Ruchika Tulshyan Quotes

Will having more women on your team result in greater profitability? Actually, yes.

1. Get male leaders to attend women’s conferences. One technique is to encourage male senior leaders to attend women’s leadership conferences.

To counteract the gender bias, men shouldn’t take over the note-taking from women, everyone should be taking notes!” How

The problem isn’t men, it’s patriarchy. The problem isn’t white people, it’s white supremacy. The problem isn’t straight people, it’s homophobia. Recognize systems of oppression before letting individual defensiveness stop you from dismantling them.

As famous showrunner Shonda Rhimes writes in her book Year of Yes, when you are the first, only, or different in any environment, “you are saddled with that burden of extra responsibility—whether you want it or not” to represent your whole community in every interaction.

Tracy Chou, a Taiwanese American software engineer who has two technology degrees from Stanford University (including a master’s in computer science), noticed a surprising pattern when she started mentoring other Asian women computer engineering college students. Many like her were steered by mentors to pursue nontechnical jobs in technology companies rather than lucrative engineering jobs. It wasn’t enough to be technically qualified to fit the industry; she encountered bias because she was expected to fit the personality type of a socially awkward software engineer, usually a white or Asian man.

Now I know for sure that the imposter syndrome I felt then wasn’t my fault. Jodi-Ann Burey and I explored how imposter syndrome has less to do with individual women’s failures and more to do with experiencing institutional bias:

I’ve learned that there’s a lot of good intention out there when we say “diversity and inclusion,” but our societies and workplaces often operate on the principle that if we mean well, then even the worst of behaviors can be excused. It’s why most well-meaning people get so defensive when you call them discriminatory. There are few phrases that would get someone more angry than if you called their behavior racist or misogynist. Many people will retort with some version of, “But I don’t see color” or “I didn’t say that because you’re a woman.

As the world contends with slowing economic growth driven by constraints on labor market supply, engaging women could be a key driver of global economic growth,

Women are less inclined to respond to listings containing words like “determined” and “assertive,” as these words are connected with male stereotypes, according to research from the Technische Universität München on how leaders are selected and assessed.

Asking women to take responsibility for closing the pay gap with their ace negotiating skills is sort of like teaching women self-defense as a way of addressing sexual assault.

Vodafone shares a five-step action plan for organizations on how to approach flexible work arrangements.

ROWE is not about work-life integration; for us it’s about revolutionizing the work environment from the industrial to the knowledge age. The idea that management is about watching people physically working is outmoded,

As such, women often face a double bind when they speak up at work. If they do speak up, they’re often interrupted or considered too aggressive. When they opt to stay quiet, they’re seen as having fewer leadership qualities or even incompetent.

Catalyst also provides a handy, free-of-charge quiz that managers could benefit from taking. The quiz can help leaders understand whether their organizations are inclusive and what areas need to be improved.

For a sponsorship program to truly work, Catalyst’s Beninger says the program must be driven from the top down, with tangible involvement from the organization’s most senior leaders.

Women face a persistent double bind when it comes to their leadership capabilities—she has a higher chance of being liked if she behaves in a “feminine” way, but she’s probably not respected or seen as a leader. If she operates in a “masculine” way, however, she’s more likely to be called names like “bossy” (or worse) and disliked. What’s alarming is that if a company already has one female executive leader, another woman’s chances of landing one of the organization’s five highest-paid executive positions falls by 51%, research finds.

This rule refers to how 70% of a manager’s learning and professional development should be honed through on-the-job stretch assignments. Just 20% should come from mentoring and 10% from taking classes.

Financial performance alone may not be the only way to assess the positive impact of a diverse team. A new body of research shows the next frontier of innovation is about diversity of thought and it is essential for a company to retain its competitive advantage. Diversity