As You Begin Your Reverse Mentoring Experience
Collins Aerospace is undertaking the Reverse Mentoring program as part of its commitment to Paradigm for Parity and in alignment with our Diversity & Inclusion initiatives. Below are reminders from the opening webinar. If you were not able to participate in the opening webinar, ask your mentor/mentee to review the material with you or contact Tovahn Scott.
This Reverse Mentoring experience is designed to help mentors and mentees move to from awareness to actions in support of Paradigm for Parity. If you've participated in the Korn Ferry Diversity & Inclusion programs, reflect and draw on the learnings you had and the action plans you created.
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Raytheon Technologies is a partner in the Paradigm for Parity® movement. As you've seen in the kickoff webinar, this Reverse Mentoring initiative aligns with the goals of the Paradigm for Parity movement. To better understand the company's commitment and your opportunities for action, read: |
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Research from around the world: http://www.leadingnow.biz/blog/tracking-the-business-case-research-from-around-the-globe
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The case for gender initiatives:
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Summary of key research on actions for allies with link to comprehensive list of actions: |
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Check out Better Allies on Twitter: Consider signing up for the Better Allies newsletter |
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https://hbr.org/2017/04/how-gender-bias-corrupts-performance-reviews-and-what-to-do-about-it https://hbr.org/2019/04/one-way-to-reduce-gender-bias-in-performance-reviews Double binds and performance reviews: http://fortune.com/2014/08/26/performance-review-gender-bias/ (If you cannot access the above link, please try this: Fortune Article as PDF) |
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On the impact of vague feedback: https://hbr.org/2016/04/research-vague-feedback-is-holding-women-back
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On asking for feedback: https://www.leadingnow.biz/blog/6-tips-for-requesting-manager-feedback |
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Video: For a dose of double standards (served with a touch of humor): https://cdn2.hubspot.net/hubfs/292089/Videos/Women%20in%20STEM/Women%20In%20STEM.mp4 The video was excerpted from this NSFW video in which Michelle Boley breaks down gender disparities in STEM. |
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“…new research indicates that bias, not pipeline issues or personal choices, pushes women out of science – and that bias plays out differently depending on a woman’s race or ethnicity.” https://hbr.org/2015/03/the-5-biases-pushing-women-out-of-stem
And a list of 23 actions to make tech survivable for women: http://www.women2.com/2018/09/13/making-tech-survivable-what-can-men-do/ |
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For women working in science, technology, engineering or math (STEM) jobs, the workplace is a different, sometimes more hostile environment than the one their male coworkers experience: http://www.pewsocialtrends.org/2018/01/09/women-and-men-in-stem-often-at-odds-over-workplace-equity/ |
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A short video describing Rosenthal’s original research: |
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An article and short video explaining the impact of self-fulfilling expectations on team members: |
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Meritocracies and Gender Dynamics: http://www.theatlantic.com/business/archive/2015/12/meritocracy/418074/ |
Session Date: CHECK CALENDAR INVITE FOR DETAILS
An invitation from Tovahn Scott will be sent with the log in information.
Participants in this session will learn the difference between PIE Mentoring™ (Strategic Mentoring) and the more traditional style of mentoring women normally receive: CAKE Mentoring™ (Supportive Mentoring), and learn how to distinguish between the two.
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https://hbr.org/2016/04/do-women-make-bolder-leaders-than-men |
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http://www.forbes.com/sites/roncarucci/2016/05/10/four-reasons-women-make-great-executives
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