Please note that many stories in the database are triggering. This is not an easy website to view.
1 - No more tick boxes…
I have lost count of the number of times I have had BME staff describe to me how they have watched White colleagues – whom they had welcomed, inducted, supported and helped to train – get promoted over them again and again. I have lost count of the number of time I’ve been told how “stretch opportunities” (such as acting up, secondments, and involvement in significant projects) which are the key to career progression have been filled by a tap on the shoulder followed by promotion. #SideBySide
2 - Discrimination must be eliminated from the public service
APS4 to APS5 and APS5 to APS6 , Anglo applicants were 10% more likely to be promoted APS6 to EL1, Anglo applicants were 25% more likely to win promotion From EL1 to EL2, Anglo applicants were around 50% percent more likely to get promoted From EL2 to SES, Anglo applicants were about 60% percent more likely to get promoted Whilst the probability of promotion increases for Anglo applicants. The probability of promotions decreases with grades for Non-Anglo applicants.
3 - The opportunity cycle seen through the lens of race and ethnicity from the Bank of England
A set of pictures highlights the ‘opportunity cycle’ of two employees. A White colleague, due to their strong rapport with similar team mates, is given opportunities, gains exposure, excels and is more likely to be promoted. A minority ethnic colleague is given less high profile work, develops less and is overlooked for promotion. #SideBySide
537 - Maslow’s hierarchy connected to Blackfoot beliefs – A Digital Native American
Briefly, Maslow’s theory suggests that humans are motivated to fulfill first the most basic of needs, such as food, clothing and shelter. Once those needs are met, they move on to the need for safety and security. The needs become progressive, advancing to love and intimacy and then self-esteem before reaching self-actualization. The highest level is where humans are self-aware and grow to achieve their individual potential. “This is a rip-off from the Blackfoot nation,” University of Albert...
610 - Debunking Disability Employment Myths | Psychology Today
Myth: Disabled People Are Best Suited for Low-Skilled Jobs The Reality: Just like the general population, disabled people have a wide range of talents, skills, experiences, and educational backgrounds. A large-sample Canadian study indicated that college grades and graduation outcomes of disabled students are mostly identical to those of other students, and there is no reason to discourage them from pursuing challenging careers. In many countries—for example, Germany—the levels of educationa...
626 - Promotions & diversity in the APS shows case for urgent reform
In our comprehensive research spanning 20 years and involving millions of data points, we examine promotions within the APS, focusing on gender, disability and ethnic diversity. In all of our work, we control for characteristics that might affect promotion and success in the public service. Even after accounting for these things, large discrepancies remain. The results on ethnic diversity are particularly unsettling: Public servants from NESB face lower promotion prospects throughout thei...
731 - Study Shows Black Women Face Worse Job Outcomes On Whiter Teams | HuffPost Life
Work long enough and you will learn that who you work with can matter more than what you actually work on if you want to get ahead. But who gets assigned as your co-worker on a team is largely out of the control of new hires. And for Black women, the number of white co-workers they have on their initial team can potentially make or break their experience at a job, according to a new Harvard Kennedy School working paper published in November. Elizabeth Linos, an associate professor of public...
772 - Daniel Smith, MBA
Post-George Floyd, corporations loudly pledged diversity and inclusion. Yet, McKinsey's findings suggest many commitments were more show than substance. The initial rise in promoting Black professionals now seems like a fleeting trend, not a permanent change. James D. White, the former CEO of Jamba who now serves as board chair of the The Honest Company., said the promotion data confirm what he has been hearing from Black professionals. “There is a really dramatic kind of pushback and retre...
810 - ECU Intranet | Achievement Relative to Opportunity : Performance, recognition and career development : Our services : People and Culture : Professional Services : Staff
The principle of achievement relative to opportunity is an approach to assessing staff performance and achievement, such as in performance appraisals and academic promotion. It ensures an individual’s achievement is seen in the context of the opportunities available to them, and acknowledges that individuals have varying life experiences that impact on work and productivity.
811 - Achievement relative to opportunity: beyond academic promotion | SAGE
Achievement Relative to Opportunity (ARtO) is an equity enabler, essential to the equitable positioning of women and diverse talent in academia. Most higher education institutions apply ARtO to Academic Promotion, yet few organisations have embedded ARtO across the employee lifecycle. The sector is still grappling over how to apply ARtO in recruitment, performance review, and other talent management practices. RMIT investigated the application of ARtO beyond academic promotion to other areas ...
887 - Sex-Linked Bias in Chances of Being Promoted to Supervisor - Lisa A. Kramer, Steph Lambert, 2001
The literature addressing gender-based discrimination in promotion decisions has primarily focused on case studies of Fortune 500 companies or scenarios in which managers are asked to make simulated promotion decisions. Such studies are limited in both scope and generalizability. This research attempts to overcome these limitations by examining a large, random sample of female and male workers. Using survival analysis, we explore the period of time from the year of hire to the year promotion ...
890 - Does Gender Bias Still Affect Women in Science? | Microbiology and Molecular Biology Reviews
The percentage of women employed in professional scientific positions has been low but is increasing over time. The U.S. National Institutes of Health and the National Science Foundation have both implemented programs to improve women’s participation in science, and many universities and companies have diversity and equity programs. While most faculty and scientists believe that they are fair and unbiased, numerous well-designed studies published in leading peer-reviewed journals show that ge...
891 - Committees with implicit biases promote fewer women when they do not believe gender bias exists | Nature Human Behaviour
Whether gender bias contributes to women’s under-representation in scientific fields is still controversial. Past research is limited by relying on explicit questionnaire ratings in mock-hiring scenarios, thereby ignoring the potential role of implicit gender bias in the real world. We examine the interactive effect of explicit and implicit gender biases on promotion decisions made by scientific evaluation committees representing the whole scientific spectrum in the course of an annual nation...
892 - Impact of Unconscious Bias in Healthcare: How to Recognize and Mitigate It | The Journal of Infectious Diseases | Oxford Academic
The increasing diversity in the US population is reflected in the patients who healthcare professionals treat. Unfortunately, this diversity is not always represented by the demographic characteristics of healthcare professionals themselves. Patients from underrepresented groups in the United States can experience the effects of unintentional cognitive (unconscious) biases that derive from cultural stereotypes in ways that perpetuate health inequities. Unconscious bias can also affect healthc...
893 - Black female managers overlooked for promotion - Personnel Today
BWIL surveyed 250 professional black women across a number of industries in the UK to compare their experiences with those of their non-black female colleagues. More than four in 10 (44%) of black women do not believe they are offered the same career advancement opportunities as their non-black female colleagues, the network found, while more than two thirds (68%) have experienced racial bias at work. Black women in senior executive or senior management positions were even less likely to be...
1148 - Comment from YouTube video on promotion
I taught business managers from all over the world for nearly 30 years. Out of the hundreds I taught no more than a handful impressed me as being more than mediocre or even pretty bad. A large number of them were toxic individuals and many were petty-minded. Only a handful showed true leadership and management skills. The truth is that people get ahead for the wrong reasons. They are selected for being bossy self-promoters or yes-men, though it helps to be tall if you're a man and good-lookin...
1381 - Why South Korean women aren't having babies
One 28-year-old woman, who worked in HR, said she'd seen people who were forced to leave their jobs or who were passed over for promotions after taking maternity leave, which had been enough to convince her never to have a baby. Both men and women are entitled to a year's leave during the first eight years of their child's life. But in 2022, only 7% of new fathers used some of their leave, compared to 70% of new mothers.
1481 - Why I Prefer Remote Work As A Black Person | by Rod T. Faulkner | Mar, 2024 | Medium
And what I hated above all? Both the overt and subtle anti-Black racism I was exposed to in the workplace. From overhearing white co-workers complaining about “Black people (fill in the blank)!” To being asked loaded questions that always began with “Why do/don’t Black people (again, fill in the blank)?” I loathed being passed over for promotions only to be told “You need to pay your dues,” while watching Ned’s nephew Ken be hired right out of college for a high-paying position for which th...
1730 - Black Women In White Workplaces Are More Likely To Be Considered 'Low Performers' | Essence
In a landmark study that analyzed the job outcomes of more than 9,000 new employees in a professional services firm from 2014 to 2020, it was found that Black women who got hired onto whiter teams were deemed as “low performers” and over time, were less likely to receive promotions, or even stay with the company.
1827 - Victorian anti-corruption watchdog reveals full extent of former police officer's 'offensive' trolling - ABC News
The report also revealed Mr Guerin had been the subject of civil litigation during his time as a superintendent, for allegedly using racist terms against a colleague. A confidential financial settlement was reached between Victoria Police and Mr Guerin's colleague. However, because information about civil litigation is not recorded on personnel files or Victoria Police's Register of Complaints and Serious Incident Database (ROCSID), it is not taken into consideration when Victoria Police me...
1841 - The Unfair Office: Why more men get promotions at work than women – Firstpost
Why is there a disparity in promotions? In an interview, Sandberg said, “We promote men based on potential and women have to have already proven it to you. You can’t prove you can be a manager until you’re a manager.”
1876 - Nine non-threatening leadership strategies for women
When all else fails, wear a mustache so everyone sees you as more man-like. This will cancel out any need to change your leadership style. In fact, you may even get a quick promotion!
1878 - More Responsibility at Work But No Promotion? Do This...
For example, if you’re an Administrative Assistant who has been put in charge of the entire people operations of your department. Instead of “Administrative Assistant,” go with “Head of People Operations” as your title. Because that’s exactly what you’re doing. Don’t shy away from using a title that honestly reflects your duties.
1879 - Organizational Racism in Hiring and Promotions Is Perpetuated by the Black Candidate Trope
Subjective criteria associated with likability still figure strongly into the hiring process, usually couched in the organizational language of "culture fit” and expressing a desire for candidates who are similar to the employer. Similarity plays a significant factor in this equation: more often than not, someone considered a “good culture fit” is someone “I’d want to grab a beer with,” someone “like me.” Who is the “me” in this scenario? According to research on Fortune 500 companies, the ...
1887 - Nonprofits So White: New Report on Lack of Inclusion Offers Strategies - Race to Lead
Nonprofits in this country are failing on their diversity and inclusion efforts, even as their missions address social justice and fairness issues, according to a new report of more than 5,000 workers in nonprofits. “The sad — but unsurprising — truth is that people of color and whites have a different set of experiences in nonprofit organizations. This gap in how professionals experience their workplaces — whether they receive mentorship, are granted promotions, or face microaggressions — i...
1896 - Determinants of career structure and advancement among Italian cardiologists. An example of segregation and discrimination against women? | European Heart Journal | Oxford Academic
Aims The aim of this study was to analyse the processes through which job, career and research-related choices are determined in Italian cardiology, focusing on characteristics such as productivity, gender and family. Methods and Results In June 1996, a questionnaire surveying individual and career-related data was mailed to all members (8000) of the Italian societies of cardiology. Returned questionnaires numbered 1715 (21·4% of the total mailed), 83% were completed by men and 17% by women....
1897 - Gender, ethnicity and career progression in UK higher education: a case study analysis: Research Papers in Education: Vol 35, No 6
This article uses case study interviews to examine women’s experiences in higher education. It focuses on career progression, support available for promotion and particular initiatives for staff retention. The findings suggest that whilst some progress has been made to support White and Black and minority ethnic women in their career trajectories, greater change is needed in order that inclusion is embedded within institutional frameworks and strategic plans. Furthermore, clearer evidence is ...
1919 - Broken Ladders Report: Our thoughts
Locked out of progression: 28% of women of colour (compared with 19% of white women) reported that a manager had blocked their progression at work, and 42% reporting being passed over for promotion despite good feedback (compared to 27% for white women). #SideBySide
1956 - Nine Tips for Being a Male Ally at Work
To address bias against women at work, and have brave conversations about topics such as equal pay and equitable hiring and promotion, men who hold positions of power—normally white, cisgendered men—need to use their influence, knowledge, and resources to support folks who identify as women, people of color, and marginalized communities. Allyship is important in making sure that everyone is not only invited to the table but is also heard, acknowledged, and recognized for their contributions. ...
2158 - Competitive workplaces don’t work for gender equality
Ultra-competitive workplaces – places where employees battle against each other for rank, bonuses and promotions – are common in many high-status fields, including law and finance. But while having a highly competitive culture is, on its face, gender-neutral, it actually worsens gender inequality. That’s the key finding of our new study with colleague Ragan Petrie, published in the most recent issue of the ILR Review. As economists who study workplace diversity and career-family conflicts fo...
2241 - Why racially marginalised women hide their identity by 'code-switching' to act 'white' at work - ABC News
The participants reported that "leadership models used for assessing talent in Australian organisations were inherently biased towards what the Diversity Council refers to as more masculine Western or 'Anglo' leadership styles which value extroversion and self-promotion". This, the report said, "has the effect of inadvertently excluding culturally diverse women from consideration for senior roles". It found 83 per cent of participants reported experiencing pressure to act, look, and sound l...
2242 - White Anglo patriarchal possession in organizations: Unequal vertical career progressions among Anglo White & non‐Anglo White highly skilled immigrant women - Carangio - 2023 - Gender, Work & Organ...
Within the discussion of highly skilled immigrant women workers in organizations, dominant discourses continue to pay little attention to the gender/racial dimension in relation to career progression. Although research of skilled immigrant women has revealed important insights into how the intersection of gender, race, and class shape women's work experience, the White Anglo colonial male promotion practices inscribed on Australian organizations in relation to skilled immigration remain littl...
2251 - Public service discrimination must be eliminated
In a recent analysis, economists Robert Breunig, David Hansell and Nu Nu Win studied promotion prospects across the Australian Public Service. Their data source is extraordinarily detailed, comprising essentially every public servant over a 20-year period, from 2001 to 2020. With more than 100,000 public servants each year, the dataset runs into millions of observations. Although the data are de-identified, the researchers know whether each public servant is from an English-speaking backgrou...
2911 - mekka okereke :verified:: "@meena @JoBlakely @Oaktag @ada…" - disabled.social
@meena @JoBlakely @Oaktag @adambkaplan * By month 13, I start talking to the woman about promotion * Woman is genuinely shocked. Still feels out of depth. Lists her shortcomings * I share objective data and subjective peer reviews with the woman: eg, all her peers think that she's clearly performing at the next level, everyone in the company considers her the go-to person on topics X,Y, and Z, she leads the team or company on important metric X2, changed the way devops does thing X3, etc 4/N
4014 - Women Aren’t Promoted Because Managers Underestimate Their Potential | Yale Insights
Prof. Kelly Shue and her co-authors found that women got higher performance ratings than men but were consistently—and incorrectly—judged as having less leadership potential. #Promotion #Career
4015 - Organizational Racism in Hiring and Promotions Is Perpetuated by the Black Candidate Trope
The importance of hiring and promotion in the workforce makes the problematic trope of the “hard-to-find” qualified Black candidate more than just a stereotypical cliché: its damaging effects are an enduring racist cog in the wheel of progress.
4389 - Anika: "@evacide My wife got the same …" - disabled.social
My wife got the same treatment. Her co-worker was hired with higher position. Also, she ended up mentoring the guy since he is not good with his job. #Promotion
4580 - How to practice person‐centred care: A conceptual framework - Santana - 2018 - Health Expectations - Wiley Online Library
Structural domains identified include: the creation of a PCC culture across the continuum of care; co-designing educational programs, as well as health promotion and prevention programs with patients; providing a supportive and accommodating environment; and developing and integrating structures to support health information technology and to measure and monitor PCC performance.
4822 - The Private War of Women Serving in Iraq - Dart Center
Not all military men see women soldiers this way, of course, but too many do. Some show their hostility by undermining women’s authority, denying them promotions, or denigrating their work. Others show it through sexual harassment, assault and rape. A 2004 study of veterans from Vietnam and all the wars since, who were seeking help for PTSD, found that 71 percent of the women said they were sexually assaulted or raped while serving. And a 1995 study of female veterans of the Gulf and earlier...
5573 - DrMLongbottom
What’s concerning to me, is that residents of the apartments in Melbourne translated health information into languages understood by tenants. Why weren’t these resources already developed? We’re 4 months into a pandemic and access to info is vital. It’s health promotion 101
6479 - Race-Related Differences in Promotions and Support: Underlying Effects of Human and Social Capital
This study examined two alternative explanations for disparity in reported work-related experiences and outcomes between black and white managers: treatment discrimination because of race, and differences in human and social capital. Education and training, representing human capital, and racial similarity of network ties and proportion of strong ties, representing social capital, were used to predict whether human and social capital would mediate the relationship between race and the work-re...
7004 - White nurses 'twice as likely' to get promoted as black and Asian colleagues, report finds
The Royal College of Nursing (RCN) said its study suggests racism is "endemic" in health and care - with black and Asian nurses more likely to be overlooked for promotion.
7132 - Menial Tasks, Slurs and Swastikas: Many Black Workers at Tesla Say They Faced Racism
African-American workers have reported threats, humiliation and barriers to promotion at the plant. The automaker says there is no pattern of bias.
7664 - Black women are in 'survival mode' at work-and company diversity efforts 'fall short'
A new report found that Black women aren't thriving in the workplace because they're not being tapped for their skillsets or supported for promotions.
7998 - Asian American attorney says she was passed up for promotions because of her race in federal lawsuit
An Asian American attorney based in Darien, Connecticut, has launched a federal lawsuit against her former employer for allegedly discriminating against her due to her race and sex. Michelle Lee, who worked at Darien-based Portfolio Advisors for about 15 years, claims she received "racialized comments" and "repeated sexual remarks and advances" from colleagues at the firm. "It's not right that a different standard applies to me as an Asian American woman I felt excluded and less than others, ...
8054 - NHS managers - the next time you give someone a project/provide stretch opportunities & exposure/tap someone on the shoulder for a promotion, ask yourself if that's in keeping with your Trust strat...
8139 - omg. i cannot with the "accessible" event advertisement or promotion where no one is wearing a mask.
8385 - Black women are in 'survival mode' at work-and company diversity efforts 'fall short'
A new report found that Black women aren't thriving in the workplace because they're not being tapped for their skillsets or supported for promotions.
8396 - Recently I sat on a promotion panel as an external observer for which I had to read about 100 applications. Here are my takeaways üßµ: 1/
8473 - Women are Credited Less in Science than are Men
There is a well-documented gap in the observed number of scientific works produced by women and men in science, with clear consequences for the retention and promotion of women in science1. The gap might be a result of productivity differences2-5, or it might be due to women's contributions not being acknowledged6,7. This paper finds that at least part of this gap is due to the latter: women in research teams are significantly less likely to be credited with authorship than are men. The findi...
8701 - Hey kind humans: I have a bit of "start up $" left, and I was hoping to spend it on books about disability by disabled authors. Would you please share your recs? Self promotion encouraged. Sharing ...
9143 - How the Best Bosses Interrupt Bias on Their Teams
Companies spend millions on antibias training each year in hopes of creating more-inclusive-and thereby innovative and effective-workforces. Studies show that well-managed diverse groups perform better and are more committed, have higher collective intelligence, and excel at making decisions and solving problems. But research also shows that bias-prevention programs rarely deliver. So what can you, as an individual leader, do to ensure that your team is including and making the most of divers...
9357 - Guide Dogs has launched an internal investigation after its Vic CEO Karen Hayes appeared in promotional material endorsing the re-election of Josh Frydenberg. "The board had no prior knowledge of t...
9671 - @stephondoestech @molly0xFFF I led the development and architecture of a greenfields financial product for a client ( agency job). Customer was happy. My bosses were happy. My Tech peers were happy...
9921 - Fort Lauderdale police chief fired over minority-first practices in hiring and promotions, report says
The city of Fort Lauderdale has fired its police chief Larry Scirotto, who has been in office for less than a year, following allegations of discriminatory practices for promotions.
10007 - A framework for operationalising Aboriginal and Torres Strait Islander data sovereignty in Australia: Results of a systematic literature review of published studies
Background Racial health disparities are only likely to be meaningfully improved by tailoring public health and clinical interventions to the specific needs of Indigenous people and their communities. Accurate tailoring relies on the availability of high-quality Indigenous-specific data. The potential benefits of increased availability of Indigenous data need to be balanced by efforts to ensure those data are collected and used appropriately. This paper identifies characteristics of Indigeno...
10538 - The relationship of race and gender to managers' ratings of promotion potential
The purpose of this paper was to examine the relationship of race and gender to managers' ratings of promotion potential for a sample of 1268 managerial and professional employees. Hierarchial regression analysis showed that controlling for age, education, tenure, salary grade, functional area, and satisfaction with career support, both race and gender were significantly related to promotion potential. Females were rated lower than males, and Blacks and Asians were rated lower than Whites. Th...
10539 - Promotion decisions as a diversity practice
Proposes that the promotion decision-making process contributes to the differential advancement of women and men in organizations. Compares the actual promotions of 13 women and 16 men at a company known for its diversity practices. Finds that bosses are more hesitant to promote women and require them to demonstrate personal strength and to prove themselves extensively before they get a promotion. Men are less likely to have promotions accounted for in terms of familiarity with job responsibi...
10575 - No more tick boxes...
Roger Kline writes about his review suggesting how to create fairer outcomes for promotion of disabled, female and black and minority NHS staff
10741 - How Outside Letter Writers’ Gender Affects Faculty Promotion Odds
But what about the money shot — were the actual votes for or against advancement associated with the proportion of women writing external review letters?
After controlling for candidate discipline, institution, the rank being promoted to, candidate demographics (such as minority status and gender), and scholarly productivity, the investigators found that while there were no differences in departmental votes, an increased proportion of women letter writers was associated with a lower negati...
10742 - This Harvard Study Reveals Why Black Women Are Set Up To Fail At Work
New research from Harvard Kennedy School provides more insight into the unique challenges that Black women face in the workplace. Researchers Elizabeth Linos, Sanaz Mobasseri, and Nina Roussille investigated how having more White coworkers influences Black women’s retention and promotion rates in the workplace. Their study revealed a troubling finding: when Black women start their careers working with a higher percentage of White colleagues, they are more likely to leave their jobs and less l...
10743 - Black women are still struggling to get promotions and equal pay for their work | Broadview Magazine
Washington is now finishing a PhD and working full-time as a health equity specialist for a Toronto hospital. But she feels her career is stalled when compared to those of white friends with similar education and experience. Some of her friends in her graduating class are now senior managers.
“And I am still not in a senior role,” she said. “It’s not fair.”
10745 - Almost 50% Of Black Women Report Being Overlooked For Promotion
Karla Martin, Director of Global Strategy at Google, said she had to watch a white male employee get promoted at a consultancy firm she used to work for, even though she led and guided him on “a massive cost-reduction project for a multimillion-dollar client.”
“That partner simply couldn’t remember that it was my leadership, my work — aided of course by the team and that one guy (we’ll call him Jim) — and that I’d been instrumental in hiring Jim and promoting him while I was leading it,” s...
10746 - Black Women Face Over 30% Lower Promotion Rates than White Men
42% of Black women report not being offered a promotion by their current employers - 31% more than their male counterparts. While a further 1 in 5 Black women also express uncertainty about the necessary steps to a promotion.
New findings from a recent survey from global recruitment company Robert Walters show how Black women in Canada face significant hurdles in their professional journey.
10747 - Asians in Australian public jobs aren't being promoted due to 'Asian penalty': study
Over the past two decades, approximately 96% of executive-level promotions have been awarded to staff from English-speaking backgrounds. Staff from English-speaking backgrounds are shown to be 70% more likely than those from non-English-speaking backgrounds (NESB) to reach executive roles, with a 30% increased likelihood for promotions to senior analysts and a 40% increased likelihood for management roles.
The results show the APS has disproportionately favored individuals with Anglo, Celtic...
10749 - Asians Do Not Get Promoted Fairly in the Australian Public Service
They looked at 100 000s of anonymised datapoints from promotions over the past 20 years from 2001 to 2020 - the entire population of all promotions throughout the period. The data, while anonymised, contained numerous dimensions like age, gender, ethnicity, language background etc.
The researchers found that:
women are more likely to get promoted at senior thanks than similar men, and just as likely at junior ranks, from 2017 onwards
being disabled lowers your promotion prospects at mo...
11050 - Hidden in plain sight: Women face subtle forms of discrimination and bias in the workplace
Gender discrimination remains a pervasive issue in the workplace. While obvious cases of discrimination against women — like sexist comments or the systematic underpayment of women — dominate headlines, there are subtler, more insidious forms of discrimination that often go unnoticed.
Take Kelly, for example, a seasoned marketing manager we recently interviewed as part of a workplace discrimination project. Kelly had diligently worked towards a promotion, only to witness her junior colleag...
