Page Comparison

The Standards We Choose (Video)

This podcast episode describes the concept of casuistry (unsound but perceived as “clever” reasoning to get what you want), especially around hiring and professional promotion.  It gives hypothetical and specific examples of this in practice, wherein people decide who they want (or certain biased standards) first, then backfill the qualifications to justify the decision.

(June 2018, Youtube.com)

• bias
• unconscious bias
• casuistry
• hiring

Verna Myers: How to overcome our biases? Walk boldly toward them (Video)

The way to combat harmful biases is not to ignore them or pretend they don’t exist.  Rather, the speaker suggests that we should acknowledge our biases, seek to understand them in ourselves, and lean into behaviors that will combat them.  This specifically includes moving toward and getting to know people against whom we are biased, if we do so authentically and from a genuine place of wanting to be a positive force in others’ lives.

(December 2014, Youtube.com)

• antiracism
• bias
• unconscious bias
• behavior
• relationships
• diversity
• inclusion

The Enduring Grip of the Gender Pay Gap (PDF)

The earnings difference between men and women is a well-known and documented fact in the US. This article by the Pew Research Center links data from research studies in order to describe and explain why women earn a lower wage than men in the same categories - focusing on education levels and parenthood - but also considering race, types of occupations, and trends in the labor market. It details historical changes from 1982 through 2022 and shows a slow-down in progress for the last 20 years.

(March 2023, Pew Research Center)

•  gender pay gap
• pay inequality
• salary gaps
• gender wage gap
• gender workplace inequality
• equal pay

STEM faculty who believe ability is fixed have larger racial achievement gaps and inspire less student motivation in their classes (PDF)

This article shares the results and process of a study which found that professors who believed intelligence was a static property in a student resulted in significantly lower grades for minority students than those who believed students could “grow” their intelligence. Many of the professors have tenure and weren’t choosing to give lower grades.

(February 2019, Science)

• bias
• teaching practices
• racism

Black Workers Really Do Need to Be Twice as Good (PDF)

Black employees tend to receive higher levels of criticism and scrutiny from their white managers and colleagues, meaning that smaller mistakes have a bigger impact on their upward mobility at work, contributes to stress and burnout, and creates an unfair disadvantage for Black employees simply by nature of their Blackness.

(October 2015, The Atlantic)

• Systemic racism
• bias
• employment bias
• hiring

Systemic Racism Explained (Video)

This video provides a background of redlining and the long-term impact it continues to have, as well as a quick summary of implicit biases and the result of school funding coming from property taxes.

(April 2019, Youtube - Subtitles Included)

• systemic racism
• implicit bias
• redlining

What Systemic Racism Means And The Way It Harms Communities (Audio)

In this interview, Ijeoma Oluo, author of So You Want To Talk About Race, discusses what systemic racism is, how it impacts society, and what one can do to try to eliminate these practices from our systems. This resource is available as an audio file and a transcript for flexibility and accessibility.

(July 2020, NPR - Transcript Included)

• Systemic racism
• Racism
• Equality
• Biases
• Dissempowerment
• Police VIolence

Interrupting Sexism at Work: What Drives Men to Interrupt or Do Nothing? (PDF)

This report analyzes the reasons men respond or don't to sexism, what climates support interruption, and provides suggestions on what workplaces can do to improve.

(June 25, Catalyst)

Stop Telling Women They Have Imposter Syndrome (PDF)

This article looks at imposter syndrome in women (emphasis on women of color but includes all women) not as an individual phenomenon, as it is typically framed, but instead as a product of systemic racism, sexism, and other biases that exist in the workplace. The takeaway is to “fix bias, not women” – leaders need to create a culture that addresses systemic racism and bias in a workplace that remains white/masculine/heteronormative.

(February 2021, HBR)

• imposter syndrome
• systemic bias
• racism
• organizational culture

Why Everyone Feels Like They’re Faking It (PDF)

Imposter syndrome is a more universal concept than some may know. It goes beyond self doubt and feeds on fear of being “found out.” Imposter syndrome happens more frequently when your aptitude is overestimated instead of underestimated. Imposter syndrome is also used as a way to frame systemic inequality as an individual pathology.

(February 2023, New Yorker)

• imposter syndrome
• systemic inequality
• belonging
• inclusion

It's Time to Break the Cycle of Female Rivalry (PDF)

While women often have to battle with overpowering men in the workplace, women colleagues can also negatively impact other women co-workers. Organizations thrive when teams are diverse. Only having one woman in a division or team is not diverse. Women should champion other women to succeed instead of fighting against them. This article gives examples of how women hold back their female colleagues and gives advice on how women can empower other women in the workplace.

(April 2020, HBR)

• inclusive culture
• sexism
• internalized sexism
• tokenism
• mentorship
• women in the workplace
• female rivalry

Stop Using ‘Executive Presence’ as a Reason to Not Promote Women (PDF)

Executive presence is used as a catch-all to represent what leaders should talk, look, and act like in such a way as to exclude women and people of color from leadership positions.

(September 2022, Chief)

• bias
• equality
• sexism
• authenticity

The Enduring Grip of the Gender Pay Gap (PDF)

The earnings difference between men and women is a well-known and documented fact in the US. This article by the Pew Research Center links data from research studies in order to describe and explain why women earn a lower wage than men in the same categories - focusing on education levels and parenthood - but also considering race, types of occupations, and trends in the labor market. It details historical changes from 1982 through 2022 and shows a slow-down in progress for the last 20 years.

(March 2023, Pew Research)

• gender pay gap
• pay inequality
• salary gaps
• gender wage gap
• gender workplace inequality
• equal pay

The Manager’s Guide to Inclusive Leadership — Small Habits That Make a Big Impact (PDF)

This article contains an overview of tools and tactics that managers can use to promote inclusion and equity within their teams and throughout an organization, including methods for communication about difficult topics, and addressing microaggresions.

(FirstRound)

• inclusion
• equity
• tactics
• microaggressions
• communication

Leading in a Culture of Inclusion for Managers (Video + captions)

This video provides a summary of leadership techniques that foster a culture of inclusion, including self-directed thought exercises and questions that can be used in discussion with others.

(August 2020, MediaCentral)

• leading
• inclusion
• communication

How to Speak Up as a Group at Work (PDF)

This advice column contains tactics and for ways in which people can bring a shared concern up to those in a position of leadership in their teams and/or organizations.

(Februray, 2018, Ask a Manager)

• strategy
• empathy
• leadership
• communication
• collaboration

3 Types of Meetings — and How to Do Each One Well (PDF)

The article goes over classifying “gatherings” as transactional, relational, or adaptive. It then goes on to describe how each can be executed and when you might want to hold that type of meeting.

(September 2022, HBR)

• process
• meetings
• organization
• remote work

Womenintech: Beyond Salary Negotiation Process How To Not Lose Your Head (Video and PDF Slides)

This talk at Code4Lib 2017 discusses the job seeking process from interview to acceptance with an emphasis on maintaining confidence throughout in order to get what you deserve out of a job offer. Emphasis is on learning how to know what/how to negotiate, what non-monetary benefits to keep in mind, and focusing on self-care as you go through this process.

(March 2017, PDF Slides; Youtube presentation, starts at 2:05:00)

• interview
• negotiation
• salary
• wage gap
• self-care

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.

(July 2017, Inc.)

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

How to Identify — and Fix — Pay Inequality at Your Company (PDF)

Employee salaries are the largest part of any company’s budget. Pay inequality happens in many places, paying women and people of color less than white men. Companies should perform a Pay Equity Audit (PEA) on a regular basis, then adjust compensation accordingly in order to help alleviate inequalities in pay. The audit involves gathering clean data related to job titles, grades and duties, then analyzing this data with education, experience, and training. This audit will need to happen periodically, to avoid pay discrepancies later with staff turnover. Performing a PEA is “culturally imperative” and is becoming something to do in order to avoid litigation with new state laws.

 (November 2020 - HBR)

• gender wage gap
• race wage gap
• wage differentials
• equal pay for equal work
• gender inequality
• race inequality

General Principles for Reducing Bias (PDF)

This article provides four principles for reducing bias when talking about people and their personal characteristics.  It is supported by the inclusive language guide also from the American Psychological Association.

(July 2022 - American Psychological Association)

• inclusive language
• inclusion
• harmful language
• reducing bias
• implicit prejudice
• communication

Inclusive Language Guide - Second edition (PDF)

This is the American Psychological Association authored and curated language guide for writing, speaking, and educating.  It contains sections with explanations of terms related to inclusion as well as harmful language and contemporary alternatives to those harmful terms.

*Note this guide is long, but provides useful information on terms to avoid, why they should be avoided, and suggestions for alternative language.

(2023 - American Psychological Association)

• inclusive language
• harmful language
• communication
• microaggressions
• tactics
• glossary

Systemic Racism in Higher Education

This letter to Science is a call for faculty and staff of higher education to meaningfully engage in activities focused on ending systemic racism in higher ed. It provides a number of cited references to show the inequality faced by black, indigenous, and people of color. Further, it calls specifically for those members of higher education who are not BIPOC to do the work, as they hold the power.

(Sept 2020 - Science)

• call to action
• systemic racism