For two years, the #MeToo Movement has dominated the news headlines as women who’ve been sexually harassed or assaulted continue to step forward to tell their stories. #MeToo momentum was quickly followed by the Time’s Up Movement for workplace equity for women and people of color.
With power and equality in the news, philanthropies across the Bay Area have begun inward conversations about their organizations’ culture. Gender, power, race and money give us plenty to consider when it comes to barriers to good policies and best practices for creating safe cultures. As it turns out, lenient cultures are fertile ground for both harassment and bias – and so fixing the culture can lead to better outcomes for all.
This session explores research by the Clayman Institute for Gender Research at Stanford and the new Stanford Women’s Leadership Lab on what makes inclusive workplaces where everyone can thrive. We will focus on how the language we use has a big impact in the culture of our workplace. Language is a powerful tool. The word choices you make shape the culture in your organization. Sometimes we are intentional in our language use. However, often times our word choices fall back on ways of thinking that are rooted in systems of inequity. In these instances, stereotypes about gender, ethnicity and other characteristics may inadvertently influence the words we choose in ways that can advantage some or disadvantage others on your teams.
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