Who does she think she is? Women, leadership and the ‘B’(ias) word
Women's leadership efficacy parallels that of males, but they face a double bind: adhering to gender expectations can impede leadership, and vice versa. Gender disparities are exacerbated by implicit prejudice, societal norms, and unequal expectations. These discrepancies are caused by social and organizational factors rather than talent. Practical ideas are aimed at increasing women's leadership representation.
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In retrospect, Dr. Dennis, who had a fulfilling career, regrets not addressing gender imbalances and their own privilege as a male earlier. They eventually engaged in mentorship and allyship with women, finding it rewarding. They now take satisfaction in women's success but wish they had supported gender diversity earlier in their career.
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Talk to your peers and colleagues about sexual harassment and assault and erode the status that some serial harassers continue to enjoy. Do not collaborate with them. Do not invite them to meetings, to seminars. Do not invite them to be a PI on a training grant or to participate in a graduate program.
How to be an active bystander
This guide was created to assist organizations in implementing bystander actions as part of their efforts to prevent sexist and sexually harassing behaviors. It defines bystander action and describes four important stages for establishing successful bystander programs.
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As a man who is relatively early in my career I have encountered many scnearios where I see a more senior man in a position of power actively excluding a younger woman from contributing, or worse. It has been a continuous test of my own character to determine when and how to intervene, and I haven't always been happy with my own actions. I'm sure if you're reading this you can relate!
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In a study focused on engaging men in gender-equity initiatives, 74% of male senior business managers cited fear as a barrier to men's support for gender equity.
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Men should reach out to women interested in leadership roles, encourage them to apply and offer to serve them as their ally.
Photoquote "Push-Pull Mentoring"
This method consists of pushing people ahead of you and pulling people behind you.
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On the occasion f International Women's Day, Melanie Bechard posted on X that while it is good that men acknowledge their female partners' professional sacrifices, it is better that men structure their lives so that their female partners do not have to sacrifice their career goals.
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The author shared on X on the occasion of International Women's Day his feminist father strategy which consist of declining mos speaking invitations because more academic work for him leads to more mom-work for his partner and less father-time with his baby.
Advancing equity, diversity, and inclusion
The Lancet Group is committed to avoiding all-male panels (manels). Their editors will not participate on panels when there are no women. They aim for a minimum of 50% female speakers at their events and emphasize the importance of women as panelists, not simply moderators or chairs.
We need to stop "untitling" and "uncredentialing" professional women
The article covers "untitling," a gender prejudice in which women with professional titles are frequently referred to by their first names, whilst males are given titles. It defines "uncredentialing" and provides techniques for combating these prejudices, focusing on leadership accountability and courteous correction.
Men as Allies
Men have an important role in ensuring that women are represented and supported in positions of leadership. The report identifies impediments such as impostor syndrome and networking difficulties, and proposes that males encourage diversity and challenge preconceptions about collective action.
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Women health leaders tend to lead from who they are and where they are rather than the position they happen to occupy.
Men: The Missing Piece Of The Gender Balance Jigsaw
Joy Burnford's article highlights the significance of incorporating males in the gender balance movement in the workplace. It highlights the need of male allies, role models, and sponsorship in achieving gender balance for the benefit of both enterprises and society.
Listen up, men: We must shun our sexist friends
Matthew Rozsa's article underlines the significance of challenging and combating sexist attitudes among friends. It encourages men to be active supporters in the fight against sexism and emphasizes the need of empathy and accountability in this effort.
This CEO Says Men Can Be Allies to Their Female Coworkers by Doing 4 Things
Pete Gombert identified gender pay disparities in his firm, which led to the establishment of GoodWell, a startup that examines workplace inclusion. To reduce toxic masculinity, he recommends men to quantify their influence, implement feedback mechanisms, oppose passivity, and promote openness. Male leaders have the ability to set the tone for change.
British Columbia Teacher's Confederation
Allyship helps build relationships based on trust; it is not an identity and should be recognized by the people we want to ally ourselves with.
How Men Can Become Better Allies to Women
Organizations are involving men in gender inclusion programs to boost workplace equity. Research shows that active male participation leads to progress in 96% of organizations. Challenges include potential backlash and skepticism. Male allies should listen, respect women's spaces, amplify efforts, embrace discomfort, and engage in supportive partnerships for successful gender equity initiatives.