The #InVinoFab Podcast

{{ show.title }}Trailer Bonus Episode {{ selectedEpisode.number }}
{{ selectedEpisode.title }}
|
{{ selectedEpisode.title }}
By {{ selectedEpisode.author }}
Broadcast by

Summary

What Are Your Solutions for Gender Equality at Work in Higher Ed?
In episode no. 40 of the #InVinoFab pod, Laura & Patrice reflect on hiring, promotion, and performance reviews in our workplace settings. As both are working in higher education, they share a bit about how to make gender equality is a solvable problem in our work in higher education

Show Notes

What Are Your Solutions for Gender Equality at Work in Higher Ed? 
In episode no. 40 of the #InVinoFab pod, Laura & Patrice reflect on hiring, promotion, and performance reviews in our workplace settings. As both are working in higher education, they share a bit about how to make gender equality is a solvable problem in our work in higher education-- as we listen to the recent episode of the #Solvable Podcast: Episode - Gender Equality  in the Workplace IS #Solvable https://www.rockefellerfoundation.org/solvable/solvable-video-series/gender-equality-workplace-solvable/

Gender #Equality in the #workplace is #Solvable. By shifting the narrative around women in the workplace through changing policy and attitudes, @Katja_Iversen argues that we can end the gender gap in corporate #leadership.

How to remove the gender biases from hiring, promotion, and performance reviews in higher ed:
  • Establish a diverse perspective on your hiring committees to review the job description and review candidates
  • Be intentional with the job requirements -- what is necessary, needed, or preferred?
  • Remove the name and/or identifiers of the individual off the job application  
  • For applications, instead of asking for a CV or Resume, ask the candidates to solve a problem related to the professional role and job itself
  • Performance reviews should establish professional goals, learning opportunities, and ways for growth within the role/workplace
  • For interviews, ensure there are a specific set of questions for all candidates so they are comparable; it’s more than just a bit of a chat 
  • Structure into the merit and talent acquisition process
  • Create metrics to measure performance/talent to remove the charismatic, confident personality in the interview 
Unconscious bias research:
  • To move away from stereotypes related to gender
  • We need to fix the structures -- not just more mentoring, training, etc.
  • Merit structure and how performance is measured
  • Meet the need of family issues and considerations for working
  • Work-life flexibility for all to help eliminate the “mommy” track or other biases 
#InVinoFab Recommended Reads:
Find the #InVinoFab podcast on Stitcher, Google Play, Spotify, & Apple Podcasts
To stay in touch and listen to the next episode of @InVinoFab on: 
https://twitter.com/invinofab with hashtag: #InVinoFab
https://www.instagram.com/invinofab/ 

Email us to be a guest or share a topic suggestion? invinofabulum@gmail.com 
Connect with your co-hosts on Twitter:
https://twitter.com/laurapasquini (she/her)
https://twitter.com/profpatrice (she/her)

What is The #InVinoFab Podcast?

The #InVinoFab Podcast uncorks to share stories about women+, wine, and work through personal stories. In Vino Fabulum, means: In Wine, Story! Co-hosts @ProfPatrice & @LauraPasquini bring different voices and ideas to the pod to challenge, learn, and engage listeners for issues and ideas impacting women in their communities and at work. These narrative episodes are delightfully paired with interesting projects, workplace experiences, helpful learning anecdotes, and creative discoveries for how women live today. Listen to the podcast and join the conversation at @InVinoFab (Instagram & Twitter).