A recent study found that narcissistic admiration is linked to less traditional gender role attitudes, while narcissistic rivalry is linked to more traditional views, moderated by having a daughter.
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MacGyver for the Marginalized | Ex-Googler | Keynote Speaker | Returnship® Program Pioneer | Podcast Host | Founder | Board Director
Day 2: 𝐁𝐫𝐞𝐚𝐤𝐢𝐧𝐠 𝐆𝐞𝐧𝐝𝐞𝐫 𝐒𝐭𝐞𝐫𝐞𝐨𝐭𝐲𝐩𝐞𝐬, we're decoding unconscious bias. 𝘌𝘷𝘦𝘳 𝘣𝘦𝘦𝘯 𝘤𝘢𝘭𝘭𝘦𝘥 𝘢𝘨𝘨𝘳𝘦𝘴𝘴𝘪𝘷𝘦 𝘢𝘵 𝘸𝘰𝘳𝘬? Challenging gender bias at work often involves recognizing and calling out unconscious prejudices and preconceived notions we've 𝒍𝒆𝒂𝒓𝒏𝒆𝒅 since childhood. Here's a common example: 𝐂𝐨𝐥𝐥𝐞𝐚𝐠𝐮𝐞 𝐭𝐨 𝐟𝐞𝐦𝐚𝐥𝐞 𝐜𝐨𝐥𝐥𝐞𝐚𝐠𝐮𝐞: "You're too aggressive in your approach." 𝐅𝐞𝐦𝐚𝐥𝐞 𝐜𝐨𝐥𝐥𝐞𝐚𝐠𝐮𝐞 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐞 1: "I'm intrigued by that observation. Could you elaborate on specific instances where you found me aggressive, and if there are instances when male colleagues show similar behavior, how should we perceive it?" Or, 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐞 2: "It seems you perceive my style as aggressive. Can you share specific examples so we can compare this against the standard expectations of assertiveness required for success, regardless of gender?" Continue to question and challenge these harmful societal norms and narratives. #CourageousConversations #UnconsciousBias #BreakTheNorm #BeyondBarriers Know a fearless friend who would resonate with this series? Tag them, and let's engage together!
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Hey network. See below from some great points on stereotypes and some useful webinars you might like to attend (always excellent in my opinion).
Business psychologist, author of 'Racism at Work: The Danger of Indifference' and co-founder of Pearn Kandola
A stereotype is defined as a widely held but oversimplified idea of a particular type of person or thing. Through our work in DEI, we often discuss stereotypes, and the particularly damaging ways in which they can affect how someone is treated. For instance, making a judgement or decision based on a stereotype, rather than on facts or evidence, is a clear demonstration of bias. But what about so-called ‘innocent’ stereotypes? Stereotypes that, on the surface, can seem relatively harmless – even humorous. What risk do they pose? In this excellent new article, Pearn Kandola LLP Managing Psychologist Stephan Lucks discusses the dangers of stereotyping. He explores the damage that they can cause, the best ways to intervene and the questions we should all ask ourselves when faced with them in the workplace. Read his thoughts in full via the link below. https://lnkd.in/eWem_egj #Bias #DEI #Inclusion #Inclusivity #WorkCulture #WorkplaceCulture
Insights - Pearn Kandola
https://pearnkandola.com
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Do you know how to challenge stereotyping in your organisation? It's not always easy to confront troublesome comments, no matter how 'harmless' someone may believe them to be. We know how important it is to tackle any demonstration of bias in the workplace. In his thought-provoking article, Managing Psychologist Stephan Lucks provides insight into how and when you should intervene when faced with stereotyping. Stephan shares: - His personal encounter with stereotyping during a development centre discussion - The role of stereotypes in personal biases and how this can impact decision-making - The action you should be taking Read the full article here: https://lnkd.in/exp46RM3 #DEI #ActiveBystander #Stereotypes #Workplaceculture #Inclusion
Insights - Pearn Kandola
https://pearnkandola.com
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Business psychologist, author of 'Racism at Work: The Danger of Indifference' and co-founder of Pearn Kandola
A stereotype is defined as a widely held but oversimplified idea of a particular type of person or thing. Through our work in DEI, we often discuss stereotypes, and the particularly damaging ways in which they can affect how someone is treated. For instance, making a judgement or decision based on a stereotype, rather than on facts or evidence, is a clear demonstration of bias. But what about so-called ‘innocent’ stereotypes? Stereotypes that, on the surface, can seem relatively harmless – even humorous. What risk do they pose? In this excellent new article, Pearn Kandola LLP Managing Psychologist Stephan Lucks discusses the dangers of stereotyping. He explores the damage that they can cause, the best ways to intervene and the questions we should all ask ourselves when faced with them in the workplace. Read his thoughts in full via the link below. https://lnkd.in/eWem_egj #Bias #DEI #Inclusion #Inclusivity #WorkCulture #WorkplaceCulture
Insights - Pearn Kandola
https://pearnkandola.com
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A meta-analysis in 2015 analyzed research on many kinds of adverse experiences #women have while at work, and the impact of those experiences on their well-being. The scientists concluded that "sexist jokes and comments are some of the most explicit and effective ways to create and perpetuate a sexist organizational climate." Minor #sexist jokes & comments that are heard almost every day in our workplaces were just as detrimental to the well-being of women as the overt harassment and abuse that has derailed so many women’s #careers. Casual bias is also known as subtle bias, benevolent bias, friendly bias or everyday bias. It includes jokes, compliments, & assumptions that are not hostile, but still based on stereotypical assumptions. Casual bias is the most common type of #prejudice we encounter in our lives and benevolent racists or sexists can be any gender and any age. We recommend that managers react as forcefully to incidents of casual bias, like jokes, as they do to more severe infractions. What we permit, we promote. #HeadwayDEITraining #InternationalWomensDay #Sexism #CasualBias #FriendlyBias #EverydaySexism #Discrimination #WorkplaceDiscrimination #Democracy #ImplicitBias #Microaggressions #Inclusion #DiversityEquityInclusion #DiversityInclusion #EmbracingDiversity #InclusivityMatters #DEIBTraining #DEIFacilitation #WorkplaceBelonging #Neurodiversity #InclusiveWorkplace #DEIClassesOnline #DEIB #Equity #Nonprofits #Neuroscience #Racism #RaceTalk
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“Channelize stereotypes into facts.” A very valuable lesson to take from Narmadha’s #SheSays session on “Shattering Stereotypes”. The power of ownership over what one would consider a trait you possess solely because of some pre-disposed notion of theirs and crafting said personality (even if it is a clichéd stereotype) and presenting it to the world with confidence was a message that I needed as a reminder. Her stories across multiple factors such as gender bias, capability, perception, cultural bias – what may seem like standalone topics but connected so intricately due to society’s assumptions and her summarized success at the end of it all was very inspiring. Stories shared by fellow team members, Ilu Jain, Daiane Pereira Santana and Pearl Tumuhairwe reinforced the notion of staying true to you and your dreams, while it is quite difficult to do so, is what carves your niche in a very dismissive world. It doesn’t have to be a breakthrough but if you could just break away from what is deemed upon you and live in your own way and on your own terms, that itself is an inspiring journey to make. #Inspired #SheListened #CultureandDiversity #learninganddevelopment
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Executive Assistant HIW, PhD Holistic Nutrition, PhD Natural Health, Certified International Bilingual Health Coach, Laser Acupuncture, ISSA Master Trainer, Aikido Black Belt, Heartmath Certified, Trauma Certified, ACIM.
In response to your inquiry …This is indeed a thought-provoking topic, touching upon emotional responses, gender expectations, and possibly double standards. Firstly, the notion of men writing “terrible poetry” post-breakup reflects a coping mechanism. It’s a way to process complex emotions like heartbreak, loss, and vulnerability. In many cultures, men are not encouraged to openly express such feelings. Thus, turning to poetry or other creative outlets allows them to articulate their emotional turmoil in a socially acceptable manner. On the other hand, the alleged discomfort or disapproval of men towards women discussing period pains can be seen as a reflection of societal norms and possibly a lack of empathy. Period pain is a real, often debilitating, physical experience many women endure regularly. Dismissing or downplaying these experiences might stem from a lack of understanding, societal conditioning that deems such discussions as taboo, or discomfort with female bodily functions. The contrast between these two scenarios could be seen as a double standard. On one hand, men’s emotional expressions, even if deemed ‘terrible’ or self-indulgent, are validated as a personal coping mechanism. On the other hand, women’s expressions of physical pain are not given the same legitimacy or empathy. This disparity highlights how society often values and interprets men’s and women’s experiences differently. However, it’s also essential to consider individual differences. Not all men or women fit into these generalizations. People’s responses to heartbreak or their empathy towards others’ pain can vary widely based on their personality, upbringing, and personal beliefs. Overall, this topic opens up broader discussions about gender norms, emotional expression, and empathy. It’s crucial to cultivate a culture where all individuals feel comfortable expressing their emotions and pains without fear of judgment or dismissal. This leads to healthier emotional processing and greater mutual understanding between genders.
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Breaking Stereotypes, Finding Strength.. In a world filled with preconceived notions and stereotypes, I've often heard phrases like, "When I saw you first, I hadn't expected you to be like this." “This”, they say, means being outspoken, driven, kind, and powerful. As a covered woman of color, the first impression people often have of me is quite different—submissive, timid, and not ambitious. I vividly recall a former boss who once told me, "What a shame that you wear a Hijab, because you would have come far without it." It stung, but it didn't deter me. Even within my own gender, I've encountered dismissive faces, as if I've betrayed the freedom of women or as if they don't know how to communicate with a covered woman in a corporate position. But you see, I've learned that these reactions stem from our inherent human nature. We tend to gravitate towards what's familiar and comfortable. And if someone feels uncomfortable with me because I'm different, I respect that because it signals their limited worldview. It's up to them if they want to expand it. Nonetheless, I've never let these challenges hold me back from pursuing my dreams. Yes, it's tough. Yes, it requires three times the effort and patience. But is it worth it? Absolutely. Like all humans, I have my moments of doubt and frustration, wondering why everything has to be so complicated. But then I remind myself that pain and challenges are essential for growth. We need to experience the lows to truly appreciate the highs. If we've never been sick, we wouldn't truly value our health. What keeps me going is the belief that a higher power, God, is in charge and His love is always with me. I just need to stay connected to myself to stay connected to Him. And you know what's beautiful? Each one of us has a unique map of the world. By respecting that and taking a genuine interest in the people around us, we can create incredible connections that bridge gaps and shatter stereotypes. So, let's keep pushing forward, breaking barriers, and proving that our differences are our strengths. Together, we can make this world a more understanding and inclusive place. 🌟 #Diversity #Inclusion #StrengthInDifferences
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Linkedin Top Voice | Building @Kazivu | Writer @UnpopularPsychology | Mental Health and Productivity
Cancel the culture, not the individual: Take care to not reduce a person to a harmful stereotype that they hold. Stereotypes are not individual inventions, they are often culturally developed (reading resource linked in first comment). What this means is that an individual forms stereotypes based on what they observe and experience in the world, the Bayesian way. Example: If a man thinks that women belong in the kitchen, that may be because he grew up seeing his mum toiling in the kitchen and his sisters later emulating their mother’s role in the house. Rather than cancelling the man for holding a regressive stereotype about women, activists and pop psychers may benefit more from influencing the cultural perceptions around gender roles. -- To read more unpopular opinions on pop psychology, visit https://lnkd.in/dmDeNKS9
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🌊Founder/CEO - Creating Strength LLC l Leadership + Transformation Coach & Strategist l Keynote Speaker 🌺 Animal Rescuer 🧜♀️ Tattooed Mermaid 🔹Transformation through Customization 🔥
Microaggressions * Self-Awareness * Body Language * Leadership Microaggressions are a real thing. They come in different forms and can be directed towards different genders and races. For example: When you call a woman any type of soft nickname such as , "Dear", "Honey", "Sweety", etc.. You are using words that are demeaning to gender & intelligence. -When you interrupt a certain gender or race repeatedly. -When you use body language that says, "I don't care what you have to say, it's not important and you are not important." -When you choose to ask a technical question to your male colleague over the expert woman 10 feet away from you. Those are specific choices. And... Those are examples of microaggressions and they are happening in every company around the world. Unfortunately, they are called micro for a reason and are easily overlooked in the busy work day. This HBR article writes on a study conducted and the consequences: -These seemingly harmless, frequent encounters were associated with a range of negative effects for the women who experienced them, including negative emotional responses (e.g., frustration, sadness), cognitive overload (e.g., feeling overwhelmed), and overcompensating behaviors (e.g., feeling the need to constantly “prove” oneself or one’s experience). They seem harmless but I assure you for those experiencing them they are not. Whatever your gender or race remember you have a voice. Use it. If you are a leader and displaying microaggressions, it is time for a reality check. You are responsible for having enough self-awareness that you know the difference between rude behavior & microaggressions. This takes intention & attention. When you are in a meeting (in person or virtual) what does your body language look like? What is your tone and what kinds of words are you using? Coming from a recovering perfectionist I understand the above questions sound like you need to nitpick at yourself, but...... If you don't understand what a microaggression is or have a lack of self-awareness then my friend you need to nitpick at yourself ALL DAY! Microaggressions are silent destroyers of culture. When leaders display them their followers display them. You cannot claim ignorance. If you call me "dear" and say "I am sorry I didn't know that was offense." I will not let you use that as an excuse. #sorrynotsorry https://lnkd.in/g7J3pk5c #microaggression #genderbias #dei #bebetter #womanleaders #strongwomenrock #transformationalleadership
How to Intervene When You Witness a Microaggression
hbr.org
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