White Papers & E-Books

cover myths 110 Myths About Your Women Employees You Should Leave Behind in 2017

Kelly Watson and Jodi Detjen

Do you want more women in your leadership pipeline? Do you want to leverage your full talent potential? Here, we offer alternative strategies and behaviors to help you implement a lasting improvement towards gender parity.  The structure of the e-book is as follows: Each myth is described. Then, we’ve reframed it using a different perspective. As a bonus, we
share some activities you can try in order to put the reframe into
action.  Continue Reading…

 

 

 



self-imposed-bias-cover2Removing Self-Imposed Barriers to Success for High Potential Women in the Workplace

Kelly Watson and Jodi Detjen

For organizations to see talented women rise through the ranks at the same pace and numbers as men, significant attention must be paid to the role of unconscious bias in creating barriers for women.  While much of the current research has uncovered unconscious bias in recruiting, rewards and recognition, talent management systems, and organizational culture, little has been done to recognize the role of unconscious bias in women themselves.  Continue Reading…

 

 

 


 

managing-women-bias-cover1Managing Women and their Own Unconscious Bias

Kelly Watson

Gender bias is culturally entrenched, and, in most cases, unconscious. As diversity expert, Howard J. Ross, explains, “ Virtually every one of us is biased towards something, somebody, or some group.”1 But not all bias is external: Women stereotype themselves, too. Women think they are better multitaskers, better nurturers, and generally not as tough as men. They feel guilty when they are at work instead of being with their kids or “giving back.” In a phenomenon known as “The Tiara Syndrome,” women wait to get picked for promotions or raises. They internalize cultural rules about femininity, and allow this to guide their behaviors, whether or not those assumptions and biases are even valid.  Continue Reading…

 

 


 

Gender Bias in Tech: Disrupting Tech’s Diversity Problem

Jodi Detjen and and Tung Huynh

Since the 1970s, women have made significant gains in the workforce in terms of educational attainment and labor force participation. Despite such progress, gender disparities in the American workplace continue to persist. On average, women who work full-time today earn 78 cents on every dollar earned by men (White House Council of Economic Advisers, 2014). While women make up half of the total US labor force, few female executives are represented among leadership ranks across public offices and corporate boardrooms. In traditionally male-dominated field such as tech, gender bias manifested throughout the hiring and promotion process poses an even more acute challenge to female employees in their career advancement. This report aims to examine the patterns of bias women face in the workplace, particularly among technology-oriented companies. We further review the approaches in helping women, their male colleagues, as well as the institution, in identifying and removing these biases. Continue Reading…