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I've created this page as one of the tasks for my leadership and management course. I want to discuss how misogyny is imbued in every workplace and how we can fight against it.

FEEL FREE TO POST ARTICLES THAT YOU FOUND AND PLEASE ENGAGE IN THE DISCUSSION COLUN
This page has only two rules:
-Every comment and article posted should be in English.
-As the administrator of this page, I'll delete and block every offensive comment.

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Task Four: Create a collaborative learning network around an idea

Building on the teamwork skills your developed in task four of assessment one, create a collaborative learning network around an idea and document the interactions between network members using a digital platform such as Padlet. The idea driving the participation of members must be related to leadership and/or management in the current global context and you must ensure the regular participation of AT LEAST six other members apart from yourself. This participation must be spread out over weeks and you must reflect on the overall progress of the network in the form of a five minute video presentation similarly to task four of assessment one. In addition to a youtube link of the five minute video presentation, you must submit a working link to the digital platform you created to document the participation of all members. The names of all the members must be visible next to their contributions on your page. This task is worth 20 marks, half of which are related to your video presentation and half are related to your digital platform.

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Silence Equals Complicity in Workplace Sexism

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Silence Equals Complicity in Workplace Sexism

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https://www.nytimes.com/2017/07/21/business/dealbook/silence-workplace-sexism-uber.html

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Street Scene

Combating sexism in the workplace has become all the rage, and rightly so.

There is no excuse - not now, not ever - for treating women differently from men when it comes to pay and compensation, in representation on corporate boards or in the executive suites, in quotidian meetings where women often are made to feel belittled or inadequate or, heaven forbid, in social interactions where men have been known to take advantage of women against their will.

The issue has become especially acute in places like Wall Street and Silicon Valley, which have long been insular, male-dominated ecosystems. It is also a big problem in this White House.

But as recent events at Uber show, baby steps in the right direction are possible. Not only can sexist behavior get top executives fired, but it can also lead to serious efforts to change a corporation's culture. That's meaningful progress, and we should applaud it.

Among those leading the charge against sexism at Uber is Arianna Huffington, a co-founder of The Huffington Post and the founder of Thrive, a venture-backed merchandising and consulting firm devoted to disconnecting and to sleep. Ms. Huffington has been on the Uber board since April 2016 (and was its only woman until recently).

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Susan Fowler, a former Uber employee, wrote a blog post about enduring sexual harassment while at Uber, prompting a deep internal investigation on Uber's work culture. Credit Shalon Van Tine

Her emergence began in February after Susan Fowler, a former Uber engineer, shared her story of sexual harassment at the hands of a male supervisor. "It was clear that he was trying to get me to have sex with him," Ms. Fowler wrote in a much-discussed blog post, "and it was so clearly out of line that I immediately took screenshots of these chat messages and reported him to H.R."

After Ms. Fowler's post appeared, Travis Kalanick, Uber's co-founder and then its chief executive, announced that Ms. Huffington would join with Eric H. Holder Jr., the former United States attorney general who had returned to his previous law firm Covington & Burling, as well as two other female executives at Uber, to investigate Ms. Fowler's charges and the Uber culture generally.

Another law firm, Perkins Coie, was also hired to investigate charges of sexism at Uber. On June 6, Perkins Coie released its report, which found that there were 47 claims of sexual harassment at Uber out of a total of 215 cases of sexual harassment, bullying, retaliation and bias. Twenty employees were fired as a result. Another 31 employees were "in training" and seven employees were issued "final warnings." According to Uber, 57 of the claims remained "under review" and 100 of them were essentially dismissed.

A week later, Mr. Holder released his report with 13 pages of recommendations of things that Uber should have done long before. Ms. Fowler ended up leaving Uber after 13 months. Her revelations initiated a series of events that resulted in the departure of several senior Uber executives and the eventual resignationof Mr. Kalanick. (One of the company's largest shareholders, Mr. Kalanick is worth an estimated $6 billion and may yet return to the company, in the same way that Steve Jobs returned triumphantly to Apple.)

At the meeting in which Mr. Holder's report was shared with Uber employees, Ms. Huffington spoke about the need to have more female board members, and how one woman on a board can often lead to having more women on boards. That's when David Bonderman, the billionaire co-founder of TPG, a private-equity behemoth, and a fellow Uber board member, blurted out: "Actually, what it shows is that it's much more likely to be more talking." Mr. Bonderman quickly apologized, and later resigned from the board. But to utter such an inane comment in the middle of an "all-hands" meeting at Uber to discuss changing the company's sexist culture takes an extra special lack of emotional intelligence.

Uber's sexist corporate culture is not unique. Various Fox television entities have seen one top executive and on-air personality after another succumb to charges of sexism. The Fox Business host Charles Payne was suspended amid allegations of sexual harassment. Another top Fox executive, Jamie Horowitz, at Fox Sports, was abruptly fired amid suggestions of inappropriate behavior.

As recent events at Fox and Uber show, it's unequivocally clear that sexual harassment and misconduct in the workplace are behaviors that can get you fired.

But what about at the White House? Why isn't the message getting through there? President Trump's tweets about the MSNBC "Morning Joe" co-host Mika Brzezinski were vile. Then there were his unprofessional and sexist remarks, in the Oval Office, directed toward Caitriona Perry, the Washington correspondent for Ireland's RTE News, when he was on the phone with Ireland's prime minister. Mr. Trump said to the prime minister after Ms. Perry introduced herself to him, "She has a nice smile on her face so I bet she treats you well."

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Arianna Huffington is among those leading the charge against sexism at Uber. Credit Damon Winter/The New York Times

As inappropriate as that moment was, making it worse was the fact that Dina Powell, a deputy national security adviser and one of the highest ranking women in the White House, was sitting right there, on the other side of Mr. Trump's desk. In the video released of the incident, Ms. Powell was smiling broadly. She has said nothing publicly about it.

Nor for that matter have the other top women in the Trump administration spoken out publicly about Mr. Trump's sexist remarks. Elaine Chao, the transportation secretary, has been silent. Betsy DeVos, the education secretary, has been silent. Kellyanne Conway, counsel to the president, has been silent. Both Melania Trump and Ivanka Trump have been silent.

Even the men in the White House who seem more sentient - among them Gary D. Cohn, the director of the National Economic Council; H. R. McMaster, the national security adviser; and Jared Kushner, the White House senior adviser (and Ivanka Trump's husband) - have remained silent, too.

Silence equals complicity. Stephanie Ruhle, an MSNBC anchor, wrote on Twitter on July 1 that Ms. Powell, for one, must "speak out against this misogynist, sexist behavior once and for all." Her MSNBC colleague Nicolle Wallace, a former communications director for President George W. Bush, exhorted the top women in the Trump administration to "go on the record and condemn your boss's comments," adding that they "should work behind the scenes to educate him about just how offensive they are."

The two MSNBC hosts have it exactly right.

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Silence Equals Complicity in Workplace Sexism

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Street Scene Combating sexism in the workplace has become all the rage, and rightly so. There is no excuse - not now, not ever - for treating women differently from men when it comes to pay and compensation, in representation on corporate boards or in the executive suites, in quotidian meetings where women often are made to feel belittled or inadequate or, heaven forbid, in social interactions where men have been known to take advantage of women against their will.

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Almost half of female HR directors and decision-makers think their workplaces are sexist, compared with only a quarter of men in the same position, according to research from the Young Women's Trust.

The survey also found one in eight large employers admit sexual harassment in their companies goes unreported, while one in 10 were aware of formal sexual harassment complaints, according to a YouGov survey of 800 HR decision-makers about women's experiences at work.

A significant majority (63%) of HR directors and decision-makers thought sexism still existed in most workplaces, increasing to 76% among female employers, said the charity that supports young women on low or no pay.

"Too many young women are facing sexism and sexual harassment while trying to carry out their jobs. It is shocking how many employers are aware of this in their own workplace - yet the problem continues," said Dr Carole Easton, the chief executive of Young Women's Trust.

The figures are likely to be only the tip of the iceberg, warned the charity. Last year, research from the Trades Union Congress and the Everyday Sexism Project found 52% of women had experienced unwanted behaviour at work including groping, sexual advances and inappropriate jokes. Among young women aged 16-24 the proportion was 63%.

The research showed a disturbing gap between male and female perception of sexual harassment in the workplace, said Joe Levenson, the director of campaigns at Young Women's Trust.

"While of course there are many excellent male managers, some men may not be aware of the experiences of sexism suffered by women in the workplace - sometimes it may be brushed under the carpet or dismissed as banter," he said. "So much sexism at work goes unreported, women fear that they will not be taken seriously or it will be bad for their career."

The report comes after the supreme court ruling that forced the government to promise to scrap employment tribunal fees, because they were preventing workers - especially women and those on lower wages - from getting justice.

The number of women reporting sexual harassment at work halved from 2013 to 2015, while calls to the Acas helpline relating to sex discrimination increase by 14%.

"Claims dropped off a cliff," said Shantha David, a lawyer for Unison, which brought the case against the government, saying women who were already discouraged from making complaints against colleagues and managers because of the professional ramifications then faced a fee of £250 to bring a case as an individual, plus a further £950 hearing fee. Employees also have only three months to bring a complaint after any incident.

With fewer complaints progressing to a hearing, employers had less incentive to engage productively with early conciliation via Acas, she added.

"The introduction of a fee was always an invitation for bad employers to carry on unlawfully. Now employers are more likely to engage earlier to avoid a claim being brought," she said. "The supreme court was very clear - unless you can exercise your rights, there is little point in having them."
Topics

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Workplace sexism survey shows 'disturbing' gap in male and female perception

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Almost half of female HR directors and decision-makers think their workplaces are sexist, compared with only a quarter of men in the same position, according to research from the Young Women's Trust.

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Neanderthalic behaviour such as calling a woman "honey" or "baby" is as out of fashion as cave paintings. Particularly in the workplace, certain kinds of sexist language are simply no longer accepted.

There's mounting evidence that gender-propelled language is still common in many places of employment

But there's mounting evidence, anecdotal and scientific, that gender-propelled language and attitudes are still common in many places of employment. Gendered words are thrown around constantly. In performance reviews, women tend to receive feedback that's vague ("you had a great year" for example) or sexist, such as a disproportionate amount of comments on communication style, while men get clearer feedback about specific skills related to actual job performance. The disparity in how men and women are addressed can be even worse in emails. Even phrases as seemingly harmless as "two guys in a garage" can carry a gendered point of view, sending subliminal messages about who belongs somewhere.

Disentangling language and gender isn't easy, since the two have a long-term relationship that is complicated. The two intermingle in so many ways, some obvious and some more subtle.
Lingering stereotypes
Many terms are objectively gendered, like the ones Deb Liu, a Facebook executive, started collecting at work. Some are old-fashioned, like a gentleman's agreement, an expression that's been around since the 1920s, but feels even older. Some are sports-related, like man-on-man defence and quarterback. Others sound like a team of 1940s superheroes: wingman, strawman, middleman, right-hand man, and poster boy. Many female terms noted by Liu are negative. No one, male or female, wants to be called a prima donna, drama queen, mean girl, Debbie Downer, or Negative Nancy, despite the appeal of alliteration.

Communal language is mainly applied to women, and it invokes stereotypical female traits like being supportive, showing warmth, and helping the team

Other terms and expressions aren't specifically gendered, but they play into gender stereotypes that, zombie-like, just won't die. For instance, researchers at the Clayman Institute for Gender Research have examined two ways of talking about leadership that infuse many aspects of the workplace, from job ads to performance reviews: agentic and communal.

Communal language is mainly applied to women, and it invokes stereotypical female traits like being supportive, showing warmth, and helping the team. Agentic language is mainly applied to men and is more about getting the job done, taking charge, and being independent.

JoAnne Wehner, a research associate at Clayman, calls the agentic mode "the language of I" and the communal move "the language of we". Even though many men and women don't fit these stereotypes, these gendered frames can feel like a box around people at work, especially women. Similarly, male-centric lingo derived from sports, war, and machinery (like the insufferable cliché "drill down") also reinforce the idea that the workplace is (or should be) a man cave with water coolers.
Layers and layers
Some words have onion-like layers of meaning that could make an etymologist cry. Guy is a prime example of the tricky, illogical evolution of language and how it reflects gender. The plural form guys is often used to mean men and women, though the singular form is almost always male. "Two guys in a garage" is commonly used as shorthand for a start-up, but this could suggest two men or two people, depending on your interpretation. So is guy (or guys) OK for the workplace? A safer alternative might be folks, a word often used by Barack Obama.

Today's gendered language, though far from harmless, is a quantum leap from some formerly common ways of describing women. Words such as hostess, stewardess, and waitress are still around, though passé, but they have dozens of sister words that sound bonkers today. A woman who wrote a book was once called an authoress, a term first found in the 1400s. In the 1800s, a female assassin could be called an assassinatress. Similarly preposterous-but real-words include cousiness, fornicatress, greengroceress, inventress, murdermongress, pythoness, and revengeress. Language is strange.

Imagine today referring to a 'lady-executive' or 'lady-soldier': you'd have to be a 'gentleman-idiot'

A similar trend put lady at the front of words. The Oxford English Dictionary notes examples including lady-nurse, lady-housekeeper, and lady-cook. An insulting, sexist sentence by DH Lawrence in 1929 uses two such terms: "You only look so distinguished and superior, when really you are slightly inferior, like a shop-lady or a lady-secretary." Imagine today referring to a lady-executive or lady-soldier: you'd have to be a gentleman-idiot.

Of course, we can look back on words like authoress, inventress or greengroceress and feel like we've made a lot of progress. But in the future, people may look back at poster boy and two guys in a garage and think they've made a lot of progress. We can always do better. Right, folks?

To comment on this story or anything else you have seen on BBC Capital, head over to our page or tweet us on .

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Neanderthalic behaviour such as calling a woman "honey" or "baby" is as out of fashion as cave paintings. Particularly in the workplace, certain kinds of sexist language are simply no longer accepted. There's mounting evidence that gender-propelled language is still common in many places of employment But there's mounting evidence, anecdotal and scientific, that gender-propelled language and attitudes are still common in many places of employment.

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Gender bias in the workplace isn't always as overt as it once was. Monster spoke with author Jessica Bennett, whose new book fights the good fight.

Nicole Yang, Monster staff

Stop us if you've heard this one before: A young woman in today's workplace acts confident and assertive; her peers consider her aggressive and self-promoting. A man exhibits those same traits; he's seen as a natural leader.

Or what about this one: A young woman is in the middle of giving a presentation, when her male co-worker cuts her off in order to offer his two cents.

New York Times writer Jessica Bennett had had enough with the double standards and undermining. With a healthy dose of humor, her new book, Feminist Fight Club: An Office Survival Manual for a Sexist Workplace, offers a helping hand to young women seeking an equal playing- and paying -field.

Often referred to as second-generation gender bias, "what we are talking about is not our mother's sexism; a lot of it is not overt," says Bennett. "A lot of it is really subtle."

Monster spoke with Bennett about the nature of today's challenges for young women at work and how to come out swinging.

Q: You've published a lot of work about gender issues, but what prompted you to write your first book?
A: The book was inspired by my real-life Feminist Fight Club. For years, we've been meeting in secret, sharing tricks of the trade. Even though we had devised a number of useful strategies to combat sexism in the workplace, were they really helping people if they just existed within the confines of our tiny club? I wanted to share these hacks with the world. There are a number of "fight moves" that people can develop to deal with these issues, and I think many women are really hungry for that kind of advice, especially when it is backed up with academic research. As a journalist, I've observed how often we talk about issues of gender equality in the media and how infrequently there are solutions.
Q: What do you think is the biggest challenge that young women face in the workplace?
A: When I was graduating from college, I had this idea that I could be and accomplish anything. I was shocked when I took my first job and encountered this thing called sexism-I didn't even know what to call at the time. They don't teach this stuff in school.

[The challenge] is a lot of small things, a death by a thousand cuts. It's not just about having one issue fixed, like establishing better parental leave policies or solving for the wage gap, it's addressing all of these small things that add up to a bigger problem. So rather than attacking one, we have to look at all of them as a whole. It can be pretty overwhelming for people to think about how they as an individual can solve the problem of sexism, so what I've tried to do is share really small things that will provide people with the agency to fight back against these huge problems.
Q: How did you come up with some of your hacks for fighting back?
A: I read a lot of academic research, and embedded deep into this research is actionable advice on how to push back against certain issues of sexism. What I tried to do was come up with common characters we face at work-like the "manterrupter" who interrupts you in a meeting, or the office mom who ends up taking on the mother lode of menial tasks-as well as some of the internal barriers, like the feeling of being an imposter, and then digging through the research to find out how you can push back against these things.

Some of the tactics are really simple. If you're being interrupted, you can employ the method of having somebody at your side to interrupt the interrupter. Or if you're feeling like an imposter-like you don't belong or like you don't deserve a promotion-you can do breathing exercises and envision success. There are all these really simple things you can do to try and overcome that feeling.
Q: As you were gathering and conducting research, was there any single piece of information that stood out to you?
A: What was the most validating for me was to be able to back up my assertions with data and research. You hear people talk about "mansplaining" or "manterruptions," and we sort of laugh about them. We might call them out, but it's easy to be like, "Oh, that's kind of a culturally dated concept," or, "It's not statistically proven." Well, actually "manterruptions" really do happen-it's scientifically proven. Women are interrupted at twice the rate of men. I consider these stats to be almost battle weapons. Anytime someone questions you, you can come back with a stat that's irrefutable.
Q: What is your biggest piece of advice for young women entering the workplace?
A: Form a Feminist Fight Club. This book is inspired by the group of women that I've been meeting with since I began my career a decade ago, and I would not be where I am without their support. Even when you feel the most powerless, having a group of women there, or men, to support you is absolutely a thing that anyone can do.

You can attack this issue from many fronts. You can work within the system, you can fight against the system, you can try to employ all these different tactics, but at the end of the day, having a group of comrades who are going to be your army in this battle is going to help immensely."
Q: What do you hope readers come away with?
A: I hope it will make people laugh-feminism doesn't have to be serious; feminism can be funny. And I hope that they'll come away with really useful tactics for how to fight back against some of these really irritating patriarchal structures that exist at work. If people want to form their own feminist fight club, I would welcome that. There are no downsides to having a group of women by your side as you go forth into the world.

Author photo courtesy of Harper Collins.

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Gender bias in the workplace isn't always as overt as it once was. Monster spoke with author Jessica Bennett, whose new book fights the good fight. Nicole Yang, Monster staff Stop us if you've heard this one before: A young woman in today's workplace acts confident and assertive; her peers consider her aggressive and self-promoting.

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Please share your experience with sexism

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Please share your experience with sexism

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I would like for every member to try to remember a time or experience they had with a form of sexism in the workplace. Either females being in disadvantage or males being benefited by their sex, or a trans woman being discriminated. If you can, also provide an idea to change this kind of situation.

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Transgender employees " Employment New Zealand

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Managers and workmates must act lawfully and should support transgender employees who are transitioning or intending to transition, or are having issues at work.

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Is your business trans-friendly? Many business owners wouldn't actually be able to answer that question with certainty, and although many of them would undoubtedly be supportive of a transitioning employee, they haven't considered what transgender issues actually are, and how to make their business trans-friendly.

Often employers only take action when someone actually approaches them to say they are transitioning. Whilst responding to that with a programme of actions and support is obviously a good thing, wouldn't it be better if you had considered transgender issues earlier on, and taken steps to create a workplace which is trans-friendly?

Here are some of the key issues transgender people face in the workplace. Being aware of these will help you address them, and make sure your business is trans-friendly.

Ignorance

One of the key issues faced by transgender employees is ignorance in the workplace. Many of your staff will have very little knowledge of what being transgender involves, of what terminology is and isn't acceptable to use, what is involved in transition, how they should support transitioning colleagues. Many of the problems transgender employees face could be addressed or prevented with some education/training for employees on the various transgender issues and on creating and 'living' an inclusive workplace.

Bullying and harassment

Many transgender people suffer bullying and harassment in the workplace. Whilst it is obviously your responsibility to prevent bullying and harassment of anyone, consideration should be given to specifically vulnerable employees, and this includes transgender staff. Having a bullying and harassment/dignity at work policy is good, but consider ensuring it specifically states what kind of behaviour could be considered harassment of a transgender employee, or consider a separate policy to make this clear.

If there is any bullying and harassment, make sure you address it promptly and effectively, and take steps to avoid a recurrence. If the employee feels vulnerable to bullying because of the specific role they are in, for example if they work with the general public, redeployment might be something you need to consider.

Practicalities in the workplace

Common practical issues faced by transgender employees include access to toilet and changing facilities, dress code or uniform difficulties, when to inform people about a transition and what to tell them. There are also concerns around things like name changes and changes in which pronoun to use.

When it comes to the practical issues, the best thing you can do as an employer is take the lead of the employee who is transitioning in terms of how they want to handle it. Consider also seeking external advice, perhaps from an organisation working in support of transgender issues.

Discrimination

Employees are specifically protected under the Equality Act 2010 from less favourable treatment on the basis that they are planning to transition, are transitioning or have transitioned gender. Discrimination frequently arises from ignorance not malice, however obviously this doesn't make it any more acceptable.

The best thing you can do to protect your business against a discrimination claim on the basis of gender reassignment is to educate yourself, your managers and your workforce on the issue. Take advice on the legal rights of those going through transition to ensure you meet your obligations, and ensure managers and employees alike have all the information and knowledge they need about what behaviour/terminology/actions are and are not acceptable.

Policies and procedures

Another issue transgender employees frequently encounter is that the employment framework at their workplace has not been developed with transgender employees in mind. Written policies and procedures, or general operating processes and ways of working, language used in documentation and support available are all frequently not trans-friendly.

A review of your employment documentation with transgender issues specifically in mind might go a long way towards making your business trans-friendly.

If you want some support making your business trans-friendly, do get in touch.

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Key transgender issues in the workplace - face2faceHR

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Is your business trans-friendly? Many business owners wouldn't actually be able to answer that question with certainty, and although many of them would undoubtedly be supportive of a transitioning employee, they haven't considered what transgender issues actually are, and how to make their business trans-friendly.

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I think this guy sums up the main factor behind sexism.

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During a panel at last week's Women in the World Summit, actor and #MeToo activist Terry Crews talked about the "cult" of toxic masculinity, and how men often fail to perceive women as "all the way human."

"Masculinity can be a cult," Crews explained. "And when I say 'cult,' it's no different than David Koresh. It's no different than Jim Jones." He went on:

This is what happens with men and women. [...] As a woman, they talk, but a guy is not looking at you as even all the way human. This is what you have to understand - there is a humanity issue here," he continued. "[Women are] like, 'Why don't you hear me? Why don't you see my feelings?' And [men are] like, 'But you're not all the way human. You're here for me, you're here for my deal.' It's real.

Crews also admitted his own complicity in this system.

"I am guilty," he said. "I believed, simply because I was a man, that I was more valuable than my wife and the other women in my life."

To illustrate his point, he talked about going to strip clubs with his teammates when he was playing football:

You go to the strip club, and here's the woman, and the whole thing. And once she starts talking about that she has kids or she starts talking about anything in her life, it's like, 'Stop, stop, stop.' Because [she's] becoming a human before my eyes. I don't want you to be a human. I want you to be an object. I want you to be something pretty to look at. But as you talk, you're making things too real for me.

The clip of Crews's statement has been recirculating this week, and as upsetting as his words are, there's something refreshing about them, about their honesty. That many men see women as subhuman probably won't come as a surprise to most women (or most men), but it's a truth that is rarely stated so plainly. And, as Crews and so many of the #MeToo activists know, it's only by confronting these ugly truths head-on that we can begin to move forward.

Watch the full clip of Crews's statement below.

The Hollywood PR Machine Has Finally Caught Up to #MeToo

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Terry Crews: Men Don't See Women As 'All the Way Human'

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During a panel at last week's Women in the World Summit, actor and #MeToo activist Terry Crews talked about the "cult" of toxic masculinity, and how men often fail to perceive women as "all the way human." "Masculinity can be a cult," Crews explained. "And when I say 'cult,' it's no different than David Koresh.