Today we’re focusing on a scenario of Attribution Bias. As always, if you’d like another scenario or situational example of Attribution Bias, just let me know by commenting, DMing, or emailing! If you need a refresher on Attribution Bias, check out my Instagram posts or Package Program on Gender Bias. Now, let’s get into it.
Say a woman gets a big break, maybe a promotion, leadership role, or project, and you hear someone say “wow, she got really lucky!” You, knowing that this woman has been working hard for a long time, find this comment to be completely unfounded, and you recognize the attribution bias in this situation. As always, start out with some questions. Prompt them to consider why they think the woman didn’t deserve this promotion. “I’m curious, what makes you think it was luck?” “Do you think she’s less competent?” “Is there an example you can give?” Now, it’s time to explain. As always, recognize that their bias may not have been ill-intended, but it was definitely present. Here’s a way to word it. “We tend to overestimate men’s performance and underestimate women’s. Because of this, we often attribute women’s successes to “getting lucky,” “having a good team,” or other explanations that diminish their achievements, while we accept men’s accomplishments as proof of their abilities. Getting recognized for accomplishments can make a difference, especially when it comes to performance reviews and promotions. When achievements are attributed to luck rather than hard work or skill, it minimizes them. Women won’t be able to make progress if we constantly diminish their successes.” This type of bias a little bit more recognizable than some others, so they will likely have less questions for you about it, but make sure you’re available to answer them all!
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*This blog post is modified from an Instagram post from June 2, 2020.*
When I polled on my Instagram, this was the highest requested response. You ask, I deliver! I had originally been avoiding this question because I focus on empowerment, but I feel that addressing the factors that take away from your message and your power, even if they are unintended, is just as important. I’ve also found myself having this conversation a lot lately. Yes, it can feel ridiculous that we even have to address this, but it is necessary to ensure that women are listened to when we speak out. Without further ado, let’s jump right in! The phrase “not ALL men…” is often used in response to women’s claims about men instigating and perpetrating gender bias, sexual assault, and other forms of gender-based discrimination and violence. It is extremely harmful for many reasons, and here is the biggest one. When women speak up about the issues they face, the message often gets convoluted and shifted because men respond defensively rather than attempting to listen and commit to change. They distract from the message; everyone KNOWS that all men are not the same. When men respond with this message, they distract from the original point that was made and redirect the conversation to center around themselves, which ends up silencing women further. So how should you respond? Yes, it can be exasperating to even address this. Yet, if you don’t, the original message won’t come through. Acknowledge them and make clear that you aren’t accusing them personally, but rather a structure that allows men to behave in these ways. You can also acknowledge that yes, not all men, but enough men that most women have experienced these things. This shouldn’t take more than a couple minutes. Then, move on. Reinforce the point that was initially made and expand upon it. It is crucial that you do not allow the narrative to move away from the initial message in order to stop the cycle of distraction and ensure that progress is made. Once you’ve acknowledged and moved in, ignore any more complaints that they have. A calm and logical response like this will prove much more effective, even if you feel exasperated that you are constantly having this conversation. Hopefully, the more you respond in this way, the more people will understand, and you’ll find yourself having this conversation less and less often. It can be difficult and annoying, but it is necessary. Hope this was helpful! *This blog post was modified from an Instagram post from July 1, 2020.*
Here’s the next scenario, this time focusing on affinity bias! For a refresher on affinity bias, check out my Instagram posts or my Package Program on Gender Bias. Let’s get started! Say you are working in a team led by a woman, but a male colleague or member of another team assumes that a man on your team is the leader. You recognize this as bias, and you decide how to address it. First, think it through. You should definitely speak up, but carefully consider whether to do it then and there or in private later. You don’t want to overstep if the woman wants to handle the public situation herself, as you could undermine her authority further. However, if she does nothing, it may be helpful to say something. Here are some possible questions to ask: “Why did you think that ___(the man he named) was the leader?” “Are you surprised that __ (the woman) is the leader?” Lay out some of your team leader’s accomplishments and leadership abilities. Credit her for the job she is doing and acknowledge her successes. Again, think carefully about whether you do this publicly or in a private conversation. Don’t take away the woman’s chance to stand up for herself. Then, explain why the assumption was harmful. Here is a possible way of wording it: “People tend to assume men are more senior than the women around them, partly because we unconsciously associate men with leadership more strongly than we do women. It’s also because men outnumber women in leadership and management positions, so this view becomes the norm. When you make assumptions like this, it reinforces the idea that women aren’t leaders. It also undermines the woman and her standing in the group, team, or company. This can lead to worse results for teams and hurts productivity overall. It’s damaging for all genders, ensuring that we don’t make progress addressing our biases as a society.” It also helps to address the affinity bias directly, pointing out that he likely assumed a man was the leader because he himself is male. This way, he is more likely to understand where this bias comes from and actively try to prevent it in the future. *This blog post was modified from an Instagram post from June 30, 2020.*
Can you believe it’s the last day of June? Neither can I! But LeadHERship has had a great summer so far. This month, three virtual LeadHERship conferences were held! I am so proud of all three girls who took the initiative to hold an event, as well as every conference participant. Many of you have also been using the Package Programs, and though I’m not able to pop into every conversation, I’ve heard wonderful things from all of you about how they went. In addition to these events, I’ve gotten some great feedback on my last reading list and all of my quarantine recommendations, so I plan to continue with both of those initiatives going forward. We’ve also doubled our Instagram follower account and surpassed 600! Lots more projects, collaborations, threads, and blog posts are in the works, and I’m excited to see what the future holds for LeadHERship! Thank you all for the support this month and stay safe. *This blog post is modified from an Instagram post from June 29, 2020.*
I had gotten many requests from followers and participants to expand upon the six bias types that my events focus on. I will do scenarios from all six types of bias, and I’m starting with Likeability Bias. If you want advice about dealing with another instance of Likeability Bias, comment or email me and I’ll work on that as well! Let’s jump in. Say you’re with a colleague and they complain about how a woman “bragged” about her strengths and accomplishments during a job interview. You don’t see it that way and you’re surprised that they do, recognizing that this is an instance of gender bias. The first thing you should do is ask some questions. Here are a few possible questions: “Why did you see it as bragging?” “Weren’t you the one who asked about her accomplishments?” “How would you prefer she talk about her experience and qualifications?” “Do you think you would have done the same thing as her?” “Would you have reacted differently if a man had done the same?” The goal of these questions is not to make them feel defensive, but rather to get them thinking about how they perceive confident, accomplished women. Next, you should explain why you asked. Now that you’ve given them a chance to consider why they reacted this way, you have a chance to explain and educate. Remember not to directly blame them! Recognize that their bias was implicit and rooted in societal standards for women. This way, they are more likely to take you seriously and learn from this experience. If you aren’t sure of the best way to explain, here is a possible way to word it: “We expect men to assert themselves and promote their accomplishments. Yet, we often have a negative reaction when women do the same, putting women in an impossible situation. If they tout their achievements, it can make them less likeable and hurt their chance of being hired. If they don’t, their achievements will be overlooked and they again won’t be hired. So, instead of disregarding her skill and talent because she considers herself qualified, let’s consider her based on what she could contribute to this position.” If you’re looking for a different way of wording your explanation, or if you aren’t sure what Likeability Bias is, check out my Instagram posts or my Package Program on Gender Bias. Reach out with questions and feedback! Thank you. *This blog post is a modified version of an Instagram post from June 16, 2020.*
Here are some tips for using my Package Program activity guides in a virtual space! These tips are applicable to all of the Package Programs, but don’t hesitate to reach out if you have a more specific question about a certain activity! If you are using other platforms, please let me know and I will start working on tips for those. Let’s jump in! Tip 1: Set Guidelines! Ask participants to stay muted when the moderator or another participant is speaking. If your audience is a little too young to understand Zoom functions, ask that they have a parent/sibling nearby to assist them. If you have preferences about virtual backgrounds/camera settings, let your participants know before the call! The rest of your guidelines should be basically the same as in-person guidelines for respectful and productive discussion. Tip 2: Use Zoom Features! Have participants use the “raise hand” feature during discussions so that you can ensure everyone’s voice is heard. You can also use this feature to have participants “vote” on something or signal to you that they have completed an activity or assignment. Encourage participants to use the emoji reaction feature (thumbs up and clapping) during discussions to affirm and support others. Tip 3: Use the Chat! When you pose a question, type it in the chat as well. You never know when your audio, or a participant’s, could cut out. Do the same for breakout rooms, especially if a room has no moderator. If you need to check in with a participant but don’t want to call them out individually, you can send them a private chat. It may be helpful to put your overall agenda for the call in the chat, just so participants know what to expect. Keep in mind that a participant who joins the call AFTER you type a chat will not be able to see that chat, so make sure to start once everyone has arrived. Tip 4: Share Your Screen! You no longer have a projector, but you can still do the same things you would have by sharing your screen - whether it’s a presentation or video! You’ll want to ensure that your wifi has good signal if showing a video. Use the whiteboard feature to take public discussion notes for the group, especially if you had planned to do this in person. Other tips: Encourage everyone to use gallery view! When having a discussion, it always helps to see everyone’s faces. If you're doing an icebreaker/activity where everyone will eventually speak, be clear about the order of speaking. People see each other in different orders, so you cannot simply go across the screen. It helps to have people type in the chat "ready" when they're ready to speak and follow the order in which people typed their chat. If you record the meeting, make sure everyone is aware and comfortable. Send all participants any worksheets and materials in advance. Set devices in one place for the duration of the program/meeting. That’s all for now! Hope it was helpful, and comment or email with questions! *This blog post is a modified version of an Instagram post from June 14, 2020.* “Intersectional feminism” is a term coined in 1989 by lawyer and scholar Kimberlé Williams Crenshaw. The standard definition of feminism is “the advocacy of women’s rights on the basis of equality of the sexes.” Intersectionality plays an extremely important role in the way we view feminism and the ways in which we act on those views. Defined as the “complex, cumulative manner in which the effects of different identities and different forms of discrimination combine, overlap, or intersect,” intersectionality is a recognition of the different identities that make us who we are. Therefore, intersectional feminism recognizes and strives to address the identities of women beyond their sex and the additional barriers that they create in striving for gender equality. When we don’t recognize these overlapping identities, feminist efforts can prove harmful. Terms such as “white feminism” have been used to describe feminist efforts that fail to address issues faced by minority groups such as women of color and LGBTQ+ women. Effective feminism requires understanding and recognition of intersectionality in order to produce changes that benefit all women and democratic systems as a whole. If you’re interested in learning more, Kimberlé Williams Crenshaw has compiled an excellent list of resources titled "Kimberlé Crenshaw Instructor's Guide: Free Resources on Intersectionality, Critical Race Theory Across Disciplines." You can download it below. Happy reading!
Originally posted on Instagram on June 7, 2020: "Over the last two weeks, I've been trying to decide the best way to support the Black Lives Matter movement using this specific platform. I felt that simply reposting informative graphics was not enough given this organization's focus on education and action. One thing I've been focusing on for the last few months is sharing feminist literature and media. Therefore, I've spent the past week compiling a list of literature centered around Black Feminism and Blackness in America. I, being a young woman of color, have always felt a connection with literature by female authors of my heritage, and I'm looking forward to further educating myself about issues faced by women of color with different backgrounds. As a disclaimer, I myself have not read every book on this list, but I spent a great deal of time reading reviews and analyses, and I am happy with the quality of this list so far. I'll keep adding, and if you have recommendations for me as I educate myself and share resources with you, don't hesitate to reach out! In the meantime, I hope you'll check it out and let me know your thoughts." As a disclaimer, I recognize that simply reading about intersectional feminism is not enough. I encourage you all to commit to action as well. A great way to do so is hold a conference in your area :) Enjoy these wonderful works of literature! https://docs.google.com/document/d/1zpCoozbd6P54sW58gRzMIs-NSErQNmmIXlnwCCgZLaM/edit?usp=sharing Above is the Google Drive link. Below you can download the PDF version.
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Neha SaggiFounder and director of LeadHERship. Archives
March 2021
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