This paper examines how interpersonal social networks relate to the voting behavior of men and women. We argue that underlying the gender gap in voting is related to social processes that depend on the partisan and sex composition of networks. Analysis of the 2000 American National Election Study identified two ways that sex differences are relevant to network explanations of voting behavior. First, men have more sex homophily in their networks than women. As men are more likely to be Republican than women, this leads to different discussion environments for men and women. Second, men—and not women—are more likely to share the political opinion of women discussants, but only when they are pro-Bush and the remainder of the network is also supportive. The results support a social model of voting behavior that highlights the importance of social factors (in this case sex) other than just partisan differences.

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The Lilly Ledbetter Fair Pay Act was the first piece of legislation signed into law by President Barack Obama in January of 2009.  This legislation enables an employee to sue more easily for wage discrimination under Title VII of the Civil Rights Act of 1964.  In this article, we examine the impact that the Lilly Ledbetter Fair Pay Act has had on gender pay equity discrimination complaints and on how the lower courts have interpreted it since it was signed into law in January of 2009.  First, we will provide a brief background about the passage of the Lilly Ledbetter Fair Pay Act and a description of the legislation itself.  Then we will examine any changes in discrimination complaints since its passage, and we will analyze how lower courts have interpreted the legislation. We conclude by arguing that passage of the Lilly Ledbetter Fair Pay Act has offered little redress for gender wage discrimination since its passage six years ago. Keywords:  gender discrimination, equal pay complaints, Lilly Ledbetter Fair Pay Act

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