayers anyway.

It's too short, girl.



See the rest of the story at Business Insider

The Top 5 Ways Firms Can Advance Women

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women laughing work businesswomen

Why are there so few women as we look up the rungs of the job ladder? How do we stop talented and successful women from the highest levels in their careers from leaving the labor force?

When HR directors and middle managers look up the ladder at most companies the number of women shrinks dramatically. Retaining and promoting these highly trained, highly successful women is a critical issue, both for companies and for helping to address the gender wage gap.

For companies, having diversity directly translates into a better bottom line. In addition corporations do not want to lose the investment they have made in these employees. In terms of narrowing the wage gap, if these highly paid women are leaving in very large numbers or women are not being promoted into these jobs, this can only serve to widen the gender wage gap.

So why is there a dearth of senior female leadership? Certainly there are many “pull factors” that could cause these women to leave or decline certain positions, but there are also many “push” factors that firms and managers have more direct control over and can address which would help to increase the number of women in such positions.

1. Accountability. Individuals respond to incentives. If firms value diversity then they must measure and reward it. Managers can be held accountable for the amount of diversity in their workforce, and this can be true at all levels in the firm, including developing talent all along the career ladder. As the 2010 Catalyst report “Pipeline’s Broken Promise” pointed out, the pipeline is not healthy. If the pipeline isn’t healthy there will be few women in higher positions. Part of the manager’s evaluation and/or pay can be tied to the amount of diversity.

2. Measuring and rewarding valuable yet invisible work. Everyone likes to be acknowledged for the work they do. In many firms the jobs that women hold tend to be supportive in nature. Women also tend to be more collaborative and try to get individuals or groups to work together to address issues or problems. These roles are vital for firms. However, when firms recognize successes and reward workers it is often for individual achievements and others who have contributed to that work or made that success possible are ignored or undervalued.

Profs. Meyerson and Fletcher’s research “A Modest Manifesto for Shattering the Glass Ceiling” showed that if an individuals’ valuable work goes unrecognized and unrewarded they are more likely to leave. In addition when it comes to selecting who will advance, if this work is never recognized, then the individuals with these talents are never seen and never promoted. This is a loss for these firms. Again, firms must openly measure and reward these roles.

3. Rethinking scheduling. Flexibility is STILL an issue. Many women (and men too) would like more flexibility in their jobs to attend to family or personal needs and interests. As Pamela Stone points out in “Getting to Equal” the number of hours at work has been rising and there has been an all or nothing mentality. Given the number of dual career households firms need to rethink how work is organized in terms of the number of hours and when those hours take place.

Even the male students in my classes increasingly voice the desire for spending more time with family or having more flexibility as they enter the work world. Douglas McCracken notes in “Winning the Talent War for Women” how Deloitte found that work life balance was important for men and women and that by addressing this issue they were better able to keep their best workers.

4. Addressing workplace culture. Workplace culture is the everyday practices that can undermine the success of individuals. These practices have developed over time and can work together to disadvantage individuals. For example, meetings may be habitually scheduled at the last minute and for late in the day. Decisions may be made informally at lunches where not everyone is included. Interviews for jobs and how they are conducted may make it difficult to get a realistic impression of the abilities and talents of individuals who are not like those conducting the interviews. All of these situations can be addressed once they are realized resulting in recruitment and retention of a more diversified workforce.

5. Being an example. Even if firms do provide maternity leave or flex scheduling, women may be reluctant to use them for fear of being labeled as “Mommy” with the connotation that they are not as serious about wanting to move up in the firm. Leaders, both men and women, must lead by example and use flex scheduling or take some leave for family issues to show that it is OK to use these policies. Leaders must also model changes to the cultural norms of the workplace, such as using time wisely and not scheduling last minute late meetings and being certain to seek input from all valuable sources, not just those they happen to eat lunch with.

It takes a real framework and a serious commitment to promoting women to change the current situation of women dropping out of the workforce when our society and our businesses need them the most. At the Villanova School of Business, we are teaching present and future managers to embrace these changes as a model for all firms to emulate.

SEE ALSO: 4 Gender Blind Spots That Could Damage Your Office Culture

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Only 7 Of The Fortune 500 Companies Have Boards That Are At Least 40% Women

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women laughing work businesswomen

Women make up at least half of the workforce. Yet that 50/50 ratio doesn't hold true in corporate boardrooms.

This gender disparity is only hurting the companies themselves as studies have shown that Fortune 500 companies with the highest percentage of women board directors financially outperform companies with the lowest percentage.

According to nonprofit organization Catalyst, companies with the highest percentage of women board directors bring in 42% more in sales and 53% more in return on equity than companies that have the least representation of women on their boards.

Terry J. Lundgren, CEO of Macy's, Inc., said closing the gender gap must first start from leadership at the top.

"[CEOs] can do more to promote the females executives in [their] company as candidates,"  Lundgren said at a recent gathering of the Women's Forum of New York at the New York Stock Exchange. "[CEOs] have relationships where we connect and we have this opportunity to be the advocates." Macy's is one of the small handful of companies that have at least 40% of women represented on their board.

Deanna M. Mulligan, CEO of The Guardian Life Insurance Company of America, spoke on a panel at the Women's Forum and she discussed the graveness of not having enough women voices represented in the corporate world.

"We put a man on the moon," she said. "We should be able to put women on boards."

Below are seven Fortune 500 companies with at least 40% of women represented in their boardrooms.

Avon Products, Inc.

Six out of the 10 board members at Avon are women.

Sheri McÇoy, CEO of Avon Products, Inc. McCoy has been a director since 2012.

V. Ann Hailey, president and CEO of Famous Yard Sales, Inc. Hailey has been a director since 2008.

Nancy Killefer, former senior partner of McKinsey & Company where she retired from in August 2013. Killefer has been a director since 2013.

Maria Elena Lagomasino, CEO of WE Family Services. Lagomasino has been a director since 2000.

Ann S. Moore, former CEO of Time Inc. Moore has been a director since 1993.

Paula Stern, Ph.D, chairwoman at The Stern Group, Inc. Stern has been a director since 1997.

The Estee Lauder Companies

Seven out of the 15 board members at the Estee Lauder companies are women.

Charlene Barshefsky, senior international partner at WilmerHale. Barshefsky has been a director since 2001.

Rose Marie Bravo, CBE of retail and marketing consultant. Bravo has been a director since 2003.

Wei Sun Christianson, managing director of co-CEO of Asia Pacific and CEO of China at Morgan Stanley. Christianson has been a director since 2011.

Mellody Hobson, president of Ariel Investments, LLC. Hobson has been a director since 2005.

Aerin Lauder, creative director and chairman of Aerin LLC. Aerin has been a director since 2004.

Jane Lauder, global president and general manager of Origins, Ojon and Darphin brands. Jane has been a director since 2009.

Lynn Forester de Rothschild, CEO of E L Rothschild LLC. Rothschild has been a director since 2000.

The Interpublic Group of Companies, Inc.

Four out of the nine board members at the Interpublic Group of Companies, Inc. are women.

Jocelyn Carter-Miller, president of TechEdVentures. Carter-Miller has been a director since 2007.

Jill M. Considine, chairman of Butterfield Fulcrum Group Limited. Considine has been a director since 1997.

Mary J. Steele Guilfoile, chairman of MG Advisors, Inc. Guilfoile has been a director since 2007.

Dawn Hudson, vice chairman of The Parthenon Group. Hudson has been a director since 2011.

Macy's, Inc.

Four out of the 10 board members at Macy's are women.

Marna C. Whittington, former CEO of Allianz Global Investors Capital. Whittington has been a director since 1993.

Deirdre P. Connelly, president of North American Pharmaceuticals of GlaxoSmithKline. Connelly has been a director since 2008.

Sara Levinson, former chairman and CEO of ClubMom, Inc. Levinson has been a director since 1997.

Joyce M. Roché, former president and CEO of Girls Incorporated. Roché has been a director since 2006.

The Proctor & Gamble Company

Five out of the 10 board members at the Proctor & Gamble Company are women.

Angela F. Braly, president and CEO of WellPoint, Inc. Braly has been a director since 2009.

Susan Desmond-Hellmann, chancellor and Arthur and Toni Rembe Rock Distinguished Professor at the University of California, San Francisco. Desmond-Hellmann has been a director since 2010.

Margaret C. Whitman, president and CEO of Hewlett Packard. Whitman has been a director since 2011.

Mary Agnes Wilderotter, CEO of Frontier Communications Corporation. Wilderotter has been a director since 2009.

Patricia A. Woertz, CEO and president of Archer Daniels Midland Company. Woertz has been a director since 2008.

The Walt Disney Company

Four out of the 10 board members at The Walt Disney Company are women.

Susan Arnold is retired and was the former president of Global Business Units of Procter & Gamble from 2007 to 2009. Arnold has been a director since 2007.

Judith L. Estrin, CEO of JLABS, LLC (formerly Packet Design Management Company, LLC). Estrin has been a director since 1998.

Monica C. Lozano, CEO of impreMedia, LLC. Lozano has been a director since 2000.

Sheryl Sandberg, COO of of Facebook, Inc. Sandberg has been a director since 2010.

Xerox Corporation

Four out of the 10 board members at Xerox Corporation are women.

Ursula M. Burns, CEO of Xerox. Burns has been a director since 2007.

Ann N. Reese, executive director at the Center for Adoption Policy. Reese has been a director since 2003.

Sara Martinez Tucker, president and CEO of National Math and Science Initiative. Tucker has been a director since 2011.

Mary Agnes Wilderotter, CEO of Frontier Communications Corporation. Wilderotter has been a director since 2006.

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These 49 Major US Companies Have Zero Women On Their Boards

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business woman

Women may make up nearly 50% of the workforce, but many of the most powerful and influential companies in the U.S. have yet to make meaningful moves to advance women into top leadership positions. 

For eight consecutive years, there has been no significant uptick in corporate board seats held by women in the Fortune 500, reports a new study by Catalyst, the nonprofit research organization.

"The rate of growth of women on boards is glacial. It's simply unacceptable," Daniel F. Akerson, CEO of General Motors, said to the audience at a recent gathering of the Women's Forum of New York at the New York Stock Exchange.

For its part, GM has several women installed on its board and recently tapped Mary Barra to be its next and first-ever female CEO. "If you're a senior executive, put it right at the CEO's table," said Akerson.

In 2013, 922 board seats were held by women, compared to 4,524 seats held by men. That means women held just 16.9% of these influential positions this year, which barely budged from the 16.6% they held in 2012.

The low representation of women on boards has been and continues to be a major problem in the U.S., says Catalyst. Today, less than one-fifth of big companies have at least 25% of women on their boards.

The lack of progress for women in these leadership positions may affect how well companies perform, since studies show that Fortune 500 companies with the highest percentage of women board members financially outperform firms with the lowest percentage. Despite this performance advantage, however, there are still 50 companies on the Fortune 500 with zero women on their boards, according to data provided by the U.S. Securities and Exchange Commission, which looked at board members as of June 30, 2013.

The list below, provided by Catalyst, reveals the biggest companies in the U.S. with no women on their boards:

INTL FCStone
Total Board Seats: 11
Industry: Finance and Insurance

CHS
Total Board Seats: 17
Industry: Agriculture, Forestry, and Fishing

HCA Holdings
Total Board Seats: 13
Industry: Health Care and Social Assistance

Supervalu
Total Board Seats: 9
Industry: Retail Trade

PBF Energy
Total Board Seats: 9
Industry: Manufacturing (Nondurable Goods)

HollyFrontier
Total Board Seats: 11
Industry: Manufacturing (Nondurable Goods)

National Oilwell Varco
Total Board Seats: 8
Industry: Manufacturing (Durable Goods)

Freeport-McMoRan Copper & Gold
Total Board Seats: 15
Industry: Mining, Quarrying, and Oil and Gas Extraction

Global Partners
Total Board Seats: 8
Industry: Wholesale Trade

Energy Transfer Equity
Total Board Seats: 6
Industry: Retail Trade

Icahn Enterprises
Total Board Seats: 7
Industry: Management of Companies and Enterprises

Aramark
Total Board Seats: 3
Industry: Accommodations and Food Services

Navistar International
Total Board Seats: 10
Industry: Manufacturing (Durable Goods)

Chesapeake Energy
Total Board Seats: 8
Industry: Mining, Quarrying, and Oil and Gas Extraction

EOG Resources
Total Board Seats: 7
Industry: Mining, Quarrying, and Oil and Gas Extraction

Las Vegas Sands
Total Board Seats: 10
Industry: Accommodations and Food Services

First Data
Total Board Seats: 4
Industry: Finance and Insurance

Leucadia National
Total Board Seats: 13
Industry: Management of Companies and Enterprises

Caesars Entertainment
Total Board Seats: 11
Industry: Accommodations and Food Services

Sonic Automotive
Total Board Seats: 9
Industry: Retail Trade

Cameron International
Total Board Seats: 11
Industry: Manufacturing (Durable Goods)

Republic Services
Total Board Seats: 10
Industry: Administrative & Support, Waste Management & Remediation Services

HD Supply
Total Board Seats: 10
Industry: Wholesale Trade

Spectrum Group International
Total Board Seats: 7
Industry: Administrative & Support, Waste Management & Remediation Services

Charter
Total Board Seats: 11
Industry: Information

Fidelity National Financial
Total Board Seats: 10
Industry: Finance and Insurance

Precision Castparts
Total Board Seats: 9
Industry: Manufacturing (Durable Goods)

Visteon
Total Board Seats: 7
Industry: Manufacturing (Durable Goods)

Core-Mark Holding
Total Board Seats: 9
Industry: Wholesale Trade

Jarden
Total Board Seats: 9
Industry: Wholesale Trade

NuStar Energy
Total Board Seats: 6
Industry: Manufacturing (Nondurable Goods)

Level 3 Communications
Total Board Seats: 15
Industry: Information

EMCOR Group
Total Board Seats: 10
Industry: Construction

CC Media Holdings
Total Board Seats: 13
Industry: Information

NetApp
Total Board Seats: 10
Industry: Manufacturing (Durable Goods)

Seaboard
Total Board Seats: 5
Industry: Finance and Insurance

CF Industries Holdings
Total Board Seats: 8
Industry: Manufacturing (Nondurable Goods)

General Cable
Total Board Seats: 6
Industry: Manufacturing (Durable Goods)

Shaw Group
Total Board Seats: 8
Industry: Construction

Expeditors
Total Board Seats: 9
Industry: Transportation and Warehousing

Fidelity National Information Services
Total Board Seats: 9
Industry: Information

Live Nation
Total Board Seats: 10
Industry: Arts, Entertainment, and Recreation

Joy Global
Total Board Seats: 8
Industry: Manufacturing (Durable Goods)

MRC Global
Total Board Seats: 12
Industry: Wholesale Trade

Susser Holdings
Total Board Seats: 6
Industry: Retail Trade

Avaya
Total Board Seats: 7
Industry: Manufacturing (Durable Goods)

MetroPCS Communications
Total Board Seats: 6
Industry: Information

YRC Worldwide
Total Board Seats: 9
Industry: Transportation and Warehousing

Nash-Finch
Total Board Seats: 6
Industry: Wholesale Trade

**In an earlier version of this post, we incorrectly listed L-3 Communications, who had a female board member before the cutoff date, but wasn't represented in the SEC filings used for this list.

SEE ALSO: Only 7 Of The Fortune 500 Companies Have Boards That Are At Least 40% Women

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How Mary Barra Went From Inspecting Fender Panels To GM's First Female CEO

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Mary Barra GM

General Motor's announcement that Mary Barra will take over for Dan Akerson next year, becoming the automaker's first female CEO, is an important step forward for an industry that has been, and remains, dominated by men. 

It also follows a highly successful 33-year career at GM. Here's a look back at how Barra, 51, went from inspecting fender panels as a teen to the auto industry's first female chief.

Barra is a GM lifer in every sense. Her father was a die-maker at a Pontiac plant for almost 40 years, Fortune reports. Her first car was a Chevy. And her very first job at GM came at age 18, when she participated in a GM program that helped pay her college tuition. She spent half the year working for the company, initially inspecting fender and hood panels at a Pontiac plant.

Barra has been with the company since graduating from Kettering University, then called the General Motors Institute, in 1985 with a degree in electrical engineering. She started as a senior engineer at a Pontiac Fiero plant, according to Fortune. She was quickly recognized as someone with management potential, and GM sent her to Stanford Business School. 

Immediately after getting her MBA, she got her first job as a GM manager, running manufacturing planning. Then came a series of increasingly visible jobs, including executive assistant to GM's CEO in the mid '90s, fixing a troubled internal communications department, turning around an important and troubled Detroit plant, and bringing data and efficiency to the company's messy human resources department, which earned her a spot on GM's executive committee.

Throughout that time, Barra managed to avoid the toxic politics that had come to define GM's internal culture. Instead, her career at GM has been defined by a drive toward efficiency, agility, and better quality, things that the company sorely lacked as it fell behind other automakers. 

But there was a lot of dysfunction to cut through, she said in an interview with Forbes.

“I think I lost six months of my life being sent to meetings to argue about a communications protocol,” said Barra. “The problem is the engineers in the room could have made a decision, but they weren’t empowered to. Frankly, if we’d just picked one, it didn’t matter.”

Part of the confusion came from the manufacturing side. In that first job in a Pontiac factory, Barra saw defect after defect in hood and fender panels. 

Barra tackled the inefficient internal organization and poor manufacturing processes as head of HR. She also made her mark on the all-important product development side when she revamped a complicated management structure that had three executives in charge of every car model. 

In 2011 came her biggest test: She was appointed senior vice president for global product development, determining the look, feel, and engineering of GM's most important products, despite having very little experience in designing or developing vehicles. Her manufacturing and quality background came through, resulting in a noticeable uptick in the quality and perception of GM's vehicles. 

Barra is a historic choice to lead the company, and a highly qualified one. And although GM is free of its ties to the U.S. government, it still has a great deal of ground to make up, and she has her work cut out for her. 

SEE ALSO: GM To Name First Ever Female CEO — Mary Barra

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Stay-At-Home Dads Are A Wall Street Mom's Best Accessory

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stay home dads wall street moms

The New York Times recently wrote about a new trend of mothers who work on Wall Street with stay-at-home husbands who watch the kids.

The women and men quoted in the article largely described the arrangement as an inversion of the traditional 1950s marriage: the wife is the breadwinner while the husband cares for the children, does the laundry, and makes the meals.

Husbands who are increasingly willing to take on the domestic load help women dedicate themselves to work in a way that only men with housewives previously could. The women can head to the office before the sun's up without worrying about lunches or daycare dropoffs. If they need to travel with little notice, they can. In exchange, the Wall Street women earn paychecks their husbands could hardly compete with.

The group of women with this arrangement, while growing, is still very small. Moms working in finance with stay-at-home spouses make up less than 2% of all married women on Wall Street, according to the Times' analysis. But their ranks have increased nearly tenfold since 1980.

The Times found that the current number of moms working on Wall Street (more than 21,000) has risen steadily over the past 30 years. In 1980, just 2,980 women fit into that category. The number climbed to 5,924 in 1990 and 16,196 in 2000.

You can see the gradual growth in the chart below: 

Wall St moms NYT data

Will the trend continue? It's hard to say. On the whole, the women seem to like the setup, but the stay-at-home dads interviewed by the Times had mixed feelings. Many were proud of their wife's success, but felt awkward telling friends they were househusbands.

Although it's a sign of progress toward gender equality, the solution certainly isn't ideal. As the Times points out, the culture of Wall Street isn't changing if success requires one partner to stay at home and support the other's career. A more accessible model would offer the flexibility to accommodate dual-earner and single parents.

Click here to read the full story.

SEE ALSO: Tech Is Hiring More Women Than Men For The First Time In 10 Years

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These 21 Amazing Researchers Pioneered The Way For Today's Female Scientists

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Barbara McClintock

The female contribution to the advancement of science and medicine is often overlooked, but the Grolier Club celebrated the role of women in science with its exhibit "Extraordinary Women in Science & Medicine: Four Centuries of Achievement."

Starting with women born in the mid 1500s, the 32 women celebrated in this exhibit were not only pioneers in their fields, many were women's rights activists and worked to encourage other women to enter the science and medical fields.

We've picked out 21 of the women to highlight here.

The exhibit celebrated these women's contributions to science while revealing how many challenges they faced as women in a field dominated by men. Many faced lack of education opportunities, pressure from their parents and society, and many were not given the same recognition for their achievements as their male counterparts.

The exhibit only ran through Nov. 23, but you can check out the book that includes all the information. The Grolier Club is an organization that collects books and prints written throughout history, so we got to see the published papers, lab notebooks, dissertations, and lab equipment of these women up close.

Louise Bourgeois Boursier, 1563–1636

Field: Medicine

Louise Bourgeois Boursier worked to eliminate the pain, fear, and high mortality rates of child birth in the 16th century. Boursier wrote a step-by-step guide to pregnancy, including prenatal care through childbirth. She was present at many royal family births because of her expertise, and she kept a record of her experiences at these births in a book that we got to see up close at the exhibit. 



Maria Cunitz, 1610-1664

Field: Astronomy

Maria Cunitz simplified the process behind calculating the positions of planets. Cunitz published a book that completely reworked the famous Kepler method for figuring out where planets are. His Rudolphine Tables were complicated, but Cunitz figured out a way to significantly simplify the math. The Grolier Club calls her the most advanced mathematical astronomer of the time period.



Laura Bassi, 1711-1778

Field: Physics

Laura Bassi was the first woman offered an official teaching position at a European university. Bassi taught Newtonian physics and wrote almost 30 papers on physics and hydraulics. She was the only woman appointed to Pope Benedict XIV's elite group of 25 scholars. At the exhibit we got to see the bronze and silver medals she was awarded for earning her Ph.D.



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