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Flexible work is feminist - and women won’t return to a system that hasn’t served them well to spare the feelings of powerful men (PDF) 

Despite the push for more in-person work (largely by men), women and other underrepresented genders have greatly benefitted from remote work and have made strides toward gender equality in the workplace. For these groups, remote work contributes to less burnout and more career advancement, as well as a greater sense of belonging, psychological safety, and fewer microaggressions. To make remote work stay, companies need to reimagine the “ideal” worker as one who has responsibilities outside of work and invest in policies that promote gender equality and improve the workplace. 

(May 2023, Forbes)


  • remote work
  • flexible work
  • hybrid work
  • career advancement
  • mommy track
  • pink collar
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Will Remote Work Undermine Diversity Efforts? (PDF)

Studies have shown that for people of color and women especially, remote work has been beneficial in terms of minimizing microaggressions, code-switching, and tending to family care. However, this article warns that companies need to be intentional about remote and hybrid work culture so that these groups do not get left out of promotion considerations due to “proximity bias” of those in the office. Remote/hybrid work can help companies meet DEI goals by diversifying applicant pools if location is not an issue. Managers can also be more intentional in supervising hybrid teams by getting training in and implementing workflows and norms so that no one gets left out and there is not a “two-tier” system of employees.   


(June 2022, Society for Human Resources Management)

  • remote work
  • hybrid work
  • proximity bias
  • microaggressions
  • intentionality
  • code-switching
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nameWhat is proximity bias_ - Future Forum.pdf
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What is proximity bias? (PDF)

This article talks about proximity bias, a tendency to favor the people we’re physically closer to, and its effects on hybrid work environments post-pandemic. The article explains the psychology behind proximity bias and gives examples in different contexts. Overall, it offers strategies to overcome proximity bias in order to create more equitable workplaces.




(Sept. 2022, Future Forum)
  • proximity bias
  • remote work
  • hybrid work
  • flexibility
  • code-switching
  • digital-first systems
  • equity

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Leading by Example

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nameWhy Do Employees Quit on Their Bosses_ Because They Never Get Asked These Important Questions _ Inc.com.pdf
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Why Do Employees Quit on Their Bosses? Because They Never Get Asked These Important Questions (PDF)

This article outlines an important reason why people leave their current jobs. People want to be engaged in their work, know their tasks have purpose, and want to have opportunities to learn and grow their knowledge and skill-sets. If managers are not having personal 1:1 conversations with their staff to learn project updates, discussing accomplishments, and finding learning opportunities, then staff will feel disengaged and will tend to look for other employment opportunities.

(https://www.inc.com/marcel-schwantes/why-do-new-employees-quit-their-jobs-so-soon-the-e.htInc.ml)

  • staff retention
  • staff satisfaction
  • manager post-hiring actions
  • advancement
  • management
  • manager/employee relationship

Leading by Example

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nameNavigating Identity as Part of Your Leadership Practice - CRE.pdf
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Navigating Identity as Part of Your Leadership Practice (PDF)

This article identifies concepts including identity awareness (including self awareness), code-switching, and authentic leadership.  It offers strategies for fostering a culture of inclusion around individuals' identities at work.

(CRE)


  • inclusion
  • identity awareness
  • code-switching
  • authenticity
  • communication

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nameCare, Code, and Digital Libraries_ Embracing Critical Practice in Digital Library Communities – In the Library with the Lead Pipe.pdf
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Care, Code, and Digital Libraries: Embracing Critical Practice in Digital Library Communities (PDF)

There’s a disconnect between the people who develop digital library applications and those who use these systems. There is a large amount of care work involved in shepherding users and community members through our applications; this work needs to be built into a project’s mission and evolution as much as tech/coding work. We need communal ways of - and a greater swath of people involved in - knowing, practicing, and doing this work in order to build more inclusive applications that reflect the communities they represent.

(In the Library with the Lead Pipe)

  • ethics of care
  • open source
  • open access
  • digital libraries
  • digital repositories
  • digital scholarship

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Leading with Compassion Has Research-Backed Benefits (PDF)

Leading with compassion (empathy linked to actions) is beneficial not just for the colleagues receiving that compassion, but also to the person practicing compassion. This compassion needs to come from an authentic place, however if so it can help reduce burnout in oneself and one’s colleagues, contribute to employee retention in a significant way, and make for a healthier workplace and team dynamic.

(HBR)

  • compassion
  • empathy
  • belonging
  • leadership
  • relationships


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Fostering the Culture

Tactics

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