TIME celebrity

This Is What Chris Pratt Thinks Gender Equality Should Look Like

Chris Pratt at the premiere of 'Jurassic World' in Hollywood on June 9, 2015.
Jason LaVeris—FilmMagic/Getty Images Chris Pratt at the premiere of 'Jurassic World' in Hollywood on June 9, 2015.

"Objectify men as often as we objectify women"

Chris Pratt’s star has risen as his physique transformed from the less-than-toned Andy Dwyer of Parks and Recreation to Star-Lord’s superhero six-pack, and he doesn’t have a problem with that connection.

In a new interview, Pratt admits his new physique played a “huge part” in landing his leading roles in blockbuster films like Jurassic World and Guardians of the Galaxy.

“It was a huge part of how my career has shifted is based on the way that I look, on the way that I’ve shaped my body to look,” he told Radio 4’s Front Row, adding that he feels “totally” objectified now.

“But I think it’s OK, I don’t feel appalled by it,” he went on. “I think it’s appalling that for a long time only women were objectified, but I think if we really want to really advocate for equality, it’s important to not objectify women less, but objectify men as often as we objectify women.”

Pratt added, “There are a lot of beautiful women who got careers out of it, and I’m using it to my advantage. And at the end of the day, our bodies are objects. We’re just big bags of flesh and blood and meat and organs that God gives us to drive around.”

He also said the decision to transform his body wasn’t a “calculated” one, but it’s certainly one that’s paid off – to the tune of that $500 million opening weekend for Jurassic World.

Pratt has spoken about his body transformation throughout the Jurassic World press tour. In the July issue of Men’s Health U.K., Pratt said his weight – which once ballooned toward 300 pounds –raised some big health concerns.

“I was impotent, fatigued, emotionally depressed. I had real health issues that were affecting me in a major way,” Pratt said. “It’s bad for your heart, your skin, your system, your spirit.”

Listen to Pratt discuss his body in the interview clip below.

This article originally appeared on EW.com

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TIME World

These 8 World Leaders Are Taking Major Steps Towards Gender Equality

From closing the pay gap to implementing board quotas to requiring all soldiers to take violence prevention courses, here's how 8 world leaders are embracing HeforShe

UN Women’s “He for She” initiative is in full swing, and on Thursday nine world leaders announced major steps they are taking to bring their countries to full gender equality. Each has pledged to champion HeForShe in their individual nations, and has outlined specific actions they’ll take towards ensuring equal opportunities for women.

The announcements are part of UN Women’s IMPACT 10x10x10 initiative, where 10 heads of state, 10 CEOs, and 10 university presidents commit to taking tangible steps to achieve gender equality, as part of the HeForShe movement that actress Emma Watson announced at the UN last year.

Here are some of the main commitments from 8 heads of state from around the world– the final two leaders will be announced at a later date.

Sauli Niinistö, President of Finland, has vowed to decrease violence against women by 5% over the next five years, partly by requiring all soldiers in the Finnish Defense Forces to learn about aggression control and violence prevention. Since Finland has universal male conscription, that means that almost all young men in Finland will be required to complete an education program on violence against women.

Sigmundur Davíð Gunnlaugsson, Prime Minister of Iceland, has committed to eliminating the gender pay gap in Iceland by 2022: currently, women are paid 6-18% less than men. The government will achieve this by conducting major audits of all companies in Iceland, to ensure that women are being paid fairly. Gunnlaugsson’s administration will also sponsor major reports on the status of women in media in Iceland, in order to achieve parity by 2020, and has pledged to make 1 in 5 Icelandic men commit to supporting HeforShe principals by 2016.

Joko Widodo, President of Indonesia, is pushing a to make the Indonesian parliament 30% female (up from 17%.) The government plans to promote more women to senior leadership positions, mandate gender training for all government institutions, and study trends in female voting and women who run for political office. Widodo also pledges to extend national health insurance coverage to reproductive and maternal health care, and improve sexual health services around the country. He also wants to fight violence against women, by launching a nationwide survey in 2016 that could help the government make targeted interventions to help the 3-4 million Indonesian women who face violence ever year. And, providing women migrant workers with financial literacy training is just one way they help give them more independence.

Shinzo Abe, Prime Minister of Japan, is unrolling major reforms to support more women in the workforce. Abe is proposing a bill that would require all public sector institutions and companies with more than 301 employees to demonstrate concrete action plans to increase the representation of women. He’s also increasing nursery school capacity, and enhancing family leave policies. Japan is also leveraging $3 billion in international aid to enhance peace and security and ending sexual violence abroad.

Arthur Peter Mutharika, President of Malawi, is committing to fully ending child marriage in Malawi. Currently, about half of girls in Malawi are married before they turn 18– the government just passed a new law to address this problem, and Mutharika commits to fully implementing this law by creating new local marriage courts and improving marriage registration. Malawi is also making major steps towards economic empowerment of women, by requiring all commercial banks to develop lending options just for women by 2016, in order to increase the number of women accessing credit by 30%.

Klaus Iohannis, President of Romania, is launching a new nationwide analysis of violence against women, to make sure agencies and public institutions have the data they need to inform policy that could protect victims. Based on the data they find, Iohannis plans to create emergency shelters in every region of the country. Romania is also creating two entirely new professions — Expert in Gender Equality and Gender Equality Technician — to implement gender equality strategies, and 70% of Romanian public institutions are required to employ one by 2020.

Paul Kagame, President of Rwanda, is pledging to make sure women have equal access to technology and increase girls’ enrollment in tech fields. Currently, women represent only 20% of employees in the tech sector, and only 35% of women own mobile phones (compared to almost half of men.) Kagame also wants to get more girls enrolled in technical and vocational training programs by launching a national mentorship and career guidance program to encourage girls to take science and technology courses, aiming at 50% of eligible girls enrolled by 2020. Currently, only about 18% of eligible girls are enrolled. Rwanda is also rolling out an initiative to end gender-based violence, by building One Stop Centers all over the country to provide medical, legal, and psychological support to victims, part of what they call a “zero tolerance policy” towards sexual violence.

Stefan Löfvén, Prime Minister of Sweden, says Sweden already has a feminist government, but that more men need to stand up for gender equality. He promises to get more women into the workforce (64% of Swedish women are employed full time, compared to 69% of Swedish men) and close the wage gap– currently, Swedish women make only 87 cents for every dollar a man makes. Sweden has achieved a remarkable level of gender equality in government, but women are still under-represented in business and academia. The government has set a target that boards of top Swedish companies must be 40% female by 2017– if that goal isn’t met, the government will start implementing a quota.

Read more: Twitter, Vodafone and Georgetown University All Commit to Gender Equality

TIME feminism

Twitter, Vodafone, and Georgetown University All Commit to Gender Equality

Big companies like Twitter and Vodafone and major universities like Georgetown and Oxford have all pledged to take concrete steps towards gender equality as part of the final installment of UNWomen’s IMPACT 10x10x10 initiative, released Thursday. The initiative is part of the HeForShe movement unveiled by Emma Watson at the UN last fall, designed to encourage 10 CEOs, 10 University Presidents, and 10 world leaders to commit to advancing the cause of women’s equality.

Last month we listed 5 CEOs and 5 university presidents who are committing to HeForShe policies- here are the rest:

Adam Bain, president of Twitter, is committing to help HeForShe mobilize a third of all men to fight for gender equality. A major supporter of Girls Who Code, Twitter is aiming to reach 300 students a year to teach them crucial tech skills. Currently women make up only 10% of technical roles at Twitter and 30% of employees overall, but the company is committing to transparency as they aim towards gender parity.

Antony Jenkins, CEO of Barclays, is pledging to provide 2.5 million women around the world with tailored financial programming, which would expand access to credit, teach financial literacy skills, and help more women become business owners. Barclays also aims to increase the representation of women in senior leadership positions to 26% by 2018 and exceed 30% for women on boards by 2020.

Dominic Barton, managing director of McKinsey & Company, is aiming to increase the representation of women in consulting roles to 40% by 2020. Today, 30% of new hires are women– Barton wants women to make up 50% of undergraduate recruits by 2020. And the company will continue to invest in research that examines the link between gender diversity and profitability.

Jean Pascal Tricoire, CEO of Schneider Electric, has already developed a thorough process to ensure salary equity in Schneider’s France office, but he aims to expand that process to reach 85% of global employees by 2017. Tricoire is also committing to expanding female representation at every level in the company– he wants women to make up 40% of new hires, 33% of the management committee, and 35% of senior positions by 2017.

Vittorio Colao, CEO of Vodafone, has made a bold promise to educate refugee girls, providing online education to 3 million young refugees by 2020. Vodafone also pledges to make sure women hold 30% of middle and senior management positions.

And here are the newest University commitments:

John J. DeGioia, president of Georgetown University, pledges to advance gender equality through the research compiled by Georgetown’s Institute for Women, Peace & Security, which will soon unveil a new study on women’s political participation in ending conflict. Georgetown also recently implemented a new on-campus education program to help students and faculty identify harassment and sexual misconduct.

Andrew Hamilton, vice chancellor of Oxford University, has already committed to achieving 30% female representation among professors, up from 19% today. But as part of his HeForShe pledge, Oxford aims to have 30% of all university leadership positions occupied by women by 2020. Oxford is also doubling down on campus safety by expanding the ‘Good Lad’ workshops, which teach men from Oxford sports teams and social clubs about consent, peer pressure, and responsibility.

Dr. Marco Antonio Zago, president of the University of São Paulo, wants the University to be a leader in addressing violence against women– that’s why he’s implementing a zero-tolerance policy for on-campus violence, and partnering with the University of Buenos Aires and the Autonomous University of Mexico for a joint campaign to re-orient their collective 850,000 students towards healthy gender norms. The University is also establishing an Interdisciplinary Research Program to study how to make cities safer for women.

Frédéric Mion, president of Sciences Po, promises to achieve 40% representation of both genders across all senior leadership positions by 2020, as well as launching new programs that empower men to embrace their responsibilities as husbands and fathers. Mion is also expanding the legally-mandated maternity interviews which help new parents balance work and parenting to all parents (not just mothers,) aims to have 90% of eligible men take paternity leave by 2017.

Samuel L. Stanley, Jr., president of Stony Brook University, aims to close the gender gap in graduation rates– currently, women graduate at a rate 15% higher than their male counterparts, yet over 56% of incoming freshmen are men. The university also aims to increase representation of women in each freshman class by 6%. And through their Center for the Study of Men and Masculinities, Stony Brook University plans to make HeForShe a mainstream initiative across the SUNY network, which could reach almost half a million students.

Read more: These 8 World Leaders Are Taking Major Steps Towards Gender Equality

 

 

 

 

TIME Amazon

A Woman Is Doing This Important Amazon Job for the First Time

It's the role of Jeff Bezos's personal "shadow" at the company

Amazon CEO Jeff Bezos recently named Maria Renz to the position of technical adviser to the CEO.

That’s a fancy title for what, according to Re/code, is basically the job of Bezos’s shadow. It’s a coveted, high-ranking role at the e-commerce giant, and one that has never before been filled by a woman.

Re/code reports that Renz is a 15-year veteran of the Seattle company, and was formerly CEO of Quidsi, parent company of Amazon-owned Diapers.com. She replaces Bezos’s previous shadow Jay Marine, who will now lead Amazon Instant Video’s efforts in Europe.

Bezos’s move comes at a time when many companies have been under increasing pressure for lack of diversity in their workforces—especially technology giants. A mere 51 of Fortune 1000 companies have female CEOs. And at the end of last year, when the Sony hack resulted in a slew of leaked documents, one of the biggest storylines to result was that a female studio president was making nearly $1 million less in salary than her male co-president.

TIME Internet

New Google Doodle Honors Pioneering Seismologist Inge Lehmann

“You should know how many incompetent men I had to compete with — in vain"

Inge Lehmann, who discovered that earth has both an inner and outer core, should be inspiration for any young woman with dreams of becoming a scientist, and on Wednesday Google honored the pioneering seismologist’s 127th birthday with a new animated Doodle.

Lehmann, born on May 13, 1888, made her discovery by analyzing P-waves (primary waves), a high velocity seismic wave that is the first to be recorded by seismographs because it travels through the earth’s core more quickly.

In 1929 Lehmann was studying a large earthquake near New Zealand and observed that some P-waves seemed to bounce off a boundary. This caused a higher frequency of seismic activity within a “shadow zone.” She attributed the phenomenon to an inner core made of different materials. Proven correct, the shadow zone today called the “Lehmann Discontinuity.”

Lehmann was educated at a progressive school that valued equal treatment between genders. But when her professional career took off she often faced discrimination for being a woman, once being quoted as saying, “You should know how many incompetent men I had to compete with — in vain.”

Be that as it may, the pioneering scientist left her mark by making one of the most important seismological discoveries of all time.

She died on Feb. 21, 1993, at the age of 105.

TIME Vatican

Pope Francis Calls for Equal Pay for Women and Men

He says gender-based pay disparities are "pure scandal"

Pope Francis expressed support for equal pay for men and women on Wednesday, calling income disparities “pure scandal.”

Speaking during his weekly general audience, Francis asked that Christians “become more demanding” about achieving gender equality, according to the National Catholic Reporter.

“Why is it expected that women must earn less than men?” he asked the crowd at St. Peter’s Square. “No! They have the same rights. The disparity is a pure scandal.”

The Pope emphasized that concern for women’s equality isn’t at odds with concern for declining marriage rates around the world, a shift he said Christians needed to reflect on “with great seriousness.”

“Many consider that the change occurring in these last decades may have been set in motion by women’s emancipation,” he said. But Francis called that idea “an insult” and “a form of chauvinism that always wants to control the woman.”

[NCR]

TIME Emma Watson

Emma Watson Wants to Know How You’re Advancing Gender Equality

Yes, you

In honor of International Women’s Day, actress and U.N. Women Goodwill Ambassador Emma Watson is taking part in a Q&A session Sunday about achieving gender equality around the world.

She’d like you to be there too: on Monday, Watson asked her London-area fans to describe, in 500 words or less, the work they’ve done to promote gender equality or their experience with inequality, for a chance to attend the event in person. The submission deadline has since closed, but the whole thing will be live streamed on Facebook for anyone who didn’t make the cut.

MONEY Oscars

Patricia Arquette Wants You to Get a Raise — Here’s How to Make It Happen

The Oscar winner gave a shout-out to American women—and called for fair pay regardless of sex.

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An exciting moment for many Oscar viewers on Sunday was Patricia Arquette’s Best Supporting Actress acceptance speech for her role as the protagonist’s mother in the film Boyhood.

“To every woman who gave birth, to every taxpayer and citizen of this nation, we have fought for everybody else’s equal rights,” Arquette said. “It is our time to have wage equality once and for all, and equal rights for women in the United States of America!”

Those words, which drew cheers from fellow actresses Meryl Streep and Jennifer Lopez, reflect growing tensions in Hollywood over the way women in the industry are represented and compensated. Not only do actresses have fewer roles available to them than men—only 30% of speaking characters—but they are paid less across the board. Even Academy Award-winning women face a huge pay gap: They get an extra $500,000 on average tacked on to their salary after winning an Oscar, compared with a $3.9 million bump for men.

Of course, pay discrimination is not limited to La-La Land. Women still make only 78¢ for every dollar a man makes, the Census reports, and that’s true across all wage levels, for everyone from truck drivers to top executives.

If you’re frustrated by your salary (or the pay earned by a woman in your life) and Arquette’s words resonated with you, here are some ways to change things right now.

1. Talk to a man whose job you want

A recent study found that women tend to express satisfaction with low pay because they compare themselves with female peers, and therefore never get a full picture of how underpaid they are relative to men.

Finding a male mentor in a position a notch or three above you can be a huge asset for many reasons, but one of the biggest is that he can give you an unbiased idea of what salary you should be asking for when you seek a promotion or new job.

2. Don’t say “yes” without making a counteroffer

Whether because of social expectations or a hesitation to appear too aggressive (a fear that is not unfounded given proven workplace biases), women are less likely to negotiate than men. One study revealed that only 31% of women countered the salary offer for their first job after grad school, versus 50% of men.

When you are asking for a raise or naming your salary expectations for a new job, it helps to come prepared. You’ll want to be ready with a clear description of your successes and how you have added value in your current position. And you should have an exact dollar figure in mind; research shows negotiating with a specific number makes you sound more authoritative than using a ballpark one.

If you get a resounding “no,” don’t just give up: Consider asking for a one-time bonus instead.

3. Become a mentor

It’s obvious advice to seek out strong mentors to get ahead at work. But taking subordinates under your wing can be just as effective for increasing your status.

Wharton professor Adam Grant has shown that women and men alike tend to be most successful when they balance both giving and taking at work. And women in particular can get a leg up as negotiators when they are in a mentor position, Grant found.

When the higher ups see you as a person who gives a lot and supports the people around you, it’s easier for you to take a little back—in the form of higher pay.

 

TIME Business

Germany Requires Large Companies to Put More Women in the Boardroom

Chancellor Angela Merkel in the lower house of parliament Bundestag in Berlin, Nov. 26, 2014.
Stefanie Loos—Reuters Chancellor Angela Merkel in the lower house of parliament Bundestag in Berlin, Nov. 26, 2014.

Large listed companies must fill at least 30% of the supervisory board seats with female non-executive directors, under new law

Women are about to flood the corporate world in Germany.

Chancellor Angela Merkel’s government adopted a bill on Thursday that will require large listed companies to fill at least 30% of the supervisory board seats with female non-executive directors. The bill will also force thousands of large and mid-size companies to employ more women as managers.

Despite being arguably the most powerful woman in the world, Merkel has so far been unable to convince Germany’s male-dominated business world to voluntarily diversify. Only one-third of the 30 companies in Germany’s DAX stock index would currently meet the 30% quota suggested in the bill. Women’s representation on executive boards is low compared to other European countries like Norway, France and Sweden, according to the Wall Street Journal.

“I am convinced that we will set in motion a cultural change and that this law is a historic milestone for more equality between women and men in this country,” Manuela Schwesig, family minister and main sponsor of the bill, said at a news conference.

The new law will require 108 publicly-traded companies to place women in over 170 supervisory board seats. And an additional 3,500 companies with over 500 employees each will have to boost the number of women in management positions within the next two years.

But businesses are unenthused to meet these targets. A quota “ignores that professional qualification must be the decisive criterion for filling a supervisory board position,” Germany’s employer and industry federations said in a joint statement.

TIME Parenting

The Parent Trap: Are Flexible Work Policies Hurting Moms And Dads?

Close up of scales
Getty Images

Flexible work policies have been hailed as a way to promote work-life balance; the reality is that they may hamper career progress for both men and women. But there's a silver lining

The Daddy Bonus. The Mommy Penalty. We’ve seen a lot of news recently about how the pay gap between men and women is sometimes tied to parenthood. Research shows that mothers, in particular, are greeted with a new baby’s smiles along with a cut to their income, while new fathers can expect a bonus and pat on the back.

And yet a recent study has challenged this body of work, and complicated our understanding of parenthood’s effects on one’s career. The study found that an employee’s parental status—not gender or whether the worker is a mother versus a father—can trigger negative treatment from an employer. It’s an odd silver lining, to be sure. But this research wrinkle — along with other new findings — could help move our conversation about flexibility and family-friendly polices further from the realm of “women’s issues” and over to “everyone issues.” And when managers finally understand that workplace flexibility issues affect everyone, they may finally start to act on them.

Like a kid procrastinating on his homework, it’s not that managers don’t know they should probably be implementing better policies already. In fact, a new Working Mother survey sponsored by Ernst & Young shows that eight out of ten managers acknowledge that employees should have access to flexible work options, even though 39 percent admit to wishing they didn’t have to tackle such a tough management task.

But it may not be as tough as they think — because there are plenty of other models out there that they can mimic. And that, as I wrote recently, is often how change happens inside big companies, anyway — for example, SAS, The Gap, Deloitte, and Ernst & Young.

There’s also plenty of desire for these changes among both men and women. This is where the findings really get interesting. Men say, in the Working Mother survey, for example, that both parents should equally share child care (88 percent) and chores (83 percent), and they report allocating the time saved by working-from-home to caregiving and household responsibilities. About eight in ten of 1000 men surveyed have flexible work schedules and feel comfortable using flextime and telecommuting. Three-quarters believe “a parent should be home with children after school.” But that parent does not have to be the mom: 80 percent of the men are comfortable with mom as primary breadwinner; 39 percent would prefer to be stay-at-home dads.

What about the men who don’t have those flexible schedules? They’re less satisfied with their career prospects, skill development opportunities and compensation. They even feel like they get less support from a spouse or partner to accomplish work tasks.

But the flexibility pendulum can swing too far. The men in the study who reported being the most stressed — even more so than men not using flex-time or telecommuting — were the fathers who worked from home full-time. Most said they felt isolated and unable to escape work, while also sensing that because they worked from home, their job commitment was being questioned by others. That’s the same experience that women have been reporting for years.

Indeed, the stay-at-home workers may be wise to be wary. The academic study found that managers often interpret a person’s use of flex-work options as a signal of high or low job commitment. Specifically, the research found that if a boss attributes an employee’s need for flex to personal-life reasons like child care, as opposed to job performance enhancement reasons like acquiring new skills, the boss tends to assess the employee as less committed and less deserving of career rewards such as raises and promotions. In fact, the manager may even recommend what the authors call a career penalty: reduced responsibility or outright demotion or firing.

The irony: Flexible work policies likely designed to ease parents’ work-family tensions may, in practice, sometimes hamper career progress for parents. But now that mothers and fathers are in this together, perhaps they can teach their bosses that this parent trap is a risk to their bottom line.

Nanette Fondas, co-author of The Custom-Fit Workplace, writes about business, economics, and family. Her work has been published in The Atlantic, Harvard Business Review, Psychology Today, Slate, Ms., Quartz, as well as academic journals. This piece was originally published in New America’s digital magazine, The Weekly Wonk. Sign up to get it delivered to your inbox each Thursday here, and follow @New America on Twitter.

TIME Ideas hosts the world's leading voices, providing commentary and expertise on the most compelling events in news, society, and culture. We welcome outside contributions. To submit a piece, email ideas@time.com.

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