Gender bias in the workplace

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Market Research Study on Gender bias in the workplace. The study was conducted by TAWASOL on February 2016 among responders from UAE, KSA and Egypt

Career

An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn: To identify the different forms of unconscious bias The impact that bias can have on an investigation How to recognize the signs of unconscious bias What the Implicit Association Test (IAT) can teach us about unconscious bias What studies have taught us about bias in different segments, such as law and education What confirmation bias is and how to avoid it

Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.

Overcoming biased decision making

Yuval Atsmon

There’s heaps of fascinating research about the many behavioral biases we are all subject to as individuals. These include remarkable optical distortions and the way we miss the obvious when we are concentrating on something else. We have a tendency to overestimate ourselves - most famously 90% of drivers assess themselves as above average in ability. We have an attachment to what we already own - how come we won’t buy concert tickets from scalpers at an inflated price, and simultaneously won’t sell tickets we own at face value? We also tend to overweigh risks, even against the chance of regret rather than actual loss. It’s no surprise then that group decisions are even more flawed. So how can we overcome biased decision making? Here are some biases that we often see, followed by some techniques we use to overcome them. We have found that by applying these techniques companies can make better decisions, which in turn increases their resource reallocation and creates more profitable growth.

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Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained. Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.

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Breaking the Code of Interview Implicit Bias to Value Different Gender Competencies Bonita Banducci, Banducci Consulting Live at Santa Clara University - Room #330C located on the 3rd floor of the Learning Commons Voices 2015 - www.globaltechwomen.com Session Length: 1 hour Implicit Bias Workshops and exercises are being shared widely on the internet. Some of the solutions are: "Determine precisely what skills and attributes you are hiring for." "Ask exactly the same questions to each candidate." But what about the implicit bias in determining what skills you are valuing--beyond traditional management and leadership competencies? How can interviewers recognize the often invisible, unarticulated, undervalued and often misinterpreted competencies of more "relational and collectivist" people--often women and men and women from different cultures? Bonita Banducci teaches Gender and Engineering class in Santa Clara University's School of Engineering Graduate Program. In video and cartoon representation as well as in person, her students apply Gender Competence®--understanding and skills to work with gender (and cultural) differences as competencies--to job interviews both as the interviewer and the interviewee, as men and women. They show how to "mine the gold" of difference for the best candidate AND to get the job as the best candidate while establishing the value of relational competencies in the workplace and marketplace.

Talent Acquisition in The Face of Diversity

Emma Mirrington

from talk to walk’Capita Talent Consulting combines its resourcing and diversity expertise to provide practical recommendations on the steps to take and the obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally and externally). Themes include: • Addressing the challenge of unconscious bias – yours, agencies and hiring managers • Reconciling speed vs. diversity of hires and managing stakeholder expectations • The mutual benefits of monitoring and reporting diversity of outcomes • How more inclusive on-boarding can improve and embed results

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Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals? You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development. Watch this to learn: * Overview of the PMISSC Mentoring Program: Mission, vision, and objectives. * Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition. * Advantages for Mentees: Career advancement, skill development, networking, and confidence building. * Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment. * Success Stories and Testimonials: Inspiring examples from past participants. * How to Get Involved: Steps to participate and resources available for support throughout the program. Learn how you can make a difference in the project management community and take the next step in your professional journey. About Hector Del Castillo Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat. About PMI Silver Spring Chapter We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.

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