equalitism

At a startup where women are forging the path fresh, they're not only experiencing this thing for the first time, but they're having to help everyone through their experience for the first time too: talking to an HR person who's never handled maternity leave before, asking the benefits person to walk them through those EDD forms, which is so difficult. When everyone's doing it the first time, it's bound to be exceptionally difficult, and unfortunately there are going to be things that don't go as planned. How do you learn from that experience and make it better?

If 'Girls' took place in HBO's 'Silicon Valley'

Start-ups are unlikely to have parental policies because they are more focused on growing as quickly as possible. Many big tech companies try to ease the way for new parents, at least officially — but that does not necessarily filter down to company culture.

That last sentence is an excellent state of the union.

If you believe the best way to promote diversity in tech is to attack those in “power” then understand what is best going to make them listen and target them that way. If your natural tendency is to blow the place up with expletives, think about how effective that might be considering the audience you are targeting. This is not me saying that only the people who talk softly and curtsy at the feet of the people of power will make a change — not at all. But if you want people to listen, sometimes it can be worth adopting the approach most likely to be listened to by that particular audience.

This question of effective activism is on my mind a lot lately.

Men negotiate harder than women do and sometimes women get penalized when they do negotiate. So as part of our recruiting process we don’t negotiate with candidates. We come up with an offer that we think is fair. If you want more equity, we’ll let you swap a little bit of your cash salary for equity, but we aren’t going to reward people who are better negotiators with more compensation. We ask people what they think about diversity, and we did weed people out because of that.

Myth #1: Bringing More Attention to the Gender Gap Will Help Close It

Myth #2: Funding Women is About Charity

Myth #3: It’s up to Men to Fix This Problem

Myth #4: Asking Women “How They Do it All” Advances the Cause

Myth #5: The Solution is Better Maternity Leave Policies

Everyone’s resumes include their former job titles, but women are significantly more likely to summarize their prior work at a high level rather than describing their roles in detail. 91% of the men include bulleted verb statements that describe their achievements on the job, but only 36% of women do.

That wasn’t the first time she had encountered an odd superficialism. At Stanford, Chou signed up for a computer-science class, thinking it would be a familiar environment. Yet it felt off-putting. “A lot of my male classmates would talk about the classes being very easy and say, like, ‘Oh, this was a piece of cake!’ ” She smiles. “It took me a while to calibrate their words to their actual performance.”

Lo and behold, we’ve found that when you give a population that’s roughly 50% female an equal chance you end up with a roughly 50% female staff.

The majority of today’s young people of both genders seek an egalitarian split in work and family responsibilities. But even if both partners want it, women are aware that they probably won’t get it.

My 7-year-old wants to know if she has an oval face. Why? Because “oval faces can often have almost any style haircut because almost everything looks great on this face shape!” Her sudden concern with her hairstyle “looking great” comes courtesy of her new Lego Club Magazine, which included “Emma’s Beauty Tips” in the March-April 2015 Lego Club Magazine.

Disappointing, Lego.

During the Q&A session, one woman in the audience said something that got the whole room buzzing: Eric Schmidt had interrupted Megan Smith several times throughout the panel without even noticing. How did Smith feel about the unconscious bias that affects her and other women?

According to The Broadsheet, “that audience member was Judith Williams, who heads up the Unconscious Bias programs at Google.”

As it turns out, paid paternity leave could be an important step on the road to gender equality. Granting paid days off to a new dad sets a pattern for both parents to share the caring from the get-go and boosts chances for women to stay in the work force because they're not the sole caregivers.

Conversely, a study of American working dads by the Boston College Center for Work and Family found that "when men fail to become active co-parents in the first few months of the child's life, it sets up a pattern that is difficult to change."

Hello, yes! Companies also need to set a culture where dad actually takes the offered leave.

Turlington Burns is exactly the kind of person Apple would like us to see sporting the Apple Watch. On stage to promote her work as a global advocate for maternal health as well as the Apple Watch, Turlington Burns was obviously there for more than just her runway-ready good looks. However, as neither an Apple developer nor employee, she was an odd choice to break Apple's dry spell.