by Caroline | Feb 10, 2016 | benefits of diversity, bottom line value of gender diversity, double bind, Gender diversity, gender diversity in leadership, unconscious bias |
A recent conversation brought to mind how people are missing the mark in trying to achieve gender diversity in leadership. I heard more about (a) how people understand the business value of gender diversity, (b) they don’t know how to get it, and (c) they are still trying to “fix” women instead of eliminating the barriers to gender diversity. How can we shift the focus from “fixing women” to bringing awareness to unconscious gender biases?
by Caroline | Dec 2, 2015 | double bind, double bind, feedback, gender bias, gender communication, gender stereotypes, gendered definitions of leadership, judging difference, masculine communication style, unconscious bias, women aggressive communication, Women in management, women masculine style |
She is “helpful” but “too assertive.” He “shows initiative” and “solves problems.” Research shows that the language used in performance reviews for men and women is very different. The language clearly reflects underlying gender bias. Can making managers more aware of their language actually uproot and change gender biases?
