Why is it that so many organizations invest in diversity, but see little change? One reason is that D&I efforts are often detached from data and inconsistent with research. But for a growing number of companies, that's changing. From Airbnb and Google to Capital One and The New York Times, businesses across industries are taking a more data-driven approach to diversity. It's time to apply that same approach in all fields. In this session we'll share how organizations can use data to pinpoint the factors limiting diversity and inclusion, enabling them to embed effective changes, and sometimes even small tweaks, to move the needle successfully. Continue reading...
This webinar will review the legal framework governing sexual harassment at work and provide practical tools for addressing sexism/sexual harassment directed at you or at others. We’ll provide guidance to help you recognize and address harassment, and spot risk factors for harassment in your industry. We’ll talk about what allies can do to prevent and address sexual harassment at the individual and organizational level. We’ll also talk about how to address backlash and respond to calls for sex-segregated workplace relationships, with suggestions for how men and women can continue to work together and network in light of sexual harassment concerns.
It is said that seeing is believing; but what about the things we don’t realize we are seeing? Despite all our good intentions and our desire to be fair and merit-based in our assessments of others, our unconscious biases create blind spots. Decades of research by social scientists make it clear that our brains take short cuts to conclusions without telling us. They rely heavily on schemas, ideas and things that go together to make evaluations. It can be an efficient system, but it can also be a faulty one, and cause us to misjudge and exclude people based on old societal stereotypes, preferences and our personal belief system. This is not because we are bad people, it’s because we are people.
Work-life balance has always been a challenge for mothers. Research shows it is an increasing challenge for fathers, too—and that even adults without children often struggle to balance their work with their other life goals. This webinar will explore the sources of work-family conflict, what individuals can do to sort out their priorities and attain a balance that fits their values—and also how to effectively supervise a workforce that often has a broad range of different definitions of what work-life balance means to them.
Leveling the Playing Field for First Generation Professionals: Tips for Individuals and Their Employers
Too often in diversity contexts, programming is designed to help women, LGBTQ individuals, or people of color – but rarely tackle issues of class. Yet first-generation college students face particular, well documented challenges in professional workplaces. This webinar is designed to provide a toolkit to address those challenges.
Overview: A growing body of research suggests that authenticity is a key ingredient for building inclusive environments. However, most corporate environments struggle with the idea of authenticity – professionals are taught to avoid differences rooted in culture, rather than leverage these differences for success, which in turn causes them to minimize their own differences in order to “fit in.” In this webinar, join Leadership Strategist, Coach, and Authenticity Expert Ritu Bhasin LL.B. MBA of bhasin consulting inc., as she discusses the key principles of authenticity, including:
Overview: Learn how to build effective and diverse teams by interrupting biases that creep in to everyday workplace situations. Joan will draw upon her years of research to discuss leveraging collective intelligence to increase team productivity and innovation, concrete strategies for identifying and interrupting diversity-related bias, and the value of well-managed, inclusive teams.
Overview: Women face unique obstacles at the negotiating table. Both male and female counterparts hold expectations that make it difficult for women to negotiate value and build relationships. This data-driven webinar shares recent research on how women can be effective despite the distinctive challenges we face at the negotiating table.
Studies show that subtle gender and racial biases often creep into performance evaluations. Learn how to design and fill out performance evaluations to avoid this.
Research shows that women’s reviews are more likely to contain negative feedback, and women tend to receive different types of criticism than men. Men typically receive constructive suggestions related to additional skills to develop and growth areas, whereas women are critiqued for personality: “You come off as abrasive;” “Pay attention to your tone.” Women are often described as “bossy,” “abrasive,” “strident,” and “aggressive” when they lead, or “emotional” and “irrational” when they disagree with others. The implicit message: women should conform to prescriptive stereotypes – they should be modest, self-effacing team players. One study found that, among men and women who received critical feedback, only 2% of men received negative personality criticism, but 76% of women did.
Learn how to spot gender bias—and hear successful women’s strategies for navigating it.
Four common patterns of gender bias shape today’s workplaces. This video series will help you:
- Spot all four patterns; and
- Learn proven strategies successful women use to navigate subtle bias.