If you’re the manager: Pay attention to the voices being heard, and notice any gender or other imbalances.Share your idea early on in the meeting and stay active in the conversation. The other thought I had was …” If it’s a Zoom meeting, put your idea in the chat so it’s on the record for everyone to see. For example, say, “Thank you, Greg, for building on my idea. If it’s you: Acknowledge your input and “Greg’s” input.To address the situation, she and her co-authors recommend taking the following actions: I don’t want to be that person,’” said Krembs, chief marketing officer in residence at A.Team, a members-only network of tech talent.īut this is one of the reasons why women disengage in the workplace, Krembs said. “For a minute you’re like, ‘OK, that seems mean, but it’s a small thing. One common example is when a woman makes a suggestion during a meeting and receives no response, only to have a male colleague voice the same idea a few minutes later to great fanfare. One of the things many women experience in the workplace is not getting credit for an idea. Here’s a closer look at four of these micro-inequities and how to address them as someone on the receiving end of these words or behaviors, a manager, or an ally. “It’s bringing in men, it’s bringing in leaders, it’s bringing in everybody to help recognize and then defuse and eliminate these situations before they happen.” “It’s bringing everybody into the conversation,” said Marcus, who serves on several corporate boards, including Fresh Del Monte Produce and 24 Hour Fitness. While the focus of the authors’ primary and secondary research is women, many of their findings apply to any underrepresented group. One of the themes of the book is that micro-inequities can occur anywhere, at any time. Marcus is one of six members of The Band of Sisters, a group of Pepsi alumnae who are co-authors of the book “ You Should Smile More: How to Dismantle Gender Bias in the Workplace.” But they do form a wall, and they’re what contribute to women starting to opt out of the workplace.” “When they happen to you, oftentimes they feel too small, too insignificant, too petty to bring up. “The walls of gender inequity … happen every day with these little moments,” Lacey said during a recent panel discussion about allyship at MIT Sloan.
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