Reclaiming the Sisterhood: How Women Help (and Sometimes Hinder) Other Women's Careers
In this provocative session, we'll explore how women help other women in their careers, and, regrettably, how they sometimes hinder other women's career success. Discussion topics will include: Creating your career narrative, understanding the differences between sponsorship and mentorship, managing unconscious biases and microaggressions, and the importance of managing your social network.
This International Women's Day, INSEAD takes a look at persistent myths about women in business that need to be shattered and replaced with clear facts. Because when women have the same opportunities to rise up the ranks and take the lead, organisations do better.
#IWD2017 #BeBoldForChange
Learn more about the INSEAD's degree programmes:
MBA - http://inse.ad/NoJOuh
Global Executive MBA - http://inse.ad/sCUvQU
Executive Master in Finance - http://inse.ad/YIp7yF
It's no secret that women's professional cycling gets the short end of the stick with regard to pay, distance, and media exposure equity. In this presentation, I compare cycling to other male dominated sports, Title IX, share current trends and statistics, and offer ways to grow the sport of professional women's cycling after arming you with the facts.
Learn how some of the world's most inspiring women are using their growing economic power to create success in meaning in their lives while building a better world
Reclaiming the Sisterhood: How Women Help (and Sometimes Hinder) Other Women's Careers
In this provocative session, we'll explore how women help other women in their careers, and, regrettably, how they sometimes hinder other women's career success. Discussion topics will include: Creating your career narrative, understanding the differences between sponsorship and mentorship, managing unconscious biases and microaggressions, and the importance of managing your social network.
This International Women's Day, INSEAD takes a look at persistent myths about women in business that need to be shattered and replaced with clear facts. Because when women have the same opportunities to rise up the ranks and take the lead, organisations do better.
#IWD2017 #BeBoldForChange
Learn more about the INSEAD's degree programmes:
MBA - http://inse.ad/NoJOuh
Global Executive MBA - http://inse.ad/sCUvQU
Executive Master in Finance - http://inse.ad/YIp7yF
It's no secret that women's professional cycling gets the short end of the stick with regard to pay, distance, and media exposure equity. In this presentation, I compare cycling to other male dominated sports, Title IX, share current trends and statistics, and offer ways to grow the sport of professional women's cycling after arming you with the facts.
Learn how some of the world's most inspiring women are using their growing economic power to create success in meaning in their lives while building a better world
Starling presentation: Workplace gender equality through the lens of FatherhoodAnnie Auerbach
Unconscious bias starts young. We are all guilty of it. By understanding its dynamics, we can get comfortable with feeling uncomfortable and make step changes that will change the landscape of the modern workplace for our daughters' generation.
This is a speech I gave for #dads4daughters, a great initiative which asks all fathers of daughters everywhere to pledge to achieve greater gender equality in the workplace – the future workplace of their daughters.
http://dads4daughters.uk
The female leader is essential in an organization. Every female can’t be same, probably will not be same at least. Every group of female friends is different if a group of girls is taken into consideration. There may be different personalities which are distinct and each of the personality have different or sometimes multiple roles to play. And the dynamics with the presence of women in any group will differ to each and every individual that are present in the group.
Women in Tech, Columbia MD January 2019 meeting. We take an overview of how women have been portrayed and perceived in the workforce; and our special guest Catherine Hyde, Director of Digital Engagement at Enterprise Community Partner, shares some thoughts and inspiration on how we can intentionally shape our future, for ourselves and the next generation of women at work.
This is a presentation I have done in ISEC conference with theme as "Women in IT and challenges". The presentation covers the following
1. What are the common challenges women face at workplace
2. What are different policies being adopted by several organizations to help women
3. What are the un noticed daily challenges faced by women
4. What can an organization or a team or an individual do to help a woman achieve work life balance
5. As a woman what can one expect from the organization, project team, family and partner
One of the most frequent observations about Ursula Burns’ success is the
fact that she is the first African-American woman to lead a major US
corporation and the first female CEO to take the reins from another woman.
The report "Taking the Lead: Girls and Young Women on Changing the Face of Leadership" is the first of its kind that shines a light on girls’ and young women’s leadership aspirations, perceptions and real experiences across diverse societies and economies across the globe. It is jointly produced by Plan International with the Geena Davis Institute on Gender in Media.
Close to 10,000 girls and young women between the 15 and 24 years old were surveyed in 19 countries (Benin, Canada, Denmark, Dominican Republic, Finland, Honduras, India, Japan, Netherlands, Peru, Philippines, Senegal, Sierra Leone, South Sudan, Sweden, Vietnam, Uganda, USA and Zimbabwe).
Black Women Are Leaning In And Getting NowhereAmbitious women ar.docxAASTHA76
Black Women Are Leaning In And Getting Nowhere
Ambitious women are repeatedly sidelined, a new study shows. July 27, 2016
·
Emily Peck Executive Editor, Business and Technology, The Huffington Post
Sheryl Sandberg, chief operating officer of Facebook, has famously advised women to “lean in.” Women of color have been doing that for a while, though.
Black women want a seat at the table. And yet they are close to invisible at the highest ranks of corporate America, reveals data released Tuesday morning by consulting firm McKinsey & Company and LeanIn.org, the nonprofit women’s leadership organization founded by Facebook Chief Operating Officer Sheryl Sandberg.
This is the second year the organization has released the data, among the most comprehensive looks at how women are faring in the business world.
Overall, it’s not going terribly well. Women drop out of the corporate pipeline at high rates: For every 100 women promoted to manager (the first step on the track up the ladder), 130 men are advanced, the study found. Women get more pushback when they negotiate for raises, and are more likely to get labeled pushy or bossy by the higher-ups and generally receive less support from senior colleagues.
But women of color have it particularly bad, the study found. Defined as black, Asian or Hispanic, women of color make up just 3 percent of executives in the C-suite at the 132 North American companies surveyed, which include JP Morgan Chase, Procter & Gamble, General Motors and Facebook. Yet, these women comprise 20 percent of the United States population.
White women were also nowhere near parity in those high-level offices, but at 17 percent are doing much better by comparison.
“When women are stuck, corporate America is stuck,” Sandberg said in a statement. “We know that diverse teams perform better and inclusive workplaces are better for all employees, so we all have strong incentives to get this right.”
Women of color are far less likely to make it to the top in corporate America.
“Women of color are the most underrepresented group in the corporate pipeline,” write the authors of the report, which also surveyed women within these companies.
This is the second year that LeanIn.org and McKinsey have done this landmark survey. Though last year some data on women of color was included, the report did not break out pipeline data on women of color.
The latest study looked at promotion and attrition rates at the various companies, which together employ more than 4.6 million people. Additionally, more than 34,000 employees at the companies responded to a survey on gender biases, work-life issues and career opportunities at their companies.
Women of color who responded to the survey, especially black women, tended to perceive their offices as less fair. Only 29 percent of black women said the best opportunities at their company go to the most deserving employees, compared to 47 percent of white women, 43 percent of ...
Lean In China - 2016 Women, Work and Happiness White Paper甫径 金
In March 2016, Lean In China launched a nationwide survey titled “Women,Work and Happiness”.
The White Paper seeks to use the data collected from the survey to provide recommendations on advancing gender equality in the home and workplace based on a deeper understanding and analysis of the unique priorities, needs and challenges that women in China face as they progress in their careers and lives.
Happy International Women's Day. Cracking the Case. Why you need women leader...Mika Wilén
Maat, jotka ovat onnistuneet sukupuolten välisen tasa-arvon toteuttamisessa, ovat muita kilpailukykyisempiä. Silti naiset ovat yksi suurimmista alihyödynnetyistä osaajaresursseista maailmassa – ja erityisesti yritysten johtotehtävissä. Miksi? Johtuuko tämä siitä, että yritysten henkilöstökäytännöt eivät ole tältä vuosisadalta? Mihin asioihin ylimmän johdon tulisi kiinnittää huomiota, jotta muutos olisi mahdollinen? Lue lisää: Cracking the Case .
By a simple computation prove whether a person’s skill level is in.docxhumphrieskalyn
By a simple computation prove whether a person’s skill level is independent of his voting inclination (Use the chart below).
Skilled
Unskilled
Total
For
275
225
500
Against
200
500
700
No opinion
125
75
200
Total
600
800
1400
PSY 375 Life Span Human Development
University of Phoenix Material
Issue Analysis
After reading the selected critical issue, use the following questions to analyze the issue. The word count for individual questions may vary but your responses should total 1,200- to 1,400-words for the entire worksheet.
1. What are some of the strengths associated with the Pro side of the issue? What are some of the weaknesses?
2. What are some of the strengths associated with the Con side of the issue? What are some of the weaknesses?
3. Based on the statements presented in this critical issue, which author do you agree with? Provide supporting evidence.
4. Explore two other roles that can be acquired during early and middle adulthood, such as through parenthood, romantic relationships, and career. How have these roles changed through the past generations?
5. What psychological adjustments are made during early and middle adulthood to adapt to aging and changes in life style? How does this affect development?
Page 1
of 1
PSY375r4
ISSUE 17
Are Professional Women “Opting
Out” of Work by Choice?
YES: Linda Hirshman, from “Homeward Bound,” The American Prospect
Online (November 21, 2005)
NO: Pamela Stone, from “The Rhetoric and Reality of ‘Opting Out’,”
Contexts (Fall 2007)
ISSUE SUMMARY
YES: Scholar Linda Hirshman identifi es as a feminist, but is frustrated
with fi ndings suggesting that successful and well-qualifi ed women
have put themselves in situations where it makes sense to prioritize
parenthood over work.
NO: Sociologist Pamela Stone interviewed a different but also very successful
sample of women who sacrifi ced careers for parenthood and
found that while they perceived themselves to be making a choice,
in fact they were tightly constrained by traditional gender roles and
infl exible workplaces.
In his seminal stage theory of life-span, Erik Erikson identifi ed the primary
challenge of social development during adulthood to be negotiating between
generativity and self-absorption. The concept of generativity has continued to
be useful in the study of adult development: once people have begun careers
and families, how do they think about generating something meaningful for
future generations? Though generativity can take many forms, for many adults
opportunities to generate something meaningful come primarily through work
and through having children. But negotiating between devotion to one’s work
and to one’s children is another common challenge in adulthood, and one that is
particularly constrained by the changing dynamics of gendered social roles.
In recent decades, there has been a dramatic infl ux of women into career
tracks previously reserved for men and a signifi cant increase in two-career families.
An ...
Starling presentation: Workplace gender equality through the lens of FatherhoodAnnie Auerbach
Unconscious bias starts young. We are all guilty of it. By understanding its dynamics, we can get comfortable with feeling uncomfortable and make step changes that will change the landscape of the modern workplace for our daughters' generation.
This is a speech I gave for #dads4daughters, a great initiative which asks all fathers of daughters everywhere to pledge to achieve greater gender equality in the workplace – the future workplace of their daughters.
http://dads4daughters.uk
The female leader is essential in an organization. Every female can’t be same, probably will not be same at least. Every group of female friends is different if a group of girls is taken into consideration. There may be different personalities which are distinct and each of the personality have different or sometimes multiple roles to play. And the dynamics with the presence of women in any group will differ to each and every individual that are present in the group.
Women in Tech, Columbia MD January 2019 meeting. We take an overview of how women have been portrayed and perceived in the workforce; and our special guest Catherine Hyde, Director of Digital Engagement at Enterprise Community Partner, shares some thoughts and inspiration on how we can intentionally shape our future, for ourselves and the next generation of women at work.
This is a presentation I have done in ISEC conference with theme as "Women in IT and challenges". The presentation covers the following
1. What are the common challenges women face at workplace
2. What are different policies being adopted by several organizations to help women
3. What are the un noticed daily challenges faced by women
4. What can an organization or a team or an individual do to help a woman achieve work life balance
5. As a woman what can one expect from the organization, project team, family and partner
One of the most frequent observations about Ursula Burns’ success is the
fact that she is the first African-American woman to lead a major US
corporation and the first female CEO to take the reins from another woman.
The report "Taking the Lead: Girls and Young Women on Changing the Face of Leadership" is the first of its kind that shines a light on girls’ and young women’s leadership aspirations, perceptions and real experiences across diverse societies and economies across the globe. It is jointly produced by Plan International with the Geena Davis Institute on Gender in Media.
Close to 10,000 girls and young women between the 15 and 24 years old were surveyed in 19 countries (Benin, Canada, Denmark, Dominican Republic, Finland, Honduras, India, Japan, Netherlands, Peru, Philippines, Senegal, Sierra Leone, South Sudan, Sweden, Vietnam, Uganda, USA and Zimbabwe).
Black Women Are Leaning In And Getting NowhereAmbitious women ar.docxAASTHA76
Black Women Are Leaning In And Getting Nowhere
Ambitious women are repeatedly sidelined, a new study shows. July 27, 2016
·
Emily Peck Executive Editor, Business and Technology, The Huffington Post
Sheryl Sandberg, chief operating officer of Facebook, has famously advised women to “lean in.” Women of color have been doing that for a while, though.
Black women want a seat at the table. And yet they are close to invisible at the highest ranks of corporate America, reveals data released Tuesday morning by consulting firm McKinsey & Company and LeanIn.org, the nonprofit women’s leadership organization founded by Facebook Chief Operating Officer Sheryl Sandberg.
This is the second year the organization has released the data, among the most comprehensive looks at how women are faring in the business world.
Overall, it’s not going terribly well. Women drop out of the corporate pipeline at high rates: For every 100 women promoted to manager (the first step on the track up the ladder), 130 men are advanced, the study found. Women get more pushback when they negotiate for raises, and are more likely to get labeled pushy or bossy by the higher-ups and generally receive less support from senior colleagues.
But women of color have it particularly bad, the study found. Defined as black, Asian or Hispanic, women of color make up just 3 percent of executives in the C-suite at the 132 North American companies surveyed, which include JP Morgan Chase, Procter & Gamble, General Motors and Facebook. Yet, these women comprise 20 percent of the United States population.
White women were also nowhere near parity in those high-level offices, but at 17 percent are doing much better by comparison.
“When women are stuck, corporate America is stuck,” Sandberg said in a statement. “We know that diverse teams perform better and inclusive workplaces are better for all employees, so we all have strong incentives to get this right.”
Women of color are far less likely to make it to the top in corporate America.
“Women of color are the most underrepresented group in the corporate pipeline,” write the authors of the report, which also surveyed women within these companies.
This is the second year that LeanIn.org and McKinsey have done this landmark survey. Though last year some data on women of color was included, the report did not break out pipeline data on women of color.
The latest study looked at promotion and attrition rates at the various companies, which together employ more than 4.6 million people. Additionally, more than 34,000 employees at the companies responded to a survey on gender biases, work-life issues and career opportunities at their companies.
Women of color who responded to the survey, especially black women, tended to perceive their offices as less fair. Only 29 percent of black women said the best opportunities at their company go to the most deserving employees, compared to 47 percent of white women, 43 percent of ...
Lean In China - 2016 Women, Work and Happiness White Paper甫径 金
In March 2016, Lean In China launched a nationwide survey titled “Women,Work and Happiness”.
The White Paper seeks to use the data collected from the survey to provide recommendations on advancing gender equality in the home and workplace based on a deeper understanding and analysis of the unique priorities, needs and challenges that women in China face as they progress in their careers and lives.
Happy International Women's Day. Cracking the Case. Why you need women leader...Mika Wilén
Maat, jotka ovat onnistuneet sukupuolten välisen tasa-arvon toteuttamisessa, ovat muita kilpailukykyisempiä. Silti naiset ovat yksi suurimmista alihyödynnetyistä osaajaresursseista maailmassa – ja erityisesti yritysten johtotehtävissä. Miksi? Johtuuko tämä siitä, että yritysten henkilöstökäytännöt eivät ole tältä vuosisadalta? Mihin asioihin ylimmän johdon tulisi kiinnittää huomiota, jotta muutos olisi mahdollinen? Lue lisää: Cracking the Case .
By a simple computation prove whether a person’s skill level is in.docxhumphrieskalyn
By a simple computation prove whether a person’s skill level is independent of his voting inclination (Use the chart below).
Skilled
Unskilled
Total
For
275
225
500
Against
200
500
700
No opinion
125
75
200
Total
600
800
1400
PSY 375 Life Span Human Development
University of Phoenix Material
Issue Analysis
After reading the selected critical issue, use the following questions to analyze the issue. The word count for individual questions may vary but your responses should total 1,200- to 1,400-words for the entire worksheet.
1. What are some of the strengths associated with the Pro side of the issue? What are some of the weaknesses?
2. What are some of the strengths associated with the Con side of the issue? What are some of the weaknesses?
3. Based on the statements presented in this critical issue, which author do you agree with? Provide supporting evidence.
4. Explore two other roles that can be acquired during early and middle adulthood, such as through parenthood, romantic relationships, and career. How have these roles changed through the past generations?
5. What psychological adjustments are made during early and middle adulthood to adapt to aging and changes in life style? How does this affect development?
Page 1
of 1
PSY375r4
ISSUE 17
Are Professional Women “Opting
Out” of Work by Choice?
YES: Linda Hirshman, from “Homeward Bound,” The American Prospect
Online (November 21, 2005)
NO: Pamela Stone, from “The Rhetoric and Reality of ‘Opting Out’,”
Contexts (Fall 2007)
ISSUE SUMMARY
YES: Scholar Linda Hirshman identifi es as a feminist, but is frustrated
with fi ndings suggesting that successful and well-qualifi ed women
have put themselves in situations where it makes sense to prioritize
parenthood over work.
NO: Sociologist Pamela Stone interviewed a different but also very successful
sample of women who sacrifi ced careers for parenthood and
found that while they perceived themselves to be making a choice,
in fact they were tightly constrained by traditional gender roles and
infl exible workplaces.
In his seminal stage theory of life-span, Erik Erikson identifi ed the primary
challenge of social development during adulthood to be negotiating between
generativity and self-absorption. The concept of generativity has continued to
be useful in the study of adult development: once people have begun careers
and families, how do they think about generating something meaningful for
future generations? Though generativity can take many forms, for many adults
opportunities to generate something meaningful come primarily through work
and through having children. But negotiating between devotion to one’s work
and to one’s children is another common challenge in adulthood, and one that is
particularly constrained by the changing dynamics of gendered social roles.
In recent decades, there has been a dramatic infl ux of women into career
tracks previously reserved for men and a signifi cant increase in two-career families.
An ...
1. 6/8/2016 The Nanyang Chronicle » It’s also a woman’s world
http://www.nanyangchronicle.ntu.edu.sg/2016/03/itsalsoawomansworld/ 1/4
HOME NEWS LIFESTYLE REVIEWS SPORTS OPINIONS CHINESE DAPPER MULTIMEDIA
PHOTO FEATURES PRINT EDITION
It’s also a woman’s world
24 Mar 2016 | 11:05 pm
By Dipshikha Ghosh, Opinion Editor
GRAPHIC: LIM PEI YI
When I was doing a short stint at one of the top advertising ᕀrms in the country, I was put under the wing of an
enterprising young woman named Emily.
I was in awe of how Emily was such a competent team leader. In a male-dominated work environment and
industry, she could more than hold her own with the best of them.
It was perhaps unsurprising that Emily rapidly rose through the ranks. According to a 2012 Harvard Business
Review report, women scored higher than men in 12 out of the 16 measures of outstanding leadership. Women
were found to be more nurturing which led to stronger relationship bonds with both colleagues and clients.
2. 6/8/2016 The Nanyang Chronicle » It’s also a woman’s world
http://www.nanyangchronicle.ntu.edu.sg/2016/03/itsalsoawomansworld/ 2/4
Previous Story
Editorial: It’s time to reflect on how we can be truly
racially inclusive
Next Story
Frankly, My Dear: It’s not interesting to be a woman
Women, it seems, are wired to succeed in the workplace. And yet, women like Emily remain among the minority in
modern society.
This disparity is particularly pronounced in Asia. An article published by BBC in November last year hit close to
home when it reported that more women in Singapore take up Chief Executive positions than anywhere else in
Asia. The statistic, as it turned out, was a paltry 15 per cent. Furthermore, only eight per cent of female employees
make it into the boardrooms.
A possible reason for this phenomenon is that Asian women are still measured against traditional moulds of
success as dutiful wives and nurturing mothers.
We have not shaken oᕘ the notion of a collectivistic society
where the role of the woman is in the house with her children. When a woman leaves the house to make her
dreams come true, she is often considered bossy, intimidating or my personal favourite — selᕀsh.
Against this backdrop, it is no wonder that while more women are now moving up the corporate ladder, the
majority of top positions in the world are still overwhelmingly held by men.
Growing up in a traditional Indian family, I was told that success lay at the end of the road most taken. I wondered
whether my mother would have been happy for me if I had become as successful as my lady boss. She probably
would have — Emily was objectively doing very well for herself. But my mother would also have wanted me to get
married and start a family.
My success in the corporate world cannot come at the cost of
me performing my duties as wife and mother.
In a meritocratic society like Singapore, this presents the modern Asian women with the illusion that they can have
everything if only they work hard for it. This makes failure to juggle both home and work even more crushing.
Inability to balance both demands is often perceived as a personal failing.
This is why when an Asian woman makes it in a male-dominated position, her existence in itself begins to feel like
activism — against the patriarchy, against stereotypes and against all those times we were made to believe that
we were not doing enough.
But until Asian women are freed from the persecution of social norms and expectations, our achievements will
continue to be measured by our novelty — and not our ability.
A version of this article appeared in the print edition of The Nanyang Chronicle on March 7, 2016, with the headline ‘It’s also a
woman’ world’. Print Edition