Roundtable: Women in Leadership Laura Remillard Assistant Registrar & Associate Director of Graduate Admissions Stanford University Before we start our discussion, I wanted to provide a possible point of direction. The workshop description said this roundtable would be about the challenges and triumphs of being a woman in leadership, or if you are an aspiring leader, how can you succeed. This workshop will talk about some of the gender bias some of us may have experienced. We’ll talk about how to solve these issues, which in the end can make us strong leaders. So this roundtable will have that topic to bounce off…...Majority of the information on this is from the Stanford Center for the Advancement of Women’s Leadership/ Clayman Institute for Gender Research. So let me share some points with you, and then we can chat and see where this all takes us.

….is an error in decision making Bias ….is an error in decision making Orchestra example: A study done a while back. A symphony wanted to hire a musician. They put up a screen so not to see candidates play. Women, before this study was done, only had about 5 percent of symphony jobs. Once this study was done, and a solution implemented, That 5 percent jumped to 25 percent. From behind such barriers, judges now evaluate musicians without knowing their gender. As a result, candidates are judged more fairly and more women make the cut.

Gender stereotypes create bias against women by creating harsher standards for women. As a result, their performance is more heavily scrutinized, and they are required to repeatedly prove their competence. Fictitious assistant professor posting. Resumes were divided into ½ male names, and ½ female names. The panel thought 79 percent of men were worth hiring. 49 percent went to women, and for the female resumes, they were 4 times more likely to raise doubtful questions or concerns. (proof of credential).

What can we do? So whatever our role there are things we can recognize. Knowing these things will help us be stronger leaders.

Organizational solutions Education on bias: such as this presentation and supplemental video. Raising awareness can reduce reliance on stereotypes. Establish clear criteria in advance of making decisions Scrutinize the criteria being used. Are these the right criteria for the decision? Or, do they unintentionally screen out certain candidates or outcomes? Hold decision makers (and yourself) accountable. Explain decisions about people to others. Be transparent in progress toward goals. Keep track of progress. Vouch for the competence of all women, especially women leaders. Talk about their accomplishments, skills, and contributions as a means to counter bias. After reading this…... Ask what else can we do?

Reflect Think of a time when you felt someone underestimated you or your performance. Or, alternatively, a time when you underestimated another. Why do you think this happened? We can...... Reflect!

Share Share your reflections on bias. What challenges are you facing regarding bias? What strategies could help you navigate these challenges? How would using these strategies affect decision-making?

Discuss Share your reflection Share strategies Share experiences

Action Pick one action you would like to do after the session. Imagine what, where, when and with whom it will happen. At Stanford, we are aware of the need to attract more female Phd students in engineering and the sciences. Perhaps your college or university is thinking of that too.

Thank you! Any questions? You can find me at: leremillard@stanford.edu

Credits Voice and Influence program is part of the Clayman Institute for Gender Research and Stanford University. Orchestrating impartiality: The impact of ‘blind’ auditions on female musicians. Goldin, Claudia and Cecilia Rouse. 2000. “Orchestrating impartiality: The impact of ‘blind’ auditions on female musicians.” The American Economic Review 90: 715-741. Self-promotion as a risk factor for women: The costs and benefits of counterstereotypical impression management Rudman, L. A. 1998. "Self-promotion as a risk factor for women: The costs and benefits of counterstereotypical impression management." Journal of Personality and Social Psychology, 74,629-645. The impact of gender on the review of curriculum vitae of job applicants and tenure Candidates: A national empirical study Steinpreis, Rhea E., Katie A. Anders and Dawn Ritzke. 1999. “The impact of gender on the review of curriculum vitae of job applicants and tenure Candidates: A national empirical study.” Sex Roles 41: 509-528. Constructed criteria: redefining merit to justify discrimination Uhlmann, E. and Cohen, G.L. 2005. "Constructed criteria: redefining merit to justify discrimination." Psychological Science 16(6):474-80.