Unconscious Bias, a Stick of Dynamite, and More As We Look Back on 2021
12/14/21 • 51 min
Subscribe! Time-stamped show notes are below.
Most Positive Developments for Women in 2021
2:24 We are finally discussing unconscious bias, intersectionality challenges for women who identify as BIPOC, and burnout for women
How to Understand Unconscious Bias So We Can See Women, Only Wonder Women Need Apply: Solutions for Working Moms; Unconscious Bias: Hidden Forces Undermining Women at Work
3:34 We are pivoting towards real changes because people are being real about their needs
Most Negative Impacts for Women in 2021
6:10 Most experts believe that it will now take 135 years (up from 100 years) to achieve gender parity due to COVID’s increased pressure on women
-and 1 in 3 women has considered leaving the workforce (up from 1 in 40 women considering leaving in 2020)
McKinsey's Women in the Workplace 2021; COVID19's Impact on Women's Employment by McKinsey; COVID widened the gender gap, CNBC
8:30 Millions of women have dropped from the workforce
-women are overrepresented in underpaid jobs and some of these jobs disappeared due to COVID
-burnout resulting from gender bias at work and at home
OxFam International and Women in Low-Wage Jobs are Underpaid and Overloaded, Atlantic Monthly and McKinsey's Women in the Workplace 2021
Did the Parity Prescription Hold Up During 2021?
9:40 The Parity Prescription is:
S - Stop Trying to Change Women
C - Create Diverse Teams
R - Recognize Unconscious Bias
I - Intentionally Include
P - Partner with Men as Allies
T - Talk about the Issues
How the Parity Prescription Can Work for You
10:20 The Parity Prescription doesn’t completely address the challenges of childcare
12:42 The Parity Prescription is backed by research and studies, is common sense, and aligns with basic societal expectations about how we treat each other
Most Important Elements of the Parity Prescription
15:16 Recognize Unconscious Bias
-need broader understanding to see and recognize bias, particular by straight white men who aren’t negatively impacted by gender bias
-most people want fairness but gender bias is not fair
How to Understand Unconscious Bias So We Can See Women, Only Wonder Women Need Apply: Solutions for Working Moms; Unconscious Bias: Hidden Forces Undermining Women at Work
16:44 Stop Trying to Change Women
-teaching women to empower themselves isn’t enough
-we need more authenticity in the workplace and alliances with men
Resources: How to Fight Gender Inequality with our Parity Prescription, How to Discovery and FLEX Your Authenticity at Work
Season 1 Accomplishments
Rated #6 for podcasts focused on gender!
19:30 Covered many of the fundamentals
20:55 Framework offers real solutions
-Dr. Nithila Peter and Tracy J. Edmonds added tremendous value during Season 1
Surprises and Fave Moments
22:37 Thanks to
-
Subscribe! Time-stamped show notes are below.
Most Positive Developments for Women in 2021
2:24 We are finally discussing unconscious bias, intersectionality challenges for women who identify as BIPOC, and burnout for women
How to Understand Unconscious Bias So We Can See Women, Only Wonder Women Need Apply: Solutions for Working Moms; Unconscious Bias: Hidden Forces Undermining Women at Work
3:34 We are pivoting towards real changes because people are being real about their needs
Most Negative Impacts for Women in 2021
6:10 Most experts believe that it will now take 135 years (up from 100 years) to achieve gender parity due to COVID’s increased pressure on women
-and 1 in 3 women has considered leaving the workforce (up from 1 in 40 women considering leaving in 2020)
McKinsey's Women in the Workplace 2021; COVID19's Impact on Women's Employment by McKinsey; COVID widened the gender gap, CNBC
8:30 Millions of women have dropped from the workforce
-women are overrepresented in underpaid jobs and some of these jobs disappeared due to COVID
-burnout resulting from gender bias at work and at home
OxFam International and Women in Low-Wage Jobs are Underpaid and Overloaded, Atlantic Monthly and McKinsey's Women in the Workplace 2021
Did the Parity Prescription Hold Up During 2021?
9:40 The Parity Prescription is:
S - Stop Trying to Change Women
C - Create Diverse Teams
R - Recognize Unconscious Bias
I - Intentionally Include
P - Partner with Men as Allies
T - Talk about the Issues
How the Parity Prescription Can Work for You
10:20 The Parity Prescription doesn’t completely address the challenges of childcare
12:42 The Parity Prescription is backed by research and studies, is common sense, and aligns with basic societal expectations about how we treat each other
Most Important Elements of the Parity Prescription
15:16 Recognize Unconscious Bias
-need broader understanding to see and recognize bias, particular by straight white men who aren’t negatively impacted by gender bias
-most people want fairness but gender bias is not fair
How to Understand Unconscious Bias So We Can See Women, Only Wonder Women Need Apply: Solutions for Working Moms; Unconscious Bias: Hidden Forces Undermining Women at Work
16:44 Stop Trying to Change Women
-teaching women to empower themselves isn’t enough
-we need more authenticity in the workplace and alliances with men
Resources: How to Fight Gender Inequality with our Parity Prescription, How to Discovery and FLEX Your Authenticity at Work
Season 1 Accomplishments
Rated #6 for podcasts focused on gender!
19:30 Covered many of the fundamentals
20:55 Framework offers real solutions
-Dr. Nithila Peter and Tracy J. Edmonds added tremendous value during Season 1
Surprises and Fave Moments
22:37 Thanks to
-
Previous Episode
The World Is Bigger Than Your Backyard, Interview of Tracy J. Edmonds
In this episode, Tracy J. Edmonds, the author of Wild Hair and the owner of TJE Coaching and Consulting, explains how authenticity can disrupt gender bias, help us connect with others, and transform women into more effective and visible leaders.
Subscribe! Time-stamped show notes are below.
Intro
1:20 Tracy J. Edmonds is a mom, coach, consultant, and author of Wild Hair
Episode Breakdown
1:55 In today’s episode we discuss:
- What is authenticity and how do we discover who we are
- How does authenticity impact leadership, working moms, vulnerability, and workplace culture
- How does authenticity relate to each element of the Parity Prescription and practical advice for listeners striving to be authentic at work
Who is Tracy J. Edmonds?
2:35 Recovering corporate soldier, 31 year corporate veteran, former Chief Diversity Officer of Fortune 500 company
2:53 Pivoting to entrepreneurship and unlearning in order to chart a new path
3:00 Now coaches women and offers diversity consulting - TJE Coaching & Consulting, LLC
What is authenticity?
3:30 Important for women to be authentic but it is challenging in male-dominated organizations and industries
4:00 Definitions of authentic, Webster's definition
4:12 Authenticity is also being true to yourself
4:40 We all have different lived experiences and being true to ourselves is different for each of us
How do we discover our own authenticity?
5:15 Discovering your own authenticity is challenging
5:30 Don’t assume that you know who you are
5:54 We are often defined by expectations of others
6:16 Discovering your own authenticity is a journey and takes time
6:20 4 principles of authenticity
- Self honesty - look internally about who you are and what you want
- Courage - how do you put your fear in action
- Confidence - have a healthy respect for who you are and your abilities
- Resilience - stay the course over a lifetime
7:50 Tracy’s motivation to write Wild Hair
8:55 Tracy’s moments of dissonance or disagreements between her authentic self and what was expected of her
9:15 Tracy straightened her hair for many years
10:25 As the Chief Diversity Officer, she decided to make a change and wear her hair naturally - this was Tracy’s “wild hair moment”
10:55 Tracy’s actions were freeing for many women, particularly Black women
11:50 Too much emphasis on women’s appearances and impact of COVID
12:45 COVID created chaos but that gives us the opportunity to make change
How does authenticity impact leadership, working moms, vulnerability, and workplace culture?
14:40 People rate women highly on leadership skills but men recieve more leadership roles
15:00 Authentic leadership can help women be seen inside organizations and disrupt unconscious bias
15:45 Women don’t need to check the box for all requirements to lean in and seek leadership opportunities
17:00 It is empowering for women to think about:
- What is it that I do that no one else can?
- What makes me unique?
- What impact can I make through what I have and what I do?
18:30 Increased focus on mothers due to COVID
19:05 Understanding your own authenticity can help you navigate motherhood/parenthood
19:45 Story of woman preparing for maternity leave
20:55 Greatest challenge is when we’re out of integrity with ourselves (ie, working instead of attending a baseball game or vice versa)
21:40 Easy for us to “lose ourselves” as we struggle to keep up with work and personal life
23:10 Navigating careers and work-life balance is easier when there are male allies providing support
23:42 Importance of vulnerability in being authentic
24:50 Only be vulnerable when it adds value - being overly vulnerable or giving TMI can be harmful
25:30 Underrepresented groups have more on the line than others so we need to be careful about vulnerability
26:23 Being authentically vulnerable can create authentic connections
28:23 Tips for being vulnerable:
- Always add value when seeking new connections
- Give context to your story
- Speak a universal truth
30:35 When is it time to leave your job? Consider, what are your goals/values and can your organization help you meet those goals/values
30:45 ...
Next Episode
How to Break the Bias with Guests Lilian Agyemang-Yeboah and Ashia Johnson
We’ve been called bellicose, belligerent, and bombastic, and connected with male allies at banana stands, and through these experiences, we have solutions for you to break the bias. Together with guests Lilian Agyemang-Yeboah and Ashia Johnson, we offer over 20 ways that you can break the bias, the 2022 International Women’s Day theme.
Subscribe! Time-stamped show notes are below.
1:54 Introduction of Guests
2:15, Lilian Agyemang-Yeboah
- Born and raised in Ghana
- Plastics engineering degree from UMass - Lowell
- Current position is an applications engineer at a life sciences company
- Host of new podcast to be launched by SPE - Plastics and Beyond Podcast
2:30, 3:33 Aisha Johnson - she, her, hers
- Moved 7 times growing up so she is accustomed to building relationships and starting anew
- Currently lives in Brooklyn, NY and does CSR and Sustainability work for Amazon
- Mother is a role model
- Co-Host of The Core Intentions Podcast
International Women’s Day
7:37 2022 theme is #breakthebias - see IWD resources
7:50 We need more attention on unconscious bias
Stories of Bias
9:32 Interruptions during meetings and calls
9:40 Feeling of invisibility during meetings
10:45 Being called bellicose, belligerent, and bombastic
11:36 Suggestion that men do the heavy lifting with the woman doing the simple task
14:25, 17:05 Male boss thinks you are pretty
17:32 Mindset of women as we dress for work
18:45 Women face a double bind: we need to show up with make-up at work but we can’t show up with too much make-up at work
19:10 Expectations of how women show up on camera during the pandemic
20:14 Intersectionality of Sexism and Racism
20:36, 21:20 Difficult or impossible to disentangle sexism vs. racism
21:40 Intersectional experience
21:48 Focus on what you can control
Tips to Break the Bias
22:42 Manage your own bias - start with the Harvard Implicit Bias test
24:00 Create diverse teams
24:35 Use diverse hiring panels and diverse pools of applicants
25:26 Educate yourself and others on unconscious bias - don’t try to solve the problem without understanding it first
26:09 Bring men into the conversation - lean in male allies
27:00 Focus on inclusion and equity
27:30 Give everyone an opportunity to speak up
27:34 Create a culture of psychological safety
28:11 Lead with empathy - be emotionally and mentally open for change
28:41 Be an active listener
29:15 Build relationships with people who are different from you
30:14, 32:19 Be a mentor to someone who is underrepresented - give guidance and career advice
30:14, 32:26 Be a sponsor to someone who is underrepresented - be an advocate, help with promotions, say our names in rooms where we are not present, help move our careers, pull women up as allies move up
34:45 Male allies should first consider the possibility that a woman experienced bias
36:36 A women should develop a plan before discussing that she experienced bias
38:48, 40:43 When dealing with trolls, first protect yourself - consider blocking or reporting trolls when the comments occur repeatedly
42:50 Don’t feed the trolls
43:50 Remind people that DEI is about inclusion and not exclusion or throwing anyone out
45:40 Discuss bias after “the heat of the moment” - don’t turn the other cheek every time
46:50 Beware of bullies particularly during the early stages of a career
49:42 Don’t let the bully intimidate you or impact your work performance
50:09 Consider the power dynamic before taking on a bully
Where You Can Find Us
Website: www.par-ity.com
Follow us on Instagram, Twitter and LinkedIn
Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick
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