Gender bias is holding women back in the workplace. Whether deliberate or unconscious, bias makes it harder for women to get hired and promoted and negatively impacts their day-to-day work experiences. This hurts women and makes it difficult for companies to level the playing field.
This presentation gives people the tools to address gender bias head-on.
The document discusses the concept of excellence and how to achieve it. It states that the secret to finding joy in work is excellence, which is attained through training and habituation. While perfection is unattainable, pursuing excellence leads to improved performance. Excellence means doing even common tasks in an uncommon, exceptional way. The path to excellence requires continual self-improvement and aiming higher than what others expect or deem practical.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Ikigai is a Japanese concept that refers to having a reason for living or a sense of purpose. A 1994 study in Japan found that having ikigai was linked to lower stress, better self-rated health, and reduced risk of strokes. The document suggests finding your ikigai by reflecting on your passions and what fascinates you. It states that ikigai can be something that makes you feel life is worth living and that you can have multiple ikigais throughout life. Combining discovering your ikigai with financial planning may help achieve your dreams.
Managing Difficult Conversations:9 Questions to Ask YourselfBarbara Greene
Do you avoid difficult conversations? There is no need to avoid them if you focus on the constructive possibilities. Start by asking yourself these 9 critical questions.
Unconscious Biases and mental models pose some of the biggest roadblocks to creating inclusive workplaces. We have listed the twelve most common workplace biases, how they impact your work day, and ways to avoid them.
Reach us to know about our unconscious bias workshops in this session, we help bring to the surface the hidden pictures in specific diverse groups, talk through strategies for working through them, and most importantly, help normalize the idea of biases.
Delivered through workplace case scenarios, videos, immersive activities, and lots of space for discussions.
www.re-link.org
This document discusses common myths about work-life balance and provides guidance on effective work-life balance programs. It addresses 10 common myths, such as the myths that work-life balance means an even 50/50 split of time between work and home, or that all employees benefit equally from work-life balance programs. The document emphasizes that effective programs consider employee and organizational needs, optimize flexibility and support, and are tailored to the unique context rather than just copying other companies. It warns that propagating the myths could lead organizations to implement misguided work-life balance programs.
When developing goals, one should create intermediate goals within 30 days, short term goals within 3-9 months, and long term goals over 1 year. Intermediate goals build confidence and motivation to achieve short and long term goals, which can otherwise seem daunting. Breaking big goals into smaller intermediate goals makes them less intimidating and helps develop self-confidence as each step is accomplished. Goals are most easily achieved when broken down into smaller, more manageable parts.
Perks WW 10 Employee Recognition Program Best Practices WebinarDeb Broderson
The document outlines 10 best practices for employee recognition programs. It recommends developing an ROI plan, tying recognition to company values and goals, implementing peer-to-peer recognition over top-down approaches, recognizing specific behaviors, making the recognition process fast and easy, helping managers succeed, keeping all employees informed, using game mechanics to increase engagement, balancing intrinsic and extrinsic rewards, and monitoring performance and making adjustments. It provides details on elements to consider for each best practice.
The document discusses the concept of excellence and how to achieve it. It states that the secret to finding joy in work is excellence, which is attained through training and habituation. While perfection is unattainable, pursuing excellence leads to improved performance. Excellence means doing even common tasks in an uncommon, exceptional way. The path to excellence requires continual self-improvement and aiming higher than what others expect or deem practical.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Ikigai is a Japanese concept that refers to having a reason for living or a sense of purpose. A 1994 study in Japan found that having ikigai was linked to lower stress, better self-rated health, and reduced risk of strokes. The document suggests finding your ikigai by reflecting on your passions and what fascinates you. It states that ikigai can be something that makes you feel life is worth living and that you can have multiple ikigais throughout life. Combining discovering your ikigai with financial planning may help achieve your dreams.
Managing Difficult Conversations:9 Questions to Ask YourselfBarbara Greene
Do you avoid difficult conversations? There is no need to avoid them if you focus on the constructive possibilities. Start by asking yourself these 9 critical questions.
Unconscious Biases and mental models pose some of the biggest roadblocks to creating inclusive workplaces. We have listed the twelve most common workplace biases, how they impact your work day, and ways to avoid them.
Reach us to know about our unconscious bias workshops in this session, we help bring to the surface the hidden pictures in specific diverse groups, talk through strategies for working through them, and most importantly, help normalize the idea of biases.
Delivered through workplace case scenarios, videos, immersive activities, and lots of space for discussions.
www.re-link.org
This document discusses common myths about work-life balance and provides guidance on effective work-life balance programs. It addresses 10 common myths, such as the myths that work-life balance means an even 50/50 split of time between work and home, or that all employees benefit equally from work-life balance programs. The document emphasizes that effective programs consider employee and organizational needs, optimize flexibility and support, and are tailored to the unique context rather than just copying other companies. It warns that propagating the myths could lead organizations to implement misguided work-life balance programs.
When developing goals, one should create intermediate goals within 30 days, short term goals within 3-9 months, and long term goals over 1 year. Intermediate goals build confidence and motivation to achieve short and long term goals, which can otherwise seem daunting. Breaking big goals into smaller intermediate goals makes them less intimidating and helps develop self-confidence as each step is accomplished. Goals are most easily achieved when broken down into smaller, more manageable parts.
Perks WW 10 Employee Recognition Program Best Practices WebinarDeb Broderson
The document outlines 10 best practices for employee recognition programs. It recommends developing an ROI plan, tying recognition to company values and goals, implementing peer-to-peer recognition over top-down approaches, recognizing specific behaviors, making the recognition process fast and easy, helping managers succeed, keeping all employees informed, using game mechanics to increase engagement, balancing intrinsic and extrinsic rewards, and monitoring performance and making adjustments. It provides details on elements to consider for each best practice.
This document discusses communication in the workplace. It covers advances in technology and how they have removed boundaries but also introduced distractions. It also discusses the culturally diverse modern workforce and challenges in cross-cultural communication. Teamwork is important for efficiency but presents challenges like unequal participation and limiting creativity. Effective communication is key for any successful workplace.
The document discusses eight keys to a positive lifestyle for success: 1) know your purpose, 2) strive for more, 3) set goals, 4) be your own motivation, 5) take risks, 6) avoid procrastination, 7) develop good habits like exercise and sleep, and 8) make time for yourself. Following these principles through lifestyle changes that occur gradually over time can help ensure success in life.
This document provides guidance on achieving work-life balance. It discusses defining work-life balance, recognizing when balance is lost, consequences of imbalance, and tips for improving balance. Specifically, it suggests that balance means having control over one's work and fulfilling responsibilities with minimal conflict. It lists 18 signs that balance may be lost and consequences like reduced satisfaction and health issues. Finally, it recommends tactics like setting boundaries, prioritizing important aspects of life, and regularly reassessing goals.
Life presents problems but also solutions. While the past cannot be changed, one can create a successful future by facing challenges with courage and learning from mistakes and experiences. Stay focused on opportunities rather than past failures or the shortcomings of others.
This document contains copyright information and terms of use for an eBook titled "The Jim Rohn Classics 3-Pack" by E. James Rohn. It states that the eBook is protected by US and international copyright laws. The terms of use allow the purchaser to download one personal copy and maintain one personal backup copy, but does not grant rights to copy, distribute, modify or create derivative works from the content without permission. It warns that unauthorized copying and distribution would be a violation of copyright laws.
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
17 Ways Successful People Approach LifeBrian Downard
Do you want to know what makes successful people they way they are? Want to know what their secret is?
While success means something different to everyone, there are a few common things you can learn from other successful people that apply to anything you want to do in life.
This document discusses the importance of self-discipline for spiritual success. It outlines areas of self-discipline like sadhana, service, relationships, and life management. Quotes from Srila Prabhupada emphasize that self-discipline means not identifying with the body and that obedience is the first law of discipline. It also presents challenges to self-discipline like laziness and comfort zones. A seven step process to self-discipline is provided, including deciding goals, writing them down, setting deadlines, and taking daily action. Benefits of self-discipline include following Prabhupada's instructions and purification.
The document discusses various topics related to differences between men and women, including tendencies to gossip, personal appearance, and roles in the workplace. It notes that while men may spend more total time gossiping than women, the topics tend to differ between genders. Men are more likely to discuss work colleagues, while women discuss other people's relationships. The document also suggests that stereotypes of masculinity portrayed in media sometimes discourage behaviors considered metrosexual, like caring about one's appearance.
The document contains quotes from various individuals about loving one's work. Steve Jobs stresses that one can only be truly satisfied by doing great work in a field they are passionate about. Lailah Gifty Akita notes it is better to do small meaningful tasks with love than large projects without passion. The document emphasizes finding work one is inspired by and pursuing it with love and excellence despite challenges.
This document discusses how to build self-confidence. It explains that self-confidence is important for success and can be learned. It provides tips for preparing yourself, such as reflecting on past achievements, identifying your strengths, setting goals, and managing negative self-talk. Specific strategies are outlined for building self-confidence, including dressing professionally, improving posture and gait, giving motivational self-talks, speaking up in groups, exercising, focusing on contribution over flaws, and sitting in the front row.
Cheryl Richardson explores why saying no can be difficult for many people in her book The Art of Saying No. She explains that we often have trouble saying no due to not wanting to feel guilty for letting others down, disappoint them, or damage relationships. Additionally, we may lack the language to turn people down politely or fear conflict. However, Richardson notes it is important to say no when needed in order to prioritize our own needs and avoid overcommitting. She provides strategies for saying no respectfully such as buying time to think, assessing how much you really want to do something, and being honest yet considerate in delivery.
Session 2 positive thinking and attitude ( SMS )Amaan Hussain
The document discusses positive thinking and its benefits. Positive thinking involves focusing on opportunities rather than difficulties and expecting positive outcomes. It can improve health, help achieve goals, increase happiness and energy. Developing positive thinking involves using positive self-talk, visualizing success, reading inspiring materials, and believing in one's abilities rather than dwelling on negatives.
1. The document uses the analogy of building a pipeline to transport water to illustrate the difference between an employee mindset of carrying buckets daily versus an entrepreneur mindset of investing time up front to build passive income over the long run.
2. It tells the story of Pablo, who builds a pipeline, and Bruno, who continues carrying buckets, to show how Pablo's forward-thinking investment of time leads to financial freedom while Bruno's short-term gratification leaves him worn out without steady income.
3. The key lessons are to delay gratification, embrace a long-term mindset, build passive residual income sources, and invest time now to gain freedom of time in the future.
Preparing for a happy and successful retirementeph-hr
Financial planning is not the only area that one needs to consider when preparing for retirement. When the structure of work ends it can raise many questions. Some examples of these questions are how should I spend my time, what if I get bored and don’t like being retired and/or will spending so much time together with my partner be a good thing or not. Some people thrive and enjoy being retired while others can slip into periods of self-doubt and even depression once retired.
Setting Goals For Yourself, And Motivating Yourselfkktv
This document provides guidance on setting goals and staying motivated to achieve them. It discusses the importance of having goals, plans, and taking action. It also offers tips for visualizing the future, finding role models, getting organized, and using positive affirmations and self-talk to stay motivated. Managing choices and responding to resistance from others is also addressed.
1. The document discusses the "Progress Principle" which is that people perform better at work when they are happy, have positive views of their organization and work, and are motivated by the work itself rather than external factors.
2. It explains that daily work events, both positive and negative, influence employees' inner work life including their perceptions, emotions, and motivation, which impacts individual performance.
3. The key is focusing on daily progress in meaningful work, supporting employees through catalysts and nourishment, and leaders taking responsibility for their direct reports' inner work lives.
The document discusses the seven habits of effective people as outlined by Stephen Covey. It describes each of the seven habits: 1) be proactive, 2) begin with the end in mind, 3) put first things first, 4) think win-win, 5) seek first to understand then be understood, 6) synergy, and 7) sharpen the saw. The habits move from dependency to independence to interdependence and build upon each other to help people become more effective.
How to win friends and influence peoplelionel_milan
Dale Carnegie was an American author who wrote the iconic self-help book "How to Win Friends and Influence People." Published in 1936, the book became a massive bestseller and has sold over 30 million copies worldwide. The book provides timeless advice on effective communication and positive relationships that remain highly relevant today. Some of Carnegie's key principles included avoiding criticism, making others feel important, appealing to people's interests and motivations, and using tact and diplomacy rather than confrontation. Business magnate Warren Buffett was highly influenced by the book in his early career.
This document discusses the importance and speed of trust in relationships. It provides several examples of how trust is built through honest and integrity, kindness, loyalty, listening, apologizing and setting clear expectations. These actions make "deposits" in an emotional bank account and help strengthen relationships over time. Without regular deposits, trust can deteriorate even if there is still love and commitment. The key message is that trust is vital for effective communication and collaboration, but also requires sustained effort through thoughtful actions to develop and maintain.
Equality is not a women's issue – it's a business issue. The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth, and more...
Gender equality is essential for HM Health Solutionsy to thrive. Here's how we're championing equality in the workplace.
BanBossy - Leadership tips for managersNaomi Handler
This document discusses strategies for promoting gender equality in leadership. It notes that from a young age, girls are discouraged from leadership roles and risk being labeled "bossy" for assertive behavior. The Ban Bossy campaign aims to encourage female leadership by providing tips for supporting girls and overcoming unconscious gender bias. Some tips for managers include making meetings inclusive, evaluating performance fairly, giving women credit for their work, and paying women fairly. The overall message is that small actions can help counter gender stereotypes and leverage the full potential of both women and men in the workplace.
This document discusses communication in the workplace. It covers advances in technology and how they have removed boundaries but also introduced distractions. It also discusses the culturally diverse modern workforce and challenges in cross-cultural communication. Teamwork is important for efficiency but presents challenges like unequal participation and limiting creativity. Effective communication is key for any successful workplace.
The document discusses eight keys to a positive lifestyle for success: 1) know your purpose, 2) strive for more, 3) set goals, 4) be your own motivation, 5) take risks, 6) avoid procrastination, 7) develop good habits like exercise and sleep, and 8) make time for yourself. Following these principles through lifestyle changes that occur gradually over time can help ensure success in life.
This document provides guidance on achieving work-life balance. It discusses defining work-life balance, recognizing when balance is lost, consequences of imbalance, and tips for improving balance. Specifically, it suggests that balance means having control over one's work and fulfilling responsibilities with minimal conflict. It lists 18 signs that balance may be lost and consequences like reduced satisfaction and health issues. Finally, it recommends tactics like setting boundaries, prioritizing important aspects of life, and regularly reassessing goals.
Life presents problems but also solutions. While the past cannot be changed, one can create a successful future by facing challenges with courage and learning from mistakes and experiences. Stay focused on opportunities rather than past failures or the shortcomings of others.
This document contains copyright information and terms of use for an eBook titled "The Jim Rohn Classics 3-Pack" by E. James Rohn. It states that the eBook is protected by US and international copyright laws. The terms of use allow the purchaser to download one personal copy and maintain one personal backup copy, but does not grant rights to copy, distribute, modify or create derivative works from the content without permission. It warns that unauthorized copying and distribution would be a violation of copyright laws.
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
17 Ways Successful People Approach LifeBrian Downard
Do you want to know what makes successful people they way they are? Want to know what their secret is?
While success means something different to everyone, there are a few common things you can learn from other successful people that apply to anything you want to do in life.
This document discusses the importance of self-discipline for spiritual success. It outlines areas of self-discipline like sadhana, service, relationships, and life management. Quotes from Srila Prabhupada emphasize that self-discipline means not identifying with the body and that obedience is the first law of discipline. It also presents challenges to self-discipline like laziness and comfort zones. A seven step process to self-discipline is provided, including deciding goals, writing them down, setting deadlines, and taking daily action. Benefits of self-discipline include following Prabhupada's instructions and purification.
The document discusses various topics related to differences between men and women, including tendencies to gossip, personal appearance, and roles in the workplace. It notes that while men may spend more total time gossiping than women, the topics tend to differ between genders. Men are more likely to discuss work colleagues, while women discuss other people's relationships. The document also suggests that stereotypes of masculinity portrayed in media sometimes discourage behaviors considered metrosexual, like caring about one's appearance.
The document contains quotes from various individuals about loving one's work. Steve Jobs stresses that one can only be truly satisfied by doing great work in a field they are passionate about. Lailah Gifty Akita notes it is better to do small meaningful tasks with love than large projects without passion. The document emphasizes finding work one is inspired by and pursuing it with love and excellence despite challenges.
This document discusses how to build self-confidence. It explains that self-confidence is important for success and can be learned. It provides tips for preparing yourself, such as reflecting on past achievements, identifying your strengths, setting goals, and managing negative self-talk. Specific strategies are outlined for building self-confidence, including dressing professionally, improving posture and gait, giving motivational self-talks, speaking up in groups, exercising, focusing on contribution over flaws, and sitting in the front row.
Cheryl Richardson explores why saying no can be difficult for many people in her book The Art of Saying No. She explains that we often have trouble saying no due to not wanting to feel guilty for letting others down, disappoint them, or damage relationships. Additionally, we may lack the language to turn people down politely or fear conflict. However, Richardson notes it is important to say no when needed in order to prioritize our own needs and avoid overcommitting. She provides strategies for saying no respectfully such as buying time to think, assessing how much you really want to do something, and being honest yet considerate in delivery.
Session 2 positive thinking and attitude ( SMS )Amaan Hussain
The document discusses positive thinking and its benefits. Positive thinking involves focusing on opportunities rather than difficulties and expecting positive outcomes. It can improve health, help achieve goals, increase happiness and energy. Developing positive thinking involves using positive self-talk, visualizing success, reading inspiring materials, and believing in one's abilities rather than dwelling on negatives.
1. The document uses the analogy of building a pipeline to transport water to illustrate the difference between an employee mindset of carrying buckets daily versus an entrepreneur mindset of investing time up front to build passive income over the long run.
2. It tells the story of Pablo, who builds a pipeline, and Bruno, who continues carrying buckets, to show how Pablo's forward-thinking investment of time leads to financial freedom while Bruno's short-term gratification leaves him worn out without steady income.
3. The key lessons are to delay gratification, embrace a long-term mindset, build passive residual income sources, and invest time now to gain freedom of time in the future.
Preparing for a happy and successful retirementeph-hr
Financial planning is not the only area that one needs to consider when preparing for retirement. When the structure of work ends it can raise many questions. Some examples of these questions are how should I spend my time, what if I get bored and don’t like being retired and/or will spending so much time together with my partner be a good thing or not. Some people thrive and enjoy being retired while others can slip into periods of self-doubt and even depression once retired.
Setting Goals For Yourself, And Motivating Yourselfkktv
This document provides guidance on setting goals and staying motivated to achieve them. It discusses the importance of having goals, plans, and taking action. It also offers tips for visualizing the future, finding role models, getting organized, and using positive affirmations and self-talk to stay motivated. Managing choices and responding to resistance from others is also addressed.
1. The document discusses the "Progress Principle" which is that people perform better at work when they are happy, have positive views of their organization and work, and are motivated by the work itself rather than external factors.
2. It explains that daily work events, both positive and negative, influence employees' inner work life including their perceptions, emotions, and motivation, which impacts individual performance.
3. The key is focusing on daily progress in meaningful work, supporting employees through catalysts and nourishment, and leaders taking responsibility for their direct reports' inner work lives.
The document discusses the seven habits of effective people as outlined by Stephen Covey. It describes each of the seven habits: 1) be proactive, 2) begin with the end in mind, 3) put first things first, 4) think win-win, 5) seek first to understand then be understood, 6) synergy, and 7) sharpen the saw. The habits move from dependency to independence to interdependence and build upon each other to help people become more effective.
How to win friends and influence peoplelionel_milan
Dale Carnegie was an American author who wrote the iconic self-help book "How to Win Friends and Influence People." Published in 1936, the book became a massive bestseller and has sold over 30 million copies worldwide. The book provides timeless advice on effective communication and positive relationships that remain highly relevant today. Some of Carnegie's key principles included avoiding criticism, making others feel important, appealing to people's interests and motivations, and using tact and diplomacy rather than confrontation. Business magnate Warren Buffett was highly influenced by the book in his early career.
This document discusses the importance and speed of trust in relationships. It provides several examples of how trust is built through honest and integrity, kindness, loyalty, listening, apologizing and setting clear expectations. These actions make "deposits" in an emotional bank account and help strengthen relationships over time. Without regular deposits, trust can deteriorate even if there is still love and commitment. The key message is that trust is vital for effective communication and collaboration, but also requires sustained effort through thoughtful actions to develop and maintain.
Equality is not a women's issue – it's a business issue. The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth, and more...
Gender equality is essential for HM Health Solutionsy to thrive. Here's how we're championing equality in the workplace.
BanBossy - Leadership tips for managersNaomi Handler
This document discusses strategies for promoting gender equality in leadership. It notes that from a young age, girls are discouraged from leadership roles and risk being labeled "bossy" for assertive behavior. The Ban Bossy campaign aims to encourage female leadership by providing tips for supporting girls and overcoming unconscious gender bias. Some tips for managers include making meetings inclusive, evaluating performance fairly, giving women credit for their work, and paying women fairly. The overall message is that small actions can help counter gender stereotypes and leverage the full potential of both women and men in the workplace.
Women can be powerful allies for each other at work. Find ways to advance your female coworkers and push back against gender bias. Together, we can go further faster.
You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also produce better results. Use these #LeanInTogether “Tips for Managers” to identify and fight back against gender bias in your workplace.
Women struggle with self-promotion for good reason: we're trained to be bad at it, and we can't do it "just like the guys" and be effective. These slides discuss strategies to effectively self-promote as a woman.
Mind the Gap: Women's Leadership in Public RelationsSarah Jackson
- The document summarizes a study on women's leadership in public relations. Focus groups were conducted with senior and mid-level women and men. Key themes identified included the importance of informal mentorships and sponsorships for career success, as well as challenges women still face such as sexism, exclusion from informal networks, and perceptions of leadership styles. While progress was noted, participants acknowledged there is still work to be done to achieve gender equity in leadership in the public relations field.
Want to be seen as a leader at the office? Learn how to identify and push back against gender bias by supporting your female colleagues at work. Read the full tips at leanin.org/tips/mvp
This qualitative study by the Institute for Public Relations and KPMG explores leadership in public relations from the perspective of both men and women.
The document discusses challenges faced by women in IT careers and provides suggestions to promote gender equality. It notes that women who display leadership qualities are often called "bossy" while men are seen as leaders. Several common challenges for working women like balancing work and family responsibilities are also outlined. The document recommends policies for companies to adopt to support women, such as flexible work hours and on-site childcare. It suggests women speak up more in meetings and encourages changing perspectives to promote gender equality in the workplace.
This document summarizes the findings of focus groups conducted with senior and mid-level men and women in public relations. Key themes identified include: 1) Informal mentorship and sponsorship are more effective than formal programs. 2) Sponsors and networks are critical for career success. 3) There is a shift towards more women helping other women advance. However, sexism and exclusion from informal networks persist as challenges. Work-life balance issues and biases also impact women's advancement. The study highlights areas for improving gender equality in the public relations field.
This document is a newsletter from the Government of Ontario that discusses various topics related to power and leadership in the workplace. In the first article, the author discusses realizing one's own personal power and taking control of one's career path. The second article is an editorial that addresses the abuse of power in the workplace, including supervisory bullying and "upwards bullying". The third article discusses the different types of power, including legitimate, reward, expert and information power.
Together we can raise a generation of female leaders. Whether you’re a mother, older sister, or mentor, use these tips to model leadership and teach girls to speak up and step outside their comfort zone.
What are the primary barriers to womens leadership? 7 Best Points | CIO Women...CIOWomenMagazine
Here Are 7 Best Points What are the primary barriers to womens leadership?; These are the primary barriers to womens leadership. SOLUTIONS TO LEADERSHIP BARRIERS, Overcoming Structural Obstacles,
Bringing Out the Best in People discusses 10 ways to bring out the best in others. These include growing one's emotional intelligence, giving and earning trust and respect through sincerity and competence, having positive expectations of others, understanding others' needs, establishing high standards, creating a safe environment for failures, recognizing achievements, allowing for personal problems, and keeping one's own motivation high. The document provides explanations and examples for each strategy to effectively motivate teams and individuals.
Upside and Downside of Networking by Dudu MsomiDudu Msomi
The motivation behind of the research is based on the fact that entrenched socio-cultural stereotypes tend to undermine women’s ability to be leaders and managers across the social strata. Many women, and parts of society, have blamed the patriarchal bias as one of the unyielding obstacles to impede progress of women in leadership. In the last few decades networking has been touted as an essential skill for professional and business people to get ahead in business and people need to get out into the world and create and maintain business relationships. There is a view that representation of women in leadership would multiply exponentially if women were readily able and willing to collaborate and actively support each other using networking as the tool to do so.
The research explored this view and whether it bore fruits.
The document discusses the importance of accountability and good human relations for employee retention and growth. It provides guidance for managers on how to develop employees, set expectations, provide feedback and address performance issues while maintaining positive relations. Key recommendations include treating employees with respect, understanding their goals and challenges, offering support and training, and giving constructive criticism.
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
Aspire Leadership Presence and Impact Workshop SlidesDr Sam Collins
This document discusses leadership presence and impact. It introduces the Aspire 2022 Presence and Impact Model, which focuses on authenticity, activity, agility, and authority. Authenticity involves knowing yourself through understanding your strengths, talents, and passions. Authority requires having knowledge and expertise to demonstrate thought leadership. The document provides tips for women to develop their presence and impact, such as challenging themselves, drawing out other women, and addressing interruptions. It emphasizes adapting communication style to continue having influence.
The Women's Foundation BEST PRACTICE GUIDEGulnar Vaswani
This document discusses unconscious gender bias and provides strategies for organizations to address it. It begins with an overview of unconscious bias and how the brain can lead to stereotyping. It then discusses why organizations need an unconscious gender bias strategy, noting that biases prevent women from achieving success at the same rate as men. The document outlines five success markers for an effective unconscious gender bias strategy: leadership commitment and accountability; policies, processes and practices; awareness and capability building; expecting and planning for incremental progress; and measuring and tracking impact. Senior leadership commitment is highlighted as critical to successfully driving organizational change to promote gender diversity and inclusion.
Similar to 50 Ways to Fight Gender Bias | International Women's Day 2019 (20)
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
2. This International Women’s Day,
let’s take action to create amore
gender balanced world
#BalanceForBetter
3. WHY WE ARE HERE
Gender bias—whether deliberate or unconscious—is
holding women back in the workplace.
It makes it harder for women to get hired and
promoted and negatively impacts their day-to-day
work experiences.
This hurts women and makes it hard for companies to level
the playing field and create a more balancedworld
This International Women’s Day, we’ll learn concrete
steps to address gender bias head-on.
4. PRESENTATION CONTENTS
1 Set the tone.
Learn about gender bias.
Dive into specific situations and solutions.
Finish with a commitment to action.
2
3
4
6. SETTING THE TONE
1
2
Bias isn’t limited to gender.
We all fall into bias traps.
3
4
5
Knowing that bias exists isn’t enough—
commit to take action.
Stories should be anonymous.
Give people the benefit of the doubt.
8. AFFINITY BIASATTRIBUTION BIAS DOUBLE DISCRIMINATION
AND INTERSECTIONALITY
LIKEABILITY BIAS MATERNAL BIASPERFORMANCE BIAS
OVERVIEW: COMMON BIASES WOMEN EXPERIENCE AT WORK
9. How many times more often do men interrupt
women than other men?
DID YOU KNOW?
10. ANSWER
Almost 3 times more often.
DID YOU KNOW?
How many times moreoften
do men interrupt women than
other men?
11. In a study of performance reviews, men who
stayed late to help prepare for a meeting got a
14% increase in their rating.
What increase did the women get when they
stayed late to help?
DID YOU KNOW?
12. ANSWER
No increase at all.
Research shows that when
men help out with office tasks
they are rewarded, while
women are not.
Conversely, women are
penalized if they refuse.
In a study of performance reviews,
men who stayed late to help
prepare for a meeting got a 14%
increase in theirrating.
What increase did thewomen
get when they stayedlate
to help?
DID YOU KNOW?
13. In a study of performance reviews, what %
of women received negative feedback on their
personal style such as “You can sometimes
be abrasive”?
And what % of men received that same
type of feedback?
DID YOU KNOW?
14. ANSWER
66% of women and
1% of men.
In a study of performance reviews,
what % of women received
negative feedback on their
personal style such as“You
can sometimes beabrasive”?
And what % of menreceived
that same type offeedback?
DID YOU KNOW?
16. A colleague says they’re glad to see so
many women in leadership atyour
company. In reality, only 2 out of 15 senior
leaders are women.
EVERYDAY INTERACTIONS
WHY IT MATTERS
If people think that women are well represented in leadership when in reality they’re not,
they’re less likely to do anything to fix the problem—they simply don’t see it. That’s a loss for
your company: when companies have more women in leadership, they tend to have more
employee-friendly policies and produce better business results.
17. WHAT TO DO
Point out the numbers, which speak for themselves.
You can say, “It’s great that we have those two women
on the leadership team, but they’re only two out of
fifteen. Women are half the population, so women are
still really underrepresented.”
You can also share that having more women in
leadership can be good for a company’s bottom line.
NEXT: WHY IT HAPPENS
EVERYDAY INTERACTIONS
A colleague says
they’re glad tosee
so many women
in leadership at
your company.
In reality, only
2 out of 15
senior leaders
are women.
18. WHY IT HAPPENS
When it comes to women in leadership, people tend
to be too satisfied with the status quo: 45% of men
and 28% of women think women are well
represented when only 1 in 10 senior leaders at
their company is a woman.
These low expectations are the result of generations
of inequality. When there used to be no women
senior leaders, seeing just one or two can feel like a
huge step forward. It’s hard to imagine a groundswell
for change when we don’t have higher expectations
for what equality looks like.
EVERYDAY INTERACTIONS
A colleague says
they’re glad tosee
so many women
in leadershipat
your company.
In reality,only
2 out of 15
senior leaders
are women.
19. HIRING
After an interview, a colleague says they
didn’t like how a womancandidate
bragged about her strengths and
accomplishments.
WHY IT MATTERS
In general, candidates who are well liked are more likely to be hired—so when women are
seen as less likeable, they’re often less likely to get the job.And companies that fail to hire
talented women miss out on their contributions and leadership.
20. WHAT TO DO
Ask your colleague to explore their thinking: “That’s
interesting. Do you think you’d have that reaction if
a man did the same thing?”
You can also reframe what happened: “I noticed that
too, but I don’t see it as bragging. I just thought she
was talking confidently about her talents.” It’s also
worth pointing out that a job interview is exactly the
place to talk about your strengths.
NEXT: WHY IT HAPPENS
HIRING
After an interview, a
colleague says they
didn’t like how a
woman candidate
bragged about her
strengths and
accomplishments.
21. WHY IT HAPPENS
We expect men to assert themselves and promote
their own accomplishments. But we often have
a negative reaction when women do the same
thing. This puts women candidates in a difficult
spot. If they tout their achievements, it can hurt
their chances of being hired. If they don’t, their
achievements might be overlooked.
Rooted in likeability bias
HIRING
After an interview, a
colleague says they
didn’t like how a
woman candidate
bragged about her
strengths and
accomplishments.
22. WHY IT MATTERS
Your company likely wants to retain and promote talented women. Sidelining them— even
with good intentions—works against that goal by denying them opportunities that can lead to
advancement.
EVERYDAY INTERACTIONS
Someone suggests that a woman on your team
be given a big, high-profile project, and a
colleague says, “I don’t think this is a good time
for her since she just had a baby.”
23. WHAT TO DO
Remind your colleague that this could be a career-
changing project for whoever gets it, so it’s better to
let the new mom decide for herself whether or not
she wants to take it on.
NEXT: WHY IT HAPPENS
EVERYDAY INTERACTIONS
Someone
suggests that a
woman on your
team be given a
big, high-profile
project, and a
colleague says, “I
don’t think this is
a good time for
her since she just
had a baby.”
24. EVERYDAY INTERACTIONS
Someone
suggests that a
woman on your
team be given a
big, high-profile
project, and a
colleague says, “I
don’t think this is
a good time for
her since she just
had a baby.”
WHY IT HAPPENS
Motherhood triggers assumptions that women are
less competent and less committed to their
careers. As a result, they are held to higher
standards and presented with fewer opportunities.
Studies show that the “maternal wall” women face
when they have kids is the strongest gender bias.
Rooted in maternal bias
25. A coworker confides in you, “I honestly just find
it easier to work with men.”
EVERYDAY INTERACTIONS
WHY IT MATTERS
Your colleague’s preference for working with men could lead them—consciously or
unconsciously—to overlook talented women. When this happens, women can miss career
opportunities, and your coworker can miss the chance to work with women from whom they
might learn something.
26. WHAT TO DO
A comment like this may signal that your coworker
thinks women are less talented or less likeable than
men. You can ask, “What makes you say that?” When
people are asked to explain themselves, it sometimes
leads them to rethink their position.
You can also explain WHY IT HAPPENS—it can be eye-
opening to understand how bias works—or share your
own perspective: “I’ve had great experiences working
with women.” Even if you can’t convince them to think
differently, you can push back on their point of view.
NEXT: WHY IT HAPPENS
EVERYDAY INTERACTIONS
A coworker
confides in you,
“I honestly just find
it easier to work
with men.”
27. EVERYDAY INTERACTIONS
A coworker
confides in you,
“I honestly just find
it easier to work
with men.”
WHY IT HAPPENS
Your colleague may say this because of
performance bias, which can lead them to
incorrectly assume that men are more competent
than women.
Likeability bias can lead them to feel that
competent women are less likeable and therefore
harder to work with.And if your colleague is a
man, his comment may be rooted in affinity bias—
he may prefer to work with people like himself.
Rooted in performance bias, likeability bias, affinity bias
28. MEETING DYNAMICS
In a meeting, a woman strongly disagrees
with a man about how to approach a
problem. He says, “We can’t talk about this
anymore. She’s getting tooemotional.”
WHY IT MATTERS
In a healthy workplace, debates happen all the time—and often result in better ideas, clearer
strategies, and stronger teams. Shutting down debate can be counterproductive to your
company’s goals. Plus, being tagged as overly emotional can diminish a woman’s standing at
work—and send a message to other women that they shouldn’t speak freely.
29. WHAT TO DO
Speak up. You can say something to support the
woman’s point of view: “I think [Name] is making a
good point. We should consider it.” You can also
push back on the “too emotional” comment
directly: “She doesn’t seem too emotional to me.
Let’s keep talking.”
Or you can help your team get back to basics:
“We’re all just trying to come up with the best
approach. Let’s continue this conversation so we
can land on the right solution together.”
NEXT: WHY IT HAPPENS
In a meeting, a
woman strongly
disagrees with a
man about how
to approach
a problem.
He says, “We
can’t talk about
this anymore.
She’s getting too
emotional.”
MEETING DYNAMICS
30. In a meeting, a
woman strongly
disagrees with a
man about how
to approach
a problem.
He says, “We
can’t talk about
this anymore.
She’s getting too
emotional.”
MEETING DYNAMICS
WHY IT HAPPENS
Women tend to be stereotyped as overly
emotional, while men tend to be viewed as
rational—and therefore more professional and
better suited to lead.
This dynamic can lead people to see a woman
with an opinion—especially if she expresses it with
conviction—as being overly emotional, while the
same view voiced by a man is considered
reasonable.
31. MEETING DYNAMICS
A woman suggests an idea in a meeting
and it falls flat. A few minutes later, a man
suggests the same idea and gets an
enthusiastic reaction.
WHY IT MATTERS
Getting credit for ideas is important—it’s often how employees get noticed. When people
don’t feel heard, they may also stop speaking up and sharing their views. Over time, if their
contributions go unseen, it can slow their advancement.In both cases, companies end up
missing out.
32. WHAT TO DO
You can remind everyone that the idea originated with
your woman colleague: “I think [Name] made that
point a few moments ago. I like this direction.”
Advocating for women coworkers in this way can help
them get noticed for their contributions—and it can
also position you as a leader.
NEXT: WHY IT HAPPENS
A woman
suggests an
idea in a meeting
and it falls flat. A
few minutes later,
a man suggests
the same idea and
gets an
enthusiastic
reaction.
MEETING DYNAMICS
33. A woman
suggests an
idea in a meeting
and it falls flat. A
few minutes later,
a man suggests
the same idea and
gets an
enthusiastic
reaction.
MEETING DYNAMICS
WHY IT HAPPENS
Because we tend to underestimate women’s
performance and overestimate men’s, we often don’t
give women as much credit for their ideas. This can
play out in meetings. The team doesn’t “hear” an idea
when a woman raises it, but when a man says the
same thing, they pay attention.
Rooted in attribution bias
34. EVERYDAY INTERACTIONS
You’retalking to a woman of color on your
team. A coworker from another team joins you
and assumes she is much more junior than
she reallyis.
WHY IT MATTERS
This happens to women more than men—and to women of color most of all.Being mistaken
for a more junior employee can feel disrespectful, even humiliating. Over time, the bad
feelings from slights like this can add up and leave employees feeling unhappy and more
likely to leave their job.
35. WHAT TO DO
Correct the record by stating the woman’s actual
title. If it feels right, add some context that
highlights her contributions to your company—for
example, “She’s running point on our largest
initiative this quarter” or “She’s our COO’s right-
hand person.”
Longer term, consider recommending that the
company implement bias training, which can help
people avoid assumptions like this one.
NEXT: WHY IT HAPPENS
EVERYDAY INTERACTIONS
You’re talking to a
woman ofcolor on
your team. A
coworker from
another team joins
you and assumes
she is much more
junior than she
reallyis.
36. WHY IT HAPPENS
Research shows that we strongly associate men with
leadership—but not always women.
Women are twice as likely as men to be mistaken for
someone much more junior—and women of color are
the most likely to experience this.
Rooted in performance bias
EVERYDAY INTERACTIONS
You’re talking to a
woman ofcolor on
your team. A
coworker from
another team joins
you and assumes
she is much more
junior than she
reallyis.
37. REVIEWS AND PROMOTIONS
You’re on a review committee and several
members argue against a woman’s
promotion because she is not “seen as a
leader,” even though her team delivers
outstanding results.
WHY IT MATTERS
The review committee may be making incorrect—and unfair—assumptions about the
woman’s abilities. Additionally, if the review committee uses a narrow definition of
leadership, they may unfairly exclude a lot of people, like this woman.
38. WHAT TO DO
Point out that the woman’s team delivers superb
results, and suggest that their performance speaks to
her leadership. You can also ask them to explain the
attributes she lacks. When people are asked
to justify their thinking, it can help reduce bias in
decision-making.
As a longer-term solution, suggest creating detailed
metrics for performance reviews, including clear
expectations for leaders. This way, all employees will be
evaluated based on a more complete definition of good
leadership and using the same standards, which
reduces bias in the review process.
NEXT: WHY IT HAPPENS
REVIEWS AND PROMOTIONS
You’re on areview
committee and
several members
argue against
a woman’s
promotion because
she is not“seen
as a leader,”
even though her
team delivers
outstanding results.
39. REVIEWS AND PROMOTIONS
WHY IT HAPPENS
Both women and men more readily associate men with
leadership.This bias is so strong that when women
work on teams, their contributions are often attributed
to the team as a whole.
In contrast, when men work on teams, they are more
likely to be seen as taking a leadership role.
Rooted in performance bias and attribution bias
You’re on areview
committee and
several members
argue against
a woman’s
promotion because
she is not“seen
as a leader,”
even though her
team delivers
outstanding results.
40. Youdecide to mentor someonebecause
they remind you ofyourself.
WHY IT MATTERS
Good mentors can make a big difference. Employees with mentors are more likely to get
raises and promotions.But because managers and senior leaders are more likely to be
white men, and because people tend to gravitate toward mentoring others like themselves,
women and people of color often miss out on that support.That also means your company
could miss out on fostering talented employees.
MENTORSHIP AND SPONSORSHIP
41. WHAT TO DO
Be aware of this dynamic and let it inform your
choices. If you’re a white man, you’re more likely to
be in a position of authority someday.You can make
the workplace fairer by being thoughtful about whom
you mentor. Consider proactively reaching out to
mentor someone from a different background. If
you’re a woman or a person of color, you might
decide instead to mentor someone like yourself—
especially if you remember struggling to find mentors
when you were coming up through the ranks. In your
case, mentoring people like yourself supports
diversity and inclusion.
NEXT: WHY IT HAPPENS
MENTORSHIP AND SPONSORSHIP
You decide to
mentor someone
because they
remind you of
yourself.
42. WHY IT HAPPENS
Because of this bias, we tend to prefer the
company of others who are like us.
This can lead us to invest more in people who
remind us of ourselves, perhaps because we
assume these relationships will feel more
comfortable.
Rooted in affinity bias
MENTORSHIP AND SPONSORSHIP
You decide to
mentor someone
because they
remind you of
yourself.
43. HIRING
You’re on a hiring committee and you notice
that your colleagues prefer candidates who
are men over womenwith very similar
experience.
WHY IT MATTERS
This could be a sign of bias in your hiring process—and may unfairly disadvantage
women. When qualified women are overlooked, your company misses out on their
talents and on the chance to build more diverse teams.
44. WHAT TO DO
Mention to the hiring committee that you’ve
noticed they tend to select men over women
with similar abilities. You can also explain WHY
IT HAPPENS—then suggest a solution.
Research shows that when teams agree on a
set of clear criteria and use it consistently for
all candidates, the hiring process is fairer and
the most qualified women and men can rise to
the top.
NEXT: WHY IT HAPPENS
HIRING
You’re on a hiring
committee and you
notice that your
colleagues prefer
candidates who are
men over women
with very similar
experience.
45. HIRING
You’re on a hiring
committee and you
notice that your
colleagues prefer
candidates who are
men over women
with very similar
experience.
WHY IT HAPPENS
We tend to rate women lower than men, even if
they have similar qualifications.
This can make a real difference in hiring. In one
study, replacing a woman’s name with a man’s
name on a résumé increased the likelihood of
being hired by more than 60%.
Rooted in performance bias
46. Someone complains to you that a new dad
on the team is taking too much of his
allotted familyleave.
EVERYDAY INTERACTIONS
WHY IT MATTERS
All workers—men too!—should be able to spend time with their families, whether that’s to
bond with new babies, care for sick kids, or be there for aging parents. When workplaces
have generous family leave policies, employees are happier, more productive, and more
likely to stay on staff.Plus, when men don’t use their leave, it makes it harder for women to
use theirs without judgment.
47. WHAT TO DO
Stand up for your colleague on leave. Point out
WHY IT MATTERS—how family leave is good for
workers, families, and companies.
More importantly, remind them that no one should
be forced to choose between being a good
employee and a good parent.
NEXT: WHY IT HAPPENS
EVERYDAY INTERACTIONS
Someone
complains to you
that a new dad on
the team is taking
too much of his
allotted family
leave.
48. EVERYDAY INTERACTIONS
Someone
complains to you
that a new dad on
the team is taking
too much of his
allotted family
leave.
WHY IT HAPPENS
Working fathers can face pushback for spending
time with their kids. They tend to receive lower
performance ratings and experience steeper
reductions in future earnings than mothers who
take the same amount of leave.
Much like maternal bias, this pushback is rooted in
gender stereotypes. Moms are expected to be more
committed to family and less to their careers.
But the reverse is true for fathers, and when they
go against that expectation by prioritizing family,
they are penalized.
49. You’re on a team doing performance reviews
and notice that a lot of women get feedback
on their speakingstyle.
REVIEWS AND PROMOTIONS
WHY IT MATTERS
Criticisms like this can prevent qualified women from advancing, which hurts both them and
your company.
50. WHAT TO DO
When you notice this pattern, point it out. Explain this is
a common bias against women and WHY IT HAPPENS—
Suggest that the group focus on the substance of what
people say, not their speaking style.
Longer term, recommend that your company use
standardized criteria for performance reviews,
which will reduce subjective opinions. Consider
recommending unconscious bias training for
employees involved in the review process. When
people understand how bias impacts their
decision-making, they are able to make more
objective decisions.
NEXT: WHY IT HAPPENS
REVIEWS AND PROMOTIONS
You’re on a team
doing performance
reviews and
notice that a lot of
women get
feedback on their
speaking style.
51. REVIEWS AND PROMOTIONS
You’re on a team
doing performance
reviews and
notice that a lot of
women get
feedback on their
speaking style.
WHY IT HAPPENS
Studies show that women often get negative
feedback on their speaking style, while men do
not. If women are confident and assertive, they
can be criticized for speaking too loudly or often.
But if they are quieter, they are more likely to be
told that they need to speak more confidently
and assertively.
Rooted in likeability bias
52. A coworker asks,
“Who’s the newgirl?”
EVERYDAY INTERACTIONS
WHY IT MATTERS
Calling an adult woman a girl in a professional context can make her seem junior and
inexperienced—and implies that she doesn’t need to be taken seriously. Comments like this
are disrespectful to women.
53. WHAT TO DO
You can reply, “The new woman we’ve hired is …”
That might be enough to make your colleague
rethink their language.
Or be more direct: “I’m sure it wasn’t your goal,
but calling her a girl can undermine her standing
here at work.”
NEXT: WHY IT HAPPENS
EVERYDAY INTERACTIONS
A coworkerasks,
“Who’s the
new girl?”
54. WHY IT HAPPENS
People tend to think that women are less
competent than men,which leads them to take
women less seriously—and to assume they have
lower status and less power.
That can make it seem acceptable to refer to a
woman as a girl, when they would not call a man
a boy.
Rooted in performance bias
EVERYDAY INTERACTIONS
A coworkerasks,
“Who’s the
new girl?”
56. The one action I commit to make to
#BalanceForBetter in 2019is:
COMMITMENT TO ACTION
Share your commitment on social media
#BalanceForBetter #IWD2019