Does your on-campus recruiting send the right message about your company? Although companies aim to attract students during on campus recruiting sessions, our research found the opposite. Companies often create a chilly climate for women in tech. Through presenter roles, stereotype-laden content, inappropriate language, and extreme “bro” cultures, companies signal a hostile environment for women. What can recruiters do to warm the chilly environment and appeal to women? 1️⃣ Create a pre-meeting with the on-campus team that emphasizes inclusive informal dynamics. Remind them that not everybody relates to heavy partying or geek references. 2️⃣ Be inclusive in whom you feature as technical role models. Equitably assign men, women, gender expansive and gender non-conforming employees to answer the technical and culture questions without falling into stereotypical roles. 3️⃣ Present technical work in an approachable way and demonstrate multiple pathways to success. Avoid technical debates with just one or two audience members. 4️⃣ Emphasize the real-world, interdisciplinary aspects of your work. Focus on collaboration and in-house learning opportunities. For example, one company recruiter explained how their code helps save lives and how their company mission is directly linked to making an impact in the world. In sessions with inclusive strategies, women asked questions 65% of the time. In sessions without these strategies, women asked questions only 36% of the time. This is encouraging! It means there is something you can do to measurably increase engagement in the room. You can apply these lessons beyond gender as well: think about the messages your sessions convey and how those messages might land better with different audiences. Companies have an exciting opportunity to increase representation and inclusion —starting with recruitment and continuing throughout employees’ careers. #recruiting #genderequality #campusrecruiting #bias #womeninstem #inclusion The study was conducted by observing 84 campus recruiting sessions. Original research: “Puncturing the pipeline: Do technology companies alienate women in recruiting sessions?” https://lnkd.in/eCccCCyP Post by Alison Wynn, Senior Research Scholar
Stanford VMware Women's Leadership Innovation Lab
Research Services
Stanford, California 3,177 followers
Diagnosing barriers, developing interventions, disseminating research-based solutions to advance women's leadership
About us
Our Mission The VMware Women's Leadership Innovation Lab at Stanford University generates foundational research to advance women's leadership by diagnosing barriers, developing and evaluating interventions to get beyond barriers, and disseminates research-based solutions by bridging the gap between research and practice. We are conscious of the need to advance women across multiple marginalizations/identities/contexts, and strive for our research and interventions to be inclusive and intersectional. We commit to these practices in analyzing not only gender, but seeking to address other salient social identities like race, ethnicity, socioeconomic status, ability, sexual orientation, nationality, etc. Social-Impact Research The Lab takes a holistic approach to diagnosing the barriers that women face at critical transitions – from the formation of leadership identity in school, to entry in professional arenas, to transitional roles and accessing critical assignments and senior leadership opportunities. Our research asks two fundamental questions: Creating Inclusive Workplaces: How can we create long-term, sustainable change in organizational cultures, processes, and management, in particular by reducing the negative effects of stereotypes on women’s career trajectories? Empowering Change Agents: How can we empower individual change agents, from high school to the C-suite, in implementing change towards the advancement of women? We actively test and disseminate solutions in both areas: modifying organizational culture, processes, team dynamics and culture for greater equity, and empowering individuals to enact change at the local level and in their own careers.
- Website
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https://womensleadership.stanford.edu/
External link for Stanford VMware Women's Leadership Innovation Lab
- Industry
- Research Services
- Company size
- 1,001-5,000 employees
- Headquarters
- Stanford, California
- Type
- Educational
- Founded
- 2015
Locations
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Primary
Littlefield Center, 365 Lasuen Street
Stanford, California 94305, US
Employees at Stanford VMware Women's Leadership Innovation Lab
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Lori Nishiura Mackenzie
Lori Nishiura Mackenzie is an Influencer Keynote speaker, expert on inclusion, women's leadership. LinkedIn Top Voices for Gender Equity. LinkedIn Learning Instructor. (Photo: Andrew…
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Sofia Kennedy
Research Project Manager at Stanford University | VMware Women's Leadership Innovation Lab
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Karen How
Finance and Operations Administrator, Stanford VMware Women's Leadership Innovation Lab
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Kristine R. Pedersen
Seeds of Change Assistant Director & Postdoctoral Program Manager | Stanford VMware Women's Leadership Innovation Lab
Updates
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Culture is key to unlocking the power of groups. Yet, unexamined dynamics can derail even the most well-intentioned groups from delivering their aims. In this episode of the Diligent Corporate Director Podcast, Lab co-founder Lori Nishiura Mackenzie shares insights from our Board Culture Playbook, developed in collaboration with California Partners Project. As Lori shares, when boards take the time to thoughtfully establish inclusive norms, and practice them regularly, they can create a better context for decision-making and governance. This culture work is particularly important to help face today's challenging issues and leverage the power of diversity. Wonderful interview with Meghan Day. Listen to the podcast here: https://lnkd.in/gH4gkgEc Check out our culture playbook: https://lnkd.in/gnaYb__C #boardculture #diversityonboards #
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How will AI shape the future? How will women shape the future of AI? Looking forward to addressing these questions this event hosted by Transatlantic AI eXchange, with Lab Director Shelley J. Correll as a member of the host committee. What a great lineup of speakers including Caroline Simard, former Lab Managing Director!
❤️ REMARKABLE WOMEN IN AI ❤️ 🌟 What to Expect: ➡️ Inspiring Keynotes: Hear from trailblazing women who are at the forefront of AI innovation, sharing their journeys, challenges, and successes. ➡️ Panel Discussions: Engage with thought leaders on the latest trends and ethical considerations in AI. ➡️ Networking Opportunities: Connect with like-minded professionals and build meaningful relationships that could shape your future in tech. ➡️ Showcase of Innovation: Discover cutting-edge AI projects and technologies being developed by women across the industry. 📅 Event Details: Date: September 26, 2024 Location: SRI’s Palo Alto campus, CA Livestream: Available FREE of charge via our Ticket Partner Whether you attended last year or are joining us for the first time, this event is your chance to be part of a growing community that champions inclusion and innovation in AI. 🔗 Don’t Miss Out! More Information: https://lnkd.in/gmBze-vz Tickets: https://lnkd.in/e7ttra56 We can’t wait to see you there! #AI #WomenInTech #Networking #Innovation #TransatlanticAIeXchange #PaloAltoEvents #RemarkableWomenInAI #DiversityInTech #LeadershipInAI #TAIX
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Have you ever heard the saying “If you love your job, you’ll never work a day in your life”? In America, the idea of pursuing passion fuels our educational decisions, career pathways, and our personal identity formation. But is passion all it is promised to be? Erin A. Cech writes about what she calls the “passion principle,” which reveals the inequities behind the perception of passion and how we can mitigate this in our workplaces. While these insights can be helpful for all, they can be particularly useful for: - #HiringManagers of #EarlyCareer employees. What role do unpaid internships play in your assessment of a candidate’s passion? - #TeamLeaders. Do you perceive that parents with outside duties or people who value work for their salary show up as less passionate? - Yourself! How much of your work satisfaction is measured by how passionate you feel about your work (especially when you compare yourself to others?) If any of these questions spark your interest, read the full article for more insights! #Internships #PerformanceEvaluations #Hiring #Research #WorkingParents #FirstGen
Is Passion a Trap? Learning How to Avoid Passion Pitfalls and Empower Employees (and Yourself)
Stanford VMware Women's Leadership Innovation Lab on LinkedIn
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When a man is a bystander to a male colleague’s sexism, others assume they are sexist too and judge them negatively for it, according to a new study by professors Andrea C. Vial, April Bailey, and John Dovidio featured in a Forbes overview by Michelle Travis. The study also found positive benefits for men who challenge a colleague’s sexist beliefs. More reasons for men to become allies! In a recent webinar with our Lab, professors David Smith and Brad Johnson, co-authors of the books "Athena Rising" and "Good Guys," shared why and how men have a crucial role to play in promoting gender equality at work. They provided actionable, evidence-based best practices for individuals and organizational leaders who want to be intentional inclusive allies, leveraging mentorship, sponsorship, and workplace partnership to create more diverse and inclusive workplaces. Attendees left with a clearer sense of how to be better allies, how to describe better ally behavior, and how to foster a culture of allyship. Thank you David Smith and Brad Johnson for your partnership! In their new book "Getting to Diversity: What Works and What Doesn't," Frank Dobbin and Alexandra Kalev find that bystander training is a promising intervention for organizations seeking to foster an allyship culture. #Allyship #MaleAllyship #Allies #Sexism #SexismAtWork #Bystander #BystanderTraining #GenderEquality #InclusiveWorkplaces #Inclusion #Diversity #AllyshipCulture
Senior Research Scholar, Stanford University | LinkedIn Top Voice In Gender Equity | Keynote Speaker | Senior Advisor
Here's another reason for men to be allies to women at work. A new study found that when a man is a bystander to a male colleague’s sexism others assume they are sexist too and judge them negatively for it. The study also discovered positive benefits for men who challenge a colleague’s sexist beliefs. The punchline here is that for men, staying quiet means being seen as sexist-by-association. For more info, check out this great overview in Forbes by Michelle Travis on important new research by professors Andrea C. Vial, April Bailey, and John Dovidio. #Allyship
How Men Can Benefit From Challenging Sexism At Work, According To New Study
social-www.forbes.com
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Welcome back to our colleagues who attended the annual meeting of the American Sociological Association! Congrats to our Lab staff, associated graduate students and postocs for their presentations, roundtables, and conversations for impact (and to the folx that supported them in their work along the way). Melissa Abad, PhD Tiffany C. Claire Daviss Sara Jordan-Bloch Bethany Nichols, PhD Emma Williams-Baron JoAnne Wehner, PhD Alison Wynn And a special shout-out to our Lab Director, Shelley J. Correll, the President-elect of ASA! #research #impact
2024 Annual Meeting
https://www.asanet.org
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Return to office mandates have led women to leave companies in droves, and company productivity has suffered as a result, according to a an Upwork report of C-suite leaders. We need to challenge our outdated assumptions about what makes a workplace effective. #RTO #ReturntoOffice #Talent #Retention #RemoteWork #Productivity
Senior Research Scholar, Stanford University | LinkedIn Top Voice In Gender Equity | Keynote Speaker | Senior Advisor
New research by Upwork shows that nearly two-thirds (63%) of C-suite leaders whose companies have mandated an office return of some sort say the policy has led a disproportionate number of women to quit. About the same share of executives told Upwork they’re struggling to fill those vacant roles—and more than half agree that their hemorrhaging of women employees tanked company productivity. All of this begs the question, why do companies keep mandating RTO? Who thinks returning to business-as-usual is the right way to go? #futureofwork
'The system is not working for women': Companies with return-to-office mandates are hemorrhaging female talent
fortune.com
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Stanford VMware Women's Leadership Innovation Lab reposted this
We are inviting early career educators - teachers, coaches, non-profit professionals, etc. - to apply to become a Seeds of Change Educator Partner. Seeds of Change is a leadership development initiative that supports the advancement of girls and women in STEM through an integrated curriculum of mentoring, training, and skills development. The Educator Training Program offers early career educators (teachers, coaches, non-profit professionals, etc.) the opportunity to learn how to lead this curriculum with the youth they serve. Applications are due by August 4th. https://lnkd.in/eaHGkkHt
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Our colleagues at The Clayman Institute for Gender Research at Stanford University report that non-disclosure agreements (NDAs) can silence survivors, protect and embolden perpetrators, and foster toxic workplace cultures. Their findings challenge leaders to rethink how NDAs are used in their organizations and reimagine a more transparent and supportive work environment.
Senior Research Scholar, Stanford University | LinkedIn Top Voice In Gender Equity | Keynote Speaker | Senior Advisor
Must read new report from my colleagues at The Clayman Institute for Gender Research at Stanford University on the negative impact of non-disclosure agreements (NDAs). Their research finds that NDAs silence survivors, protect and embolden perpetrators, and foster toxic workplace cultures.
Resources | The Clayman Institute for Gender Research
gender.stanford.edu
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To find out more about the Corporate Program, visit us: https://lnkd.in/g_3txEnK
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