Written by Katherine Giscombe, Ph.D.   

Katherine GiscombeI was pleased to share information from recent Catalyst studies on women in the workplace at the October 26th, 2011 WIE conference.

One barrier that exists to career advancement for women is stereotyping. We know from our research that gender stereotyping exists among senior managers. Stereotypes create predicaments for women leaders, leading to diminished interpersonal power. Generally, there is a “Think leader, think male” stereotype. Effective leaders are described with stereotypically “masculine” attributes such as an authoritative style and skill in problem solving. Beyond the “think leader, think male” stereotype, there are further stereotypical “double binds” that women face. These “double binds” include Polarized Perceptions, in which women often are, unfairly, viewed as too soft for a leader or too tough for a woman; High Competence Threshold, which hold that women leaders face higher standards than men leaders such that women leaders have to “prove” that they can lead as well as manage stereotypical perceptions; and Competent, but Disliked in which women are perceived as competent or likeable, but rarely both.

I also shared recent research that we have done at Catalyst on Women of Color—African-American, Hispanic, and Asian women in the U.S. In our recent Professional Services series, in which we looked at women of color in the fields of law, accounting, and financial services, we noted that women of color were low on satisfaction with their managers.  For example, they were less likely than white women to perceive managers willing to help them understand organizational politics.

Because the manager is a gate keeper to advancement opportunities, we decided to do a deep dive and study the interactions between women of color and white male managers. We found that as compared with white women, women of color were low on “disclosure” trust, a type of trust that occurs when direct reports communicate sensitive or personal information with a manager. It involves some risk, including, for example, a direct report’s willingness to admit to shortcomings or to share honest feelings and frustrations about work. Acts of disclosure pave the way to finding solutions to work-related issues, and thus can improve quality of work and organizational productivity. Disclosure in a relationship builds over time and is two-way.

We found that more comfortable women of color feel disclosing to their managers, the more likely they are to be satisfied with career advancement and intent to stay with the organization. We also found that over half the white male managers in the study misread diverse women’s assessment of their working relationships. In particular, a white male manager is likely to over-estimate his diverse woman direct report’s level of disclosure trust, much more so than in his relationships with white women direct reports.

Our most important advice to individual women of color is to avoid letting “guardedness” derail development of relationships. Facing double standards and others’ stereotypically low expectations of them in the work environment can lead diverse women to distrust others and to be extremely guarded about showing any vulnerabilities or “chinks in the armor.” As one African-American woman stated in a focus group, “Don’t let them see you sweat…And I don’t sweat.” However, one of the biggest mistakes a diverse woman can make is being overly guarded and withdrawing from attempting to develop relationships, given the importance of such relationships to job satisfaction and career success.

More information on these studies can be found at www.catalyst.org.

 
 

NC Governor's Women's ConferenceOn November 2nd, Women's Inter-Cultural Exchange presented the Your World track 2011 North Carolina Govenor's Women's Conference in Charlotte, NC entitled Leveraging Your Power: Work - Wealth - Politics

This session began with Dr. Katherine Giscombe, Vice President, Catalyst, Inc. presenting  research on challenges facing women in the workplace.  Catalyst's latest work on women's career advancement shows that sponsorship is critical to accelerating a woman’s career—from getting her noticed by senior-level executives to being considered for her company’s top jobs. Sponsorship also benefits organizations and sponsors. She included issues facing racially/ethnically diverse women, such as forming trusting relationships with managers.

The conversation then moved beyond gender equality in the workplace to the context of business ownership by women, a powerful means of growing wealth.  Chia-Li Chien, Award-Winning Author of  Show Me The Money - Run Your Business like a Prosperous Investor, who presented Navigating Through Today’s Turbulent Business Waters.  Just like being on a whitewater rafting trip, your business needs the right guide to get your over the rocks and through the rapids. Ms. Chien explored how to navigate your business through to healthy profit margins and success.

The participation of women in politics is essential to gender equality. The session concluded with an insightful presentation on the roles and history of women in the North Carolina political arena including elected office and appointments to major boards and commissions by Betty Chafin-Rash, Charlotte Community Leader and Former Mayor Protem.  Ms. Rash discussed successes as well as setbacks and identified reasons why more women are not running for and being elected to public office. Finally, she presented and analyzed statistics on the current status of women in public office in North Carolina.

To see a videos and slides from this session, click HERE.

 
 

Photographs By Media Arts Collective

Womens+Inter-Cultural+Exchang-1563497589-O
Womens+Inter-Cultural+Exchang-1563499294-O
Womens+Inter-Cultural+Exchang-1563499656-O
Womens+Inter-Cultural+Exchang-1563499818-O
Womens+Inter-Cultural+Exchang-1563501307-O
Womens+Inter-Cultural+Exchang-1563502096-O
Womens+Inter-Cultural+Exchang-1563502155-O
Womens+Inter-Cultural+Exchang-1563503391-O
Womens+Inter-Cultural+Exchang-1563503848-O
Womens+Inter-Cultural+Exchang-1563504315-O
Womens+Inter-Cultural+Exchang-1563506241-O
Womens+Inter-Cultural+Exchang-1563506273-O
Womens+Inter-Cultural+Exchang-1563507536-O
Womens+Inter-Cultural+Exchang-1563508141-O
Womens+Inter-Cultural+Exchang-1563508966-O
Womens+Inter-Cultural+Exchang-1563509118-O
Womens+Inter-Cultural+Exchang-1563510601-O
Womens+Inter-Cultural+Exchang-1563510661-O
Womens+Inter-Cultural+Exchang-1563513672-O
Womens+Inter-Cultural+Exchang-1563513714-O
Womens+Inter-Cultural+Exchang-1563514628-O
Womens+Inter-Cultural+Exchang-1563516597-O
Womens+Inter-Cultural+Exchang-1563518454-O
Womens+Inter-Cultural+Exchang-1563518748-O
Womens+Inter-Cultural+Exchang-1563520326-O
Womens+Inter-Cultural+Exchang-1563521262-O
Womens+Inter-Cultural+Exchang-1563522413-O
Womens+Inter-Cultural+Exchang-1563522754-O
Womens+Inter-Cultural+Exchang-1563524293-O
Womens+Inter-Cultural+Exchang-1563524671-O
Womens+Inter-Cultural+Exchang-1563524921-O
Womens+Inter-Cultural+Exchang-1563526259-O
Womens+Inter-Cultural+Exchang-1563526629-O
Womens+Inter-Cultural+Exchang-1563526980-O
Womens+Inter-Cultural+Exchang-1563528181-O
Womens+Inter-Cultural+Exchang-1563528458-O
Womens+Inter-Cultural+Exchang-1563528619-O
Womens+Inter-Cultural+Exchang-1563530482-O
Womens+Inter-Cultural+Exchang-1563530578-O
Womens+Inter-Cultural+Exchang-1563530738-O
Womens+Inter-Cultural+Exchang-1563532159-O
Womens+Inter-Cultural+Exchang-1563532535-O
Womens+Inter-Cultural+Exchang-1563533057-O
Womens+Inter-Cultural+Exchang-1563534397-O
Womens+Inter-Cultural+Exchang-1563534496-O
Womens+Inter-Cultural+Exchang-1563534967-O
Womens+Inter-Cultural+Exchang-1563535930-O
Womens+Inter-Cultural+Exchang-1563536368-O
Womens+Inter-Cultural+Exchang-1563537752-O
Womens+Inter-Cultural+Exchang-1563538316-O
Womens+Inter-Cultural+Exchang-1563538393-O
Womens+Inter-Cultural+Exchang-1563540675-O
Womens+Inter-Cultural+Exchang-1563540769-O
Womens+Inter-Cultural+Exchang-1563541887-O
Womens+Inter-Cultural+Exchang-1563543289-O
Womens+Inter-Cultural+Exchang-1563543427-O
Womens+Inter-Cultural+Exchang-1563544064-O
Womens+Inter-Cultural+Exchang-1563545178-O
Womens+Inter-Cultural+Exchang-1563545874-O
Womens+Inter-Cultural+Exchang-1563547159-O
Womens+Inter-Cultural+Exchang-1563547513-O
Womens+Inter-Cultural+Exchang-1563547829-O
Womens+Inter-Cultural+Exchang-1563549378-O
Womens+Inter-Cultural+Exchang-1563549822-O
Womens+Inter-Cultural+Exchang-1563549882-O
Womens+Inter-Cultural+Exchang-1563550858-O
Womens+Inter-Cultural+Exchang-1563551434-O
Womens+Inter-Cultural+Exchang-1563552327-O
Womens+Inter-Cultural+Exchang-1563553284-O
Womens+Inter-Cultural+Exchang-1563553360-O
Womens+Inter-Cultural+Exchang-1563554048-O
Womens+Inter-Cultural+Exchang-1563555229-O
Womens+Inter-Cultural+Exchang-1563555469-O
Womens+Inter-Cultural+Exchang-1563555757-O
Womens+Inter-Cultural+Exchang-1563557809-O
Womens+Inter-Cultural+Exchang-1563558008-O
Womens+Inter-Cultural+Exchang-1563558337-O
Womens+Inter-Cultural+Exchang-1563559536-O
Womens+Inter-Cultural+Exchang-1563560662-O
Womens+Inter-Cultural+Exchang-1563560870-O
Womens+Inter-Cultural+Exchang-1563561398-O
Womens+Inter-Cultural+Exchang-1563563414-O
Womens+Inter-Cultural+Exchang-1563564231-O
Womens+Inter-Cultural+Exchang-1563565017-O
Womens+Inter-Cultural+Exchang-1563565972-O
Womens+Inter-Cultural+Exchang-1563566064-O
Womens+Inter-Cultural+Exchang-1563566878-O
Womens+Inter-Cultural+Exchang-1563567475-O
Womens+Inter-Cultural+Exchang-1563567821-O
Womens+Inter-Cultural+Exchang-1563569224-O
Womens+Inter-Cultural+Exchang-1563570032-O
Womens+Inter-Cultural+Exchang-1563571122-O
Womens+Inter-Cultural+Exchang-1563571542-O
Womens+Inter-Cultural+Exchang-1563572118-O
Womens+Inter-Cultural+Exchang-1563573118-O
Womens+Inter-Cultural+Exchang-1563573915-O
Womens+Inter-Cultural+Exchang-1563574403-O
Womens+Inter-Cultural+Exchang-1563574536-O
Womens+Inter-Cultural+Exchang-1563575362-O
Womens+Inter-Cultural+Exchang-1563576057-O
Womens+Inter-Cultural+Exchang-1563576639-O
Womens+Inter-Cultural+Exchang-1563577984-O
Womens+Inter-Cultural+Exchang-1563578484-O
Womens+Inter-Cultural+Exchang-1563578977-O
Womens+Inter-Cultural+Exchang-1563579419-O
Womens+Inter-Cultural+Exchang-1563580813-O
Womens+Inter-Cultural+Exchang-1563580999-O
Womens+Inter-Cultural+Exchang-1563581668-O
Womens+Inter-Cultural+Exchang-1563583095-O
Womens+Inter-Cultural+Exchang-1563583226-O
Womens+Inter-Cultural+Exchang-1563583703-O
Womens+Inter-Cultural+Exchang-1563584840-O
Womens+Inter-Cultural+Exchang-1563585748-O
Womens+Inter-Cultural+Exchang-1563586022-O
Womens+Inter-Cultural+Exchang-1563586564-O
Womens+Inter-Cultural+Exchang-1563587826-O
Womens+Inter-Cultural+Exchang-1563588195-O
Womens+Inter-Cultural+Exchang-1563588255-O
Womens+Inter-Cultural+Exchang-1563589534-O
Womens+Inter-Cultural+Exchang-1563589817-O
Womens+Inter-Cultural+Exchang-1563590964-O
Womens+Inter-Cultural+Exchang-1563591673-O
Womens+Inter-Cultural+Exchang-1563592437-O
Womens+Inter-Cultural+Exchang-1563593278-O
Womens+Inter-Cultural+Exchang-1563594546-O
Womens+Inter-Cultural+Exchang-1563594682-O
Womens+Inter-Cultural+Exchang-1563595978-O
Womens+Inter-Cultural+Exchang-1563596334-O
Womens+Inter-Cultural+Exchang-1563598152-O
Womens+Inter-Cultural+Exchang-1563598202-O
Womens+Inter-Cultural+Exchang-1563598239-O
Womens+Inter-Cultural+Exchang-1563600071-O
Womens+Inter-Cultural+Exchang-1563600227-O
Womens+Inter-Cultural+Exchang-1563600689-O
Womens+Inter-Cultural+Exchang-1563601103-O
Womens+Inter-Cultural+Exchang-1563602233-O
Womens+Inter-Cultural+Exchang-1563603286-O
Womens+Inter-Cultural+Exchang-1563603596-O
Womens+Inter-Cultural+Exchang-1563604725-O
Womens+Inter-Cultural+Exchang-1563604817-O
Womens+Inter-Cultural+Exchang-1563605650-O
Womens+Inter-Cultural+Exchang-1563607762-O
Womens+Inter-Cultural+Exchang-1563608330-O
Womens+Inter-Cultural+Exchang-1563608410-O
Womens+Inter-Cultural+Exchang-1563609591-O
Womens+Inter-Cultural+Exchang-1563609979-O
Womens+Inter-Cultural+Exchang-1563610430-O
Womens+Inter-Cultural+Exchang-1563612120-O
Womens+Inter-Cultural+Exchang-1563612146-O
Womens+Inter-Cultural+Exchang-1563612614-O
Womens+Inter-Cultural+Exchang-1563613233-O
Womens+Inter-Cultural+Exchang-1563613863-O
Womens+Inter-Cultural+Exchang-1563614116-O
001/153 
start stop bwd fwd

 
 

Slidea1
Slidea2
Slidea3
Slidea4
Slidea5
Slidea6
Slidea7
Slidea8
Slidea9
Slideb1
Slideb2
Slideb3
Slideb4
Slideb5
Slideb6
Slideb7
Slideb8
Slideb9
Slidec1
01/19 
start stop bwd fwd

 
 

JavaScript is disabled!
To display this content, you need a JavaScript capable browser.

 
 

Page 1 of 2

<< Start < Prev 1 2 Next > End >>

Support the Dream

Member Login

Join Our Email List!


Jolly's Corner

Board and Advisors


Stephanie Counts, Co-Founder & CEO
Dee Dixon, Co-Founder

Board of Directors

Marcia Merrill, Co-Chair
Gwen Thomas, Co-Chair
Natalie Brown
Astrid Chirinos
Sheila Cottringer
Barbara Ellis
Dr. Maha Gingrich
Barbara Locklear
Linda Lockman-Brooks
Joy Paige
Karen Ponischil
Anna Sison
Nick Wharton
Rosa Winfree
Joan Zimmerman

Community Advisors

Dianne Chipps Bailey
Dr. Ella L.J. Edmondson Bell
Alfreda Belton
Jennifer Bishop
Kimberly Blackburn
Dr. Deborah Bosley
Roberta Bowman
Sue Breckenridge
Wanda Carter
Ann Caulkins
Chia-Li Chien
Dorothy Counts-Scoggins
Meghan Danahey
Crystal Dempsey
Anne Doss
Lisa Dubois
Carolyn Flowers
Selma Fox
Samara Foxx
Dr. Katherine Giscombe
Sue Gorman
Jada Grandy
Hilda Gurdian
Bridget-Anne Hampden
Marilyn Johnson
Linda Ketner
Nichelle Levy
Donna Lewis
Georgia Lewis
Dr. Joan Lorden
Barbara McKay
Lisa MacDonald
Donna Oldham
Angeles Ortega-Moore
Kristine Ottens Matthews
Parul Joshi Patel
Fabi Preslar
Dr. Barbara Riley
Ellen Sheppard

Renee Alexander Sherrod
Tami Simmons
Elizabeth Simpson
Beverly Spainhour
Kim Spivey
JeaneneThompson
Valarie Udeh
Marty Viser
Sterlin Benson Webber
Eulada Watt
Emily Zimmern

Honorary Trustees

Dr. Nini Bautista
Gracie Coleman
Sally Robinson
M Catherine Watkins

 

Donate To WIE

All donations are tax deductible.