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The Fix with Michelle King
26 minutes | Jul 28, 2021
The Friendship Gender Gap: Smiley Poswolsky
There is a loneliness epidemic, and it is affecting people from all ages. A recent study, conducted by the American Enterprise Institute, suggests that the proportion of people who can name six close friends has dropped from 55% to 27% since the 1990's and one in five single men say they do not have any close friends. According to the Guardian, while the pandemic has increased experiences of loneliness, people were struggling long before as a YouGov study carried out in 2019 suggested that 9 in 10 people between the age of 18-24 suffered from loneliness to some degree, and nearly half had difficulty making friends. The challenges with making friends differ for men and women. The study entitled 'Gender Differences in Friendship Patterns' finds that women are more intimate and emotional in their same-sex friendships than men, women also tend to place a higher value on these friendships than men do. Women emphasized talking, emotional sharing, and discussing personal problems with their same-sex friends, and men showed an emphasis on sharing activities and doing things with their men friends. This is largely because men are socialized to not share their feelings. Being a man means going it alone. Results from this study suggest that men need to be socialized to express their emotions to form intimate and more beneficial same-sex friendships. The friendship gender gap can have significant consequences as men face higher rates of isolation, loneliness, depression and even suicide. We all need connection in some way or another. On today's episode Adam Smiley Poswolsky author of Friendship in the Age of Loneliness, will join us to share how we can form meaningful friendships and create belonging at work and in life.
22 minutes | Jul 21, 2021
Meet the Two Women Behind 25 Years of The Daily Show
Inequality is everywhere, even when it comes to comedy. What we are encouraged to find funny, is often aligned with what men find funny. This is the male gaze of comedy. We are socialized to believe that women are just not as funny as men. Women comedians receive far harsher criticisms than men. Women’s experiences, in general, are just not normalized in the way men's are. Comedy is a very difficult industry for women to break into. Madeleine Smithberg and Lizz Winstead, creators of The Daily Show, celebrate the show's 25th year in July. During her time as the executive producer of the show, Madeline was responsible for casting Jon Stewart, Stephen Colbert, Steve Carell and Mo Rocca to name a few. She went on to earn a Peabody and Emmy award for her work. Lizz was not only co-created the show, but she was also a former head writer, drawing inspiration for the show from her early career in stand-up. What makes these achievements even more remarkable is that comedy is a highly male dominated industry. Gender biases, like the belief that women are naturally less humorous than men, limit women's access to opportunities and pay. Gender stereotypes also place increased pressure on women to perform to a consistently high standard and avoid confirming negative beliefs about their capability. What Madeleine and Lizz have clearly proved over the last 25 years, is that women don’t need to work the male gaze of comedy, in fact when women tell their own stories they provide greater opportunities to advance diversity in comedy more broadly. Women’s experiences are valuable, funny, and relatable. Not just to women, but to everyone.
22 minutes | Jul 14, 2021
Dear White Friends : Melvin J. Gravely, II
My friend, I do not believe you are a racist. My friend, I realize you do not need to care. You do not need to learn the cultural norms of Black people as a prerequisite for your career advancement and access to opportunity. You do not need to understand my fears and perceptions to keep yourself safe or to have social mobility. You do not need to consider my journey or think critically about how the construct of our nation was built nor how it’s supporting your success while it constrains mine. Your future is not predicated on me, how I feel, or what I think of you. You sit in a different position than I do. Yet, when you ask me what you can do as a first step, I emphatically say: just care enough to ask the question. These are the words of Melvin J. Gravely, II from his forthcoming book about the racial divide in America, Dear White Friend: The Realities of Race, the Power of Relationships and Our Path to Equity. As a CEO and civic leader, Melvin speaks to his white colleagues, many of whom are uncomfortable talking about race, without judgement to offer a different perspective on race relations and equity. In this episode Melvin joins us to share how we can engage in race issues and become empowered to be a part of the conversation and the solution.
25 minutes | Jul 7, 2021
Your Permission Slip: Managing Mental Health at Work - Melissa Doman
Thanks to the pandemic our working lives seem to be in a constant state of change, with more uncertainty and new challenges arising almost on a daily basis. As lockdown eases, we will have to adopt new ways of working yet again. Across the country people are being called to return to work and go back to normal but what is normal? The pandemic raised awareness of the importance of managing mental health at work, which includes talking about the mental and emotional challenges we face, or the stress of integrating work and home life or the difficulties of navigating the lack of social interaction in a virtual working world. The new normal includes workplaces, where physical, mental and emotional wellbeing of employees is the primary concern of managers. Long gone are the days when managers could sweep these issues under the rug. The post pandemic workplace is human. In todays episode Melissa Doman, Author, Organizational Psychologist, Former Clinical Mental Health Therapist and Mental Health at Work Specialist will be joining us on the show to share why the pandemic has given us a permission slip to be human at work and how we can use this as an opportunity to improve our working lives.
21 minutes | Jun 30, 2021
Diversity in Dance : Ingrid Silva
Earlier this year, dancers from around the world spoke out against racism in ballet, standing in solidarity with black French ballet dancer, Chloe Lopes Gomes. In an interview with the Guardian newspaper, Chloe reported that she was repeatedly told she didn’t fit in because of her black skin, that she was pressured to wear white skin makeup and in rehearsals was told her mistakes stood out because of her skin colour and that she couldn’t have the white veil her white colleagues would have, because she is black. In April, the BBC reported that Chloe had received €16,000 and had her contract renewed, in an out-of-court settlement with Berlin State Ballet which has also pledged to work to build a culture of openness. In a news interview with NBC, Chloe called for the ballet world to tackle elitism and the limited access for racial minorities both amongst dancers themselves and in the audience which is, also, overwhelmingly white. Did you know that research has found that racial discrimination may actually be affecting the way genes are expressed, leading to increased levels of dangerous stress hormones? In an article in Dance Magazine, Dr Erlanger A Turner, PhD says that the stress of experiencing or witnessing racism and discrimination can take a psychological toll, linked to increased stress, lower self-esteem and risk for mental health difficulties like depression. He points out that for Black dancers, this toll may make it difficult to effectively practice their craft due to lack of energy or motivation. In today's episode we are joined by Ingrid Silva, the famous ballet dancer with the Dance Theatre of Harlem Company and an advocate for diversity in the ballet world. Together we will be unpacking how to overcome racism in dance.
26 minutes | Jun 23, 2021
Women Don't Get The Same Feedback As Men And It’s Hurting Their Advancement - Dr. Laura Hamill
Feedback is part and parcel of working life. We give it, we receive it and mostly we hope that it is positive. Giving and receiving feedback is an art. Knowing how to respond or provide feedback is important because when done well feedback enables performance, engagement, sense of belonging and collaboration. In short knowing how to give feedback is a critical skill for surviving and thriving in workplaces today. But there is just one major problem, feedback is a gendered phenomenon, specifically the type of feedback men provide to women. Not only do women get different types of feedback to that given to men like a number of professional women I know who have been given the feedback to “smile more” in contrast with another who was advised to be less friendly if she wanted to be taken seriously, but another study published in a Harvard Business Review article finds that managers tend to give female employees softened, less honest feedback on their performance. In particular, the article states that women are systematically less likely to receive specific feedback tied to outcomes, both when they receive praise and when the feedback is developmental. In other words, men are offered a clearer picture of what they are doing well and more-specific guidance of what is needed to get to the next level. In this weeks episode we are joined by Dr. Laura Hamill. She is an organizational psychologist and Chief Science Officer at the Limeade Institute. Laura unpacks how to be more effective at giving and receiving feedback, having difficult conversations and overcoming gender bias when it comes to the type of feedback we provide to women.
25 minutes | Jun 16, 2021
Overcoming White Feminism. How to be an Anti Racist Ally : Sophie Williams
The barriers faced by racial and ethnic minority women are significantly more complex than those which face white women. In the 2010 journal article “Women and Women of Color in Leadership,” authors Janis Sanchez-Hucles and Donald Davis argue that women of color face the compounded effect of “gendered racism.” They cannot separate the multiple aspects of their identity. This means that women of color carry a heavier load because they experience both sexism and racism, as well as the interplay between these forms of inequality. Their research finds that African-American women experience greater negative stereotypes because of the combined impact of racism and sexism and are more likely to experience discrimination, prejudice, and unfair treatment when it comes to promotions, training, advancement, and support. This compounded disadvantage is associated with increased stress and lower self-esteem. And, of course, women of color are not a uniform group, there is a variety of ethnic and racial backgrounds that individual women may identify with. This is further differentiated when you factor in age, sexual orientation, religion, and physical or mental ability. The more identities a person has and the more these differ from the stereotypical ideal worker standard, the more likely it is that they will experience the compounded effects of inequality. In today's podcast we will be talking to Sophie Williams. Sophie is the author of 'Millennial Black' & 'Anti Racist Ally' . She is also a TED speaker and Racial Equity Consultant and Activist. In this episode we will share how we can move beyond performative allyship and become real success partners at work.
27 minutes | Jun 9, 2021
Great minds don't all think alike: Rob Austin
Despite the saying, the thing that makes great minds so great is they don't all think alike. Increasingly companies need people who can solve complex problems, innovate and create in new ways precisely because they don’t view the world in the same way as many others do. The term “neurodivergent” describes a person who thinks differently to the dominant social norm - or “neurotypical” person - because of individual differences related to a cognitive condition such as Autism, dyslexia, dyspraxia or ADHD. That's why companies like SAP, Microsoft and Google have invested in hiring people who are Autistic or otherwise neurodivergent. But not all workplaces value or nurture different ways of thinking and within the 20% of the global population which is neurodivergent, it’s estimated the unemployment rate is over 80% . If there is one thing that the pandemic has taught us it’s that work accommodations can be made with great success. Businesses need neurodiversity to outcompete their competitors. Making targeted accommodations to create more inclusive work environments for people who are neurodivergent can unlock one of the world’s largest untapped talent pools. In an article for HBR, Rob Austin, professor of information systems at Ivey Business School in Canada who studies neurodiversity in the workplace, shares that although many companies are just beginning to realize the benefits of neurodiversity, SAP’s program, which is four years old, is already paying off in terms of increased productivity gains, quality improvement, boosts in innovative capabilities, and broad increases in employee engagement. On today's episode Rob joins us to unpack what neurodiversity is and tell us why organisations need neurodivergent people now more than ever.
24 minutes | Jun 2, 2021
Welcome To The Post Pandemic Workplace - Anna Meller
As countries begin to ease lock down restrictions, a lot of employees want to know what will the post-pandemic workplace look like? For many office workers remote work is here to stay, whether they like it or not. Companies like Twitter and Dropbox, have moved to almost complete remote working with no signs that this will change. According to LinkedIn’s Workforce Confidence Index, roughly half of U.S. professionals believe their companies will allow them to telecommute at least part of the time after the pandemic. That percentage is even higher in industries including tech (73%), finance (67%) and media (59%), that see flexible work as the future. While the pandemic has shown us that flexible working is possible, surviving and thriving are not the same thing. While working from home can reduce company costs, and increase employee productivity, it also increases employee stress as boundaries become difficult to manage, and there is pressure to always be on. As we enter this new phase of working life it is important to understand what the costs are especially when it comes to inclusion and wellbeing. On this episode we are joined by hybrid working expert, Anna Meller who will unpack what hybrid working is. What jobs can be done from home, how we can set boundaries with our workplaces, and what can we do to prepare for the post pandemic workplace.
24 minutes | May 26, 2021
Heard of the Gender Pain Gap? - Dr Jen Peña
It is not surprising there is a gender pain gap given the distinct under-researching of womens’ health and the implications this has for medical education and training. In the book Invisible Women, Caroline Criado-Perez points out that it has been historically assumed that there wasn’t anything fundamentally different between male and female bodies other than size and reproductive function - so for years medical education has been focused on a male “norm”. The doctor-patient relationship is a fiduciary one which means it is based on mutual trust and respect being a core component of good care. The more barriers there are to understanding each other, the greater the risk to quality of care. But many women do face significant barriers as a result of the gender pain gap. These include a lack of understanding of female specific health concerns and a lack of awareness of sex-based differences in the way non-gendered health issues, such as heart attacks, are experienced. Consequently women are more likely to be misdiagnosed or poorly cared for, which detrimentally impacts their health, wellbeing and life expectancy. The impacts can be disastrous. A 2016 study found that women were 50% more likely to be misdiagnosed following a heart attack. On today’s episode we will be speaking with Dr. Jennifer Peña who is former physician to the White House Medical Unit, internal medicine doctor, Army vet, and a trailblazer in digital and telehealth. Dr. Peña will unpack the issue of gender inequality in medicine and how we can tackle this.
27 minutes | May 19, 2021
The Future of Leadership - Leah Weiss
Over the next five to ten years, jobs will change due to technological advancements like artificial intelligence, robotics, the Internet of Things, 3-D printing, and nanotechnology. While these advancements will create a range of new jobs in industries yet to be created, many of today’s jobs will still exist, they will just look a little different and probably involve working with machines. Consider the field of medicine, where medical doctors are primarily responsible for correctly diagnosing and treating patients. In the future, it may be algorithms making these diagnoses with remarkable accuracy. Computers could be used to make recommendations about the best treatment. Artificial Intelligence could replace pharmacists, and, in some cases, robots could even carry out surgery. Doctors won’t disappear, but they won’t diagnose or prescribe medicine in the same way they do today. Their role will change as they will need to comfort and manage patients to a greater extent. Just like this example, in the immediate future, advancements in technology won’t necessarily replace all jobs, but it will alter the way most of us work. The parts of our jobs that are routine, administrative, and repetitive will likely be replaced by technology. According to the consulting firm McKinsey, for 60 percent of all jobs at least one-third of the activities can be automated. Like doctors, employees will be freed up to undertake new tasks in new ways, which will require new skills. In this podcast we are joined by Dr. Leah Weiss who is a Stanford Graduate School of Business lecturer. She has focused her studies on compassionate leadership, and the positive effect it has on organizations. In this episode Leah will unpack what compassionate leadership is, how we can develop it and why it really is the future of leadership.
20 minutes | May 12, 2021
How To Manage Microagressions - Heather Younger
Psychological safety, a term coined and defined by Harvard Business School professor Amy Edmondson, people feel psychologically safe at work when they believe that they can be themselves at work and they won't be punished or humiliated for sharing their identity, speaking up with ideas, questions, concerns or mistakes. In short, it is how comfortable individuals are with being themselves, taking risks and being vulnerable with their team. Having a diverse workforce most certainly does not guarantee that everyone in your organization feel comfortable or valued for who they are. One of the quickest ways to erode psychological safety is microagressions, which are the indirect or unintentional expressions of racism, sexism, ageism, or ableism. Like asking to touch a Black colleagues hair, pushing a persons wheelchair without asking or telling women to smile. These are all forms of discrimination that come out in seemingly innocuous comments by people who might be completely unaware. It is not the one off comment that has the greatest impact, rather it is the compounded effect day in and day out of working in an environment where you have to be on alert for where the next comment might be coming from. This has the greatest detrimental impact on a persons mental and emotional wellbeing because it sends the message that they do not belong. Given the widespread nature of microagressions, on today's episode Heather Younger, international speaker, consultant, adjunct organizational leadership professor and author of The Art of Caring Leadership shares how we can manage microagressions when they happen and build a workplace where people can be themselves.
26 minutes | May 5, 2021
Care Can't Wait - Tina Tchen
Did you know that in the United States in 2020 over 2 million women left the workforce, and in December 140,000 jobs were lost and every one of those was to a woman. This is an issue which disproportionately impacts Black and Latina women, who often work in roles that lack paid sick leave and the ability to work from home. As covid19 hit, mothers were forced to stay at home to care for their children. According to UN Women, the global organisation responsible for advancing gender equality, before the crisis started, women did nearly 3 times as much unpaid care and domestic work as men. Social distancing measures, school closures and overburdened health systems have put an increased demand on women and girls to cater to the basic survival needs of the family and care for the sick and the elderly. Emerging evidence from UN Women’s rapid gender assessment surveys demonstrates that the disproportionate share of unpaid care work is still falling on women’s shoulders during the pandemic; in fact, they report an increase in unpaid care, often while managing paid work. This is a global issue. In rural contexts, women are generally responsible for gathering water and firewood. This constrains their ability to carry out paid work, particularly when jobs cannot be carried out remotely. In urban areas, women are having to care for children at home while holding down a full time remote job. While men have spent more time at home, and in some cases cared for their children or dependents too, women are still undertaking the majority of domestic duties at home. Tina Tchen, the president and CEO of TIME’S UP Now and the TIME’S UP Foundation, joins us to share why care can’t wait. Tina is a former assistant to President Barack Obama, executive director of the White House Council on Women and Girls, and chief of staff to First Lady Michelle Obama. Tina has worked to advance gender equality, particularly for working women. Here Tina shares how the care crisis is playing out in the United States.
20 minutes | Apr 28, 2021
Disability Rights - Kathy Martinez
The social model of disability, which is a way of viewing the world developed by people with different mental and physical abilities, is the idea that society disables physically impaired people by assuming everyone experiences life in the same way. By not accounting for people’s differences, one of which is physical impairments, we inadvertently exclude people from fully participating in day to day activities. This can include structural barriers, like not having access to handicap accessible toilets, or social barriers, like holding negative attitudes and behaviors toward people with impairments. When it comes to disability rights, the shift that each of us can make is from viewing people as disabled by their differences to being disabled by the barriers they encounter in society. By viewing disability in this way, we can begin to tackle ableism and start to identify all the barriers that prevent people with impairments from having equal opportunities in life. Over 50 million Americans live with disabilities, and the disability rights movement is focused on securing equal rights and equal opportunities for people with different physical and mental abilities. In today's episode we are joined by Kathy Martinez, an internationally recognized disability rights leader and the President and CEO of Disability Rights Advocates, a United States nonprofit legal center that works to advance disability rights. Kathy is the former SVP, Head of Disability and Accessibility Strategy for Wells Fargo. She was born blind along with her sister, and has been an advocate for people with disabilities for most of her career. Along with Kathy, we unpack how the disability rights movement is working to remove the institutional, physical, and societal barriers people with disabilities face. We will also share specific actions each of us can take to ensure that we create a society where people with disabilities are free to live their lives like anyone else.
26 minutes | Apr 21, 2021
How To Raise Inequality Aware Kids - Mallika Chopra
Did you know that according to UNICEF, babies as young as 6 months old notice physical differences including skin color, and studies show that by the age of 5 children treat people from different racial and ethnic backgrounds differently, favoring some over others. Inequality is everywhere, there is simply no way to shield children from it. So what can you do? Arm your children with awareness. Ignoring inequality doesn't protect your children from it. When kids are exposed to bias, discrimination and inequality without understanding what is happening, they can feel isolated, lost and unsafe, which negatively impacts their confidence, development and emotional well being. To arm your children with awareness and understanding of inequality requires getting comfortable talking about difficult topics, like ableism, sexims, racism and classism. The earlier parents start having these discussions the more effective their children will be in dealing with the challenges of inequality that they encounter every day. In todays episode we are joined by Mallika Chopra, daughter of the well known thought leader, Deepack Chopra. Mallika is a mother, author and public speaker. She has written a series of 'Just Be' books for children to help them tackle difficult topics like body positivity, diversity and inclusion. These include Just Breathe, Just Feel, and Just Be You. Here, she discusses how to arm your children with awareness, and why this is critical to helping the next generation navigate and overcome the inequality that exists in everyday life.
23 minutes | Apr 14, 2021
André Thomas - What Pride Month Means
Global Pride Day is June 27th a day chosen for people to be proud of who they love irrespective of their sexual orientation or gender. It is not just a celebration of love and acceptance, it is also a day to recognize how far we have come in celebrating the LGBTQIA+ community and how far we still have to go to ensure equality, equity and inclusion of its members. In the United States being homosexual was considered a mental illness in the 1960’s and at the same time in the United Kingdom it was considered a crime to be gay. But towards the end of the 60’s with events like the Stonewall riots, the fight against homophobia and the fight for equality prevailed. On todays episode we will celebrate these achievements and unpack what more we need to do. Joining us is André Thomas, NYC Pride Co-Chair who will detail the theme for this years pride month and the challenges that lie ahead.
24 minutes | Apr 7, 2021
Alisha Arora - Women, STEM and the Future
According to a report by the American census, despite making up nearly half of the U.S. workforce, women are still vastly underrepresented in the science, technology, engineering and math (STEM) workforce. Women made gains from 8% of STEM workers in 1970 to 27% in 2019 but men still dominated the field. Men made up 52% of all U.S. workers but 73% of all STEM workers. Given the technological advancements with things like AI, robotics, nanotechnology and the internet of things, STEM occupations are expected to increase over the next ten years however the gender gap in STEM persists. According to the non-profit consulting firm Catalyst, the gap in STEM begins in education and is fuelled by gender stereotypes and expectations regarding “women’s work.” In today’s episode I speak to Alisha Arora, a 14 year old young woman, who is on a mission to leverage exponential technology to solve some of the world’s largest problems. Alisha is an advocate and activator for mental health, and is currently researching at MIT’s AI lab to diagnose and prevent suicide with machine learning. Alisha represents the future of STEM and so today in this inspiring episode Alisha will share her work, ambitions, and experiences working in STEM.
23 minutes | Mar 31, 2021
Tim Parkin - Sexism in Advertising
In January this year, the government in the United Kingdom, released a stay at home Covid 19 advert, that had illustrations of women undertaking a range of domestic responsibilities, like ironing, homeschooling and cleaning while the one male featured in the advert is sat on the couch. They were forced to withdraw the advert for it’s sexist depictions of women. Sexism in advertising is an issue that has been around as long as the advertising industry has. Organisations like the Advertising Standards Authority in the United Kingdom are tasked with spotting and removing sexist adverts. But often by this point it is too late, the message is already out there and the damage is already done. To combat sexism in advertising we need to arm ourselves with the awareness to spot adverts that reinforce negative stereotypes, across all areas of difference. On today’s episode Tim Parkin, global brand marketing expert, author and speaker, will be joining us on the show to discuss why in 2020 there is still such widespread sexism in advertising and what we can do to tackle this issue.
28 minutes | Mar 24, 2021
Mallory Weggemann - How To Become Limitless
Mallory Weggemann has proved to be one of the most inspirational figures in the sport of swimming. It isn’t because of her achievements in the sport, which are incredibly impressive but rather it is because of how she has fought back after tragedy. She is a Paralympic Gold-Medalist, 15-Time World Champion Swimmer, Author of the book Limitless and founder of social impact agency, TFA Group. Mallory has broken 34 American Records, 15 World Records, becoming a twelve time World Champion and became a two Paralympic Medalist at the London 2012 Games. She is now training for the 2020 Tokyo Paralympic Games. Here, Mallory shares her inspiring journey in overcoming tragedy and how she became limitless.
20 minutes | Mar 17, 2021
The Anti-Trans Violence Epidemic: Beverly Ross & David Johns
Transgender and gender-nonconforming people face risks that make them particularly vulnerable to homicide. Some experience bias explicitly because of their gender identity. For others, their identity makes them more likely to experience other risk factors, such as unemployment or homelessness, experts say. The risks are compounded for trans women of color, especially Black women, who face the additional burden of racism. Last year was the deadliest one on record for transgender Americans, with Black transgender women accounting for two-thirds of total recorded deaths since 2013, according to the Human Rights Campaign. While President Joe Biden signed an executive action affirming that LGBTQ Americans would be protected against discrimination in education, employment, housing, and other fundamental aspects of life in America, there is still along way to go to tackle violence against the trans community.
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