Women have had the right to vote for 100 years, but most experts believe that we will not achieve workplace parity for another 135 years! 135 years is a long time, friends, to wait for gender equality and a level playing field at work. The goal of this podcast is to accelerate this change by being a coach, mentor, and trusted friend for all of you who are ready now.
In the premiere episode of the Parity Podcast, we discuss the dismal state of workplace gender equality, explore the working world by looking at the numbers, and make the case for our signature Parity Prescription. Subscribe! Time-stamped show notes are below. Intro 0:20 Experts believe that it will take 100 years to achieve gender parity [after the recording of this episode, the World Economic Forum has extended the time to achieve gender parity to ~135 years] World Economic Forum 1:48 We have been treating the symptoms instead of the cause of gender inequality and that needs to change 3:07 Our goal is to arm you with information, data, and ideas 3:35 Objective is to increase success of listeners and we want to hear from you 4:55 We will be light on the chit chat and show you evidence-based solutions State of Women as of March 2021 5:39 Women are trailing men in the workplace by most measurements 6:07 Gender bias is a challenge 7:18 Harmful for women to blame themselves for career hurdles without considering the impact of gender bias 8:07 Parity means an equal opportunity to succeed 9:06 Women are superstars in college and earn more degrees than men at all college levels LeanIn and McKinsey 2020 Report 9:30 Beginning with the first promotion, more men than women advance LeanIn and McKinsey 2020 Report Fast Company article 10:42 Women should win a higher percentage of early promotions because we have more college degrees 10:55 Only 37% of managers, 29% of senior manager, and 23% of executive managers are women Catalyst article LeanIn and McKinsey 2020 Report 11:50 5% of Fortune 500 CEOs are women LeanIn and McKinsey 2020 Report Washington State University article 12:30 We Can Do Hard Things Untamed by Glennon Doyle Parity Prescription 12:50 We can accelerate gender parity with our signature Parity Prescription How the Parity Prescription Can Work for You 13:45 Elements of the Parity Prescription are: S - Stop Trying to Change Women C - Create Diverse Teams R - Recognize Unconscious Bias I - Intentionally Include P - Partner with Men as Allies T - Talk About the Issues Stop Trying to Change Women 14:44 Women are constantly encouraged to change - we’re told how to think, act, behave, be confident, etc. 15:35 Women don’t need “special help” - workplaces need to accept our authenticity 16:30 Women have to navigate unconscious bias and cultures built by men in male-dominated workplaces 17:29 Impact of “me too” 18:10 Role of personal responsibility 18:35 Women shouldn’t be expected to behave like men 19:05 In male-dominated organizations, success often looks like a man and not a woman 19:55 We all need to work together for continuous improvement to nudge workplace cultures in the right direction Create Diverse Teams 20:30 Create Diverse Teams for more profitability and employee job satisfaction 21:30 Example of a customer meeting lacking diversity on one side 22:16 Importance of empathy as we work towards more diverse teams; try to avoid excluding and instead consider expanding the team 23:33 We’re all carrying a heavy backpack uphill and it’s a question of how many rocks we are each carrying Recognize Unconscious Bias 24:55 Recognize Unconscious Bias because we all have it Unconscious Bias: Hidden Forces Undermining Women at Work 27:02 It is challenging to overcome unconscious bias 28:55 Need to check our own unconscious bias - we will do a deeper dive on unconscious bias Episode 2: How to Understand Unconscious Bias So We Can See Women Intentionally Include 29:30 Importance of Intentional Inclusion 30:30 We All Want to Be Invited to the Party Intentional Inclusiveness in Community Renaissance by Scott Wylie 30:38 Women and people in other underrepresented groups are often excluded in the workplace 31:30 People have poorer work experiences when they are not intentionally included 32:00 Consider eye contact, interruptions, etc. when you try to intentionally include Conversation Starters To Intentionally Include Partner with Men as Allies 32:25 We need men to make progress 33:00 Men often show interest but sometimes don’t know how to help 33:15 We will talk more about male allies in a future episode Episode 5 - How Male Allies Can Lean In for Measurable Gains to Achieve Parity 34:10 Women need to have more conversations with men Talk About the Issues 34:42 Change is accomplished by speaking up 35:12 One person can make organizational change 35:30 We will talk more on this topic in a future episode How to Have Tough Conversations At Work Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Contributor: Dr. Nithila Peter of eiLeads Email CathyAndDeborah@par-ity.com with questions or comments We hope to connect with you again soon so that we can make progress with the Parity Prescription!
2/28/21 • 38:20
In this episode, we will examine the science and culture which causes unconscious bias which can make women seem invisible, and we will bust some myths along the way. Spoiler Alert: Women don’t talk too much! You can find the resources that we used for this episode at www.par-ity.com and we would love to hear from you at CathyandDeborah@par-ity.com. Follow us on Instagram, Twitter and LinkedIn, and subscribe to this podcast so that you don’t miss a single episode. You can also find the hosts Deborah Pollack-Milgate and Cathy Nestrick on LinkedIn. We hope to connect with you again soon so that we can make progress with the Parity Prescription!
3/28/21 • 28:21
In this episode, we will lay out the business case for diversity and inclusion and give you 5 actions steps so that everyone feels welcome, connected, and included in your organization. You can find the resources that we used for this episode at www.par-ity.com and we would love to hear from you at CathyandDeborah@par-ity.com. Follow us on Instagram, Twitter and LinkedIn, and subscribe to this podcast so that you don’t miss a single episode. You can also find the hosts Deborah Pollack-Milgate and Cathy Nestrick on LinkedIn. We hope to connect with you again soon so that we can make progress with the Parity Prescription!
4/18/21 • 32:12
Want to talk about gender inequality at work? Having those tough conversations is critical to achieving workplace parity, and in this episode, we will give you a framework so you can consider when and how to start. You can find the resources that we used for this episode at www.par-ity.com and we would love to hear from you at CathyandDeborah@par-ity.com. Follow us on Instagram, Twitter and LinkedIn, and subscribe to this podcast so that you don’t miss a single episode. You can also find the hosts Deborah Pollack-Milgate and Cathy Nestrick on LinkedIn. We hope to connect with you again soon so that we can make progress with the Parity Prescription!
5/16/21 • 30:34
Women are frequently encouraged to “lean in,” but we can only lean in so far before we lose our balance. Men, we need you to lean in as allies and meet us halfway because we cannot achieve parity without you. In this episode, we teach allies how to be effective by being mentors, sponsors, partners, and collaborators with women, and we guide women on how to identify and partner with male allies. You can find the resources that we used for this episode at www.par-ity.com and we would love to hear from you at CathyandDeborah@par-ity.com. Follow us on Instagram, Twitter and LinkedIn, and subscribe to this podcast so that you don’t miss a single episode. You can also find the hosts Deborah Pollack-Milgate and Cathy Nestrick on LinkedIn. We hope to connect with you again soon so that we can make progress with the Parity Prescription!
6/6/21 • 39:47
A majority of people rate women higher than men for leadership skills. Studies show that many of the core competencies necessary for success as a leader are competencies at which women excel. Despite these strengths as leaders, men are more often awarded the coveted positions of power. In this episode, we will explore why and propose 5 steps to promote women into more leadership roles. You can find the resources that we used for this episode at www.par-ity.com and we would love to hear from you at CathyandDeborah@par-ity.com. Follow us on Instagram, Twitter and LinkedIn, and subscribe to this podcast so that you don’t miss a single episode. You can also find the hosts Deborah Pollack-Milgate and Cathy Nestrick on LinkedIn. We hope to connect with you again soon so that we can make progress with the Parity Prescription!
7/7/21 • 47:01
Emotional Intelligence - understanding ourselves and relating to others - will help us achieve parity. Join us as we interview Dr. Nithila Peter of eiLeads to learn how to improve your emotional intelligence and how EI helps us implement the Parity Prescription. You can find the resources that we used for this episode at www.par-ity.com and we would love to hear from you at CathyandDeborah@par-ity.com. Follow us on Instagram, Twitter and LinkedIn, and subscribe to this podcast so that you don’t miss a single episode. You can also find the hosts Deborah Pollack-Milgate and Cathy Nestrick on LinkedIn. We hope to connect with you again soon so that we can make progress with the Parity Prescription!
8/1/21 • 49:03
Business culture can make or break your career. It’s that invisible but ever-present force that determines whether you are seen and heard, welcomed and respected. In this episode, you will learn the eight signposts of a robust culture where women-- and everyone --can thrive. You can find the resources that we used for this episode at www.par-ity.com and we would love to hear from you at CathyandDeborah@par-ity.com. Follow us on Instagram, Twitter and LinkedIn, and subscribe to this podcast so that you don’t miss a single episode. You can also find the hosts Deborah Pollack-Milgate and Cathy Nestrick on LinkedIn. We hope to connect with you again soon so that we can make progress with the Parity Prescription!
8/22/21 • 45:29
Juggling work and motherhood is a bone-weary challenge unless you’re Wonder Woman. While women’s skills grow after becoming mothers, we often face biases that stall careers. The pandemic made the situation more dire but now is a golden opportunity to find solutions with the Parity Prescription. Subscribe! Time-stamped show notes are below. Intro 00:27 Time for gender parity increased from 100 to 135 yrs; COVID widened the gender gap, CNBC 5:23 Need workplace support; Unfinished Business by Anne Marie Slaughter Unique Skills of Working Moms 8:29 Skills grow; Modern Family Index; Why Mothers Make Excellent Employees, DiversityQ 12:42 Skills developed as mothers 13:35 Remain calm under pressure 14:29 Improve communication skills 14:50 Hone negotiation skills 15:10 Improve creativity Biases Against Mothers 16:19 50% believe mothers are less committed to work; Modern Family Index 17:54 Mothers MORE devoted 18:25 Won’t “half-ass” my job - kids are watching 19:08 Sleep deprived v. less interest 20:00 Moms lose opportunities 20:15 ‘She won’t have time’ 20:37 “Benevolent” leaders harm careers 20:42 Fathers face bias too 21:15 Women judged for flex schedules; Modern Family Index 21:32 Motherhood biases + regular biases against women; How to Understand Unconscious Bias So We Can See Women, Parity Podcast (Apple); How to Understand Unconscious Bias So We Can See Women, Parity Podcast (Spotify); Unconscious Bias: Hidden Forces Undermining Women at Work 12:03 Boss not supportive 22:20 Will mother return to work? 23:44 Miscarriage, morning sickness, breast pumping at work 25:02 Common questions causing guilt 27:44 Child crying on Zoom 28:30 Opportunities given to less qualified employees; The Wage Gap is Wider for Working Mothers; The Hazard of the Motherhood Penalty 29:16 Mothers MORE ambitious; For mothers in the workplace, a year (and counting) like no other, McKinsey 30:44 Women do more housework; Mothers' Careers Are At Extraordinary Risk Right Now, Atlantic Monthly 32:01 Work culture; 8 Signposts of Cultures Where Women Thrive, Parity Podcast (Apple); 8 Signposts of Cultures Where Women Thrive, Parity Podcast (Spotify) Impact of COVID 32:56 Job losses; OxFam International 34:10 Women overrepresented in low wage jobs; Women in Low-Wage Jobs are Underpaid and Overloaded, Atlantic Monthly 34:29 Working thru pandemic 36:22 Feeling judged; Mothers' Careers Are At Extraordinary Risk Right Now, For mothers in the workplace, a year (and counting) like no other Solutions 37:45 Parity Prescription helps; How the Parity Prescription Can Work for You 38:29 Recognize Unconscious Bias; How to Understand Unconscious Bias So We Can See Women, Parity Podcast (Apple); How to Understand Unconscious Bias So We Can See Women, Parity Podcast (Spotify); Unconscious Bias: Hidden Forces Undermining Women at Work 39:29 Focus on skills 40:51 Partner with Allies; How Male Allies Can Lean In for Measurable Gains to Achieve Parity, Parity Podcast (Apple); How Male Allies Can Lean In for Measurable Gains to Achieve Parity, Parity Podcast (Spotify) 41:15 Allies at home 44:15 Allies at work 49:19 Talk About the Issues; How to Have Tough Conversations at Work, Parity Prescription (Apple); How to Have Tough Conversations at Work, Parity Prescription (Spotify) Parity in Play 51:05 Some universities not supportive of women in STEM programs; The Parent Trap: Scholars find antagonism towards motherhood dissuades women from pursuing academic science careers, UC Santa Barbara, July 15, 2021 Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Contributor: Dr. Nithila Peter of eiLeads Email CathyAndDeborah@par-ity.com with questions or comments
9/12/21 • 56:51
Women receive mixed messages to be authentic but also to conform, fall in line, fit in. It’s a challenging tightrope to walk but we have solutions. In this episode, learn how to discover your own authenticity, and then how to FLEX so that you can contribute at work in a way that reflects who you are. Subscribe! Time-stamped show notes are below. Intro 2:10 Women are told to be authentic but also to conform 2:29 We need to stop trying to change women 3:00 Mixed signals start at birth 5:05 Girls are trained to smile, be pleasant, play well with others 6:00 Sometimes we don’t know who we are Episode Breakdown 6:19 In today’s episode we will discuss: What is authenticity and what are tips for you to best discover who you are Why is authenticity at work critical How can you navigate between being authentic and the pressure to conform or fit in 6:40 Tracy J. Edmonds author of Wild Hair Tips to Discover Your Authenticity 9:20 Definitions of authentic Webster's definition 10:35 Uncover authenticity by asking who or what you trust what you cherish what brings meaning and purpose to your life what gives you peace Dr. Nithila Peter of eiLeads 12:45 (Cathy), 16:12 (Deborah) Who or what you trust answers 18:22 (Deborah), 19:50 (Cathy) What do you cherish answers 22:20 (Cathy), 24:40 (Deborah) What brings meaning and purpose to your life answers 28:25 (Deborah), 29:28 (Cathy) What gives you peace answers 30:46 (Cathy), 32:05 (Deborah) 3 characteristics or values 35:05 Strengths Finder by Tom Rath 35:30 Women have to prove themselves over and over again How to Understand Unconscious Bias So We Can See Women Why Authenticity Matters at Work 36:36 Inauthenticity akes you feel uncomfortable 36:58 Story of friend rated poorly because she was being authentic 38:15 ⅓ employees feel pressure to conform How to Be More Authentic at Work by Dr. Patricia Hewlin 38:30 Examples are: -parents downplay importance of parenting -employees won’t wear clothing reflecting their religion -people stay silent on social justice issues -people don’t speak up about inequity or workplace microaggressions 38:58 We learn when to smile, frown, nod How to Be More Authentic at Work by Dr. Patricia Hewlin 39:27 Being authentic improves marketing skills How to Express Authenticity - Flexing 40:20 What is flexing 40:38 Tips for those early in career 40:52 Tips for interviews 41:40 Using authenticity to nudge culture in the right direction 42:01 Examples: -Don’t like sports -Social justice issue matters to you -Challenges with parenting 42:28 Tip for allies 42:45 Flex through vulnerability 42:50 What is vulnerability Books by Dr. Brene Brown 43:30 Dr. Brene Brown 2010 Ted Talk: The Power of Vulnerability 43:44 Vulnerability births innovation, creativity, change Vulnerability is the birthplace of creativity, innovation, and change by Dr. Brene Brown 44:35 Importance of: Sharing new ideas at work Disagreeing with someone at work Admitting that you made a mistake 46:36 Risks of flexing authenticity 47:40 Leaders should model authenticity 48:20 Parity in Play 48:34 Afghan women and girls CSIS article 48:54 Girls barred from secondary school BBC article 49:10 Unconscious bias in the US How to Understand Unconscious Bias So We Can See Women Unconscious Bias: Hidden Forces Undermining Women at Work Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Contributor: Dr. Nithila Peter of eiLeads Email CathyAndDeborah@par-ity.com with questions or comments
10/11/21 • 53:02
In this episode, Tracy J. Edmonds, the author of Wild Hair and the owner of TJE Coaching and Consulting, explains how authenticity can disrupt gender bias, help us connect with others, and transform women into more effective and visible leaders. Subscribe! Time-stamped show notes are below. Intro 1:20 Tracy J. Edmonds is a mom, coach, consultant, and author of Wild Hair Episode Breakdown 1:55 In today’s episode we discuss: What is authenticity and how do we discover who we are How does authenticity impact leadership, working moms, vulnerability, and workplace culture How does authenticity relate to each element of the Parity Prescription and practical advice for listeners striving to be authentic at work Who is Tracy J. Edmonds? 2:35 Recovering corporate soldier, 31 year corporate veteran, former Chief Diversity Officer of Fortune 500 company 2:53 Pivoting to entrepreneurship and unlearning in order to chart a new path 3:00 Now coaches women and offers diversity consulting - TJE Coaching & Consulting, LLC What is authenticity? 3:30 Important for women to be authentic but it is challenging in male-dominated organizations and industries 4:00 Definitions of authentic, Webster's definition 4:12 Authenticity is also being true to yourself 4:40 We all have different lived experiences and being true to ourselves is different for each of us How do we discover our own authenticity? 5:15 Discovering your own authenticity is challenging 5:30 Don’t assume that you know who you are 5:54 We are often defined by expectations of others 6:16 Discovering your own authenticity is a journey and takes time 6:20 4 principles of authenticity Self honesty - look internally about who you are and what you want Courage - how do you put your fear in action Confidence - have a healthy respect for who you are and your abilities Resilience - stay the course over a lifetime 7:50 Tracy’s motivation to write Wild Hair 8:55 Tracy’s moments of dissonance or disagreements between her authentic self and what was expected of her 9:15 Tracy straightened her hair for many years 10:25 As the Chief Diversity Officer, she decided to make a change and wear her hair naturally - this was Tracy’s “wild hair moment” 10:55 Tracy’s actions were freeing for many women, particularly Black women 11:50 Too much emphasis on women’s appearances and impact of COVID 12:45 COVID created chaos but that gives us the opportunity to make change How does authenticity impact leadership, working moms, vulnerability, and workplace culture? 14:40 People rate women highly on leadership skills but men recieve more leadership roles 15:00 Authentic leadership can help women be seen inside organizations and disrupt unconscious bias 15:45 Women don’t need to check the box for all requirements to lean in and seek leadership opportunities 17:00 It is empowering for women to think about: What is it that I do that no one else can? What makes me unique? What impact can I make through what I have and what I do? 18:30 Increased focus on mothers due to COVID 19:05 Understanding your own authenticity can help you navigate motherhood/parenthood 19:45 Story of woman preparing for maternity leave 20:55 Greatest challenge is when we’re out of integrity with ourselves (ie, working instead of attending a baseball game or vice versa) 21:40 Easy for us to “lose ourselves” as we struggle to keep up with work and personal life 23:10 Navigating careers and work-life balance is easier when there are male allies providing support 23:42 Importance of vulnerability in being authentic 24:50 Only be vulnerable when it adds value - being overly vulnerable or giving TMI can be harmful 25:30 Underrepresented groups have more on the line than others so we need to be careful about vulnerability 26:23 Being authentically vulnerable can create authentic connections 28:23 Tips for being vulnerable: Always add value when seeking new connections Give context to your story Speak a universal truth 30:35 When is it time to leave your job? Consider, what are your goals/values and can your organization help you meet those goals/values 30:45 Changing culture is challenging to execute and takes time 34:20 Maya Angelou quote: “When someone shows you who they are, believe them the first time.” 34:25 Great Resignation: We can't unsee what we saw and unlearn progress like acceleration of digitization and success of WFH. 36:33 COVID caused us to reprioritize our lives 37:02 Work is an activity and not a place How does authenticity relate to each element of the Parity Prescription and practical advice for listeners striving to be authentic at work? 38:50 The Parity Prescription is: Stop Trying to Change Women Create Diverse Teams Recognize Unconscious Bias Intentionally Include Partner with Men as Allies Talk About the Issues 39:27 How can women resist the very real pressure to conform? 40:45 Many women feel pressure to conform - don’t work where you are “less than” or must conform, but have a plan before walking out the door 42:00 When women are on boards and in senior leadership roles, organizations have better financial outcomes 42:27 Men can be terrific allies and are often those men with daughters or who are married to BIPOC women 43:10 Tips to detect pressure to conform 44:40 We all show up in different ways and leaders don’t always look the same 45:00 Example of woman who conformed and modeled the behavior of men to get to the top but it took her 2x as long as her male peers 46:25 Women experience unconscious bias in different ways 47:18 Black women have additional unconscious biases to navigate - intersectionality is a challenge 48:18 Trust can be a challenge for women at work 50:30 Story of how authenticity can disrupt unconscious bias 52:57 Practical tips to increase inclusion Remember that the world is bigger than your backyard Work with different people Make sure the introverts have space to speak up on calls Be willing to be vulnerable Have a learning mindset 56:18 Effective male allies need to be vulnerable and admit that they don’t know everything; reflect on times when they were in a group, didn’t fit in, and they knew it. 59:55 The shadow of top leaders creates culture and they need to set the tone so that it is ok to talk about the issues Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Today’s Guest: Tracy J. Edmonds Email CathyAndDeborah@par-ity.com with questions or comments
11/9/21 • 65:44
In this final Episode of 2021, Cathy and Deborah share their favorite tips for achieving parity, discuss the latest data on women in the workplace, and look forward to 2022 and blowing up the status quo. Subscribe! Time-stamped show notes are below. Most Positive Developments for Women in 2021 2:24 We are finally discussing unconscious bias, intersectionality challenges for women who identify as BIPOC, and burnout for women How to Understand Unconscious Bias So We Can See Women, Only Wonder Women Need Apply: Solutions for Working Moms; Unconscious Bias: Hidden Forces Undermining Women at Work 3:34 We are pivoting towards real changes because people are being real about their needs Most Negative Impacts for Women in 2021 6:10 Most experts believe that it will now take 135 years (up from 100 years) to achieve gender parity due to COVID’s increased pressure on women -and 1 in 3 women has considered leaving the workforce (up from 1 in 40 women considering leaving in 2020) McKinsey's Women in the Workplace 2021; COVID19's Impact on Women's Employment by McKinsey; COVID widened the gender gap, CNBC 8:30 Millions of women have dropped from the workforce -women are overrepresented in underpaid jobs and some of these jobs disappeared due to COVID -burnout resulting from gender bias at work and at home OxFam International and Women in Low-Wage Jobs are Underpaid and Overloaded, Atlantic Monthly and McKinsey's Women in the Workplace 2021 Did the Parity Prescription Hold Up During 2021? 9:40 The Parity Prescription is: S - Stop Trying to Change Women C - Create Diverse Teams R - Recognize Unconscious Bias I - Intentionally Include P - Partner with Men as Allies T - Talk about the Issues How the Parity Prescription Can Work for You 10:20 The Parity Prescription doesn’t completely address the challenges of childcare 12:42 The Parity Prescription is backed by research and studies, is common sense, and aligns with basic societal expectations about how we treat each other Most Important Elements of the Parity Prescription 15:16 Recognize Unconscious Bias -need broader understanding to see and recognize bias, particular by straight white men who aren’t negatively impacted by gender bias -most people want fairness but gender bias is not fair How to Understand Unconscious Bias So We Can See Women, Only Wonder Women Need Apply: Solutions for Working Moms; Unconscious Bias: Hidden Forces Undermining Women at Work 16:44 Stop Trying to Change Women -teaching women to empower themselves isn’t enough -we need more authenticity in the workplace and alliances with men Resources: How to Fight Gender Inequality with our Parity Prescription, How to Discovery and FLEX Your Authenticity at Work Season 1 Accomplishments Rated #6 for podcasts focused on gender! 19:30 Covered many of the fundamentals 20:55 Framework offers real solutions -Dr. Nithila Peter and Tracy J. Edmonds added tremendous value during Season 1 Surprises and Fave Moments 22:37 Thanks to -Faith Blackwell - photography -Kathleen Fennessy - logo and trademark -Laura Scott - LLC -Isabel Robertson - podcast editing -Dr. Nithila Peter reviewed Season 1 scripts -Allison Lin gave us a shout-out in Plastics News -we heard from so many listeners -grateful for the men who showed up 25:30 Explicit gender bias continues to be a problem and women often do not have a satisfactory way to deal with gender bias so they change jobs 27:40 There is too much pressure on women to keep quiet -women are told “don’t play the victim” 29:21 People of all genders rate women higher than men on 19 of 21 core leadership competencies but women aren’t being promoted into leadership roles due to unconscious bias 5 Steps to Achieve Increased Leadership by Women 32:25 Tremendous resources to help impact real change including Better Allies by Karen Catlin All Report by Diane Primo Diversity Lab 34:01 Fave podcasting moments -when Cathy and Deborah make genuine connection, laugh, aha moments -authenticity discussion How to Discovery and FLEX Your Authenticity at Work Top Tips 36:41 You should test your own unconscious bias with a free online tool at Harvard's Implicit Bias Test. The Equalist app is another tool to consider. 37:11 Women are leaning in and we need men to also lean in and meet us halfway. How Male Allies Can Lean In for Measurable Gains to Achieve Parity, Parity Podcast (Apple); How Male Allies Can Lean In for Measurable Gains to Achieve Parity, Parity Podcast (Spotify) 39:28 Everyone in the workplace should “Shake, Not Stir” and create as many interactions between people from underrepresented groups 5 Action Steps to Shake It Up With Greater Gender Diversity and Inclusion (Apple); 5 Actions Steps to Shake It Up with Greater Gender Diversity and Inclusion (Spotify) 40:25 Do not presume that men have higher competencies than women just because of gender How to Understand Unconscious Bias So We Can See Women 40:54 Male allies, ask women what they need How Male Allies Can Lean In for Measurable Gains to Achieve Parity, Parity Podcast (Apple); How Male Allies Can Lean In for Measurable Gains to Achieve Parity, Parity Podcast (Spotify) 41:48 Watch for the SIGNPOSTS of a good culture including organizations with clear, gender-neutral communications and a real suggestion box 8 Signposts of Cultures Where Women Thrive, Parity Podcast (Apple); 8 Signposts of Cultures Where Women Thrive, Parity Podcast (Spotify) Parity Podcast Metrics 43:28 Season 1 Metrics -Most downloaded episode How to Fight Gender Inequality with our Parity Prescription -Second most downloaded episode is The Treasure Trove of Emotional Intelligence, Interview of Dr. Nithila Peter -Top countries tuning in are United States, India, UK, and Germany Sneak Peek for Season 2 47:48 Topics will include masculinity, the gender pay gap and more Save the Date of March 8, 2022 for the Parity Podcast group discussion with guests Ashia Johnson and Lilian Agyemang-Yeboah as we discuss ways to #breakthebias for International Women's Day Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Email CathyAndDeborah@par-ity.com with questions or comments
12/14/21 • 51:26
We’ve been called bellicose, belligerent, and bombastic, and connected with male allies at banana stands, and through these experiences, we have solutions for you to break the bias. Together with guests Lilian Agyemang-Yeboah and Ashia Johnson, we offer over 20 ways that you can break the bias, the 2022 International Women’s Day theme. Subscribe! Time-stamped show notes are below. 1:54 Introduction of Guests 2:15, Lilian Agyemang-Yeboah Born and raised in Ghana Plastics engineering degree from UMass - Lowell Current position is an applications engineer at a life sciences company Host of new podcast to be launched by SPE - Plastics and Beyond Podcast 2:30, 3:33 Aisha Johnson - she, her, hers Moved 7 times growing up so she is accustomed to building relationships and starting anew Currently lives in Brooklyn, NY and does CSR and Sustainability work for Amazon Mother is a role model Co-Host of The Core Intentions Podcast International Women’s Day 7:37 2022 theme is #breakthebias - see IWD resources 7:50 We need more attention on unconscious bias Stories of Bias 9:32 Interruptions during meetings and calls 9:40 Feeling of invisibility during meetings 10:45 Being called bellicose, belligerent, and bombastic 11:36 Suggestion that men do the heavy lifting with the woman doing the simple task 14:25, 17:05 Male boss thinks you are pretty 17:32 Mindset of women as we dress for work 18:45 Women face a double bind: we need to show up with make-up at work but we can’t show up with too much make-up at work 19:10 Expectations of how women show up on camera during the pandemic 20:14 Intersectionality of Sexism and Racism 20:36, 21:20 Difficult or impossible to disentangle sexism vs. racism 21:40 Intersectional experience 21:48 Focus on what you can control Tips to Break the Bias 22:42 Manage your own bias - start with the Harvard Implicit Bias test 24:00 Create diverse teams 24:35 Use diverse hiring panels and diverse pools of applicants 25:26 Educate yourself and others on unconscious bias - don’t try to solve the problem without understanding it first 26:09 Bring men into the conversation - lean in male allies 27:00 Focus on inclusion and equity 27:30 Give everyone an opportunity to speak up 27:34 Create a culture of psychological safety 28:11 Lead with empathy - be emotionally and mentally open for change 28:41 Be an active listener 29:15 Build relationships with people who are different from you 30:14, 32:19 Be a mentor to someone who is underrepresented - give guidance and career advice 30:14, 32:26 Be a sponsor to someone who is underrepresented - be an advocate, help with promotions, say our names in rooms where we are not present, help move our careers, pull women up as allies move up 34:45 Male allies should first consider the possibility that a woman experienced bias 36:36 A women should develop a plan before discussing that she experienced bias 38:48, 40:43 When dealing with trolls, first protect yourself - consider blocking or reporting trolls when the comments occur repeatedly 42:50 Don’t feed the trolls 43:50 Remind people that DEI is about inclusion and not exclusion or throwing anyone out 45:40 Discuss bias after “the heat of the moment” - don’t turn the other cheek every time 46:50 Beware of bullies particularly during the early stages of a career 49:42 Don’t let the bully intimidate you or impact your work performance 50:09 Consider the power dynamic before taking on a bully Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Email CathyAndDeborah@par-ity.com with questions or comments
3/6/22 • 53:13
Despite the pay equity win by the U.S. Women's Soccer Team, the gender wage gap persists. In this episode, we discuss how the gap is measured, how some companies like L’Oreal, Starbucks, and Salesforce are making a difference, and how TEA - Transparency, Education, and Audit - can reduce the gap. Subscribe! Time-stamped show notes are below. 1:40 What is the gender wage gap, what are the gender wage gap facts, and solutions for equal pay 2:14 Why are women paid less than men 3:08 How is the pay gap calculated 4:10 American Progress is a top expert 4:45 Gender pay gap and gender stereotypes 5:10 Women are funneled into jobs with low wages and benefits 5:27 Men are funneled into jobs with high wages and benefits 7:42 Gender pay gap at the top percentile of wage earners 9:41 Motherhood penalty Economic Policy Institute article 11:40 Most educated demographic 12:59 Gender wage gap statistics 14:45 Wage gap for Black men 14:58 Intersectionality and the wage gap 15:27 Gender wage gap statistics 17:45 LeanIn.Org survey about the gender pay gap 19:34 L'Oreal and Angela Guy used the EDGE certification 21:32 Starbucks commitment to achieve a zero pay gap 22:53 Salesforce reduced the wage gap 24:23 Pay Transparency and the gender wage gap 25:03 What if employer asks for salary history 26:00 Consolidations and pay gaps 26:53 Gender roles household chores 29:10 What are unconscious bias examples How to Uncover Unconscious Bias so We Can See Women Only Wonder Women Need Apply: Solutions for Working Moms 29:50 Wage gap audits 31:26 Ketanji Brown Jackson's confirmation hearings Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Email us CathyAndDeborah@par-ity.com
3/25/22 • 39:02
In this episode, we discuss how to gender sleuth so you can detect when people are responding to the often hidden pressure of gender stereotypes. When we unwittingly conform to gender stereotypes, women face increased gender bias, particularly in male-dominated workplaces and as they move up the career ladder. We offer solutions with 4 action steps so women and male allies can snuff out gender bias.
4/19/22 • 43:21
After 25 years as a senior leader in tech, Karen Catlin saw a decline in the numbers of women in tech. Frustrated but galvanized, Karen became an author and coach focusing on helping women navigate the male-dominated tech industry and coaching men to be better allies. In this episode, Karen gives us 10 tips to be better allies. Subscribe! Time-stamped show notes are below. If you would like to learn more about today’s topic: Better Allies: Everyday Actions to Create More Inclusive, Engaging Workplaces Karen Catlin's list of 50 privileges Waking Up White by Debby Irving 20 Books to Help Break the Bias for a More Gender Equal World 1:28 Introduction of Karen Catlin 5:12 What to do if a woman’s idea is hijacked in a meeting 8:09 How to understand your own privilege 14:11 How to talk to people who are resistant to change 17:09 Advocate by finding common ground and describing your own learning journey 19:27 Allies will make mistakes 21:47 How to avoid “Just Like Me Networks” 26:52 How White women can be better allies for Black and other women of color 34:42 Practice makes perfect
5/11/22 • 37:06
After 25 years as a senior leader in tech, Karen Catlin saw a decline in the numbers of women in tech. Frustrated but galvanized, Karen became an author and coach focusing on helping women navigate the male-dominated tech industry and coaching men to be better allies. In this episode, we discuss hiring for a “culture add” and other tips to create a more inclusive workplace. Subscribe! Time-stamped show notes are below. You can find a transcript of this episode on our webpage (link below). If you would like to learn more about today’s topic: Better Allies: Everyday Actions to Create More Inclusive, Engaging Workplaces by Karen Catlin Better Allies Approach to Hiring by Karen Catlin Waking Up White by Debby Irving 20 Books to Help Break the Bias for a More Gender Equal World Today’s guest is Karen Catlin - this is part 2 of a 2-part conversation 1:09 Do women need to explain bias in different ways so male allies better understand 2:17 What should male allies do if a woman discusses her experience with gender bias 3:40 How to move from being a bystander to an upstander 4:13, 7:37 Does the U.S. being so litigious hamper conversations about gender bias 5:50 Story of a male boss who says “my wife will be jealous if I interact with female colleagues," how this view helps men get ahead of women, and strategies to counter 9:25 Job description best practices 10:10 Rethink whether a college degree is necessary for all jobs 10:45 Check job descriptions for masculine word choices like rockstar, driven, aggressive, and “right-hand man” because some women won’t apply 12:40 Use diverse hiring panels so applicants see themselves on the hiring team 13:51 It’s not challenging to find women applicants if you look in the right places and have the right hiring practices 14:50 The difference between a “culture fit” and a “culture add” - we need more “culture adds” and less “culture fits” in organizations today 19:18 Per Dr. Talitha Washington at Spelman College, HBCUs are excellent places to find Black women for STEM and other roles 17:40 Women receive less actionable feedback than men 18:45 The danger of “benevolent sexism” and “gatekeeping” 19:45 Story about male employee saying that a woman wouldn’t want a role because of her young children 21:48 Strategies when people are resistant to change - focus on what you can do and don’t worry about everyone else 22:35 How to be a “ripple” within your organization 23:25 How to incent people to be better allies through compensation and bonuses 24:21 “Stop trying to change women” is an element of the Parity Prescription 25:20 Strategies to adapt the workplace to be more inclusive of all instead of pressuring women and other people who are underrepresented to change 30:15 Confirmation hearing of Judge Ketanji Brown Jackson 30:45 Harmful effect of extra credential questioning to try to cast doubt on qualifications 32:38 Women and other people who are underrepresented face “prove it again” bias Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Email CathyAndDeborah@par-ity.com with questions or comments
6/1/22 • 39:09
Workplace communications are powerful - they can make and break careers, incent us to give our all, or cause us to run for the hills and join the Great Resignation. In this episode, we discuss inclusive communication tips for everyone including leaders and allies, as well as strategies when you find yourself in cultures where it is difficult to be seen and heard. You can Subscribe! so you don’t miss any episodes! Time-stamped show notes are below. You can find a transcript of today’s episode at our webpage. If you would like to learn more about today’s topic: Influential Internal Communications by Jenni Field 2:10 Importance of workplace communications 3:16 What is a successful communication 3:49 As a reminder, SCRIPT stands for: S: Stop Trying to Change Women C: Create Diverse Teams R: Recognize Unconscious Bias I: Intentionally Include P: Partner With Men to Be Allies T: Talk About The Issues We believe that a combination of each of these factors will help women advance and compete with men on a more level playing field. 5:02, 6:10 Communication skills are learned 7:39 Example of a miscommunication resulting in mayhem 9:50 Emails vs. face to face communications 10:12, 11:10 Delivering constructive criticism 13:29 Communications can foster positive workplace cultures (or not) 13:57 Gender differences impact communications 14:25 In today’s episode, we will discuss: -What is a communication -General rules for communicating -Special considerations for emails -Meta-communications (aspects of a communication that are never expressed but we all get the message anyway) 16:00 What is a communication 17:25 Importance of praising peers and direct reports for a job well done 20:00 Respect is key 20:40 Influential Internal Communication by Jenni Field stresses: -Focus on the audience -Set a clear goal & tone -Keep it simple -Make your point -Consider the medium 21:55 Avoid I and Me and instead use the words Us and We 22:45 Unthoughtful or rushed communications 23:07 Microaggressions and biased communications 23:35 Email tips 24:00 Don’t deal with sensitive information via email 24:30 Don’t complain or criticize a person via email 26:11, 27:05, 27:45 Be fair 29:18 Avoid shaming 30:25 Meetings and call etiquette 30:50 Avoid the dog and pony show 31:05 Enforce equal air time 31:30 Form alliances so that you are heard 33:35 What is a meta communication 35:14 Disrespectfulness of wordsmithing or a total re-write 37:35 Respect communications differences - this is one goal of DEI 38:30 Strategies to deal with the guy who thinks he’s the most important person in the room 39:55, 41:13, 41:35 Communications should intentionally include 42:33 Parity in Play 44:25 Tips for allies in response to the overturning of Roe v. Wade Where You Can Find Us Website: www.par-ity.com Follow us on Instagram, Twitter and LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Email CathyAndDeborah@par-ity.com with questions or comments
7/3/22 • 46:44
Caregiving is a second economy that requires a skilled workforce all its own. Yet, women are its main drivers, leaving us tired and worn out, and making it nigh impossible to compete in the workplace. We cannot achieve gender parity without more support. The pandemic showed us that caregivers and those we tend to deserve better. Dr. Nithila Peter joins us in a 2 part series to discuss solutions. You can Subscribe! so you don’t miss any episodes! Time-stamped show notes are below. You can find a transcript of today’s episode here. If you would like to learn more about today’s topic: Unfinished Business by Anne Marie Slaughter Secrets of the Sprakkar by Eliza Reid Blessing Adesiyan, the Founder and CEO of Mother Honestly, is a good resource 1:00 Women are disproportionately responsible for the caring of others 1:41 Definition of the care economy https://research.american.edu 2:20 Women have less time and energy for our careers 3:06 Pandemic made matters worse 4:07 Society doesn’t value caregiving 5:08 Dr. Nithila Peter is joining us today 6:04 Connection between emotional intelligence and the giving of care 9:15 Caregivers make the best employees 10:03 Satya Nadella, the CEO of Microsoft 11:20 Mentors, coaches, and managers are or should be caregivers 12:06 The pandemic caused many caregivers to collapse 13:35 View of caregiving as “women’s work” 14:29 Students equated caregiving skills to the skills of a janitor 17:30 Caregiving should be more equitably handled by all genders 19:13 We all need to be open to learning these important caregiving skills 21:30 Parents grow skills by being caregivers 23:30, 25:10 Providing care is akin to rocket science 27:22 Stop gender stereotyping 28:12 Lack of support systems for people who want to be caregivers and breadwinners 31:00 How the Indian culture offers support for caregivers 35:00 High cost of caregiving keeps some women home 37:25 Some women don’t have power in their own homes to allocate resources to caregiving 38:40 Women must have equality at home to have equality in the workplace 40:33 Iceland supports caregivers 41:15 Iceland is the most gender equal country in the world 41:51 Organizations can provide support if governments do not 42:00 Former CEO of Pepsi, Indra Nooyi supports more visibility of caregiving at work 47:15 Role of feminism in the care economy 48:34 Most women are breadwinners and caregivers 50:10 Working stands in the way of caregiving vs. caregiving stands in the way of working 51:00 Woman leader published article saying women should reconsider having children 53:45 Sheryl Sandberg did not tell us to lean into motherhood 54:50 Caregiving needs to be more visible 55:25 Pipeline of women talent is completely broken due to caregiving pressures 58:05 We need to talk more about caregiving responsibilities at work Where You Can Find Us Website: www.par-ity.com Follow us on LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Email CathyAndDeborah@par-ity.com with questions or comments
8/7/22 • 62:09
Caregiving is a second economy that requires a skilled workforce all its own. Yet, in the absence of acknowledging the scale and critical relevance of this economy, the main drivers and load-bearers of this economy remain women. We simply cannot achieve gender parity without more support and without others taking on their share of the load. Dr. Nithila Peter joins us in a 2-part series to discuss solutions. You can subscribe! so you don’t miss any episodes! Time-stamped show notes are below. You can find a transcript of today’s episode here If you would like to learn more about today’s topic: Unfinished Business by Anne Marie Slaughter The Price of Motherhood; Why the Most Important Job in the World is Still the Least Valued, by Ann Crittendon, (2001) Secrets of the Sprakkar by Eliza Reid Blessing Adesiyan, the Founder and CEO of Mother Honestly, is a good resource 1:00 Women are disproportionately responsible for the caring of others 1:30 Dr. Nithila Peter is joining us today 2:36 Today is about solutions 2:45 Part 1 discussed lack of support system 3:32 Part 1 discussed society places a low value on caregiving, no support systems were put in place when mothers entered the workforce, and modern feminism forgot about mothers 4:18 Mothers face bias 4:50 Inaccurate that mothers are less committed 5:35 Mothers earn $.69 for every $1 earned by men 6:30 Motherhood penalty 6:50 Men’s standing increases when becoming fathers 8:20 Women gain skills when becoming mothers 10:40 Emotion, mental, and physical toll of trying to do it all 11:00 Lessons from Indian, Latin, and Indigenous cultures 11:50 Mothers have high cultural value in India 12:25 Story of Nithila’s Indian (South-Asian) family helping to raise her children 13:30 Nithila’s family and extended network enabled her to complete her PhD 14:00 Workplaces should value unique skills of parents 15:20 Obama’s made caregiving more visible through Marian Robinson 18:00 Asian culture offers solution but is a hard model for families stretched thin 19:15 Motherhood is more visible in India for actors, politicians, and others 21:00 Mothers have also been wartime leaders 21:10 Overturning of Roe v. Wade puts additional pressure on the care economy 22:22 18 year old had twins - what support does she have? 23:00 Appalled by mother’s lives now at risk 23:30 Dobbs further reduces mothers’ power in society 24:30 Will gender parity be extended due to Dobbs? 25:30 Difficult to make this prediction 27:50 One solution is more legislative support like paid leave 28:30 Family planning needs more attention 29:09 Flex and hybrid arrangements should stay in place 32:15 Celebrity male leaders do not have reputations for being good caregivers 33:00 We need more caregivers and those with empathy in leadership roles 34:30 We all have equal opportunities to grow caregiving skills 34:45 Many economic successes during pandemic while workers were at home 35:25 Focus on organizational culture Where You Can Find Us Website: www.par-ity.com Follow us on LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Email CathyAndDeborah@par-ity.com with questions or comments
9/1/22 • 39:28
We talk with Dr. Anne Beall, author of Cinderella Did Not Live Happily Ever After: The Hidden Messages in Fairy Tales. Using data science, we discuss fairy tale themes: women are passive and largely devoid of power and agency, except for witches and evil stepmothers, while men are smart, brave, and heroic. Join us as we discuss how these themes continue to hamper women in the modern workplace. You can read a transcript here.
9/25/22 • 35:47
The price of men being led to believe that they must act in ways that conform to their gender can be enormous, for men and women alike. Guest Co-Host Andy Cooper joins Deborah Pollack-Milgate for a discussion with author, psychologist, and masculinity studies pioneer Dr. Ronald Levant. Dr. Levant talks about the socialization of boys and masculinity and its reverberations, while the trio explores the imprint on workplace culture. You can Subscribe! so you don’t miss any episodes! You can find a transcript of today’s episode on our webpage. If you would like to learn more about today’s topic: The Tough Standard by Dr. Ron Levant and Shana Pryor Masculinity Reconstructed by Dr. Ron Levant You can find Andy Cooper on LinkedIn
11/5/22 • 78:50
Women and caregivers continue to feel the effects of the pandemic as unprecedented numbers of women leaders exit the workforce or switch jobs in search of better cultures. The Great Resignation, Quiet Quitting, and Quick Quitting are new phrases to describe how women and caregivers are coping with work and home demands. As we look back on 2022, we remain positive for the year ahead. Subscribe so you don’t miss any episodes! If you would like to learn more about today’s topic: 2022 Workplace in the Women by McKinsey and LeanIn.org Where You Can Find Us Website: www.par-ity.com Follow us on LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick Email CathyAndDeborah@par-ity.com with questions or comments
1/10/23 • 43:33
In our kick-off to Season 3, we return to the theme of allies, who are critical for parity in the workplace. But what do we mean by "ally" and what do we want and need allies to do? Julie Kratz, author of several works on allyship, answers these questions and discusses the importance of listening to others whose shoes you don't walk in. You can learn more about Julie Kratz and her work with allies here.
5/16/23 • 37:54
We focus a lot in this day and age on unconscious bias, but women continue to experience head-scratching moments of in-your-face, outright explicit bias. From public shaming to cornering and bullying, listen in on these modern-day examples of good old-fashioned blatant sexism - and know you are not alone. Then, learn what you can do as the target of bias, and even more importantly as an ally, including by "calling out" and "calling in." For more information, we recommend these resources: Better Allies by Karen Catlin The Harvard Guide on Calling Out and Calling In Seed the Way Guide
6/10/23 • 30:26
People hear a lot of different things when they hear the word "privilege," both good and bad. In this episode, Cathy and Deborah discuss their own privileges and how to have a more constructive, nuanced discussion, including by ditching the word. They also discuss "aha" moments and best practices for using whatever privileges -- or advantages -- you have to create a more inclusive workplace.
7/16/23 • 31:56
We are joined by Gender Equity and Reconciliation International (GERI) to discuss bringing women and men together to listen to each other and bridge the gender divide. Its view? Parity isn't possible unless we engage with each other more deeply. GERI colleagues Cynthia Brix and Jon Levitt share a glimpse into what this process entails.
8/27/23 • 45:28
Good Guys authors David Smith and Brad Johnson say that men are the key to gender parity. We agree but we need many more men as allies. In this episode, Cathy and Deborah ask the tough questions. What is standing in the way of full engagement by men? And for those men who are engaged, what can they do right now? You can learn more about the important work that Dave and Brad are doing on their webpage. You can also read their books Good Guys: How Men Can Be Better Allies For Women in the Workplace and Athena Rising: How and Why Men Should Mentor Women at Work. Where You Can Find Us Website: www.par-ity.com Follow us on LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick
8/29/23 • 45:24
Diversity, Equity, and Inclusion efforts surged in 2020, but are now experiencing headwinds. Carrie Fletcher, leadership and strategy consultant, joins us to discuss how and why DEI initiatives falter, the critical role of men, and the need to address the elephant in the room which asks "what's in it for me"?
10/12/23 • 37:17
Join us for a discussion with Blessing Adesiyan who entered corporate American with a baby in her arms, literally. She shares her nuggets about creating a care infrastructure for workers at all levels and how businesses can best adapt in this new post-COVID landscape. As Blessing says, we're not going back to how it was before. In this new reality, caring about workers is as imperative for their well-being as it is for the bottom line.
11/5/23 • 28:35
