Return-Path: <nifl-womenlit@literacy.nifl.gov> Received: from literacy (localhost [127.0.0.1]) by literacy.nifl.gov (8.10.2/8.10.2) with SMTP id j9EAI3G26737; Fri, 14 Oct 2005 06:18:03 -0400 (EDT) Date: Fri, 14 Oct 2005 06:18:03 -0400 (EDT) Message-Id: <982FC306-3C9B-11DA-A9C0-000393ABE4D2@litwomen.org> Errors-To: listowner@nifl.gov Reply-To: nifl-womenlit@literacy.nifl.gov Originator: nifl-womenlit@literacy.nifl.gov Sender: nifl-womenlit@literacy.nifl.gov Precedence: bulk From: "mev@litwomen.org" <mev@litwomen.org> To: Multiple recipients of list <nifl-womenlit@literacy.nifl.gov> Subject: [NIFL-WOMENLIT:3339] Re: gender equity X-Listprocessor-Version: 6.0c -- ListProcessor by Anastasios Kotsikonas X-Mailer: Apple Mail (2.553) Content-Transfer-Encoding: 7bit Content-Type: text/plain; charset=US-ASCII; format=flowed Status: O Content-Length: 2469 Lines: 62 Wendy thanks for sharing this - it's useful information to have. who did the study? was it a national or local group they looked at? A specific type of work setting or a variety of work situations? do they have any plans to publish it? (if not, perhaps they would be interested in getting it posted on WE LEARN.) thanks. Mev welearn@litwomen.org On Thursday, October 13, 2005, at 09:30 PM, Wendy Dickinson wrote: > I recently went to a workshop on Women as leaders in > the workforce. Based on this discussion, I thought > that some of you might be interested in their > findings. They found that there were five main areas > where women substantially differed from men in the > workplace. They are: > > 1) Sense of isolation - women don't share with each > other about their mistakes or frustrations in the work > place. They just hit their limit and quit. > > 2) Quality of relationships - at the top levels of > leadership, there are mostly men. There is a small > line to balance because they need to influence those > around them (men) and constantly trying to prove > themselves. Women tend to have great relationships > with their clients, but not necessarily with their > peers (who are often men). > > 3) Centrality of Boss - Women tend to stay with one > boss and try to "please" them. They don't have a wide > network of people with whom they have worked but put > all their proverbial eggs in one basket. > > 4) Source of credibility - some assignments will build > more credibility more than others, women tend to > engage in those that they are certain they will be > successful at. This is also connected to > predictability. Women need to step back and think > about what is predictable about them > > 5) Authenticity - they found that women don't know > "know" how to act in a leadership role (for a variety > of reasons) and tend to act like they are "on guard." > They struggle with how to command power and present > themselves without being the bitch. > > I found this presentation to be quite interesting, > partly because it moved beyond observations to points > of application. There are many aspects of our culture > that we should be critical of when it comes to > equality in the workforce, however I think that it is > also important to look at what women do when they are > in those positions and take responsibility for areas > where we could show up in a more effective way. Just > FYI, this was an unpublished study. > > Wendy >
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