The missing voice of women in COVID-19 policy-making
The article highlights the underrepresentation of women in decision-making roles in Canada amid the COVID-19 pandemic. Women, especially working mothers, bear the brunt of caregiving responsibilities and are affected by job loss. Their voices are essential to advocate for investing in care infrastructure, which is crucial for economic recovery.
In health care, do the people in power reflect the people they serve?
Despite initiatives to promote diversity on Ontario healthcare boards, visible minorities account for just 22% of LHIN boards and 14% of hospital boards. Prioritizing professional backgrounds, time restraints, and fundraising duties are all obstacles. Camille Orridge emphasizes the need of taking a comprehensive strategy to ensuring that community perspectives are heard.
That’s all-white then – an all-white panel on ‘minorities and justice'
The author describes her experience as a white speaker on an all-white panel at a conference about "minorities and justice." It emphasizes representation difficulties, white privilege, and the need of admitting and combating racism in the criminal justice system. She pledges to do anti-racist acts and advocates for more inclusion and accountability in social justice dialogues.
Got yourself an all-white panel? Just click on rentaminority.com
The website "Rentaminority.com" satirizes the superficial attitude to diversity by offering to "rent" minorities for events. It drew unexpected attention, emphasizing the need of true diversity initiatives. The paper emphasizes the significance of openly and substantively addressing diversity concerns, moving beyond tokenism.
Photoquote "Women’s visibility in academic seminars: Women ask fewer questions than men"
The graph shows the percentage of questions asked by women during seminars. They concluded that when a man asked the first question, women asked fewer questions compared to when a woman asked the first question.
9 out of 10 people are biased against women: global study
According to a global research conducted by the United Nations Development Programme, approximately 90% of individuals have prejudices against women, which affects politics and corporate leadership. Surprisingly, roughly one-third of respondents support violence against women. Gender equality progress has stagnated, necessitating more effective strategies to counteract these ingrained prejudices.
RADICAL FEMINISM: A GIFT TO MEN
The author describes how embracing radical feminism changed their life, suggesting that males accept a feminist criticism of patriarchy, particularly regarding sexual exploitation, in order to live a more purposeful and joyous living beyond traditional masculinity.
Gender Equity Is Not Zero Sum
Zero-sum thinkers never consider mutually beneficial outcomes: they either win or they lose. Men should be more implicated in the gender eqity talk. However, they think that they would need to sacrifice their stature for women to thrive.
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.
Infographic "Picture a Leader. Is She a Woman?"
The image shows a child's sketch of a man leader dressed professionally.
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.
How Discrimination Against Female Doctors Hurts Patients
Discrimination against women in medicine, such as altered admission tests, harms both female doctors and patient safety. Studies reveal that female physicians provide better care with lower mortality rates. Eliminating barriers to women's advancement and promoting gender diversity in medicine is crucial for equitable healthcare and improving medical outcomes.
Gender Equity Is Not Zero Sum
Zero-sum thinkers never consider mutually beneficial outcomes: they either win or they lose. Men should be more implicated in the gender equity talk. However, they think that they would need to sacrifice their stature for women to thrive.
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.