when I was first invited to come to Johnson & Wales and talk about women in
Johnson & Wales and talk about women in
Johnson & Wales and talk about women in leadership I was ecstatic I was excited
leadership I was ecstatic I was excited
leadership I was ecstatic I was excited and I thought like yes cuz that’s what I
and I thought like yes cuz that’s what I
and I thought like yes cuz that’s what I do a lot of the research that I do
do a lot of the research that I do
do a lot of the research that I do either stems from women in leadership or
either stems from women in leadership or
either stems from women in leadership or is research on women and currently in
is research on women and currently in
is research on women and currently in leadership positions but my next
leadership positions but my next
leadership positions but my next immediate thought was mmm I’m gonna be a
immediate thought was mmm I’m gonna be a
immediate thought was mmm I’m gonna be a guy talking about women’s issues I don’t
guy talking about women’s issues I don’t
guy talking about women’s issues I don’t know how that’s gonna roll so I kind of
know how that’s gonna roll so I kind of
know how that’s gonna roll so I kind of just want to clear the air and say that
just want to clear the air and say that
just want to clear the air and say that I’m not gonna sit here in mansplain what
I’m not gonna sit here in mansplain what
I’m not gonna sit here in mansplain what women’s issues are for you a lot of what
women’s issues are for you a lot of what
women’s issues are for you a lot of what I’m gonna be presenting is basically the
I’m gonna be presenting is basically the
I’m gonna be presenting is basically the research that’s out there that’s
research that’s out there that’s
research that’s out there that’s existing statistics and just kind of
existing statistics and just kind of
existing statistics and just kind of putting some putting it all together to
putting some putting it all together to
putting some putting it all together to give us some insight as to what women
give us some insight as to what women
give us some insight as to what women are actually experiencing and what are
are actually experiencing and what are
are actually experiencing and what are ways that we can help them out so I want
ways that we can help them out so I want
ways that we can help them out so I want to start with just to give us a general
to start with just to give us a general
to start with just to give us a general scope of what the problem is right and
scope of what the problem is right and
scope of what the problem is right and so we know that the majority of women
so we know that the majority of women
so we know that the majority of women are are actually dominating the the
are are actually dominating the the
are are actually dominating the the population right we have 51% or women
population right we have 51% or women
population right we have 51% or women but when we look at what rates of women
but when we look at what rates of women
but when we look at what rates of women are attaining in different leadership
are attaining in different leadership
are attaining in different leadership positions
positions
positions it doesn’t actually reflect that same
it doesn’t actually reflect that same
it doesn’t actually reflect that same exact number and that’s where the
exact number and that’s where the
exact number and that’s where the problem comes from women are 51% of the
problem comes from women are 51% of the
problem comes from women are 51% of the population but when it comes to middle
population but when it comes to middle
population but when it comes to middle management positions they’re about 40%
management positions they’re about 40%
management positions they’re about 40% it isn’t too big of a gap right but as
it isn’t too big of a gap right but as
it isn’t too big of a gap right but as we move up the hierarchy we see that at
we move up the hierarchy we see that at
we move up the hierarchy we see that at the fortune 500 level only 4% of CEOs
the fortune 500 level only 4% of CEOs
the fortune 500 level only 4% of CEOs are women so we see that there’s a clear
are women so we see that there’s a clear
are women so we see that there’s a clear gap and the gap gets bigger as you go up
gap and the gap gets bigger as you go up
gap and the gap gets bigger as you go up the ladder now we can also look at race
the ladder now we can also look at race
the ladder now we can also look at race and ethnicity when we look at race and
and ethnicity when we look at race and
and ethnicity when we look at race and ethnicity and break these statistics
ethnicity and break these statistics
ethnicity and break these statistics down even further we see that women of
down even further we see that women of
down even further we see that women of color are disparaged more often than
color are disparaged more often than
color are disparaged more often than white women are and so there’s a lot of
white women are and so there’s a lot of
white women are and so there’s a lot of room for us to learn about why these
room for us to learn about why these
room for us to learn about why these things happen and we have a lot of gaps
things happen and we have a lot of gaps
things happen and we have a lot of gaps to close but before we kind of jump into
to close but before we kind of jump into
to close but before we kind of jump into all those causes I wanted to kind of
all those causes I wanted to kind of
all those causes I wanted to kind of define some terms that I’m going to be
define some terms that I’m going to be
define some terms that I’m going to be using quite frequently so is it more
using quite frequently so is it more
using quite frequently so is it more like a scientific talk so just kind of
like a scientific talk so just kind of
like a scientific talk so just kind of bear with me but the first thing that we
bear with me but the first thing that we
bear with me but the first thing that we want to talk about is communion so
want to talk about is communion so
want to talk about is communion so communion is basically the tendency for
communion is basically the tendency for
communion is basically the tendency for people to want to establish like
people to want to establish like
people to want to establish like interpersonal relationships establish
interpersonal relationships establish
interpersonal relationships establish intimacy with other people and so an
intimacy with other people and so an
intimacy with other people and so an example of this in the workplace would
example of this in the workplace would
example of this in the workplace would be like asking your
be like asking your
be like asking your or hey how’s your day going huh Zuri
or hey how’s your day going huh Zuri
or hey how’s your day going huh Zuri kids things like that and another term
kids things like that and another term
kids things like that and another term that I wanna introduce you to is agency
that I wanna introduce you to is agency
that I wanna introduce you to is agency so agency is kind of like the opposite
so agency is kind of like the opposite
so agency is kind of like the opposite of communion or not the opposite but
of communion or not the opposite but
of communion or not the opposite but it’s the other the yang to the yang and
it’s the other the yang to the yang and
it’s the other the yang to the yang and so agency is people’s tendency to want
so agency is people’s tendency to want
so agency is people’s tendency to want to enhance their own power or enhance
to enhance their own power or enhance
to enhance their own power or enhance their own mastery of something and so an
their own mastery of something and so an
their own mastery of something and so an example of that in the workplace is
example of that in the workplace is
example of that in the workplace is asking for a promotion right and so ask
asking for a promotion right and so ask
asking for a promotion right and so ask me for a promotion is an attempt to
me for a promotion is an attempt to
me for a promotion is an attempt to increase your social status your level
increase your social status your level
increase your social status your level of power within the workplace now those
of power within the workplace now those
of power within the workplace now those two things are important because I think
two things are important because I think
two things are important because I think most of you probably can catch that
most of you probably can catch that
most of you probably can catch that communion is something that’s more
communion is something that’s more
communion is something that’s more strongly aligned with what we think of
strongly aligned with what we think of
strongly aligned with what we think of as a stereotypical female gender role
as a stereotypical female gender role
as a stereotypical female gender role right the female gender role is
right the female gender role is
right the female gender role is dominated by women supposed having to be
dominated by women supposed having to be
dominated by women supposed having to be nice and warm and caring and concerned
nice and warm and caring and concerned
nice and warm and caring and concerned and sympathetic but that’s all
and sympathetic but that’s all
and sympathetic but that’s all stereotypes right but stereotypes do
stereotypes right but stereotypes do
stereotypes right but stereotypes do Drive the way we behave they drive the
Drive the way we behave they drive the
Drive the way we behave they drive the way that we think about people now
way that we think about people now
way that we think about people now agency is the other end of it right and
agency is the other end of it right and
agency is the other end of it right and so agency is what we align more with the
so agency is what we align more with the
so agency is what we align more with the male stereotypical gender role right and
male stereotypical gender role right and
male stereotypical gender role right and so we perceive men as being assertive
so we perceive men as being assertive
so we perceive men as being assertive and forceful and dominant and they go
and forceful and dominant and they go
and forceful and dominant and they go for their goals right now how does this
for their goals right now how does this
for their goals right now how does this all come together with leadership well
all come together with leadership well
all come together with leadership well historically men have attained these
historically men have attained these
historically men have attained these leadership roles and held them for a
leadership roles and held them for a
leadership roles and held them for a long time and so for years and years
long time and so for years and years
long time and so for years and years women were in the house and men were out
women were in the house and men were out
women were in the house and men were out there making money right and so what
there making money right and so what
there making money right and so what that ended up causing was people to
that ended up causing was people to
that ended up causing was people to think that leadership the default leader
think that leadership the default leader
think that leadership the default leader is a man and the actual performance of
is a man and the actual performance of
is a man and the actual performance of leadership overall is masculine but this
leadership overall is masculine but this
leadership overall is masculine but this isn’t actually the truth but at the end
isn’t actually the truth but at the end
isn’t actually the truth but at the end of the day these things exist not even
of the day these things exist not even
of the day these things exist not even that just at the conscious level some of
that just at the conscious level some of
that just at the conscious level some of us consciously might think well when you
us consciously might think well when you
us consciously might think well when you think of a man you just say a male
think of a man you just say a male
think of a man you just say a male pronoun right that’s kind of a common
pronoun right that’s kind of a common
pronoun right that’s kind of a common thing that people do but even at a
thing that people do but even at a
thing that people do but even at a subconscious level these things impact
subconscious level these things impact
subconscious level these things impact the way we perceive people the way we
the way we perceive people the way we
the way we perceive people the way we interact with people and so when it
interact with people and so when it
interact with people and so when it comes to women and leadership although
comes to women and leadership although
comes to women and leadership although this idea of like Oh instead of
this idea of like Oh instead of
this idea of like Oh instead of subconscious level it probably doesn’t
subconscious level it probably doesn’t
subconscious level it probably doesn’t have as much of an impact it actually is
have as much of an impact it actually is
have as much of an impact it actually is really insidious for women in leadership
really insidious for women in leadership
really insidious for women in leadership because what ends up happening is that
because what ends up happening is that
because what ends up happening is that when we
when we
when we think of the prototype of a leader it’s
think of the prototype of a leader it’s
think of the prototype of a leader it’s male and when a woman is promote as
male and when a woman is promote as
male and when a woman is promote as aiming to try to get a promotion she
aiming to try to get a promotion she
aiming to try to get a promotion she doesn’t necessarily fit that stereotype
doesn’t necessarily fit that stereotype
doesn’t necessarily fit that stereotype as well as a man would and so what that
as well as a man would and so what that
as well as a man would and so what that happens is that women are not promoted
happens is that women are not promoted
happens is that women are not promoted at the same rates as men are even though
at the same rates as men are even though
at the same rates as men are even though they may be equally qualified now that’s
they may be equally qualified now that’s
they may be equally qualified now that’s just the tip of the iceberg that’s like
just the tip of the iceberg that’s like
just the tip of the iceberg that’s like the beginning of the problems because
the beginning of the problems because
the beginning of the problems because even when a woman goes through the
even when a woman goes through the
even when a woman goes through the wringer of trying to get promoted and
wringer of trying to get promoted and
wringer of trying to get promoted and she does get promoted and she attains
she does get promoted and she attains
she does get promoted and she attains four leadership position the problem is
four leadership position the problem is
four leadership position the problem is that even in leadership positions women
that even in leadership positions women
that even in leadership positions women are often unable to perform the identic
are often unable to perform the identic
are often unable to perform the identic behaviors that are required for
behaviors that are required for
behaviors that are required for leadership when you’re a leader you have
leadership when you’re a leader you have
leadership when you’re a leader you have to tell people what to do you have to be
to tell people what to do you have to be
to tell people what to do you have to be dominant sometimes you have to be
dominant sometimes you have to be
dominant sometimes you have to be forceful you have to critique your
forceful you have to critique your
forceful you have to critique your subordinates and so all these things are
subordinates and so all these things are
subordinates and so all these things are identical
identical
identical but women are often unable to do so
but women are often unable to do so
but women are often unable to do so without experiencing some form of a
without experiencing some form of a
without experiencing some form of a backlash right now another tragic part
backlash right now another tragic part
backlash right now another tragic part is that women are also expected to be
is that women are also expected to be
is that women are also expected to be communal in their leadership roles and
communal in their leadership roles and
communal in their leadership roles and so it’s not enough that a woman isn’t
so it’s not enough that a woman isn’t
so it’s not enough that a woman isn’t forceful and dominant and therefore I
forceful and dominant and therefore I
forceful and dominant and therefore I may not like her but she also has to be
may not like her but she also has to be
may not like her but she also has to be nice and warm and caring and polite to
nice and warm and caring and polite to
nice and warm and caring and polite to me for me to accept her leadership now
me for me to accept her leadership now
me for me to accept her leadership now as if all of that wasn’t tragic enough
as if all of that wasn’t tragic enough
as if all of that wasn’t tragic enough what we see is that for men when men
what we see is that for men when men
what we see is that for men when men behave again authentically there’s no
behave again authentically there’s no
behave again authentically there’s no penalty for men behaving identically
penalty for men behaving identically
penalty for men behaving identically because that’s what we expect of men we
because that’s what we expect of men we
because that’s what we expect of men we expect men to be dominant in the
expect men to be dominant in the
expect men to be dominant in the workplace and then when men act
workplace and then when men act
workplace and then when men act communally they get a reward for it so
communally they get a reward for it so
communally they get a reward for it so overall what I’m saying is that women
overall what I’m saying is that women
overall what I’m saying is that women are unable to perform identically while
are unable to perform identically while
are unable to perform identically while men can do so freely with no punishment
men can do so freely with no punishment
men can do so freely with no punishment but women are also expected and required
but women are also expected and required
but women are also expected and required to be communal in their behaviors but
to be communal in their behaviors but
to be communal in their behaviors but men get rewarded for those things and
men get rewarded for those things and
men get rewarded for those things and it’s kind of like if you want to think
it’s kind of like if you want to think
it’s kind of like if you want to think of a more common everyday example it’s
of a more common everyday example it’s
of a more common everyday example it’s like when mothers take care of their
like when mothers take care of their
like when mothers take care of their kids every single day but what happens
kids every single day but what happens
kids every single day but what happens when the dad changes a diaper it’s like
when the dad changes a diaper it’s like
when the dad changes a diaper it’s like whoa dad of the year right so the same
whoa dad of the year right so the same
whoa dad of the year right so the same exact thing happens in the workplace
exact thing happens in the workplace
exact thing happens in the workplace just obviously not with children but
just obviously not with children but
just obviously not with children but just the way that we behave and carry
just the way that we behave and carry
just the way that we behave and carry ourselves it results in different
ourselves it results in different
ourselves it results in different rewards in
rewards in
rewards in depending on who’s actually engaging in
depending on who’s actually engaging in
depending on who’s actually engaging in those behaviors so what do we do with
those behaviors so what do we do with
those behaviors so what do we do with all this information right like what
all this information right like what
all this information right like what what is there is there a way out of this
what is there is there a way out of this
what is there is there a way out of this right and so there are some theories as
right and so there are some theories as
right and so there are some theories as to how we can get how women can get out
to how we can get how women can get out
to how we can get how women can get out of the scenario but really the overall
of the scenario but really the overall
of the scenario but really the overall problem is that there’s a double bind
problem is that there’s a double bind
problem is that there’s a double bind that women have to face right where on
that women have to face right where on
that women have to face right where on one hand women can engage in leadership
one hand women can engage in leadership
one hand women can engage in leadership in a very feminine stereotypical manner
in a very feminine stereotypical manner
in a very feminine stereotypical manner but the result of that is that they’re
but the result of that is that they’re
but the result of that is that they’re light people like them like I like her
light people like them like I like her
light people like them like I like her she’s really nice to me but does that
she’s really nice to me but does that
she’s really nice to me but does that mean you respect her does that mean you
mean you respect her does that mean you
mean you respect her does that mean you think that she’s confident and a lot of
think that she’s confident and a lot of
think that she’s confident and a lot of research demonstrates that when women
research demonstrates that when women
research demonstrates that when women engage in a feminine leadership style
engage in a feminine leadership style
engage in a feminine leadership style they don’t attain likeability and
they don’t attain likeability and
they don’t attain likeability and confidence
confidence
confidence it’s always gonna be one or the other
it’s always gonna be one or the other
it’s always gonna be one or the other and in terms of femininity they get the
and in terms of femininity they get the
and in terms of femininity they get the likability aspect but they’re not seen
likability aspect but they’re not seen
likability aspect but they’re not seen as competent they’re seen as too soft
as competent they’re seen as too soft
as competent they’re seen as too soft right now on the other hand if a woman
right now on the other hand if a woman
right now on the other hand if a woman engages in a masculine leadership style
engages in a masculine leadership style
engages in a masculine leadership style she faces backlash because she’s too
she faces backlash because she’s too
she faces backlash because she’s too tough right why is this woman talking to
tough right why is this woman talking to
tough right why is this woman talking to me like this I don’t expect women were
me like this I don’t expect women were
me like this I don’t expect women were supposed to be nice and caring now she’s
supposed to be nice and caring now she’s
supposed to be nice and caring now she’s telling me what to do what’s up with
telling me what to do what’s up with
telling me what to do what’s up with that you know so that’s the double bind
that you know so that’s the double bind
that you know so that’s the double bind of women face is do you want to be light
of women face is do you want to be light
of women face is do you want to be light but not respected not seen as confident
but not respected not seen as confident
but not respected not seen as confident or do you want to be confident but not
or do you want to be confident but not
or do you want to be confident but not very well-liked right so what are some
very well-liked right so what are some
very well-liked right so what are some solutions to this now theoretically
solutions to this now theoretically
solutions to this now theoretically people have thought of transformational
people have thought of transformational
people have thought of transformational leadership as a potential leadership
leadership as a potential leadership
leadership as a potential leadership style that women can engage in that
style that women can engage in that
style that women can engage in that allows them to engage in leadership in a
allows them to engage in leadership in a
allows them to engage in leadership in a its typical manner while also kind of
its typical manner while also kind of
its typical manner while also kind of spinning in some feminine
spinning in some feminine
spinning in some feminine characteristics in there so if you
characteristics in there so if you
characteristics in there so if you remember her transformational leadership
remember her transformational leadership
remember her transformational leadership it’s basically a leadership that style
it’s basically a leadership that style
it’s basically a leadership that style that has a couple of dimensions and some
that has a couple of dimensions and some
that has a couple of dimensions and some of them include showing concern and care
of them include showing concern and care
of them include showing concern and care for your subordinates making sure that
for your subordinates making sure that
for your subordinates making sure that they feel valued which is where the
they feel valued which is where the
they feel valued which is where the feminine part comes in right and so a
feminine part comes in right and so a
feminine part comes in right and so a woman engaging in this leadership style
woman engaging in this leadership style
woman engaging in this leadership style doesn’t seem like she’s abandoning her
doesn’t seem like she’s abandoning her
doesn’t seem like she’s abandoning her leadership her gender role as much
leadership her gender role as much
leadership her gender role as much because she’s being nice and warm and
because she’s being nice and warm and
because she’s being nice and warm and caring right but this transformation
caring right but this transformation
caring right but this transformation leadership style also includes aspects
leadership style also includes aspects
leadership style also includes aspects like intellectually stimulating your
like intellectually stimulating your
like intellectually stimulating your employees motivating them push
employees motivating them push
employees motivating them push to perform better so it’s a nice blend
to perform better so it’s a nice blend
to perform better so it’s a nice blend of this agency and communion right now
of this agency and communion right now
of this agency and communion right now what what this results in is or what’s
what what this results in is or what’s
what what this results in is or what’s theorized as what the result of this
theorized as what the result of this
theorized as what the result of this would be is that women would then face
would be is that women would then face
would be is that women would then face less of a double behind dilemma they
less of a double behind dilemma they
less of a double behind dilemma they face less of a backlash because now they
face less of a backlash because now they
face less of a backlash because now they get to engage in this leadership style
get to engage in this leadership style
get to engage in this leadership style that doesn’t really put them in any one
that doesn’t really put them in any one
that doesn’t really put them in any one particular bucket but gives them the
particular bucket but gives them the
particular bucket but gives them the freedom to kind of engage in both types
freedom to kind of engage in both types
freedom to kind of engage in both types of leadership both types of leadership
of leadership both types of leadership
of leadership both types of leadership now research actually has found that
now research actually has found that
now research actually has found that women do engage in transformational
women do engage in transformational
women do engage in transformational leadership more often than men do which
leadership more often than men do which
leadership more often than men do which is interesting and transformational
is interesting and transformational
is interesting and transformational leadership when we look at several
leadership when we look at several
leadership when we look at several studies across my entire field basically
studies across my entire field basically
studies across my entire field basically we see the transformational leadership
we see the transformational leadership
we see the transformational leadership has positive outcomes at the individual
has positive outcomes at the individual
has positive outcomes at the individual group and organizational levels so it
group and organizational levels so it
group and organizational levels so it seems like we’ve got ourselves a
seems like we’ve got ourselves a
seems like we’ve got ourselves a solution right so how many agree the
solution right so how many agree the
solution right so how many agree the transformational leadership didn’t seems
transformational leadership didn’t seems
transformational leadership didn’t seems like a valid solution for women to raise
like a valid solution for women to raise
like a valid solution for women to raise your hand I disagree
your hand I disagree
your hand I disagree plot twist no it’s counting on it I was
plot twist no it’s counting on it I was
plot twist no it’s counting on it I was like I hope no one I hope everyone
like I hope no one I hope everyone
like I hope no one I hope everyone raises their hands so the reason why I
raises their hands so the reason why I
raises their hands so the reason why I say transformational leadership isn’t
say transformational leadership isn’t
say transformational leadership isn’t the solution is because what we’re
the solution is because what we’re
the solution is because what we’re telling women effectively is this is the
telling women effectively is this is the
telling women effectively is this is the leadership style that you need to
leadership style that you need to
leadership style that you need to perform in order for you to for people
perform in order for you to for people
perform in order for you to for people to accept you in a leadership position
to accept you in a leadership position
to accept you in a leadership position right and that’s not really the solution
right and that’s not really the solution
right and that’s not really the solution because essentially what we’re saying is
because essentially what we’re saying is
because essentially what we’re saying is you need to walk this tightrope or
you need to walk this tightrope or
you need to walk this tightrope or otherwise you’re gonna be punished for
otherwise you’re gonna be punished for
otherwise you’re gonna be punished for it right and that’s not the position we
it right and that’s not the position we
it right and that’s not the position we want to put women in we understand that
want to put women in we understand that
want to put women in we understand that historically women have been put on
historically women have been put on
historically women have been put on pedestals but because they put in put on
pedestals but because they put in put on
pedestals but because they put in put on pedestals they’ve been found a lot in
pedestals they’ve been found a lot in
pedestals they’ve been found a lot in terms of how they’re supposed to behave
terms of how they’re supposed to behave
terms of how they’re supposed to behave in several situations including
in several situations including
in several situations including leadership
leadership
leadership so although transformational leadership
so although transformational leadership
so although transformational leadership is theorized as a solution my
is theorized as a solution my
is theorized as a solution my dissertation or at least one half of my
dissertation or at least one half of my
dissertation or at least one half of my dissertation is to quantitatively assess
dissertation is to quantitatively assess
dissertation is to quantitatively assess the extent to which transformational
the extent to which transformational
the extent to which transformational leadership actually is a solution for
leadership actually is a solution for
leadership actually is a solution for women I’m not saying that at the end of
women I’m not saying that at the end of
women I’m not saying that at the end of the day it’s not helpful because I think
the day it’s not helpful because I think
the day it’s not helpful because I think it’s helpful for us to understand what
it’s helpful for us to understand what
it’s helpful for us to understand what are the problems that women face and
are the problems that women face and
are the problems that women face and what are the ways that right
what are the ways that right
what are the ways that right now women can help ameliorate those
now women can help ameliorate those
now women can help ameliorate those issues for themselves right but it’s
issues for themselves right but it’s
issues for themselves right but it’s still not the end game right because the
still not the end game right because the
still not the end game right because the end game is for women to engage in
end game is for women to engage in
end game is for women to engage in leadership such that they face the same
leadership such that they face the same
leadership such that they face the same rewards and penalties that men do they
rewards and penalties that men do they
rewards and penalties that men do they can get away with the same leaders the
can get away with the same leaders the
can get away with the same leaders the same less-than-optimal leadership styles
same less-than-optimal leadership styles
same less-than-optimal leadership styles of men engage in and they can also
of men engage in and they can also
of men engage in and they can also benefit from the leadership styles that
benefit from the leadership styles that
benefit from the leadership styles that other men benefit with right so that’s
other men benefit with right so that’s
other men benefit with right so that’s that’s one of the solutions but there’s
that’s one of the solutions but there’s
that’s one of the solutions but there’s a lot of research that looks beyond just
a lot of research that looks beyond just
a lot of research that looks beyond just these causes and solutions right because
these causes and solutions right because
these causes and solutions right because gender although it’s one of the biggest
gender although it’s one of the biggest
gender although it’s one of the biggest reasons or one of the biggest issues
reasons or one of the biggest issues
reasons or one of the biggest issues that we’re dealing with with leadership
that we’re dealing with with leadership
that we’re dealing with with leadership one thing to also consider is that not
one thing to also consider is that not
one thing to also consider is that not all women’s experiences are going to be
all women’s experiences are going to be
all women’s experiences are going to be the same right and so when we talk about
the same right and so when we talk about
the same right and so when we talk about women in leadership we also have to
women in leadership we also have to
women in leadership we also have to consider what are other things that can
consider what are other things that can
consider what are other things that can play a role in the scenario and so some
play a role in the scenario and so some
play a role in the scenario and so some of the most current research has looked
of the most current research has looked
of the most current research has looked at gender and race and the intersection
at gender and race and the intersection
at gender and race and the intersection of those two see how does you know do
of those two see how does you know do
of those two see how does you know do white women experience the same type of
white women experience the same type of
white women experience the same type of backlash and double bind issues that
backlash and double bind issues that
backlash and double bind issues that black women face what about black men do
black women face what about black men do
black women face what about black men do they face a type of backlash that maybe
they face a type of backlash that maybe
they face a type of backlash that maybe white men don’t face right interestingly
white men don’t face right interestingly
white men don’t face right interestingly enough black men do share something in
enough black men do share something in
enough black men do share something in common with white women and it’s that
common with white women and it’s that
common with white women and it’s that they both deal with backlash issues in
they both deal with backlash issues in
they both deal with backlash issues in terms of agency now for white women it’s
terms of agency now for white women it’s
terms of agency now for white women it’s more so because it’s counter
more so because it’s counter
more so because it’s counter stereotypical right white women are
stereotypical right white women are
stereotypical right white women are expected to be nice and polite and
expected to be nice and polite and
expected to be nice and polite and caring right but when they engage in
caring right but when they engage in
caring right but when they engage in agenting leadership styles we see a lot
agenting leadership styles we see a lot
agenting leadership styles we see a lot of punishments come from that but with
of punishments come from that but with
of punishments come from that but with black men it’s actually stereotypical
black men it’s actually stereotypical
black men it’s actually stereotypical for black men to be authentic and that
for black men to be authentic and that
for black men to be authentic and that agency comes from perceptions of them as
agency comes from perceptions of them as
agency comes from perceptions of them as a threat to the status quo right black
a threat to the status quo right black
a threat to the status quo right black men are not but because the ones in
men are not but because the ones in
men are not but because the ones in positions of power the ones who are in
positions of power the ones who are in
positions of power the ones who are in positions of power are typically white
positions of power are typically white
positions of power are typically white people and so when a black man is agente
people and so when a black man is agente
people and so when a black man is agente as a leader it seems like too much of a
as a leader it seems like too much of a
as a leader it seems like too much of a threat to the status quo and thus black
threat to the status quo and thus black
threat to the status quo and thus black men face an agency backlash similar to a
men face an agency backlash similar to a
men face an agency backlash similar to a women face in the workplace now what
women face in the workplace now what
women face in the workplace now what about black women well black women
about black women well black women
about black women well black women actually research has shown that black
actually research has shown that black
actually research has shown that black women don’t face an agency backlash
women don’t face an agency backlash
women don’t face an agency backlash what’s interesting is that black women
what’s interesting is that black women
what’s interesting is that black women are in this nice cut of middle
are in this nice cut of middle
are in this nice cut of middle between white women and black men where
between white women and black men where
between white women and black men where they are perceived as more masculine
they are perceived as more masculine
they are perceived as more masculine than white women so they don’t face the
than white women so they don’t face the
than white women so they don’t face the agency backlash because it’s not as much
agency backlash because it’s not as much
agency backlash because it’s not as much of a counter stereotype for black women
of a counter stereotype for black women
of a counter stereotype for black women to be dominated and then on the flip
to be dominated and then on the flip
to be dominated and then on the flip side in terms of comparisons to black
side in terms of comparisons to black
side in terms of comparisons to black men we see that black women are seen as
men we see that black women are seen as
men we see that black women are seen as less of a threat to the status quo than
less of a threat to the status quo than
less of a threat to the status quo than black men and so they don’t face that
black men and so they don’t face that
black men and so they don’t face that issue of well if a black woman is in
issue of well if a black woman is in
issue of well if a black woman is in power she’s gonna take over right but if
power she’s gonna take over right but if
power she’s gonna take over right but if that was 100% true then what we’d see is
that was 100% true then what we’d see is
that was 100% true then what we’d see is that black women are actually very well
that black women are actually very well
that black women are actually very well represented in leadership but as I
represented in leadership but as I
represented in leadership but as I mentioned in the beginning women of
mentioned in the beginning women of
mentioned in the beginning women of color experience a lot more disparaging
color experience a lot more disparaging
color experience a lot more disparaging outcomes than white women so why is it
outcomes than white women so why is it
outcomes than white women so why is it that black women are not experiencing
that black women are not experiencing
that black women are not experiencing the same level of success even though
the same level of success even though
the same level of success even though they don’t have this agency backlash
they don’t have this agency backlash
they don’t have this agency backlash right well research has basically found
right well research has basically found
right well research has basically found that although black women don’t have
that although black women don’t have
that although black women don’t have this agency backlash there is a huge gap
this agency backlash there is a huge gap
this agency backlash there is a huge gap between the prototypical white male
between the prototypical white male
between the prototypical white male leader and a black female leader right
leader and a black female leader right
leader and a black female leader right that doesn’t necessarily mean that
that doesn’t necessarily mean that
that doesn’t necessarily mean that that’s automatically the problem the
that’s automatically the problem the
that’s automatically the problem the problem happens when women black women
problem happens when women black women
problem happens when women black women make mistakes and so when black women
make mistakes and so when black women
make mistakes and so when black women make mistakes it only serves as a
make mistakes it only serves as a
make mistakes it only serves as a reminder of what a gap there is between
reminder of what a gap there is between
reminder of what a gap there is between what we consider is a prototype for a
what we consider is a prototype for a
what we consider is a prototype for a leader and what this a black female
leader and what this a black female
leader and what this a black female leader is like and so when that gap is
leader is like and so when that gap is
leader is like and so when that gap is when people are reminded of that gap
when people are reminded of that gap
when people are reminded of that gap black women end up being
black women end up being
black women end up being disproportionately penalized way more so
disproportionately penalized way more so
disproportionately penalized way more so than black men and white women right so
than black men and white women right so
than black men and white women right so that all sounds very very negative but
that all sounds very very negative but
that all sounds very very negative but what I want to kind of point out is that
what I want to kind of point out is that
what I want to kind of point out is that there are some ways that we can help in
there are some ways that we can help in
there are some ways that we can help in these scenarios and so one of the ways
these scenarios and so one of the ways
these scenarios and so one of the ways is to always consider these
is to always consider these
is to always consider these intersections right when we talk about
intersections right when we talk about
intersections right when we talk about women in leadership it’s not just enough
women in leadership it’s not just enough
women in leadership it’s not just enough for us to talk about white women we need
for us to talk about white women we need
for us to talk about white women we need to be exploring at the at racial and
to be exploring at the at racial and
to be exploring at the at racial and ethnic minority women as well now
ethnic minority women as well now
ethnic minority women as well now another aspect that we should also
another aspect that we should also
another aspect that we should also explore a sexuality and gender and
explore a sexuality and gender and
explore a sexuality and gender and that’s even newer but that’s the other
that’s even newer but that’s the other
that’s even newer but that’s the other half of my dissertation is exploring
half of my dissertation is exploring
half of my dissertation is exploring what does this double Buy and look like
what does this double Buy and look like
what does this double Buy and look like for sexual minority women right now what
for sexual minority women right now what
for sexual minority women right now what we know so far is that gay men are
we know so far is that gay men are
we know so far is that gay men are perceived as more feminine and
perceived as more feminine and
perceived as more feminine and masculine than their heterosexual
masculine than their heterosexual
masculine than their heterosexual counterparts and lesbian women are
counterparts and lesbian women are
counterparts and lesbian women are perceived as more masculine and less
perceived as more masculine and less
perceived as more masculine and less feminine than their heterosexual
feminine than their heterosexual
feminine than their heterosexual counterparts but if the double bind is
counterparts but if the double bind is
counterparts but if the double bind is all about this idea of agency and
all about this idea of agency and
all about this idea of agency and communion those the mismatches between
communion those the mismatches between
communion those the mismatches between gender and leadership role then how does
gender and leadership role then how does
gender and leadership role then how does it operate for a gay men right do gay
it operate for a gay men right do gay
it operate for a gay men right do gay man experience is sort of double bind
man experience is sort of double bind
man experience is sort of double bind because they’re expected to be more
because they’re expected to be more
because they’re expected to be more feminine
feminine
feminine what about lesbian women since they’re
what about lesbian women since they’re
what about lesbian women since they’re expected to be more masculine do they
expected to be more masculine do they
expected to be more masculine do they face less of a double bind on the
face less of a double bind on the
face less of a double bind on the leadership role right and so there’s a
leadership role right and so there’s a
leadership role right and so there’s a lot of questions to answer there’s a lot
lot of questions to answer there’s a lot
lot of questions to answer there’s a lot of room for us to explore these things
of room for us to explore these things
of room for us to explore these things but what I do want to offer prior to me
but what I do want to offer prior to me
but what I do want to offer prior to me finishing is just some potential
finishing is just some potential
finishing is just some potential solutions for us to consider right
solutions for us to consider right
solutions for us to consider right things that we can do on a day to day
things that we can do on a day to day
things that we can do on a day to day basis and my suggestions are gonna
basis and my suggestions are gonna
basis and my suggestions are gonna differ depending on whether I’m talking
differ depending on whether I’m talking
differ depending on whether I’m talking to men are to women and the reason why
to men are to women and the reason why
to men are to women and the reason why is because men and women have different
is because men and women have different
is because men and women have different roles in this bowl right in this
roles in this bowl right in this
roles in this bowl right in this patriarchal society men and women
patriarchal society men and women
patriarchal society men and women operate in different social locations
operate in different social locations
operate in different social locations and men have a lot more power and a lot
and men have a lot more power and a lot
and men have a lot more power and a lot more say over situations than women do
more say over situations than women do
more say over situations than women do and so the ways that we can contribute
and so the ways that we can contribute
and so the ways that we can contribute are going to be unique now my suggestion
are going to be unique now my suggestion
are going to be unique now my suggestion for men is something that kind of comes
for men is something that kind of comes
for men is something that kind of comes from my experiences of being in a
from my experiences of being in a
from my experiences of being in a fraternity and so being in a fraternity
fraternity and so being in a fraternity
fraternity and so being in a fraternity surrounded by hyper masculine
surrounded by hyper masculine
surrounded by hyper masculine environment you’re surrounded by guys
environment you’re surrounded by guys
environment you’re surrounded by guys who say things about women that are not
who say things about women that are not
who say things about women that are not appropriate and a lot of times I the
appropriate and a lot of times I the
appropriate and a lot of times I the ones talking to you about women in
ones talking to you about women in
ones talking to you about women in leadership bit my tongue and I think
leadership bit my tongue and I think
leadership bit my tongue and I think it’s easy for men to be with their be
it’s easy for men to be with their be
it’s easy for men to be with their be with their guys be with their buddies
with their guys be with their buddies
with their guys be with their buddies and not say anything when people say
and not say anything when people say
and not say anything when people say sexist things when they behave sexist
sexist things when they behave sexist
sexist things when they behave sexist right so what I challenge men to do is
right so what I challenge men to do is
right so what I challenge men to do is to call themselves out I do it all the
to call themselves out I do it all the
to call themselves out I do it all the time in my classes so when I teach for
time in my classes so when I teach for
time in my classes so when I teach for example and I talk about leadership and
example and I talk about leadership and
example and I talk about leadership and I use a male pronoun I catch myself
I use a male pronoun I catch myself
I use a male pronoun I catch myself because that’s automatically saying that
because that’s automatically saying that
because that’s automatically saying that women do not exist in this
women do not exist in this
women do not exist in this trip domain right by automatically
trip domain right by automatically
trip domain right by automatically putting out a male gender pronoun I’m
putting out a male gender pronoun I’m
putting out a male gender pronoun I’m kind of diminishing the reality that
kind of diminishing the reality that
kind of diminishing the reality that women are also leaders as well right and
women are also leaders as well right and
women are also leaders as well right and so it’s little things like that be able
so it’s little things like that be able
so it’s little things like that be able to call yourself out being able to call
to call yourself out being able to call
to call yourself out being able to call others out that’s gonna help but calling
others out that’s gonna help but calling
others out that’s gonna help but calling people out when women are around is easy
people out when women are around is easy
people out when women are around is easy and so the tough part is doing it when
and so the tough part is doing it when
and so the tough part is doing it when it’s behind closed doors right if anyone
it’s behind closed doors right if anyone
it’s behind closed doors right if anyone seen Harry Potter double Longbottom when
seen Harry Potter double Longbottom when
seen Harry Potter double Longbottom when he stands up to Hermione and Ron and and
he stands up to Hermione and Ron and and
he stands up to Hermione and Ron and and Harry because he thinks they’re gonna do
Harry because he thinks they’re gonna do
Harry because he thinks they’re gonna do something wrong he gets awarded points
something wrong he gets awarded points
something wrong he gets awarded points right and it’s the same scenario here
right and it’s the same scenario here
right and it’s the same scenario here it’s gonna be tough but the status quo
it’s gonna be tough but the status quo
it’s gonna be tough but the status quo exists behind closed doors right and so
exists behind closed doors right and so
exists behind closed doors right and so for us to change the status quo we need
for us to change the status quo we need
for us to change the status quo we need to attack it in that same exact space
to attack it in that same exact space
to attack it in that same exact space now for women and this is me attempting
now for women and this is me attempting
now for women and this is me attempting to not mansplain a promise so I’m gonna
to not mansplain a promise so I’m gonna
to not mansplain a promise so I’m gonna take some advice from CEO of Facebook
take some advice from CEO of Facebook
take some advice from CEO of Facebook Sheryl Sandberg she gave a TED talk on
Sheryl Sandberg she gave a TED talk on
Sheryl Sandberg she gave a TED talk on why we don’t see a lot of women in
why we don’t see a lot of women in
why we don’t see a lot of women in leadership positions and so one piece of
leadership positions and so one piece of
leadership positions and so one piece of advice I’ve really really stuck with me
advice I’ve really really stuck with me
advice I’ve really really stuck with me was don’t leave before you leave now
was don’t leave before you leave now
was don’t leave before you leave now what she meant by that was don’t put
what she meant by that was don’t put
what she meant by that was don’t put yourself in this mindset that I have to
yourself in this mindset that I have to
yourself in this mindset that I have to start caring and worrying about marriage
start caring and worrying about marriage
start caring and worrying about marriage and like when I’m gonna give birth right
and like when I’m gonna give birth right
and like when I’m gonna give birth right and so like those things are important
and so like those things are important
and so like those things are important and I understand that that’s important
and I understand that that’s important
and I understand that that’s important and I understand the society puts a lot
and I understand the society puts a lot
and I understand the society puts a lot of pressure on women to live this
of pressure on women to live this
of pressure on women to live this certain life where you know you have to
certain life where you know you have to
certain life where you know you have to get married and you have to have a kid
get married and you have to have a kid
get married and you have to have a kid for some that’s natural and that’s
for some that’s natural and that’s
for some that’s natural and that’s totally natural for them and they love
totally natural for them and they love
totally natural for them and they love it and that’s incredible but what I want
it and that’s incredible but what I want
it and that’s incredible but what I want to encourage women to do is to not leave
to encourage women to do is to not leave
to encourage women to do is to not leave before they have to leave right what I
before they have to leave right what I
before they have to leave right what I mean by that is don’t check out always
mean by that is don’t check out always
mean by that is don’t check out always push and thrive and try to get as far
push and thrive and try to get as far
push and thrive and try to get as far ahead as you can prior to having make
ahead as you can prior to having make
ahead as you can prior to having make those decisions because really at the
those decisions because really at the
those decisions because really at the end of the day you’re competing against
end of the day you’re competing against
end of the day you’re competing against men right and what are men thinking
men right and what are men thinking
men right and what are men thinking about not about family planning when
about not about family planning when
about not about family planning when they get into positions when they go for
they get into positions when they go for
they get into positions when they go for promotions when they apply for things
promotions when they apply for things
promotions when they apply for things they’re hustling and they’re pushing
they’re hustling and they’re pushing
they’re hustling and they’re pushing with no regard to worrying about what
with no regard to worrying about what
with no regard to worrying about what having a kid right what about my family
having a kid right what about my family
having a kid right what about my family I’m not saying that it’s not something
I’m not saying that it’s not something
I’m not saying that it’s not something to consider but it’s not something to
to consider but it’s not something to
to consider but it’s not something to consider until you have to consider it
consider until you have to consider it
consider until you have to consider it right and one really nice thing that
right and one really nice thing that
right and one really nice thing that Cheryl mentioned is that if you push and
Cheryl mentioned is that if you push and
Cheryl mentioned is that if you push and if you reach a high level leadership
if you reach a high level leadership
if you reach a high level leadership position you will have the flexibility
position you will have the flexibility
position you will have the flexibility to create the family that you want to
to create the family that you want to
to create the family that you want to create and so until that point comes
create and so until that point comes
create and so until that point comes don’t step back don’t take your your
don’t step back don’t take your your
don’t step back don’t take your your your foot off the pedal because it’s an
your foot off the pedal because it’s an
your foot off the pedal because it’s an uneven race to begin with and so we need
uneven race to begin with and so we need
uneven race to begin with and so we need women to push as much as they can
women to push as much as they can
women to push as much as they can I need women to take their seats at this
I need women to take their seats at this
I need women to take their seats at this table right and so overall what I want
table right and so overall what I want
table right and so overall what I want to say is that the future is female it
to say is that the future is female it
to say is that the future is female it is coming and so we need to be ready for
is coming and so we need to be ready for
is coming and so we need to be ready for it but I also want to be alive for that
it but I also want to be alive for that
it but I also want to be alive for that date when that day comes and it’s gonna
date when that day comes and it’s gonna
date when that day comes and it’s gonna take a while but I really do hope that
take a while but I really do hope that
take a while but I really do hope that each of us on an individual level really
each of us on an individual level really
each of us on an individual level really just puts effort towards making this a
just puts effort towards making this a
just puts effort towards making this a reality because it’s all the reason it’s
reality because it’s all the reason it’s
reality because it’s all the reason it’s what my last six years have been about
what my last six years have been about
what my last six years have been about and I can’t think of a better way to
and I can’t think of a better way to
and I can’t think of a better way to basically go out is to see women in
basically go out is to see women in
basically go out is to see women in their rightful places thank you so much
their rightful places thank you so much
their rightful places thank you so much [Applause]
[Applause]
[Applause] [Music]
[Music]
[Music] [Applause]
”
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