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 j9EENKG28869; Fri, 14 Oct 2005 10:23:20 -0400 (EDT) Date: Fri, 14 Oct 2005 10:23:20 -0400 (EDT) Message-Id: <5.1.0.14.2.20051014101433.012d7530@pop.utk.edu> 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: Donna Brian <djgbrian@utk.edu> To: Multiple recipients of list <nifl-womenlit@literacy.nifl.gov> Subject: [NIFL-WOMENLIT:3340] Re: gender equity X-Listprocessor-Version: 6.0c -- ListProcessor by Anastasios Kotsikonas Content-Type: text/plain; charset="us-ascii"; format=flowed X-Mailer: QUALCOMM Windows Eudora Version 5.1 Status: O Content-Length: 3134 Lines: 73 http://www.washingtonpost.com/wp-dyn/content/article/2005/10/12/AR2005101202328.html?nav=most_emailed This Washington Post commentary, "You've Come a Long Way, Ladies" by Tina Brown, speaks to the issue of women in positions of power and how they work with and around the men in power. It made me remember and analyze how I work when in that kind of environment. I'm finding this discussion really interesting and enlightening. I'd not stopped to analyze nor think about whether this is how I *want* to work before. My present position usually doesn't require that kind of posturing. Donna Brian At 10/14/2005 -040006:17 AM, you wrote: >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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