president's message
Women Lawyers of Sacramento was founded more than 60 years ago and exists today to support and encourage every women lawyer in her career aspirations and to help promote a society that places no limits on where a women’s skills and talent can take her.
Recently, I participated in a discussion regarding microaggressions women face in the workplace. The discussion was prompted by the Women in the Workplace report 2023 (link -- Women in the Workplace 2023: Designed Report (sgff-media.s3.amazonaws.com). The report demonstrated that “[m]icroaggressions signal disrespect, cause acute stress, and can negatively impact women’s careers and health.” Years of data show that women experience microaggressions in the workplace at a significantly higher rate than men –women in general are more likely to face microaggressions by 1.5-2 times greater than men; women of color 1.5 to 5 times greater than men; LGBTQ+ women 2 to 6.5 greater than men.
The examples of microaggressions cited in the report were: (1) Others get credit for my ideas; (2) My judgment is questioned; (3) Others comment on my appearance; (4) Others comment on my emotional state; and (5) I have been mistaken for someone more junior; and for women of color, (6) I have been confused with someone else with the same race or nationality. The report concluded “Women who experience microaggressions are less likely to feel psychologically safe, which makes it harder to take risks, propose new ideas, or raise concerns. The stakes feel just too high… Women who experience microaggressions – and self-shield to deflect them – are three times more likely to think about quitting their jobs and are four times more likely to almost always be burned out. By leaving microaggressions unchecked, companies miss out on everything women have to offer and risk losing talented employees.”
In the discussion I mentioned above, we acknowledged some improvements for women in the workplace – women are no longer being told to wear skirts and pantyhose to court (note to the younger lawyers – if you’ve never heard of or had to wear pantyhose, they are very expensive sheer leggings that frequently got a ‘run’ [think tear] in them whenever you bumped against something, and don’t even get me started on control-tops!) or being resigned to wear boxy, dark suits like their male counter-parts. But, women’s appearance and/or demeanor is still something that is commented upon and can influence evaluations – e.g., “Can you be more bubbly, smiley, effervescent?” Or “You’re dressed up today – do you have a date after work?” Or even criticized for being “in a bad mood”; “too aggressive” or “too harsh.”
I know we will never be able to stop microaggressions from happening altogether, or control what people say to us, but I believe what we can do is monitor our own behavior and make sure that we are models for how women should be treated. This means saying something in the moment when necessary and appropriate – Being an ally – Being that safe space who your colleagues can come to and discuss things that are bothering them. If you are in management, be that safe person women know they can report or discuss negative experiences they have had, and stand up for women when you see something that is not right.
Organizations like WLS exist to shed light on these issues and bring awareness to actions that may be unintentional or even well-meaning but are harmful to the longevity of women in the profession. However, the greatest disparity between men and women is not how we dress, or whether our appearance or demeanor is a topic of conversation, it is that women on average are being paid less for the same amount of work (78 cents on the dollar for all wage earners and 84 cents on the dollar for full-time, year-around wage earners[1]).
Supporting organizations like WLS, by choosing to be a member, by being involved and attending our luncheons and mixers, and even sponsoring our events, allows WLS and others to advocate, support and defend women lawyers. As we approach Women’s History Month (March) and Equal Pay Day (March 12, 2024), we need organizations like WLS, advocating and supporting women to achieve equal pay for equal work.
Thank you for your time. I hope to see you at our next event – a mixer with SABA, ABAS and SacFALA on April 11, 2024 at 5:30p.m. at Sequoia at the Cannery or our WLS Membership event on May 16, 2024 (FREE for WLS members!) at 12 noon also at Sequoia at the Cannery.
[1] https://www.equalpaytoday.org/equal-pay-day
Recently, I participated in a discussion regarding microaggressions women face in the workplace. The discussion was prompted by the Women in the Workplace report 2023 (link -- Women in the Workplace 2023: Designed Report (sgff-media.s3.amazonaws.com). The report demonstrated that “[m]icroaggressions signal disrespect, cause acute stress, and can negatively impact women’s careers and health.” Years of data show that women experience microaggressions in the workplace at a significantly higher rate than men –women in general are more likely to face microaggressions by 1.5-2 times greater than men; women of color 1.5 to 5 times greater than men; LGBTQ+ women 2 to 6.5 greater than men.
The examples of microaggressions cited in the report were: (1) Others get credit for my ideas; (2) My judgment is questioned; (3) Others comment on my appearance; (4) Others comment on my emotional state; and (5) I have been mistaken for someone more junior; and for women of color, (6) I have been confused with someone else with the same race or nationality. The report concluded “Women who experience microaggressions are less likely to feel psychologically safe, which makes it harder to take risks, propose new ideas, or raise concerns. The stakes feel just too high… Women who experience microaggressions – and self-shield to deflect them – are three times more likely to think about quitting their jobs and are four times more likely to almost always be burned out. By leaving microaggressions unchecked, companies miss out on everything women have to offer and risk losing talented employees.”
In the discussion I mentioned above, we acknowledged some improvements for women in the workplace – women are no longer being told to wear skirts and pantyhose to court (note to the younger lawyers – if you’ve never heard of or had to wear pantyhose, they are very expensive sheer leggings that frequently got a ‘run’ [think tear] in them whenever you bumped against something, and don’t even get me started on control-tops!) or being resigned to wear boxy, dark suits like their male counter-parts. But, women’s appearance and/or demeanor is still something that is commented upon and can influence evaluations – e.g., “Can you be more bubbly, smiley, effervescent?” Or “You’re dressed up today – do you have a date after work?” Or even criticized for being “in a bad mood”; “too aggressive” or “too harsh.”
I know we will never be able to stop microaggressions from happening altogether, or control what people say to us, but I believe what we can do is monitor our own behavior and make sure that we are models for how women should be treated. This means saying something in the moment when necessary and appropriate – Being an ally – Being that safe space who your colleagues can come to and discuss things that are bothering them. If you are in management, be that safe person women know they can report or discuss negative experiences they have had, and stand up for women when you see something that is not right.
Organizations like WLS exist to shed light on these issues and bring awareness to actions that may be unintentional or even well-meaning but are harmful to the longevity of women in the profession. However, the greatest disparity between men and women is not how we dress, or whether our appearance or demeanor is a topic of conversation, it is that women on average are being paid less for the same amount of work (78 cents on the dollar for all wage earners and 84 cents on the dollar for full-time, year-around wage earners[1]).
Supporting organizations like WLS, by choosing to be a member, by being involved and attending our luncheons and mixers, and even sponsoring our events, allows WLS and others to advocate, support and defend women lawyers. As we approach Women’s History Month (March) and Equal Pay Day (March 12, 2024), we need organizations like WLS, advocating and supporting women to achieve equal pay for equal work.
Thank you for your time. I hope to see you at our next event – a mixer with SABA, ABAS and SacFALA on April 11, 2024 at 5:30p.m. at Sequoia at the Cannery or our WLS Membership event on May 16, 2024 (FREE for WLS members!) at 12 noon also at Sequoia at the Cannery.
[1] https://www.equalpaytoday.org/equal-pay-day
2024 Membership drive
Join us on our journey to promote women's voices! The Membership Committee is still in its 2024 membership push and it's a great time to become a WLS member. As a WLS member, you will have access to monthly events including WLS's lecture and luncheon series, which features speakers on a broad range of topical issues and MCLE credits; mixers; and other networking opportunities. We look forward to having you! Join here.
You can also join our affiliate, California Women's Lawyers, through WLS at a discounted rate! Join here.
The Membership Committee is gathering member interest in a "Connection" Program where WLS informally connects new lawyers with mid-career lawyers. We envision casual coffee dates, one-one-one conversations, and sharing information and experiences. Our goal is to support one another in life and in work! If you would be interested in participating in this program, please email [email protected] and [email protected].
You can also join our affiliate, California Women's Lawyers, through WLS at a discounted rate! Join here.
The Membership Committee is gathering member interest in a "Connection" Program where WLS informally connects new lawyers with mid-career lawyers. We envision casual coffee dates, one-one-one conversations, and sharing information and experiences. Our goal is to support one another in life and in work! If you would be interested in participating in this program, please email [email protected] and [email protected].
honoring black history month
From Sankofa to Empowerment: Honoring Black History in Shaping the Resilience of Women LawyersBy: Programs Committee - Margo Cutter, Jennifer Domer, & Jamie Mauhay
On February 22, 2023, Women Lawyers of Sacramento (WLS), in collaboration with the Wiley Manuel Bar Association (WMBA), hosted an event that not only celebrated the essence of Black History Month but also underscored the profound impact of vulnerability and resilience in the legal profession, especially for women. Our esteemed keynote speaker, Judge Myrlys Stockdale Coleman, graced the audience at the Sequoia, delivering a message that was both timely and timeless, touching on themes of reflection, progress, and the courage to "DREAM WILD."
Judge Stockdale Coleman introduced the concept of Sankofa, a principle originating from the Akan tribe in Ghana, represented by a bird with its head turned backward while its feet face forward. This principle emphasizes the importance of learning from the past to build a better future, a concept that resonates deeply within the legal profession and beyond. Her discussion on Sankofa was not just about cultural reflection; it was a call to action for all of us to embrace our journeys, with all their trials and triumphs, as integral to our personal and professional growth.
In a profession where resilience is often masked by a veneer of stoicism, the message of vulnerability as a strength is revolutionary, particularly for female attorneys. The legal field, historically dominated by men, has long perpetuated a culture where emotional openness is seen as a weakness. Yet, as Judge Stockdale Coleman eloquently highlighted, it is in our moments of vulnerability that we find our greatest strength and capacity for growth. Her reminder that success is not measured by the absence of failure, but by our ability to rise each time we fall, serves as a powerful testament to the resilience and tenacity of women in law.
Moreover, the concept of Sankofa, as presented by Judge Stockdale Coleman, encourages us to draw strength from our collective history. It invites us to reflect on the struggles and achievements of those who paved the way for women in law, to learn from their experiences, and to carry forward their legacy of resilience and determination. This historical perspective enriches our understanding of our professional identity and deepens our commitment to justice and equity.
We extend our heartfelt thanks to Judge Myrlys Stockdale Coleman for her inspiring message. Let us carry forward the spirit of Sankofa, embracing our past to forge a brighter, more inclusive future for all women in law. As we reflect on the powerful message of our luncheon, let us all commit to being vulnerable, to dreaming wildly, and to supporting one another in our collective journey toward progress and empowerment.
On February 22, 2023, Women Lawyers of Sacramento (WLS), in collaboration with the Wiley Manuel Bar Association (WMBA), hosted an event that not only celebrated the essence of Black History Month but also underscored the profound impact of vulnerability and resilience in the legal profession, especially for women. Our esteemed keynote speaker, Judge Myrlys Stockdale Coleman, graced the audience at the Sequoia, delivering a message that was both timely and timeless, touching on themes of reflection, progress, and the courage to "DREAM WILD."
Judge Stockdale Coleman introduced the concept of Sankofa, a principle originating from the Akan tribe in Ghana, represented by a bird with its head turned backward while its feet face forward. This principle emphasizes the importance of learning from the past to build a better future, a concept that resonates deeply within the legal profession and beyond. Her discussion on Sankofa was not just about cultural reflection; it was a call to action for all of us to embrace our journeys, with all their trials and triumphs, as integral to our personal and professional growth.
In a profession where resilience is often masked by a veneer of stoicism, the message of vulnerability as a strength is revolutionary, particularly for female attorneys. The legal field, historically dominated by men, has long perpetuated a culture where emotional openness is seen as a weakness. Yet, as Judge Stockdale Coleman eloquently highlighted, it is in our moments of vulnerability that we find our greatest strength and capacity for growth. Her reminder that success is not measured by the absence of failure, but by our ability to rise each time we fall, serves as a powerful testament to the resilience and tenacity of women in law.
Moreover, the concept of Sankofa, as presented by Judge Stockdale Coleman, encourages us to draw strength from our collective history. It invites us to reflect on the struggles and achievements of those who paved the way for women in law, to learn from their experiences, and to carry forward their legacy of resilience and determination. This historical perspective enriches our understanding of our professional identity and deepens our commitment to justice and equity.
We extend our heartfelt thanks to Judge Myrlys Stockdale Coleman for her inspiring message. Let us carry forward the spirit of Sankofa, embracing our past to forge a brighter, more inclusive future for all women in law. As we reflect on the powerful message of our luncheon, let us all commit to being vulnerable, to dreaming wildly, and to supporting one another in our collective journey toward progress and empowerment.
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legislation & bar delegation committee
Introduction and Policy Updates
By: Bianca Angulo, Carmen-Nicole Cox, & Heather Fuchs
The Legislation & Bar Delegation Committee monitors legislation throughout the year to identify bills that are aligned with the Women Lawyers of Sacramento’s mission and consistent with the Committee’s policy areas of focus. This year’s policy areas of focus are:
2024 Policy Areas of Focus
The Board voted unanimously to submit letters to legislators in support of these bills.
By: Bianca Angulo, Carmen-Nicole Cox, & Heather Fuchs
The Legislation & Bar Delegation Committee monitors legislation throughout the year to identify bills that are aligned with the Women Lawyers of Sacramento’s mission and consistent with the Committee’s policy areas of focus. This year’s policy areas of focus are:
2024 Policy Areas of Focus
- Holistic Health, particularly child and maternal health and well-being
- Education and Vocation, particularly for LGBTQIA+ and foster youth
- Family Prosperity, including matters impacting family leave and pay equity
- Holistic Health
- SB 953 (Menjivar) Medi-Cal: menstrual products. The Medi-Cal program provides health care services to low-income individuals and is overseen by the State Department of Health Care Services. This program is also partly governed and funded by the federal Medicaid program. However, there is currently no coverage for menstrual products under this program. To address this issue, a proposed bill would add menstrual products to the list of covered benefits under Medi-Cal. The State Department of Health Care Services would be responsible for seeking any necessary federal approvals and utilizing available federal funding to implement this coverage.
- AB 1810 (Bryan/Bonta) Incarcerated persons: menstrual products. Existing law requires an incarcerated or detained person to access, upon request, menstrual products such as sanitary pads and tampons and other materials related to their menstrual cycle or uterine/vaginal bleeding by request. This bill would require that, instead of requiring access to menstrual products by request, the incarcerated or confined person would have ready access to these products. This bill would provide that, if the Commission on State Mandates determines that the bill contains costs mandated by the state, reimbursement for those costs shall be made pursuant to applicable statutory provisions.
- Education and Vocation
- AB 1887 (Cervantes) Foster care: LGBTQ Youth. This bill would require the State Department of Social Services to convene a workgroup to create a report with recommendations to prevent housing instability among LGBTQ+ youth in foster care. The workgroup would submit the report by January 1, 2026.
- AB 1955 (Ward) Pupil Health: school-based health services and school-based mental health services. This bill would require the State Department of Education to include county offices of education and charter schools in the existing system of providing information and guidance to schools that request the information and guidance to establish “Health Days” to provide screenings for common health problems among pupils. The Department would encourage school districts, county offices of education and charter schools to participate in programs that offer reimbursement for school-based health services and school based mental health services.
- Family Prosperity
- AB 2011 (Bauer-Kahan) Unlawful employment practices: small employer family leave mediation program. The California Fair Employment and Housing Act provides a pilot mediation program for small employers with 5 to 19 employees who are facing complaints about family and medical leave or bereavement leave. The department must start this mediation program within 60 days of a request. The employee cannot file a lawsuit and the statute of limitations is tolled for the claims related to denial of leave. This bill would apply these provisions to reproductive loss leave, make clear that the statute of limitations is tolled until mediation is complete for all claims arising out of a violation of the specified leave, and remove the sunset date (January 1, 2025) making the program permanent.
The Board voted unanimously to submit letters to legislators in support of these bills.
