Gender Bias

Gender Bias Training for Men and Women, Together

DOWNLOAD DETAILED SUMMARY

The issue of gender bias often rises to the surface for organizations when it causes an acknowledged exodus of female talent or concerns of liability — or both. But having the conversation about unconscious gender bias isn’t an easy one to have, especially in the workplace. In our signature workshop, Gender Bias for both Men and Women Together, we bring all stakeholders to the table to have an open and honest conversation about gender bias – and what it means for men, women and the organization. In our approach of this subject, we understand that the environment required to address gender bias needs to be one of mutual advantage – the needs of men, women, and the organization must be considered so all parties can emerge as beneficiaries.

Participants achieve the following learning objectives:

  • Identify the tangible impact gender bias has on the organization’s performance
  • Acknowledge the different perspectives men and women have about gender equity
  • Identify underlying assumptions in both male and female colleagues to re-think automatic responses, language, and behaviors
  • Prepare a go-forward plan to meet shared and individual development objectives

Including Men in Achieving Gender Equality

DOWNLOAD DETAILED SUMMARY

Men are often left out of the conversation about gender equity in the workplace. At best, they are enlisted to offer to step up and at worst, they are blamed for the situation. Many men feel there is either no upside to including women or are confused by it when they can’t see the inequity. When companies prioritize gender equity, it impacts both men and women. Learning how to address unconscious biases and assumptions held by men, and manage through them without fueling gender conflict is a critical skill for the workplace.

Participants achieve the following learning objectives:

  • Identify the major contributors to gender conflict in the modern workplace
  • Acknowledge the different perspectives men and women have about gender equity
  • Identify underlying assumptions in both male and female colleagues to re-think automatic responses, language, and behaviors
  • Practice having the uncomfortable direct conversations with women that will ultimately reduce gender conflict
  • Learn why gender equity can have positive benefits for men’s careers

 

Training for Managers

Our Manager Training Series uniquely addresses how managers can more effectively leverage female talent.  By adapting how they manage, managers can help their team members realize their potential, think more strategically and increase their impact. Managers emerge from these courses with a clearer vision of how to facilitate women into leadership and career success thereby helping their teams and organizations.

 

Manager Training: How to Create a Women-Inclusive Team

DOWNLOAD DETAILED SUMMARY

Offering maternity leave and flexibility will not ensure women flock to your organization or stay for the long term.  Women can tell when they culture signals they are unwelcome. Team cultures that promote inclusiveness versus simply attempting assimilation or applying band-aids will lead to long term engagement and reduced turnover.  Managers play a pivotal role in creating this inclusive culture.

Participants will achieve the following learning objectives:

  • Learn how to create an effective work environment for women (hint: it works for men too)
  • Discover the common barriers such as unconscious biases and their impact on team culture
  • Perform a gap analysis on your current team environment
  • Develop a plan to transform to a women-friendly culture
  • Learn how to engage male colleagues in the change process

 

Manager Training: How to Manage Women for Retention and Promotion

DOWNLOAD DETAILED SUMMARY

Managers often struggle to unleash their female talent and overcome inherent cultural barriers to their advancement. External bias plays a role, but often the largest bias is that which women themselves unconsciously absorb internally, that keeps them in traditional roles or on a stunted career path. Further, managers may resist providing critical developmental feedback to women.

Participants will achieve the following learning objectives:

  • Recognize negative behaviors and identify underlying assumptions of the women they manage
  • Re-think automatic responses, rewards, and punishments that may be laden with their own bias
  • Practice having the uncomfortable developmental conversations that will ultimately make women more successful

 

Manager Training: How to Retain New Mothers

DOWNLOAD DETAILED SUMMARY

The single greatest pressure for women to leave the workplace occurs when they become mothers.  Unconscious bias, both internal and external, plays a role in convincing women their careers are at odds with their lives and affects how women perform postpartum. Managers often are simply unaware of how these biases manifest and what they can do to support their high potential women through this transition point.

Participants will achieve the following learning objectives:

  • Learn how unconscious biases can limit women’s careers when they become mothers
  • Reframe these assumptions for a fresh approach to managing family leave and the subsequent integration of life and work.
  • Develop a framework for a longer-term career approach for both you and your female staff
  • Create your own customized team environment to support everyone’s work-life needs

 

View our Training for Women

For more information or to book a workshop, please email info@orangegroveconsulting.com.