How do you address unconscious bias in the workplace when some of the women in leadership are forcing comformity even more than the men benfitting the most. When even HR is “blind” to the disparities in work/expectations/level of micro-management/recognition... How do you address it?
At Amazon I took training “confronting your unconscious bias”. :D
Could you give concrete examples to help us undersrand what you're referring to?
An example would be having multiple directors. Each overseeing their own dept. If an issue comes up in a dept, the director is addressed and held accountable for any concerns coming out of their dept. If a similar and/or even more severe concern were to come out of a different dept, that director may be held to different standards. Excuses may be “poor guy”... “it’s not his fault that his staff are not producing”... I was concerned when a female director was asked if her recently having a child was affecting her management of staff. Comparable to other directors who had not recently returned from leave, she was actually a very supportive supervisor so the fact that these comments were coming from others was disappointing. Male counterparts can be out of the office for days and no questions asked. Another example - When a request is made for a report, it’s expected almost immediately from some while others are given a pass continually. To make matters worse, both HR and part of the legal dept are females and also the ones making these comments and making recommendations around discipline, yet inconsistent with their input based on “past practice” or lack of understanding of workload and unbalanced expectations. There’s many more examples similar to this but this issue has more to do with everyone saying things like “that’s how it’s always been done” when assigning work. It tends to always be minority women that end up with the bulk of the heavy lifting, but it’s gone unaddressed even though its apparent and not only directors but staff comment regularly. Partly because of women on the other end, benefiting from minimal work are in leadership roles and refuse to acknowledge the disparities.
Ignore it and just cash my checks
The problem is that your world view is screwed up by what has been fed to you. The ideal utopia you wish for is against the evolutionary principals. You ever wondered why "happiness" is the one you chase after and not sadness? Ever thought evolutionarily happiness hormones controls us, and what we define as success? If you think about humans on a deeper level, you'll start knowing stuff about psychology and how systems and organizations led by humans work. Human made systems follow pareto principal, which roughly people know as 80:20 principal. This isn't actually true, the real principal is that in any given organization, square root of people do 50% of the work. So in a group of 10,that's 3, group of 100,that's 10, in Microsoft with over 100,000 employees, it's 320 employees that do 50% of the work. Now your "handful of females" doing most work doesn't sound as shocking, does it? I recommend you watch some evolutionary psychology videos and challenge your own world view and beliefs. The things you describe right now, where you truly believe that problem is outside most of the time rather than within you, isn't totally true. You start by cleaning your room, it's your field of view. Then you start by fixing other problems, one small incremental step at a time. Things will improve, good luck. P. S. I have quoted Jordan Peterson's research in my answer, so you can start looking at his classroom lectures to begin with.
I suggest you to learn math before reading other shit !
Fixed the square root of 100,000. Still not big enough to make a difference.
Bias and racism exists everywhere. For my peace of mind I ignore it so it does not get to me.
You are whining. People are treated differently across the board - this doesn't sound like a woman vs. man thing.
Maintaining balance in these things is the ideal role for an HR business partner. They should be identifying these issues and elevating their importance and suggesting ways to find harmony to senior leadership. Don’t expect HR to undermine business executives that aren’t receptive, but that doesn’t mean your HR business partner hasn’t re-addresses the issue through other routes or stakeholders. You have to trust the person and the processes within your org. If you don’t have that level of psychological safety then you should address that (bigger) issue or seek other opportunities because it will eat at you in the long term.
OP is dumb. Don't even bother
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What do you mean?