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.
From Real to Ideal: Envisioning and Moving Toward Your Best Culture [Culture ...Delivering Happiness
From measuring, to defining, living, and evolving. A successful company culture creates a positive, unique working environment where business and employees can thrive.
This workshop is co-facilitated by Kelsey Wong and Kent Frazier of Delivering Happiness begins by introducing the main elements of Happiness as a Business Model, including the concept of values-based culture as well as key elements from the science of happiness.
This interactive session emphasizes experiential learning and actionable takeaways that empower every participant to take both immediate and long-term action to build a plan for sustainable happiness at work. Bring meaning and insight into your organization’s culture and increase overall awareness in a fun and vibrant way. In this workshop you will:
- Use animal and habitat metaphors to peek behind conscious notions of the current and ideal culture.
- Elicit qualities and build a vibrant image of the ideal culture for your organization.
- Collaborate in small teams to build action items and present findings with real value.
- Reflect on bigger questions on your organization's impact and connecting your organization's culture to the greater planetary culture
Are you an older or younger worker? Do you feel like you're being discriminated against? Use these helpful tips on how to get around ageism in the job search.
Content Leadership Forum: How to Be an Effective Tech Comm IntrapreneurSaiff Solutions, Inc.
Discover how adopting an “intrapreneurial" mindset can help you sell the value of innovative ideas, new approaches, and improvements in technology.
Presented by:
Barry Saiff - Founder and CEO, Saiff Solutions, Inc.
Dave Wilks - Senior Technical Writer, Cloud Elements
Use Labor Market Information to find out who's really hiring and develop strategies for tapping the "Hidden Job Market". Learn practical tools for job seeking success and discover ten reasons you may not be finding a job.
From Real to Ideal: Envisioning and Moving Toward Your Best Culture [Culture ...Delivering Happiness
From measuring, to defining, living, and evolving. A successful company culture creates a positive, unique working environment where business and employees can thrive.
This workshop is co-facilitated by Kelsey Wong and Kent Frazier of Delivering Happiness begins by introducing the main elements of Happiness as a Business Model, including the concept of values-based culture as well as key elements from the science of happiness.
This interactive session emphasizes experiential learning and actionable takeaways that empower every participant to take both immediate and long-term action to build a plan for sustainable happiness at work. Bring meaning and insight into your organization’s culture and increase overall awareness in a fun and vibrant way. In this workshop you will:
- Use animal and habitat metaphors to peek behind conscious notions of the current and ideal culture.
- Elicit qualities and build a vibrant image of the ideal culture for your organization.
- Collaborate in small teams to build action items and present findings with real value.
- Reflect on bigger questions on your organization's impact and connecting your organization's culture to the greater planetary culture
Are you an older or younger worker? Do you feel like you're being discriminated against? Use these helpful tips on how to get around ageism in the job search.
Content Leadership Forum: How to Be an Effective Tech Comm IntrapreneurSaiff Solutions, Inc.
Discover how adopting an “intrapreneurial" mindset can help you sell the value of innovative ideas, new approaches, and improvements in technology.
Presented by:
Barry Saiff - Founder and CEO, Saiff Solutions, Inc.
Dave Wilks - Senior Technical Writer, Cloud Elements
Use Labor Market Information to find out who's really hiring and develop strategies for tapping the "Hidden Job Market". Learn practical tools for job seeking success and discover ten reasons you may not be finding a job.
Learning Objective: Increase professional and personal development
In today’s workforce, it is critical for rising leaders to seek ways to stand out. Human Resource professionals and leaders seek out the best and the brightest. This seminar will help you discover effective techniques that will ensure a memorable and lasting impression. Join HR professionals and other executives as they share their best interview responses and other tools that will help you represent your best self.
At the end of this seminar, participants will be able to:
a. Explore best practices in interviews and career enhancing presentations.
b. Examine effective techniques to prepare for job interviews and important meetings.
c. Identify common mistakes of rising leaders and new professionals.
d. Explore presentation skills and techniques.
Be a "Go To": 10 Steps to Building Personal CredibilityMarnie Green
Slides from a presentation delivered to the Arizona School Personnel Administrators Association on October 28, 2099.
Comments focus on steps HR professionals can take to develop stronger, more trusting relationships with their internal customers.
Based on the work of Alan Weiss, in his book Organizational Consulting, 2003.
Final soft skills presentation focused into problems of communication, differences in between special COM types and special ways of COM between bosses and theirs employees and so on.
Learning 3.0 Wokshop - Presented and Facilitated by Caio Cestari Silva (@caiocestari) and Manoel Pimentel (@manoelp) at the Agile Conference 2015 - Washington D.C.
Most of the skills you need in the "adult" world aren't taught to you at school unless you took some extra-curricular activities during your leisure or after school days. But no one tells you that. Well, I am not too sure if this decade has implemented these, but when I was in school my main focus was on the subject areas I was pursuing studies for, specifically those I was told would lead me to my "dream job".
But that dream job "idea" changed as the years went by and I found myself reteaching myself over and over in different areas. which by the way was an amazing thing. So I wanna share with you some skills you should try to grasp in your teens, 20's or now if you haven't started on those
Bath Spa Uni: Workshop Two / Work Place Etiquette for first timersHelen Forsyth MInstSMM
Written for students at Bath Spa, we took a basic look at expectations in the work place, it's not all endless tea rounds! This lecture was lively and engaging and had delegates joining in with lots of funny and downright surprising examples of workplace conduct! We looked at fitting in Vs standing out, as well as coping strategies to handle 'The Boss' on a bad day!
What does a product manager do when they aren't the ceo of their productAIPMM Administration
Occasionally, out of ignorance and lack of touch with working product managers, someone describes a product manager as the CEO of their product. Unfortunately, they are grossly overstating the level of power and authority given to product managers. CEOs lead and command authority because they are the highest ranking individual in the entire organization. They have ultimate and supreme power. People obey them. They are the boss.
A product manager, on the other hand, must persuade and motivate others without having any real power. The only tool the product manager has is the language they use, the spoken and written word.
So how do you get people to understand why a particular course of action is warranted? And how do you get them to do what you need them to do without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging or a temper tantrum. You have to use a particular language that is more effective. Strategic language. The key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to strategically craft your language to address the core issues of each type.
Topics covered will include:
• What are Motivation Types and how people acquire them
• How to determine an individual’s Motivation Type
• How to speak to each Motivation Type to engage and persuade them
• How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels' book The Product Manager's Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also the author of numerous blog posts, articles, and papers including Business Anthropology and the Culture of Product Managers.
Situation- Behaviour-Impact tool of feedback. Feedback is important to go forward correcting. We'll commit only new mistakes. Feedback has to be simple and understood easily by those intended. If a colleague shows delay in implementing the suggested modifications we need to think about comprehension of the given feedback by that colleague. Analyse, understand that the person understands the given feedback well. SBI tool helps you here. Please find out how.
Professional Skills to a Successful CareerEdward Erasmus
Professional skills are skills that graduates need to posses in order to be successful in their professional practice. These skills range from highly specific ones related to the graduate's field(s) to more general, transferable ones such as communications and ethical practices.
When graduates apply for a job, most employers want to know what professional skills they have already, and how willing they are to learn industry and worksite specific skills. Employers normally want not just a list of skills (that graduates can easily get from a book or the internet), but they require graduates to identify their key professional skills and to provide evidence by citing examples of how they have used these skills already in relevant contexts such as at university or workplaces.
The slideshow discusses the 7 most wanted professional skills in today’s competitive professional environment.
The slideshow was presented at the Career Expo 2010 (Dec. 1, 2010) organized by the 4th grade students of the Faculty of Accounting & Finance of the University of Aruba.
Learning Objective: Increase professional and personal development
In today’s workforce, it is critical for rising leaders to seek ways to stand out. Human Resource professionals and leaders seek out the best and the brightest. This seminar will help you discover effective techniques that will ensure a memorable and lasting impression. Join HR professionals and other executives as they share their best interview responses and other tools that will help you represent your best self.
At the end of this seminar, participants will be able to:
a. Explore best practices in interviews and career enhancing presentations.
b. Examine effective techniques to prepare for job interviews and important meetings.
c. Identify common mistakes of rising leaders and new professionals.
d. Explore presentation skills and techniques.
Be a "Go To": 10 Steps to Building Personal CredibilityMarnie Green
Slides from a presentation delivered to the Arizona School Personnel Administrators Association on October 28, 2099.
Comments focus on steps HR professionals can take to develop stronger, more trusting relationships with their internal customers.
Based on the work of Alan Weiss, in his book Organizational Consulting, 2003.
Final soft skills presentation focused into problems of communication, differences in between special COM types and special ways of COM between bosses and theirs employees and so on.
Learning 3.0 Wokshop - Presented and Facilitated by Caio Cestari Silva (@caiocestari) and Manoel Pimentel (@manoelp) at the Agile Conference 2015 - Washington D.C.
Most of the skills you need in the "adult" world aren't taught to you at school unless you took some extra-curricular activities during your leisure or after school days. But no one tells you that. Well, I am not too sure if this decade has implemented these, but when I was in school my main focus was on the subject areas I was pursuing studies for, specifically those I was told would lead me to my "dream job".
But that dream job "idea" changed as the years went by and I found myself reteaching myself over and over in different areas. which by the way was an amazing thing. So I wanna share with you some skills you should try to grasp in your teens, 20's or now if you haven't started on those
Bath Spa Uni: Workshop Two / Work Place Etiquette for first timersHelen Forsyth MInstSMM
Written for students at Bath Spa, we took a basic look at expectations in the work place, it's not all endless tea rounds! This lecture was lively and engaging and had delegates joining in with lots of funny and downright surprising examples of workplace conduct! We looked at fitting in Vs standing out, as well as coping strategies to handle 'The Boss' on a bad day!
What does a product manager do when they aren't the ceo of their productAIPMM Administration
Occasionally, out of ignorance and lack of touch with working product managers, someone describes a product manager as the CEO of their product. Unfortunately, they are grossly overstating the level of power and authority given to product managers. CEOs lead and command authority because they are the highest ranking individual in the entire organization. They have ultimate and supreme power. People obey them. They are the boss.
A product manager, on the other hand, must persuade and motivate others without having any real power. The only tool the product manager has is the language they use, the spoken and written word.
So how do you get people to understand why a particular course of action is warranted? And how do you get them to do what you need them to do without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging or a temper tantrum. You have to use a particular language that is more effective. Strategic language. The key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to strategically craft your language to address the core issues of each type.
Topics covered will include:
• What are Motivation Types and how people acquire them
• How to determine an individual’s Motivation Type
• How to speak to each Motivation Type to engage and persuade them
• How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels' book The Product Manager's Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also the author of numerous blog posts, articles, and papers including Business Anthropology and the Culture of Product Managers.
Situation- Behaviour-Impact tool of feedback. Feedback is important to go forward correcting. We'll commit only new mistakes. Feedback has to be simple and understood easily by those intended. If a colleague shows delay in implementing the suggested modifications we need to think about comprehension of the given feedback by that colleague. Analyse, understand that the person understands the given feedback well. SBI tool helps you here. Please find out how.
Professional Skills to a Successful CareerEdward Erasmus
Professional skills are skills that graduates need to posses in order to be successful in their professional practice. These skills range from highly specific ones related to the graduate's field(s) to more general, transferable ones such as communications and ethical practices.
When graduates apply for a job, most employers want to know what professional skills they have already, and how willing they are to learn industry and worksite specific skills. Employers normally want not just a list of skills (that graduates can easily get from a book or the internet), but they require graduates to identify their key professional skills and to provide evidence by citing examples of how they have used these skills already in relevant contexts such as at university or workplaces.
The slideshow discusses the 7 most wanted professional skills in today’s competitive professional environment.
The slideshow was presented at the Career Expo 2010 (Dec. 1, 2010) organized by the 4th grade students of the Faculty of Accounting & Finance of the University of Aruba.
How Hiring Managers Can Interview Like a ProReuben Rail
How to Interview as a Manager - often times during interviews the hiring manager or supervisor only considers how the person applying should act, and not how they themselves should come across.
This simple presentation offers steps and advice on how Hiring Managers can best conduct themselves so they can make a great first impression on all interviewees, and attract the best talent.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
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.
Diverseo Presentation @ 8th Annual Global Diversity & Inclusion Seminar Barcelona.
Brain Bias Training, Big Data & Technology. Moving Diversity Management to the next stage
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
The Future of Employee Engagement and Positivity at Workplace WebinarQuestionPro
Learn Everything you need to know about The Future of Employee Engagement employee satisfaction and Positivity at Workplace.
Our latest research and analytical insights from our employee engagement and employee satisfaction and assessment surveys data sets on what works in making our workplaces more positive and more productive.
We will examine the key drivers for workplace motivation and well-being from the perspective of data analytics and assessments for:
Leaders, younger workers, gender breakdown and nationality.
Because Great Interviewers Are Made, Not Born: The Key to Hiring SuccessBizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process.
However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success.
In this webinar, interviewing experts, John Reynolds and Dr. Patrick Hauenstein discuss common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
In this webinar, you'll learn:
Common mistakes during the interview process
Critical skills every recruiter and hiring manager must learn
How to make better hiring decisions with more potential for success
Transforming the quality of development conversations at scaleHuman Capital Media
Companies everywhere are searching for ways to improve employee performance. Many look towards employee ratings and bonuses for the solution, but find this simply isn’t moving the needle as desired. Perhaps the problem is we’ve been tinkering around the edges rather than tackling the issue where it’s hardest: improving the quality of managerial conversations.
These are the supporting slides for a workshop on Design Thinking and Journey Mapping that we facilitated on 15 July 2017 at Poiana Brașov (Romania) for the ASPIRE ALUMNI camp participants.
Visit the Design Thinking Society website for news about our learning and consultancy programs: www.designthinkingsociety.com
Join our Design Thinking Bucharest community on Meetup.com and join our meetings:
https://www.meetup.com/Design-Thinking-Bucharest/
Join our Romanian Design Thinking Group on Facebook: https://www.facebook.com/groups/design.thinking.romania/
Learning Objective: Examine the methods that minorities can use for achieving financial success
A growing minority population presents opportunities for financial success. Financial success is about changing your perspective on wealth, how you grow it, how you maintain it, and how you preserve it. It first starts with getting vested into helping change the trajectory of your future. Wealth transfer is happening. So what can be done to deliver financial education and financial planning to minorities? How do we position ourselves to be a part of it and benefit from it? This seminar will help you to understand the behavioral pitfalls we fall into as a community; the personal, social, and mental roadblocks to obtaining wealth; and how we are a part of that ride to investing.
At the end of this seminar, participants will be able to:
a. Recognize financial fundamentals to building wealth.
b. Identify the factors that lead to lower wealth accumulation among members of underrepresented groups.
c. Identify personal habits and values that can impact a strong financial future.
d. Create an action plan for achieving financial goals.
In February I spent one week with 25 students from different disciplines at European institute of Design in Rome, (IED Rome University). Every year the university holds the event called IED Factory where a cross-pollination of skills and backgrounds mingle to boost creativity, diversity and collaboration. Twelve workshops take place and the students are bound to deliver a final project after an intense week of activities. I designed the workshop to introduce the Design Thinking approach and to instill creative confidence. Visual Communication, Fashion Designers, Fashion Stylist, Photography, Animation, Jewellery Design are the different areas where the participants came from.
The following are my findings.
What’s the problem? Create trust and serendipity.
At the outset my approach was to build up the atmosphere of one spine of 25 designers. In the first two sessions I tried to instill the design thinking skill set: observations, empathy, trust and collaboration. Then I set up 5 teams and showed them three challenges in Sustainability, Transport and Health & Food.
A culture of innovation.
As soon as the participants begun to perceive the sense of purpose, the edge of ‘Familiar vs Unfamiliar’ using storytelling, the Design Thinking methodology is a toolkit that implies a culture of risk, trust and failure. It creates scenarios of use, provokes and inspires alternatives.
The projects…? No, it’s the path, it's the discovery.
People are creative. Yes, they are indeed. In few days they went through ‘discover, ideation and prototype’ phases delivering an app and website for ‘Health & Food’, two ‘Educational rubbish bin’ for Sustainability, a thematic bus. Well, they did not find any investors. They adopted the mindset to show themselves things to explore, test and learn. The video below shows an example.
From the idea of design object to think instead designing behaviours.
First I needed to understand why I was going to do the workshop and what was the gap I could support as facilitator. The plan was to create contents, activities and my approach based on a design for knowledge, skills and motivation. So I focused on those scenarios rather than a design for habits, communication and environment.
Designers design their way through the problem
Once the participants start learning by doing, they also trust the process and forge their own way to go through. Eventually the thorny issues such as get people talking in the streets, reframe questions and create a storyboard helped them to see new opportunities. Then they transformed data into actionable ideas. However, as facilitator you are a designer as well. Therefore you also design your way through the problem with them.
Lesson Learnt
By focusing on creating a challenging context you might be able to offset the pressure to provide all the interactions; let the learners interact with each other. In terms of content, it is less than you think it is.
Because Great Interviewers Are Made - Not Born BizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process. However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success. In this webinar, interviewing expert Dr. Patrick Hauenstein discusses common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
www.bizlibrary.com
Coaching Michigan's Workforce by Jamie Flinchbaugh, Lean Learning CenterJamie Flinchbaugh
A presentation on coaching's role in workforce development and how to apply standard work for coaching, provided via webinar for the Michigan Lean Consortium in May 2010.
Find out about our professional presentation design services.
To see more of our presentations, visit https://www.exaltus.ca or sign up to our email list (https://www.exaltus.ca/email) to receive actionable marketing tips in your inbox a couple of times per month!
The need to talk candidly about tough subjects has always been a part of life. The current pandemic only adds to the challenge! We have tough business decisions to make, issues that must be addressed, and challenges to work through with everyone stuck at home. We often feel like we can't address these tough topics so we hint, avoid, and sometimes explode. Learn 3 incredibly powerful skills that will transform your communication, your team, and your results!
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/communicate-how-to-talk-effectively-about-all-the-things-you-think-you-cant-talk-about-at-all/
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
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.
Change IT!
S. Revi Sterling, University of Colorado Boulder
Voices 2015 - www.globaltechwomen.com
Session Length: 1 Hour
Dr. Revi Sterling founded and directs the only Information and Communication Technology for Development graduate program in the United States. This talk would demonstrate how IT (ICT as the rest of the world calls it) has given a quantum boost to international development efforts, and will give examples of what works and what doesn’t when technologists turn humanitarians. This talk will open avenues for technologists of all types and levels to truly make impact with their ideas, while promoting collaboration rather than competition. Sterling will point audiences to helpful resources while catalyzing their creativity.
How Can We Make Interacting With Technology and Science Exciting and Fun Expe...Deanna Kosaraju
How Can We Make Interacting With Technology and Science Exciting and Fun Experiences?
Marjan BoorBoor, Master of Technological Socio-Economical Planning (Major in Intelligent Renewable Energy System Planning)
Voices 2015 - www.globaltechwomen.com
Thu March 12 7:00 PST
Thu March 12 10:00 EST
Thu March 12 14:00 UTC
Thu March 12 19:30 IST
Fri March 13 1:00 Sydney
Session Length: 30 minutes + 30 minutes networking time
How my curiosity took me to science and engineering. How finding my own way of learning made me fall in love with science and technology and how sharing this with others has given them a memorable experience making them curious and innovative in the field. My mission to reach as many people as possible.
About Marjan:
I have loved math since I was in elementary school, I did a lot of self-educating in math where I find joy and excitement in math. In middle school because of my math grades I was invited to participate in a preparation math course for International Math and computer Olympiad.
I have a master degree in Technological Socio Economical planning, majoring in renewable energy system planning and development. My background education is in Mathematic, Physics, Computer science, Artificial intelligence and Robotics, Marketing, Leadership, Project management and innovation and monitoring, Innovative Psychology of learning.
I made several intelligent Robots and participated in several artificial intelligent Robocup competitions and participated in Iran, Germany, Netherland and Atlanta international Robocup competition and won several awards.
I am the developer of energyplanner.dk which is an intelligence tool for tracing changes in an energy system due to gradual energy transition from fossil fuel to renewable energies that is going to be used by energy planner in Denmark.
I have innovative way of learning for science and technology that help you not only become good at it but also enjoy it. I have teach math for years, and my experience have been that factors such as gender, age, and race, background are not determining factors for being good at math and enjoy learning that.
Measure Impact, Not Activity
Karen Catlin, Karen Catlin Consulting
Voices 2015 - www.globlatechwomen.com
LIVE - At Santa Clara University, Room #330C located on the 3rd floor of the Learning Commons
Session Length: 45 minutes
Most women’s affinity groups measure their activity. How many events they’ve run, how many people attended each event, and the like. What’s often missing is a vision of what will be different because of the group’s impact and how to measure it. Frankly, I'm not surprised. That's exactly what I did when I ran the women's group at Adobe Systems. I founded that group in 2008, and while I'm proud of our accomplishments, I didn't measure our impact. I honestly don't think I knew how to. At the time, calculating the return on investment seemed like a holy grail.
I've since realized how important it is to measure the impact of an affinity group and how to go about doing so. In this talk, I will provide practical tips for identifying the vision, gaining support, defining the strategy for achieving it, and measuring the impact.
Women’s INpowerment: The First-ever Global Survey to Hear Voice, Value and Vi...Deanna Kosaraju
Women’s INpowerment: The First-ever Global Survey to Hear Voice, Value and Vision of Today’s Young Women
Jin In, 4Girls GLocal Leadership (4GGL)
Voices 2015 - www.globaltechwomen.com
Wed March 11 11:00 PST
Wed March 11 14:00 EST
Wed March 11 18:00 UTC
Wed March 11 23:30 IST
Thu March 12 5:00 Sydney
Session Length: 1 Hour
Today, it is almost indisputable that EMPOWERMENT of girls and women is required for sustainable development. Whether poverty, violence and terrorism, or population explosion, as stated by Kofi Annan, 7th Secretary General of the United Nations, “There is no tool for development more effective than the empowerment of women.”
And yet, what do we really know about empowerment of women, particularly at the global level?
One global monitor is the Millennium Development Goals. Specifically, Goal 3 is to promote gender equality and empower women. However, when examined in details, its one target is to eliminate gender disparity in education, and its four indicators are:
1. Ratio of girls to boys in primary, secondary and tertiary education;
2. Ratio of literate women to men, 15-24 years old;
3. Share of women in wage employment in the non-agricultural sector; and
4. Proportion of seats held by women in national parliament
Another is the World Economic Forum’s Global Gender Gap Report. Here it specifically states that it ranks countries according to gender equality, NOT women’s empowerment.
Therefore, what may be THE GAP in gender gap is empowerment. And to begin our understanding and knowledge, 4GIRLS GLOCAL LEADERSHIP (4GGL) created and launched the first-ever global survey to hear voices, values, and vision of today’s young women around the world.
Our goal for this Conference is to share our initial findings, as well as begin a critical conversation about empowerment – the most powerful tool for change.
What to read more about Jin In? Check out her website. You can also read her story, a fascinating read!
The Language of Leadership
Caroline Simard, Research Director at Clayman Institute for Gender Research at Stanford University
Voices 2015 www.globaltechwomen.com
Session Length: 1 Hour
Language can influence our perceptions of men and women, and the potential each has to lead. In this session, we discuss the language of leadership and the role bias can play in shaping different leadership outcomes for men and women. The session will offer strategies for individuals and managers to examine and sharpen their own voices and their advocacy of others, with an aim to advance women’s leadership and create effective organizations where all employees thrive.
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and Role Models - Best Practices in Many Cultures
Katy Dickinson, Founder, Mentoring Standard
Voices 2015 www.globaltechwomen.com
Wed March 11 8:30 PST
Wed March 11 11:30 EST
Wed March 11 15:30 UTC
Wed March 11 21:00 IST
Thu March 12 2:30 Sydney
Session Length: 1 Hour
Mentoring is a professional methodology with remarkably good payback. This talk will present how mentors, mentees, and their home organizations can make the most of this best practice, including how to start up and measure a mentoring program. Examples will come from successful corporate, governmental, and school-based mentoring programs in Brazil, China, India, the USA, Europe, Africa, and the Middle East. Program success in one Engineering company was measured at over 1,000% return on investment (ROI) with more than twice the normal promotions, 93% satisfaction, 88% mentors working remotely from mentees in 30 global sites, and 70% executive mentors. Many of the stories will come from the U.S. State Department's TechWomen mentoring program for STEM professional women. Since 2011, 250 mentors from 89 Silicon Valley companies have hosted TechWomen Emerging Leaders from the Middle East and Africa who then return to their home countries to be mentors and role models for girls and young women. Illustrations for the talk will come from sources including the "Notable Women in Computing Card Deck" Kickstarter project and the "TechWomen Emerging Leaders from the Middle East and Africa" project.
About Katy: Katy Dickinson designs and manages successful mentoring programs in the Americas, Africa, the Middle East, Europe, and Asia. She has held senior executive roles at Everwise, People to People, MentorCloud, Huawei, and Sun Microsystems. At Sun, she created and managed the global Engineering mentoring programs for ten years, after creating and managing the Sun Labs archiving system, the Software development life cycle process, and other large corporate infrastructure.
Katy Dickinson was the Process Architect for the first class of the U.S. State Department’s TechWomen mentoring program for the Middle East and Africa. She is an Accredited Mentor, University of the South - School of Theology, Education for Ministry program. Member of the Anita Borg Institute Advisory Board. Lecturer for the University of California at Berkeley Engineering class on entrepreneurship. Katy Dickinson was graduated from the University of California at Berkeley with high honors and distinction. She is an author, speaker, and popular blogger.
Optimal Execution Of MapReduce Jobs In Cloud - Voices 2015Deanna Kosaraju
Optimal Execution Of MapReduce Jobs In Cloud
Anshul Aggarwal, Software Engineer, Cisco Systems
Session Length: 1 Hour
Tue March 10 21:30 PST
Wed March 11 0:30 EST
Wed March 11 4:30:00 UTC
Wed March 11 10:00 IST
Wed March 11 15:30 Sydney
Voices 2015 www.globaltechwomen.com
We use MapReduce programming paradigm because it lends itself well to most data-intensive analytics jobs run on cloud these days, given its ability to scale-out and leverage several machines to parallel process data. Research has demonstrates that existing approaches to provisioning other applications in the cloud are not immediately relevant to MapReduce -based applications. Provisioning a MapReduce job entails requesting optimum number of resource sets (RS) and configuring MapReduce parameters such that each resource set is maximally utilized.
Each application has a different bottleneck resource (CPU :Disk :Network), and different bottleneck resource utilization, and thus needs to pick a different combination of these parameters based on the job profile such that the bottleneck resource is maximally utilized.
The problem at hand is thus defining a resource provisioning framework for MapReduce jobs running in a cloud keeping in mind performance goals such as Optimal resource utilization with Minimum incurred cost, Lower execution time, Energy Awareness, Automatic handling of node failure and Highly scalable solution.
Featured Session: Voices Live Chicago Conference
Location: Aon
200 East Randolph
Chicago, IL USA
12-2pm CST
Panel: Cracking the Glass Ceiling: Growing Female Technology Professionals
Will be streamed on Spreecast and WebEx from 12-2pm CST on Friday, March 13th
Moderators:
Margaret Resce Milkint, Managing Partner, The Jacobson Group; WING Co-Founder; ITF Board Member
David Mendelsohn, Managing Partner, DLA Piper; WING Co-Founder
Panelists:
Danelle Kent, Consultant¸ SWC Technology Partners
Danelle is a Certified Project Management Professional (NU) with 4+ years of combined experience in detail oriented technical writing and quality assurance analysis. She currently supports full software lifecycle by facilitating different functional roles including quality assurance analyst, business analyst, and technical writer.
Arti Arora, Aon
Deanne Hettich, Vice President Practice Leadership, Aon Hewitt
Cynthia Clarke, CIO, Mesirow Financial
Jeff Hughes, Vice President Information Technology, CNA
Marisa Cabrera, IT Rotational Program Participant, CNA
Abstract: Despite the strides made recently for women in business, female tech professionals continue to be outpaced by their male counterparts. According to Silicon Valley Bank’s Innovation Economy Outlook survey, less than 50 percent of technology companies have women in the C-suite or serving on the board of directors. Only 19 percent of CIO positions for Fortune 250 companies are held by women.
In fact, the gender disparity among technology professionals seems to be increasing in spite of recent gains throughout the workplace. Fewer women are joining the tech workforce and the numbers of female students studying technology is in decline—today only 18 percent of computer science majors are women, compared to 37 percent in the mid-1980s. Add in a continued wage imbalance and a high turnover rate for female tech professionals mid-career and it is clear that there is work to be done. How can we encourage more women to join the technology field and insurance technology in particular? What can be done to break down the barriers to success as a female technology professional?
Heart Rate Variability and the Digital Health Revolution - Voices 2015Deanna Kosaraju
Heart Rate Variability and the Digital Health Revolution
Ronda Collier, SweetWater Health
Voices 2015 www.globaltechwomen.com
Thu March 12 13:00 PST
Thu March 12 16:00 EST
Thu March 12 20:00 UTC
Fri March 13 1:30 IST
Fri March 13 7:00 Sydney
Session Length: 1 Hour
According to leading medical institutions such as Stanford, Harvard and the Mayo Clinic, stress is responsible for more than 90% all disease. Most people are stressed to some degree and many are not aware of it. This may be due to the fact that the brain is a giant filter and pattern matcher. When a condition becomes familiar the brain filters it out, even if it is not good for you.
HRV is the latest buzz word in the digital health revolution. It provides an objective measure of the stress or “fight or flight” response in your nervous system, and insight into situations, thoughts and behaviors that cause stress. In addition, it is a measure of systemic health and is an early indicator for heart disease and hypertension.
Legacy HRV measurement systems were expensive, bulky and did not provide meaningful feedback for the general population. Thanks to mobile platforms such as smart phones and tablets, HRV is available to the consumer, providing an accurate and easy way to measure and manage the weak link in the chain, also known as stress.
Women and CS, Lessons Learned From Turkey - Voices 2015Deanna Kosaraju
Women and CS, Lessons Learned From Turkey
Voices 2015 www.globaltechwomen.com
Mon March 9 23:00 PST
Tue March 10 2:00 EST
Tue March 10 6:00 UTC
Tue March 10 11:30 IST
Tue March 10 16:00 Sydney
Dr. Umit Yalcinalp, Architect
Dr. Gokcen Cilingir, Senior Software Engineer
Dr. Gulustan Dogan, Associate Professor
Session Length: 1 Hour
While interest in computing is steadily declining in US among women, more women are attracted to computing and seeking technical CS degrees in Turkey. In this talk, members of Turkish Women in Computing will discuss the results of ongoing research based on survey conducted on this discrepancy among its members and their connections who are women with computing degrees. We will briefly present the hypotheses previously presented at Global Voices conference in 2014 and how our findings compare with these hypotheses previously presented. We will also talk about our data collection methodology and some interesting surprises we encountered about demographics that affected the results.
Communications Platform Provides "Your School at your Fingertips" for Busy Pa...Deanna Kosaraju
Communications Platform Provides "Your School at your Fingertips" for Busy Parents
Nirupama Mallavarupu, MobileArq
Voices 2015 www.globaltechwomen.com
Mon March 9 13:00 PST
Mon March 9 16:00 EST
Mon March 9 20:00 UTC
Tue March 10 1:30 IST
Tue March 10 7:00 Sydney
Session Length: 1 Hour
MobileArq is a mobile school directory for parents created by a Mother with expertise in Information Technology and a first-hand knowledge of the needs of busy parents with school age children. The mobile directory is the cloud version of the standard print directory, which contains the contact information of all parents and families in the school. The MobileArq app has a logical, easy to use interface through which parents can access school directory information on their mobile devices as well as desktop computers, whenever and wherever they need it. Unlike printed directories, new data can be added and corrections made in real-time so information is always up-to-date, and families can chose to opt out or edit personal contact information easily throughout the school year. MobileArq provides the user the added convenience of calling/emailing/texting and message groups directly from the App.
MobileArq's provides PTAs all-in-one portal to manage their communication, fundraising and memberships. MobileArq is the first to also provide APIs for third parties to write applications for parents, teachers and students.
ASEAN Women in Tech
Voices 2015 www.globaltechwomen.com
Tue March 10 20:00 PST
Tue March 10 23:00 EST
Wed March 11 3:00 UTC
Wed March 11 8:30 IST
Wed March 11 14:00 Sydney
Lucie Newcomb CEO The NewComm Global Group Inc. (USA), Moderator
Nuraizah Shamsul Baharin, Managing Director of Madcat World Sdn. Bhd. (Malaysia),
Jennifer Kenny, CEO BizTh!nk (Indonesia)
Au Soriano, CEO Pinoy Travel (Philippines)
Haslina Taib, CEO BAG Networks Sdn Bhd (Brunei)
Session length: 1 Hour
In celebration of International Women's Day, from Brunei to Malaysia, Indonesia to the Philippines, ASEAN to California and around the world, we will share our experiences and recommendations; celebrate our unique contexts as well as common ground.
Empowering Women Technology Startup Founders to Succeed - Voices 2015Deanna Kosaraju
Empowering Women Technology Startup Founders to Succeed
Ari Horie, CEO & Founder, Women's Startup Lab
Voices 2015 - www.globaltechwomen.com
Mon March 9 10:00 PST
Mon March 9 13:00 EST
Mon March 9 17:00 UTC
Tue March 10 22:30 IST
Tue March 10 4:00 Sydney
Session Length: 1 Hour
As Founder and CEO of Women's Startup lab, Ari Horie will share her knowledge on the entrepreneurial journey, obstacles facing female technology founders, and her tips and tricks for women looking to overcome these barriers. In addition, Ari will be able to discuss her philosophy, “The Hito Rule,” which calls on women to not only lean in, but on and up their communities to gather the skills, network, and support needed to advance their companies and how she has successfully implemented this philosophy during her own entrepreneurial journey.
Innovation a Destination and a Journey - Voices 2015Deanna Kosaraju
Innovation – A Destination and a Journey
Valeria Mihalache, Xilinx
Voices 2015 - www.globaltechwomen.com
Mon March 9 9:00 PST
Mon March 9 12:00 EST
Mon March 9 16:00 UTC
Tue March 10 21:30 IST
Tue March 10 3:00 Sydney
Session Length: 1 Hour
We live in a time when change happens at lightning speed, all around us. The only way for companies to be competitive is to innovate, not only with respect to their product offering, but also with respect to their marketing and to their work processes. Moreover, all organizations need innovation in order to stay ahead in the game. Non-profit organizations need to bring innovation in their processes to attract more donors; schools need to innovate with respect to the teaching methods, as well as with respect to the programs they offer, for instance to take advantage of the latest technologies available, or to engage the students more in the learning process.
In this presentation we will focus on innovation and on its two good companions, creativity and invention. We will talk about the differences between the three, while also showing the intrinsic connection between them. Giving real-life examples, we will talk about different types on innovation. We recognize that innovativeness is an elusive trait, that one cannot predict how innovative somebody will be in his or her position. Nevertheless, there are certain things that organizations can do to allow for and to stimulate the innovativeness of their employees/members. We will talk about processes that organizations can use in order to inspire and foster innovation.
Agility and Cloud Computing
Ambs Kesavan, Xilinx
Voices 2015 www.globaltechwomen.com
Session Length: 45 minutes
The objective of this talk is to share technology trends in cloud computing industry and the opportunities they provide to innovate at scale. The presentation highlights the productivity and economic benefits from adopting this disruptive technology to create a sustained competitive advantage for businesses of all sizes ranging from SMB segment to high end enterprises.
The Confidence Gap: Igniting Brilliance through Feminine Leadership - Voices...Deanna Kosaraju
The Confidence Gap: Igniting Brilliance through Feminine Leadership
Lisa Marie Jenkins, Cisco Systems, Lisa Marie Jenkins Consulting
Voices Conference www.globaltechwomen.com
Mon March 9 15:00 PST
Mon March 9 18:00 EST
Mon March 9 22:00 UTC
Tue March 10 3:30 IST
Tue March 10 9:00 Sydney
Session Length: 1 Hour
Evidence shows that women are less self-assured than men, however studies prove confidence is just as important as competence when it comes to advancing a successful career. The confidence gap between men and women is caused by factors that range from upbringing, social conditioning, and biology. Today the 8 most desired characteristics for the modern leader are considered to be feminine, so when women become more courageous, they will naturally become more effective leaders and everyone benefits.
In this session, you will:
• Begin to learn what it takes to overcome self-doubt and become unstoppable in the face of fear
• Develop the courage and clarity to take action and take risks
• Understand how confidence combined with core strengths creates powerful and authentic women
Business Intelligence Engineering - Voices 2015Deanna Kosaraju
Business Intelligence Engineering for Big Data
Ramya Bommareddy
Voices 2015 - www.globaltechwomen.com
March 9th 2015
Session Length: 1 hour
Beyond building and developing information technology applications and teams, we will share our experiences of thriving in a globally distributed organization. As a dynamic duo of Engineering Manager and Engineering lead, we will showcase how we are delivering innovation in Business Intelligence and Data Engineering in an Enterprise Data warehouse setting. We cater to the data and information needs of the business community whose priorities are moving targets. The myth that Agile methodology only works for co-located teams has been busted. Promoting a culture of outside-in-thinking through customer centricity, with focus on quality is the key to success.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
10. Reading the Mind in the Eyes
Results
10
Banducci Consulting 2015
Which word best describes what the person
in the picture is thinking or feeling?
Amused
Relaxed
Joking
Insisting CORRECT
10
19. Breaking the Code of
Interview Implicit Bias
to Value Different Gender Competencies
Bonita Banducci
650-529-9336 banducci@genderwork.com
www.genderwork.com
Gender and Engineering, Santa Clara University