Gender and the Economy

Category: Featured

Addressing the gender confidence gap
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Summary

Self-confidence is an important part of career success. It can motivate goal setting, and help in salary and promotion negotiations. Research on confidence in the workplace finds a gap in men and women’s confidence, with men being more likely to be overconfident, and women more likely to be under-confident in their skills and performance. This study addresses the confidence gap by exploring the role of gender blindness. In a series of experimental and survey studies, the authors find that when efforts are made to downplay gender differences, women’s confidence and willingness to take action increases. In effect, gender blindness can improve women’s confidence without requiring women to change their behaviour.

Research

Most research aiming to redress women’s workplace confidence has focused on changing women’s behaviour, or on reframing valued workplace attributes to more closely align with stereotypical gender differences. For example, by framing the male-attributed art of negotiation as a communal task and thus, more in line with feminine attributes. Such solutions, however, place the burden for change on women and implicitly suggest that women’s own behaviour is the source of their unequal treatment, rather than workplace cultures that reinforce masculine-attributed traits over feminine-attributed ones. Or, they limit women’s feelings of confidence to contexts that align with attributes that are stereotypically defined as feminine (for example, communalism or caring) and fall short of offering solutions to overcoming the confidence gap in male-dominated occupational contexts. The present study examines gender-blindness as a locus of change.

Gender-blindness aims to downplay difference and emphasize similarities between men and women.

The authors point out that in some contexts it can be beneficial to highlight differences between groups, for example, by promoting positive perceptions of racial diversity. However, the positive effects of highlighting difference are limited to those situations where attempts are made to replace negative stereotypical differences, as in the case of promoting racial and ethnic multiculturalism.

In the case of gender difference, however, most stereotypical differences between men and women are positive and readily embraced by both men and women. But the value attributed to such differences varies by social context. Attributes associated with masculinity, such as agency, assertiveness, and risk-taking, are more valued in the workplace while attributes associated with femininity, such as communality and compassion, are valued in the home or are limited to a small number of female-dominated occupational contexts. The authors argue that for women working in masculine-dominated fields, gender blindness may be the more effective strategy for improving women’s self-confidence. Through a series of experimental and survey studies, the authors test the effect of gender difference versus gender blindness on self-confidence.

Findings: The results are summarized below
- 163 women were surveyed and given one of two conditions: one group was asked to make a list of similarities between men and women, while the other group was asked to make a list of differences. Upon completing their lists, they were asked whether they believed the differences or similarities compromised their ability to be effective leaders in the workplace. Those who were tasked with outlining gender differences, such as the tendency to perceive men as having more agency, were more likely to report feeling undermined their ability to be effective leaders than those who were tasked with outlining similarities between men and women.
- 712 students in a male-dominated MBA program were surveyed about their gender ideologies (for example, about the extent to which they believe that differences between men and women should be acknowledged and celebrated), as well as about their confidence levels. They were then assigned an activity in which they assumed the role of a racing team manager who decides whether to race (and potentially win a large endorsement) or not race (because of an engine failure). Racing in this activity represented the riskier, action-based choice. Women who reported believing in gender-blindness were more likely to choose the option of taking action.
- In a survey of 115 women, participants were asked to read either an article about the benefits of differences between men and women, or an article about the merits of the similarities between men and women. The third group of women was given an article about a recycling program in order to provide a baseline measure of workplace confidence. They were then asked questions about how confident they felt in their place of work. Women primed with gender-blindness (those who had read the article highlighting the similarities between men and women) felt more confident. In a related study of 132 women, this effect was found to be stronger for those who reported working in male-dominated work environments.
- In another similar study of 126 female managers, exposure to gender-blindness led to increased identification with agentic traits (such as assertiveness and leadership), more confidence, and increased action-taking (measured in this instance through a series of role-playing scenarios such as playing blackjack and speaking in a debate).
This article provides evidence that gender-blindness can increase women’s workplace confidence and feelings of agency.

Implications
- Downplaying difference – In order to promote women’s confidence, especially in male-dominated work environments, management, and HR personnel can downplay gender differences. This has the added benefit of making workplace cultures more accommodating for those who identify outside of the male/female gender binary. This can be done in a wide variety of ways such as: avoiding the unnecessary use of gendered language in corporate correspondence, and using the term “people” instead of men and women; providing access to gender-inclusive bathrooms; ensuring that tasks are distributed fairly and evenly between male and female employees; and avoiding gender-essentializing stereotypes in written communication and workplace activities (for instance, avoiding gendered team-building activities where men play golf and women go to the spa, or through associating the colour pink with women, and blue with men).
- Modeling “feminine” attributes – In addition to promoting gender blindness or downplaying gender differences in male-dominated workplace environments, those in leadership positions can model attributes that deviate from those deemed stereotypically masculine, such as adopting a communal leadership style and modeling empathy, as a way of broadening the scope of attributes that are valued and rewarded in organizational contexts.
[/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/research-briefs/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” border_width=”” size=”” stretch=”yes” shape=”” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more research briefs[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”research-briefs” exclude_cats=”” tag_slug=”” exclude_tags=”” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” content_alignment=”” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” /][/fusion_builder_column][fusion_builder_column type=”1_4″ layout=”1_4″ spacing=”” center_content=”no” hover_type=”none” link=”” min_height=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”left top” background_repeat=”no-repeat” border_size=”0″ border_color=”” border_style=”solid” border_position=”all” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” dimension_margin=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” last=”no”][fusion_title margin_top=”” margin_bottom=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”briefsummary” id=”” size=”3″ content_align=”left” style_type=”none” sep_color=””]

Title

What “blindness” to gender differences helps women see and so: Implications for confidence, agency, and action in male-dominated environments

Authors

Ashley E. Martin and Katherine W. Phillips

Institutions

Columbia Business School

Source

Organizational Behavior and Human Decision Processes

Published

2017

Link

https://www.sciencedirect.com/science/article/pii/S0749597816300784

Research brief prepared by

Kim de Laat[/fusion_title][fusion_widget_area name=”avada-custom-sidebar-researchbriefsidebar” title_size=”” title_color=”” background_color=”” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]
June 5, 2018
The cultural underpinnings of sex segregation
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Summary

This paper examines how professional socialization may perpetuate occupational sex segregation. The authors use a unique set of data – diary entries and interviews – to show how college students’ socialization into the field of engineering leads women to believe that they are a “bad fit” for engineering culture, making it more likely that they will exit the profession. The authors identify three processes through which the “bad fit” feeling is cemented: (1) orientation to engineering at college entry, (2) initiation rituals in coursework and (3) team projects, and socialization during internships and summer jobs. Throughout each process, female engineering students share experiences that differ from those of their male counterparts. As these experiences accumulate over the course of their four years in the program, women are confronted with the feeling that they may not belong in engineering, while men’s experiences equip them with confidence to embrace their identities as budding engineers.

Research

While much has been written about the ways that occupational prestige and individual preferences influence sex segregation in labour markets, less is known about how factors unique to occupations, such as professional culture, may also perpetuate sex segregation.

The authors of this study examine the field of engineering in order to refine our understanding of how professional culture may influence the likelihood of sex segregation.

They followed engineering cohorts at four colleges in the U.S. and had 40 students fill out diary entries in which they reflect on their experiences in the program. In addition to the bi-monthly diary entries, they conducted interviews with 100 students during the first and fourth year of the program. Students highlighted three major processes through which their socialization into the field of engineering was cemented: (1) orientation to engineering at college entry, (2) initiation rituals in coursework and team projects, and (3) socialization during internships and summer jobs.

Findings: Men and women experience socialization differently

While everyone entered the program with a strong careerist orientation, women were more likely to acknowledge their desire to use their career as a way of helping people (for example, by engaging in humanitarian work). By contrast, men did not express an interest in using their career to create social change and instead signaled their interest in opportunities to solve problems.

Following this initial difference in orientation, men and women were both exposed to a newly emerging pecking order, where they were no longer the top of their class. While both men and women experienced fear about whether they have what it takes to make it through the program, women were more likely to seek validation from their peers and professors for reassurance that they possess the technical competency to be an engineer. On the other hand, when male students received a low grade, it did not shake their confidence in their abilities, and they were more likely to blame poor performance on bad time management, or some other set of external factors.

In addition to navigating new pecking orders, the diary entries singled out the importance of teamwork for informing students’ understanding of engineering culture.

In instances of group work, women were more likely to experience exclusion and were relegated to menial or administrative tasks by their male peers. By contrast, male students had positive experiences with group work, which they perceived as providing them the opportunity to “show their stuff” and hone their identity as engineers.

The final process that reinforced students’ perceptions of engineering culture was the experience of internships. Many female students wrote about their encounters with sexism and marginalization: they experienced sexual harassment and reported being assigned menial tasks by senior managers while male interns were assigned more technical engineering work. This differs markedly from men’s experiences, where their internships cemented their self-confidence in their skills and validated their decision to pursue engineering as a career.

Women’s cumulative experiences throughout the four-year program reinforced a feeling that they weren’t a good fit for engineering; they find out that their career orientations differ from those of men, and they experience blatant sexism and stereotyping, resulting in estrangement from, rather than attachment to, engineering as a profession. The authors conclude that the day-to-day experiences with cultures of male-dominated professions during the formative years of socialization may be an important predictor of women’s exit from such fields.

Implications
- Team culture – While teamwork settings are often assumed to facilitate opportunities for women, such settings may actually reinforce gender inequality. Those in charge of managing team-based projects can ensure that women are not tokenized in such settings by filling teams with equal numbers of men and women, or at a minimum, filling teams with no fewer than three women. Doing so may provide women with sufficient power in numbers to prevent the women in such teams from being assigned menial tasks.
- Leadership education – Because much of the marginalization that female students experience occurs on job sites, efforts to educate leaders about gender discrimination in male-dominated fields may likewise mitigate women’s negative experiences.
[/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/research-briefs/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” border_width=”” size=”” stretch=”yes” shape=”” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more research briefs[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”research-briefs” exclude_cats=”” tag_slug=”” exclude_tags=”” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” content_alignment=”” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” /][/fusion_builder_column][fusion_builder_column type=”1_4″ layout=”1_4″ spacing=”” center_content=”no” hover_type=”none” link=”” min_height=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”left top” background_repeat=”no-repeat” border_size=”0″ border_color=”” border_style=”solid” border_position=”all” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” dimension_margin=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” last=”no”][fusion_title margin_top=”” margin_bottom=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”briefsummary” id=”” size=”3″ content_align=”left” style_type=”none” sep_color=””]

Title

Persistence is Cultural: Professional Socialization and the Reproduction of Sex Segregation

Authors

Carroll Seron, Susan Silbey, Erin Cech, and Brian Rubineau

Institutions

University of California Irvine, Massachusetts Institute of Technology, University of Michigan, McGill University

Source

Work and Occupations

Published

2016

Link

http://journals.sagepub.com/doi/abs/10.1177/0730888415618728

Research brief prepared by

Kim de Laat[/fusion_title][fusion_widget_area name=”avada-custom-sidebar-researchbriefsidebar” title_size=”” title_color=”” background_color=”” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]
April 30, 2018
What exactly is sponsorship in business?

Men are 50% more likely to attribute their advancement to the support of a senior leader than women are. Yet, 80% of companies lack a formal sponsorship program.

High potential women are over mentored and under sponsored. But what is sponsorship?

In this video, Rotman MBA Student Fellow, Ria Dutta, interviews several practitioners, academics, and activists from organizations such as Catalyst Canada; the University of Toronto; the Bank of Montreal; and McKinsey & Company, about sponsorship in business and how it’s different from mentorship.

About this video:

This video series was supported by the Institute for Gender and the Economy (GATE) as part of the MBA Student Fellows program, which seeks to engage students in advancing the agenda on gender equality.

Disclaimer: This video series was prepared by Ria Dutta, and the opinions expressed in this series do not necessarily reflect the views of the Institute for Gender and the Economy or the University of Toronto.

Stay tuned this fall for the full series and subscribe to our Youtube channel for more content like this.

April 18, 2018
How occupations become gendered: A look at microfinance
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Summary

How do occupations become gender stereotyped? This study provides empirical evidence that the gender of the initial person filling an otherwise gender-neutral role, has lasting consequences for how that role is subsequently perceived. By examining the role of loan manager in a microfinance bank, the study finds that when a woman initially fills the role of loan manager for a given borrower, that borrower subsequently regards that role as a “lower-status” position, regardless of whether they deal with male or female loan managers in the future. This study thus demonstrates how quickly beliefs about gender can be inscribed into occupational roles, and furthermore, the negative consequences this phenomenon has for women’s authority in the workplace.

Research

There is a general consensus in managerial and sociological research that certain occupations are gendered. For example, public relations, nursing, and teaching are considered “female-gendered” occupations, whereas stock trading, engineering, and construction are considered “male-gendered” occupations. In addition, research suggests that women are perceived as less authoritative than men in work contexts.

The present study brings these two lines of inquiry (gendered occupations and authority) together in order to ask how the gendering of occupational roles affects women’s authority on the job.

Using a unique dataset of loan histories from a Central American microfinance bank, the authors focus on the ‘gender-neutral” occupational role of loan manager. This role is initially gender-neutral because on average, men and women fill it equally, and although financial institutions tend to be gender-typed as male, microfinance institutions have a legacy of providing social services to the poor, a stereotypically feminine task.

In the study, the authors track the gender of the initial loan manager that a given borrower is assigned to. However, because it is common for borrowers to be transferred to other loan managers (for example, to balance out caseloads, or because the initial manager resigns), the authors also track the gender of subsequent managers that a borrower is assigned to. This is done in order to assess whether the likelihood of defaulting on a loan varies by the gender of the loan manager. In addition to tracking gender, a host of other relevant factors are accounted for, such as the borrowers’ household income, debt, and previous borrowing experience.

Tracing these conditions allow the authors to examine how the job of loan manager becomes gendered, and how this affects the perceived authority of men and women occupying this role.

Findings: The nexus between gender and authority

First, borrowers are less compliant overall with female loan managers than with male managers. Specifically, borrowers have a 13.6 percent probability of missing a payment when initially paired with a male loan manager, and an 18.5 percent probability when paired with a woman.

Second, this behaviour persists over time, resulting in a gendered perception of the loan manager role. Borrowers are more likely to default on payments with subsequent managers, regardless of their gender, when their initial manager was female. For example, those who were initially paired with a female loan manager have a 24.7 percent probability of defaulting on monthly payments. By contrast, borrowers initially paired with a male loan manager have an 18.8 percent probability of default. This means that men who step into roles that were initially filled by women also experience a decrease in their workplace authority.

That said, it is when subsequent loan managers are female that the greatest rates of noncompliance are found: borrowers originally paired with male managers have a greater probability (22.1 percent) of defaulting when they are subsequently assigned to female loan managers than with male managers (15.5 percent).This has implications for the authority conferred on loan managers stepping into roles previously held by men versus women.

Men stepping into male-typed roles experience the highest rates of compliance, however, men stepping into female-typed roles, and women stepping into male or female-typed roles, all experience lower rates of compliance.

In sum, those borrowers initially assigned to men go on to treat subsequent male loan managers with more authority. On the other hand, those who were initially assigned a female loan manager are less compliant and more likely to default on loan payments.

Implications
- Performance – The authority conferred upon men and women in the workplace (and lack thereof) is often caused by reasons beyond their control. This has negative repercussions for their performance (for example, in the present study it is harder for loan managers stepping into female-typed roles to get borrowers to comply with the terms of their loan). Management should factor in gender biases when reviewing employees’ performance.
- Occupational bias – In addition to attending to the role of gender bias, management should be aware of biases associated with occupational roles that are gender-typed female, as even men in such roles may face negative repercussions in their performance.
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Title

The Effects of Gendered Occupational Roles on Men’s and Women’s Workplace Authority: Evidence from Microfinance

Authors

Laura Doering and Sarah Thébaud

Institutions

University of Toronto; University of California, Santa Barbara

Source

American Sociological Review

Published

June 2017

Link

http://journals.sagepub.com/doi/full/10.1177/0003122417703087

Research brief prepared by

Kim De Laat[/fusion_title][fusion_widget_area name=”avada-custom-sidebar-researchbriefsidebar” title_size=”” title_color=”” background_color=”” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]
April 17, 2018
Jamil Jivani on “Why Young Men: Rage, Race and the Crisis of Identity”
[fusion_builder_container hundred_percent=”no” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” overlay_color=”” video_preview_image=”” border_size=”” border_color=”” border_style=”solid” padding_top=”” padding_bottom=”” padding_left=”” padding_right=””][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”no” min_height=”” hover_type=”none” link=””][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” class=”” id=””]Why is masculinity so difficult to talk about?

“…I think we associate masculinity invariably with a history of sexism and misogyny, (and) that makes it hard to talk about young men as people who are in need of something…”

Jamil Jivani, author of, “Why Young Men: Rage, Race and the Crisis of Identity,” emphasized at our recent event that instead of “pushing away” men (particularly young men) from the conversation about gender and masculinity, we need to actively engage them. And we need to be willing to do so from a place of nuance and humility; understanding that race, experience, and identity are key considerations that need to be made in these discussions. Jivani continued:

“Masculinity is really just what the people around you show you it to be. So, depending on your life experiences, or who’s around you, and what influences kind of shape your identity, you’re going to have a very different sense of what masculinity looks like.”

This idea also links to Jivani’s concern with understanding how young people make life decisions, and what roles our institutions and communities can play to better support them. If young men in particular are feeling alienated or isolated, they may turn to extremist groups, organized crime and/or extremist ideologies in order to better understand their social situations. Jivani believes that, particularly for young men of color, institutions like the media and law enforcement often play into their feelings of isolation and anger because of stigmatization and discrimination. Ultimately, we need our institutions to gain credibility with our young people so they are invested in them and want to inherit them.

Finally, Jivani emphasized that we need to help young men see their potential and give them the capacity to aspire. He identified two ways that we can help them build this capacity:
1. Value youth workers – Youth workers fulfill many roles. They are social workers, role models, and mentors. Their job is to watch out for young people who are on the margins, dropping out of school or disengaging from community groups, and engage them in the spaces where they are showing up. They play a critical role in neighborhoods where youth are disconnected, and they are often undervalued and underfunded.
2. Build initiatives like President Obama’s My Brother’s Keeper – This initiative, launched by the Obama administration, is a coalition of foundations, agencies, and municipalities, which help young men reach critical milestones in their education and development. The significance of this program is the example it set by showing how political and cultural capital can be organized to support youth.
To see more of the talk, view the videos below.

[/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”50″ bottom_margin=”50″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/events/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” border_width=”” size=”” stretch=”yes” shape=”” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more past events[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_title margin_top=”” margin_bottom=”” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” size=”5″ content_align=”center” style_type=”default” sep_color=””]

Or register below for these upcoming events

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April 9, 2018
Joanne Lipman on “That’s What She Said”
[fusion_builder_container hundred_percent=”no” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” overlay_color=”” video_preview_image=”” border_color=”” border_style=”solid” padding_top=”” padding_bottom=”” padding_left=”” padding_right=”” type=”legacy”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” min_height=”” hover_type=”none” link=”” border_sizes_top=”” border_sizes_bottom=”” border_sizes_left=”” border_sizes_right=”” first=”true”][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”” rule_size=”” rule_color=”” hue=”” saturation=”” lightness=”” alpha=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”” text_color=”” animation_type=”” animation_direction=”left” animation_color=”” animation_speed=”0.3″ animation_delay=”0″ animation_offset=”” logics=””]“Women have been talking already for years about the issues that we face at work…We really need men to join us. To understand that this isn’t a female issue, this is an all-of-us issue.”

Gender inequality is a huge and systemic issue, and unfortunately, many of the measures put in place to address it often result in men feeling blamed and shamed. At our recent event, Joanne Lipman, author of That’s What She Said: What Men Need to Know and What Women Need to Tell Them, argued that we need to have a conversation about gender inequality where everyone is involved, and thus aware of the strategies they can implement to combat it.

While researching That’s What She Said, Lipman traveled across Canada and the United States to find out why the gender gap persists in the workplace. She found that systemic inequalities, fueled by unconscious bias, persist in even the most progressive companies. The lack of women in leadership positions in companies doesn’t necessarily stem from a lack of women in the pipeline, as often cited, but is instead a result of persistent undervaluing and silencing of women’s contributions.

At the event (and within her book), Lipman outlined key strategies that individuals can do to help combat instances of gender inequality in their own workplace. Here are four examples:
1. Interrupt the Interrupter.
  
  Individuals in leadership positions need to make a rule that interruptions will not be tolerated by anyone and enforce it.
2. Amplification.
  
  Coworkers and allies can support the ideas and contributions of women in the workplace by echoing their ideas, and consistently give them credit.
3. Brag buddies.
  
  Individuals can make a pact to talk about each other’s accomplishments, projects, and skills; especially to upper management.
4. Don’t decide for her.
  
  No one should ever assume that a woman will decline a promotion or a new project because of family commitments or life events. The key is to ask and let women decide for themselves.
[/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”50″ bottom_margin=”50″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/events/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” size=”” stretch=”yes” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more past events[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_title margin_top=”” margin_bottom=”” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” size=”5″ content_align=”center” style_type=”default” sep_color=””]

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March 28, 2018
Journalism and the #Metoo moment

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“Confronting the powerful is why we get up in the morning.”

Jodi Kantor is not one to hide from a challenge or a threat. Especially if it serves a story she is chasing. At the “Journalism and the #Metoo Moment” event hosted by GATE, The New York Times (NYT), and The Martin Prosperity Institute, Kantor described her experiences (alongside NYT’s Emily Steel and Jessica Bennett) working for months to expose the sexual harassment scandals of Bill O’Reilly and Harvey Weinstein. The latter of which exploded into a viral campaign to end sexual abuse and harassment globally – symbolized by #MeToo.

During the standing-room-only event at Rotman’s Fleck Atrium moderated by the NYT’s Canada bureau chief Catherine Porter, the panelists not only detailed the lengthy process of building these stories, which included talking to over 200 people, following paper trails, and dealing with legal threats, but they also delved into the broader topic of the impact of the movement itself.

Throughout the event, the panelists outlined a few key lessons-learned, and some outstanding insights.

Harassment is not an individual experience.

We are now recognizing that sexual harassment is, in fact, a collective experience; there is a pattern of harassment that is emerging in the mainstream consciousness. That recognition has empowered more victims to talk openly about their experiences and take action to protect others from future violence.

We are starting to consider how we balance “due process” with swift condemnation.

We are at the very beginning of a long and messy debate about how harassment is addressed. The backlash against the #MeToo movement is centred on the idea that the accused are too quickly found guilty in the court of public opinion. Should such allegations be made public before they are proven? Will change happen without public pressure? How can workplaces address harassment and what are the trade-offs? For example, many workplaces have a “zero tolerance” policy for harassment, which means that offenders will be punished quickly, but in mild cases, victims may not want to come forward because they worry the penalty will be too harsh on their colleague. How can workplaces determine what constitutes a fireable offense versus a slap-on-the-hand?

We need to talk about consent.

The movement has encouraged a much-needed conversation about consent. For example, should a non-consensual dating experience (such as that described in the Aziz Ansari allegation) be considered assault? How do questions of masculinity and courtship rituals play into the issue of consent? What about the influence of pop culture? These are all significant questions that society, and particularly journalists covering the #MeToo movement, continue to work through.

We need to support investigative journalism.

The panelists also emphasized that in an age of Trump, when journalism is being attacked both ideologically and financially all over the world, individuals need to step up and support outlets that are producing investigative pieces, such as The New York Times.

Critique is not necessarily “backlash.”

When asked by an audience member about the “backlash” from the movement, Jodi Kantor specifically pointed out that we need to use this word carefully. Backlash, in her opinion, is the tide of change going in the reverse direction not necessarily critiques of the movement. Although there may be disagreements on the mechanics of how to end the issue of sexual harassment and abuse, there is still an overall agreement that A) it exists and B) it has to end.

What does it mean that so many of the men who have been brought down with harassment allegations, such as Matt Lauer, Harvey Weinstein, Paul Haggis, Charlie Rose, Glenn Thrush, Russell Simmons, Senator Al Franken, etc., were the very men who shaped our culture and told our stories for decades?

Once perpetrators of gender-based harassment and abuse are booted out of positions of power and influence, who will take their place? What in our culture will change?

These panelists concluded that it may ultimately be women who step into the gaps left behind, and confront the dominant ideas, systems, and individuals that have led us to this point of reckoning.

To read more about the #MeToo event, check out this summary by U of T News.

[/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”50″ bottom_margin=”50″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/events/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” size=”” stretch=”yes” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more past events[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_title margin_top=”” margin_bottom=”” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” size=”5″ content_align=”center” style_type=”default” sep_color=””]

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February 21, 2018
Canadian women on the gender pay gap, and how we can fix it

In this Maclean’s video, Sarah Kaplan and GATE-funded researcher Hadiya Roderique discuss the gender pay gap alongside Rona Ambrose, Diana Matheson, Kirstine Stewart, Rudayna Bahubeshi and Jodi Kovitz.

This video is a part of a series of video interviews and articles published by Maclean’s for its February 2018 issue focused on pay equity.

To learn more about the gender wage gap, check out this panel discussion held on Equal Pay Day 2017.

February 8, 2018
Because it’s 2017: Gender Equality as an Innovation Challenge

Available in Portuguese here: http://www.revistahsm.com.br/inovacao-e-crescimento/vamos-inovar-em-diversidade-de-genero/

December 6, 2017
How to be an Ally: Lending privilege

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Diversity and inclusion have become hot topics in technology, but you may not know how you can make a difference.

On September 25, 2017, Anjuan Simmons shared his insights about what any of us can do to be an ally.

About the talk

Diversity and inclusion have become hot topics in workplaces but you may not know how you can make a difference. This talk will help you understand that–no matter your background–you have privilege and can lend it to marginalized groups in the workplace.

About the Speaker

Anjuan Simmons is a technologist with a successful track record of delivering technology solutions from the user interface to the database. He is an energetic and informative speaker who presents at conferences, seminars, schools, and community centers around the world on topics including diversity, inclusion, Agile software development, and leadership. Anjuan has an undergraduate degree in electrical engineering from the University of Texas at Austin and an MBA from Texas A&M University.[/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”50″ bottom_margin=”50″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/events/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” size=”” stretch=”yes” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more past events[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_title margin_top=”” margin_bottom=”” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” size=”5″ content_align=”center” style_type=”default” sep_color=””]

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September 26, 2017