In January we partnered with Thompson Hine to present a workshop to partners and associates, male and female, about the importance of growing advocacy culture within the organization.
According to a study published on PayScale, the legal industry has one of the highest wage gaps not influenced by education or experience, as high as 38.6 percent. While this gap is outrageous at first glance and may appear to never close, there are some noticeable caveats to that statistic. First, while there are more women working in legal professions than men (at 68 percent), men dominate the higher-paying and higher-ranking legal jobs. This statistic also includes legal support workers, paralegals, and secretaries, which slightly skew the statistics because these lower-status jobs are more likely to be filled by women.
When Starbucks began their run to success in the early 1990s, it was clear the brand wasn’t simply about coffee and over the last year, we have seen many headlines highlighting their hits and misses in an effort to shift their culture. Such indications include their announcement of equal pay as well as their all-staff diversity and inclusion training. If Starbucks has taught us anything in the past year, it is that bringing awareness to unconscious bias and how it affects businesses is imperative.
As August closes with the long Labor Day weekend, we are recapping this past month’s book club selection, A Uterus is a Feature, Not a Bug by Sarah Lacy.
Women at Nike were fed up with sexual harassment and gender discrimination. They decided to do something about it with data. That data changed the narrative of the company forever. Here is what we learned, and what you should learn, too.
At Gild Collective we love reading books to educate, entertain, and make us think more deeply on the topics we care about. We also love our community of women who want to empower themselves and others in the workplace. We are so excited to combine these two passions in our new blog series: Gild Book Club!
When we explore the socially constructed gender norms for men and women, it does not take long to recognize that the ideal behavior for men aligns with key characteristics we expect to see in leaders, while the ideal behavior for women aligns with the supporting roles. This is especially true when we outline expectations for how each gender communicates.
Our focus was on Communicating Effectively, starting with a look at gender expectations and ending with the challenge to communicate assertively regardless of gender or personal style.
We shared our personal story that led us to understand that we don't need permission to demand the respect that we deserve.
I had the opportunity to hear Mahzarin Banaji speak last year at the National Underground Railroad Freedom Center in Cincinnati, Ohio and it was one of the most eye-opening talks I have heard to date. The concept of unconscious or implicit bias is what Mahzarin and her research partner, Anthony Greenwald, have been researching for decades and they have distilled it into a surprisingly easy-to-consume book.