How To Stop Gender Discrimination In The Workplace - Real Women Real Success
Summary
TLDRIn this video, the speaker addresses gender discrimination, particularly in the workplace, and shares her experiences with microaggressions. She emphasizes the importance of women taking leadership roles, citing statistics on the underrepresentation of women in top positions. The speaker suggests leveraging female strengths, such as giving and leveraging, to build relationships with key influencers. She encourages women to apply for promotions even if they don't meet 100% of the qualifications, advocating for a proactive approach to combat discrimination and pave the way for future generations.
Takeaways
- 🚫 Gender discrimination is a critical issue that affects women in the workplace, impacting their opportunities for advancement, promotion, and equal pay.
- 🗣️ Many instances of discrimination are unintentional, with people often unaware that their actions or words constitute microaggressions.
- 👥 The speaker has experienced microaggressions from friends who have helped her professionally, highlighting the complexity of addressing discrimination.
- 💡 To combat discrimination, it's important to create 'opening moments' that allow people to see women in leadership roles, challenging traditional norms.
- 📈 Women are underrepresented in top leadership positions, with only 5% of Fortune 500 CEOs and 14% of government executives being female.
- 💰 Despite being underrepresented, women-owned businesses have proven to be profitable, with examples like Kevin O'Leary's investment success.
- 🙅♀️ Women often hold themselves back from opportunities, applying for jobs only when they feel they have 100% of the qualifications, unlike men who may apply with 60%.
- 💪 The speaker advocates for women to leverage their strengths, such as giving and leveraging, to advance in the workplace and build relationships with key influencers.
- 🔗 Building relationships with key influencers can be challenging, but by identifying connections and working through them, women can gain support for career advancement.
- 🌟 The speaker encourages women to take action, influence their career paths, and pave the way for more women in leadership, benefiting future generations and the world at large.
Q & A
What is the main issue discussed in the video script?
-The main issue discussed in the video script is gender discrimination, particularly focusing on how women can overcome and stop gender discrimination in the workplace.
What is the significance of microaggressions mentioned in the script?
-Microaggressions are subtle, often unintentional, discriminatory actions or comments that can contribute to a hostile environment for women. The script highlights that sometimes people are unaware that they are discriminating through such microaggressions.
Can you provide an example of a microaggression shared in the script?
-An example of a microaggression mentioned in the script is when the speaker's friend made a comment about women controlling money and making decisions in a marriage, assuming the speaker's role as CEO and treasurer in their corporation was due to her gender rather than her qualifications.
What is the speaker's perspective on intentionality in gender discrimination?
-The speaker suggests that not all discrimination is intentional. She encourages creating opportunities for people to see women in different, leadership roles to change perceptions and norms.
What statistics does the speaker provide about women in leadership positions?
-The speaker mentions that only 5% of Fortune 500 CEOs are women, only 14% of government executives are women, and women receive only 0.7% of venture capital.
How does the speaker suggest women can advance in the workplace?
-The speaker suggests that women should leverage their strengths, such as giving and leveraging, to build relationships with key influencers who can help them advance. She also encourages women not to wait until they have 100% of the qualifications to apply for promotions.
What is the 'seven degrees of Kevin Bacon' theory mentioned in the script?
-The 'seven degrees of Kevin Bacon' theory is an analogy used to suggest that everyone is connected to someone influential in some way. The speaker advises women to find connections to key influencers who can help advance their careers.
Why is it important for women to be in top leadership positions according to the script?
-The script emphasizes that having women in top leadership positions is not just about diversity or skill sets, but also about profit and fulfilling a need in the world for women's perspectives and problem-solving abilities.
What is the speaker's call to action for women?
-The speaker's call to action is for women to take initiative, influence their way to higher levels, and change the dynamic of gender discrimination. She also encourages women to do this not just for themselves but for future generations, including their daughters.
How does the speaker propose to change the perception of women as leaders?
-The speaker proposes to change the perception of women as leaders by having more women in top positions, making it more commonplace and accepted, and by women using their strengths to build relationships with key influencers.
Outlines
🚺 Overcoming Gender Discrimination in the Workplace
The speaker addresses the importance of discussing gender discrimination, particularly in the context of the workplace. She shares her personal experiences, including instances of microaggressions from friends who unintentionally discriminated. She emphasizes the need to create opportunities for people to see women in leadership roles, challenging the traditional norm where men are predominantly seen as leaders. The speaker also discusses the disparity in representation, pointing out that only 5% of Fortune 500 CEOs are women, and women receive a mere 0.7% of venture capital. She counters the argument that women are not in top positions due to a lack of ability, citing evidence that women-owned businesses are successful. The speaker encourages women to leverage their strengths, such as the ability to give and leverage relationships, to advance in their careers. She suggests that women should not wait until they feel they have 100% of the qualifications to apply for jobs or promotions, but instead use their inherent problem-solving abilities to take on challenges.
🔗 Building Relationships with Key Influencers
In this paragraph, the speaker focuses on the strategy of building relationships with key influencers to advance in one's career. She suggests making a list of top influencers who can help in achieving career goals and emphasizes the importance of starting to build relationships with them, even if they seem untouchable. The speaker uses the concept of the 'seven degrees of Kevin Bacon' to illustrate how everyone is connected and how to leverage these connections to reach influential people. She discusses the idea of a long-term strategy and the importance of taking action to influence one's way to higher levels. The speaker also stresses the broader impact of women in leadership, not just for individual fulfillment but also for future generations, including daughters and fellow women. She concludes by encouraging women to take this approach to change the dynamics of gender discrimination and to contribute their skill sets to solving the world's complex problems.
Mindmap
Keywords
💡Gender Discrimination
💡Microaggressions
💡Leadership
💡Fortune 500 CEOs
💡Venture Capital
💡Fulfillment
💡Qualifications
💡Key Influencers
💡Female Strengths
💡Seven Degrees of Kevin Bacon
💡Daughters
Highlights
Gender discrimination is a critical issue that needs to be addressed, especially in the workplace.
Microaggressions can be a form of unintentional discrimination.
Friends and colleagues may unknowingly discriminate through comments.
An example of microaggression in a professional setting when deciding corporate roles.
The importance of recognizing and addressing microaggressions to promote equality.
The need for women to be seen as leaders in traditionally male-dominated roles.
Only 5% of Fortune 500 CEOs are women, indicating a significant gender gap in leadership.
Women are underrepresented in government and receive a small fraction of venture capital.
Despite the gender gap, data shows that women-owned companies can be highly profitable.
Women should not wait until they feel they have all the qualifications to apply for leadership roles.
Female strengths such as giving and leveraging can be powerful tools for career advancement.
Women have an innate ability to figure things out, which is a strength to be utilized.
Building relationships with key influencers can lead to career advancement opportunities.
Making a list of key influencers and building relationships with them is a strategic approach to career growth.
Even seemingly untouchable individuals can be connected through networking.
Long-term strategies like building relationships with influencers can lead to more women in top positions.
Increasing women's representation in leadership roles can change societal norms and expectations.
Women's skill sets are essential for solving complex problems and driving profit and job creation.
Encouraging all women to take action can lead to a collective rise in gender equality.
Transcripts
gender discrimination it's a really
important issue for us as women to be
talking about and there's a lot of talk
about the unfortunate situations that
women find themselves in in the
workplace and when it comes to advancing
and promoting and just being treated
equally and being paid equally I wrote
an article for my blog this week that I
hope that you'll read but I wanted to
get on video real quick and just share a
few thoughts I have about how to
overcome and how to stop gender
discrimination one of the things that
really stands out in my mind is how
sometimes people don't know that they're
that they're putting out
microaggressions that they are actually
discriminating I actually have friends
that have helped me succeed that have
helped me promote that have helped me
elevate to higher levels of sphere of
influence who have had microaggressions
against me without really realizing it
and I'll give you an example when my
husband and I were starting my
corporation you go through a process at
least here in California where you have
to decide who is going to be the
officers of the corporation CEO
secretary and treasurer so I told this
person that I was going to be the
president of sorry the CEO and the
treasurer and that my husband was going
to be the secretary and this was a man
and he said oh just like all marriages
the woman controls the money and makes
all the decisions and the guy gets left
hold in the bag or something like that
and I thought it was a really weird
comment because my husband's career is
has been a firefighter and my career has
been as a CEO so the answer is no it's
not that I need to control everything is
that I've been a CEO for 20 years so it
kind of makes sense right
so I don't want us to believe as a
gender that when there's discrimination
it's always intentional I like to think
about it in terms of creating i opening
moments for people so that they get to
see us in a different light so that they
get to see us in a way that they're not
used to seeing us that really is what it
boils down to isn't it is that is that
we can start to you have the world see
us as leaders in a world where we used
to see only men as leaders we have to
change that norm and the only way to do
it is for more of us to be in the top
position only 5% of Fortune 500 CEOs are
women only 14% of government executives
we only get to point seven percent of
venture capital and yet people like
Kevin O'Leary famous from shark tank
the billionaire will say that 95% of his
prophet in his investing companies comes
from women-owned companies so there's
proof out there that were needed at the
top it's not just a matter of diversity
it's not just a matter of our skill sets
and our strengths it's a matter of
profit but for us as women it's also a
matter of fulfillment I'm not gonna say
that the only reason that we're not
there is discrimination sometimes we
hold ourselves back it's a
well-researched fact that men will apply
for a job when they feel they have 60
percent of the qualifications and women
wait till they feel like they have a
hundred percent and so we're not going
for it as often as men are but when it
comes to discrimination if we can't get
past it by having a heartfelt
conversation with someone who's a friend
because they don't realize they've just
issued a microaggression against us
there's other ways to handle it and
that's what my article is about I'll
give you a brief synopsis of what I'm
talking about my article and the brief
synopsis is this we have female
strengths the female strengths of giving
and leveraging are absolutely tools we
should be using to advance in the
workplace I'm not suggesting you use
that only and not have the skill sets my
guess is you probably have more Skills
skill sets then you realize so don't
wait till it's a hundred percent because
you as a woman have the ability to
figure it out we all know that
women have the ability to figure it out
that is one of our strengths we can
deliver okay it doesn't matter what
realm of life we're talking about
whether it's raising kids in the
marriage dealing with family whatever it
is women have the innate ability to
figure it out so go for it and use your
female strengths of giving and
leveraging to find a to develop
relationships with key influencers key
influencers that if they were to wave a
magic wand you could get promoted that
if they picked up the phone and said hey
hire Lacey that someone would do it who
are the people that influence the ones
that you need to be on your side that's
what I go over in this article and how
can you build those relationships
particularly how can you build those
relationships when someone seems
untouchable in my article I suggest that
you make a list of key influencers and
pick out the top five that can really
help you get where you want to go and
start building a relationship with them
and when you do that it's really likely
that one of them is gonna be seem
untouchable you've probably heard the
seven degrees of Kevin Bacon everybody's
connected to somebody in some way that's
sort of the theory here is that if you
have someone who is untouchable you
start looking and researching who is
connected to them that you could reach
into their lives in some way and build a
relationship with them so think of it as
a cheer we think of it this way in
fundraising you get someone in at this
level and then you get at this level and
then you get at this level so is this a
long-term strategy yes but if we get
people on our side that can influence
those those promotion decisions we can
find more of ourselves at the top this
is how I have done it for about half of
my career the other half I struggled to
figure out how do I get past this and
get to the top so I cover this in detail
in my article but I really want you to
think about how important it is that you
take action and you start influencing
your way to higher levels when more
people start to see women at the top it
will become more commonplace it will
become more accepted people will start
seeing us as the leaders we are but we
have to start first and we can't just do
it for us we have to do it for our
daughters we have to do it for our
fellow sisters out there who
are trying to offer more to the world
the world is waiting for our skill sets
our skill sets are needed to solve the
world's most complex problems to create
profit and organizations to create jobs
I mean let's do this and if all women
took this approach then all ships rise
and we start to change the dynamic of
gender discrimination I'm Lacey Shan
wherever you are in the world scroll
down and leave me a comment and go out
there and kill it this week
[Music]
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