One of our “Ops” is what we call “The Valuing and Jerk Project”. We are investigating what exact behaviors contribute to feeling valued in the workplace? What behaviors push us away?
In this blog, Karen discussed one of the key dimensions of the Women in Tech Framework that defines the critical aspects of daily life necessary to help women thrive and succeed in the high technology industry.
Women often state, and our research confirms, that women don’t feel valued or heard. They say that men, managers, or teammates are “bro’s” or “jerks”. But what does this mean?
Our team techniques help to minimize conflict, bias and interpersonal friction. Volunteer your team to be part of the Living Lab. Try out and co-invent best practices.
Team Onboarding: The first step in helping women thrive is making sure they are set up for success starting on day one. The Team Onboarding Checklist has been tried by managers across multiple companies. We will roll it out along with services in April 2020.
Woman “thinking of leaving” the company score lower across all factors. Contact us to try the measure in your company.
Discuss real work challenges with colleagues and friends while having fun. Try it for on-boarding. Order Now
What is “rude” to one person may be perfectly acceptable to another. What is fine in the US Northeast may be rude in the South. What is rude in one country may be perfectly fine in another. So what is “rude” and how do we handle it on a diverse team?
Many have asked Karen to respond about the James Damore situation. So, she thought about a hypothetical: “What If I had James Damore of Google on a team?”
This blog is her answer, including techniques she’s employed successfully in the past.
In a blog designed to provoke conversation—and perhaps controversy—Karen speaks directly to men about how they can use behavior from chivalry and team sports to support women in the workplace.
Karen reflects on the lessons learned from how grassroots efforts transformed user-centered design and how the @Work Action Framework gives us ways to now make grassroots changes for Women in Technology.
While there are many reasons, research indicates that workplace factors, along with the realities of what they want for their lives, contribute most significantly to women leaving tech. Learn about the project and how to get involved.