Knowledge Center

Leveling the Playing Field for First Generation Professionals: Tips for Individuals and Their Employers

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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.
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Authentic Leadership as a Critical Pillar of Inclusive Work Environments

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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:
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Leading Effective Teams

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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.

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Gender & Negotiation

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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.

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Interrupting Bias in Performance Evaluations

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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.

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Book Club Picks

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Below are titles from our list of “must-read” books that deal with issues of women’s leadership, work/life balance, and gender equity at work and at home.

We’ve included discussion questions designed by the author(s) of each book exclusively for WLE. Get together with your colleagues and host a book club.
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