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Hidden and Devalued Feminized Labour in the Digital Humanities examines the data-driven labour that underpinned the Index Thomisticus–a preeminent project of the incunabular digital humanities–and advanced the data-foundations of computing in the Humanities. Through oral history and archival research, Nyhan reveals a hidden history of the entanglements of gender in the intellectual and technical work of the early digital humanities. Setting feminized keypunching in its historical contexts–from the history of concordance making, to the feminization of the office and humanities computing–this book delivers new insight into the categories of work deemed meritorious of acknowledgement and attribution and, thus, how knowledge and expertise was defined in and by this field. Focalizing the overlooked yet significant data-driven labour of lesser-known individuals, this book challenges exclusionary readings of the history of computing in the Humanities. Contributing to ongoing conversations about the need for alternative genealogies of computing, this book is also relevant to current debates about diversity and representation in the Academy and the wider computing sector. Hidden and Devalued Feminized Labour in the Digital Humanities will be of interest to researchers and students studying digital humanities, library and information science, the history of computing, oral history, the history of the humanities, and the sociology of knowledge and science.

“The practicality and clarity make this a valuable contribution to collections in academic and public libraries.” — Library Journal, Starred ReviewA new, important, and richly detailed guide to understanding gender bias with practical solutions for leaders, workplace allies, and individual women.Gender bias is a powerful but hidden force that is still holding women back, keeping them from achieving their full potential and limiting organizations from achieving the creativity, problem solving, and growth that are possible with a diverse workforce. In this revealing new book, Amy Diehl and Leanne Dzubinski shine a new light on gender bias in the workplace, uncovering the barriers that work like glass walls surrounding women. Through their original research, they have discovered six core factors and multiple subfactors of bias, giving names to some elements for the first time ever. Their findings and analysis present a new, important, and richly detailed guidebook to understanding gender bias. They reveal: How male privilege, the bedrock on which gender bias is built, results in a workplace created by men and for men How women encounter disproportionate constraints in that workplace, being expected to play supportive roles to menThe surprising ways in which women experience insufficient support based on genderThe concept of devaluation, and how it tells women they don't belong at workThe troubling ways women face hostility to keep them in their supposed place, merely because of their gender How the combined weight of these barriers leads to acquiescence, when women internalize the obstacles and adapt to the limitationsThe barriers identified, and the subcomponents of each, are destined to become the framework for understanding gender bias. Glass Walls provides a roadmap to shatter barriers holding women back once and for all.

Despite countless diversity initiatives, gender inequality in career pathways for women in the modern workplace continues. This book reveals Why. It is a call to action. Drawing on a meticulous study that involved interviews with 70 corporate executives, a survey of 2,000 employees, and comprehensive desk-research, Dr Khan unearths the pernicious impact of gender stereotypes, sexual objectification, and the intricate web of double standards that plague the corporate realm. Yet, her insights resonate beyond finger-pointing and victimhood. With a compelling call for introspection, she exposes an uncomfortable truth: the unintentional contributions that women themselves make to their own oppression. With compelling narrative and insightful analysis, Dr Khan navigates the complex paradox of women inadvertently hindering their own advancement by perpetuating harmful behaviours against each other.'We are not just victims,'Dr Khan asserts, as she uncove

You Should Smile More: How to Dismantle Gender Bias in the Workplace empowers women and men to unlock a culture of greatness in the workforce—one little thing at a time. Written by six C-suite women with a collective resume covering 29 industries, the book offers a completely new lens through which to talk about and tackle the stubborn remnants of gender bias at work.“In the business world, barriers to inclusion are barriers to success,” states a line from the book's Introduction. “Diversity breeds better solutions faster if people feel comfortable in their environment.” But from small indignities to unconscious slights, women experience situations at work every day that may seem small or unimportant but that effectively differentiate and exclude them. These are not #MeToo moments - they are micro-offenses; the small, awkward, or uncomfortable moments that slow-build until the unwelcome environment takes hold and women disengage. Situations the authors address range from things like use of the term “girl” versus “woman,” watching male colleagues leave work for a social event where women colleagues were left off the invite list or hearing that a qualified woman shouldn't be offered an assignment because she has small children at home. You Should Smile More shows witnesses, allies, supervisors, and women at every level in their careers how to dismantle everyday gender bias, based upon the latest research, personal accounts, and interviews with dozens of professionals, both women and men. Widely known as a meme, the title itself is now a call-to-action against the very advice women so frequently hear from male colleagues or bosses. The authors spotlight these all-too-familiar moments, offering realistic strategies every witness can use to confront and productively address them. The information within the book finally advances women in the corporate workplace as equals and advances organizations on the path to creating cultures of true inclusion. The authors call themselves “The Band of Sisters” and have collectively seen it all, from the bottom rung to the boardroom. They know firsthand how hard it is to navigate these gendered situations in the moment. Now they share their experience with a forward-looking eye -- often with humor, and in a way that recognizes the realities of the workplace. With this book as a guide, The Band of Sisters are ready to: + Help anyone to recognize and effectively respond to these micro-moments rooted in gender bias. + Pave the way for their ultimate elimination, through shared participation. + Allow organizations to build high-performance cultures that truly value and include diverse perspectives and experiences. Gender bias has been part of our workplaces for too long. We are at the point now where all of us who are in the workplace, around conference tables, water coolers and in Zoom meetings, must make the next push for real change.

Written by an award-winning leadership trainer and career coach, Her Allies is a practical toolkit that empowers men to lead through advocacy and champion gender equality.Hira Ali introduces readers to the knowledge, strategies, and confidence needed to embrace the role of an ally and discusses the barriers that might hold them back. Through five interactive sections, she exposes the obstacles that impede women's equality, and encourages readers to not only challenge their own perspectives but also to confront societal norms, organizational dynamics, and the institutional structures that perpetuate gender disparities. Join the movement and turn the page on gender inequality. This book is more than just a guide, it's a call to action!

The key to advancing gender equality? Men.Women are at a disadvantage. At home, they often face an unequal division of household chores and childcare, and in the workplace, they deal with lower pay, lack of credit for their contributions, roadblocks to promotion, sexual harassment, and more. And while organizations are looking to address these issues, too many gender-inclusion initiatives focus on how women themselves should respond, reinforcing the perception that these are'women's issues'and that men&#8212often the most influential stakeholders in an organization&#8212don't need to be involved.Gender-in-the-workplace experts David G. Smith and W. Brad Johnson counter this perception. In this important book, they show that men have a crucial role to play in promoting gender equality at work. Research shows that when men are deliberately engaged in gender-inclusion programs, 96 percent of women in those organizations perceive real progress in gender equality, compared with only 30 percent of women in organizations without strong male engagement.Good Guys is the first practical, research-based guide for how to be a male ally to women in the workplace. Filled with firsthand accounts from both men and women, and tips for getting started, the book shows how men can partner with their female colleagues to advance women's leadership and equality by breaking ingrained gender stereotypes, overcoming unconscious biases, developing and supporting the talented women around them, and creating productive and respectful working relationships with women.

In the age of multiple equity movements, it is critical to explore an unspoken nuance—the silencing of women leaders. Carrie Lynn Arnold calls attention to the history and complex dynamics that can suppress a leader's voice while offering solutions for change.Women are taught to speak up, develop confidence, leverage their strengths, polish their interpersonal skills, widen their competencies, and fight to sit at the table. But once they make it to that executive chair, they rarely examine the unspoken dynamics that impact their success. The silencing of female voices is an all too common epidemic, preventing women from harnessing their full capabilities and leading with maximum potential. This phenomenon of isolating women by subduing their voices is a decades-old tradition. It can be impossible to avoid encounters, organizational cultures, and even feelings of self-suppression that all foster silencing. It is no longer about questioning competency or confidence. It is about understanding the complex factors and biases that are deeply embedded in relationships between men and women, amongst women, and within the dynamics of systems and the self that allows for this trend to continue despite growing successes in equity.Carrie Lynn Arnold examines silencing, which is essential to name and recognize, as a pre-requisite to effective leadership. By understanding where we have been before, we may fully appreciate and call attention to where we need to go. Regardless of your gender or whether you are an emerging leader or a CEO of a large corporation, the silencing virus is capable of infecting everyone. Silenced and Sidelined explores what it means to feel suppressed, giving words to the experience so that leaders can begin different types of conversations about voice and leadership. There are no shortcuts or simple, easy steps; this call to leadership is a call for courage. It requires the ability to communicate with a voice that carries currency—one, people will not just hear, but follow. Given the complexity of our world and the challenges society faces, we can no longer afford leaders with silenced voices.

Going beyond the message of Lean In and The Confidence Code, Gannett's Chief Content Officer contends that to achieve parity in the office, women don't have to change—men do—and in this inclusive and realistic handbook, offers solutions to help professionals solve gender gap issues and achieve parity at work.Companies with more women in senior leadership perform better by virtually every financial measure, and women employees help boost creativity and can temper risky behavior—such as the financial gambles behind the 2008 economic collapse. Yet in the United States, ninety-five percent of Fortune 500 chief executives are men, and women hold only seventeen percent of seats on corporate boards. More men are reaching across the gender divide, genuinely trying to reinvent the culture and transform the way we work together. Despite these good intentions, fumbles, missteps, frustration, and misunderstanding continue to inflict real and lasting damage on women's careers.What can the Enron scandal teach us about the way men and women communicate professionally? How does brain circuitry help explain men's fear of women's emotions at work? Why did Kimberly Clark blindly have an all-male team of executives in charge of their Kotex tampon line? In That's What She Said, veteran media executive Joanne Lipman raises these intriguing questions and more to find workable solutions that individual managers, organizations, and policy makers can employ to make work more equitable and rewarding for all professionals.Filled with illuminating anecdotes, data from the most recent relevant studies, and stories from Lipman's own journey to the top of a male-dominated industry, That's What She Said is a book about success that persuasively shows why empowering women as true equals is an essential goal for us all—and offers a roadmap for getting there.

This international collection examines violence and abuse in and around organisations. The collection documents the causes, specifically from the perspective of human relations and of the workplace conditions. It also highlights the specific risks associated with high-risk professions or working environments.The first section considers types of violence and abuse, their relative frequencies, potential individual and workplace antecedents, costs to individuals, family's organisations and societies, the fact both are increasing in frequency with new types (e.g., terrorism) appearing, and why addressing these has become increasingly important for individuals and organisations. The second section considers violence in interpersonal relationships such as bullying, incivility, bias and harassment, and toxic leadership. The third section examines unsafe workplaces, accidents, injuries, and deaths. The fourth section considers exploitive work conditions and arrangements such as precarious employment, the exploitation of immigrants, and human slavery. The final section offers suggestions on ways to address violence and abuse in and around organisations. These include aggression preventative supervisor behaviours in health care, suicide prevention in the workplace, dealing with disgruntled employees and former employees, and workplace interventions that address stress reduction more broadly.As with other titles in the Psychological and Behavioural Aspects of Risk Series, this research-based collection is firmly grounded in the boundary between work and society and offers important insights into how social and cultural problems are manifest in the workplace and how poor and abusive workplace practice, in turn, spills out into wider life.

Gender Equality in a Global Perspective looks to discuss whether Gender Equality can be adopted as it has been defined in international documents anywhere, or whether it needs to be adapted in a more local context; discuss which factors and perspectives need to be taken into account when adapting Gender Equality to specific contexts; suggest research approaches for studies on whether a universal (Western) concept of Gender Equality fits in certain specific contexts; and finally suggests challenges to the existing interpretation of Gender Equality (e.g., theory of intersectionality); and the development of legal and policy framework.This book is situated within the tradition of comparative gender studies. While most other such books take up and compare various ways of implementing (or not implementing) gender equality, this book studies and compares whether or not (and to what extent) a specific definition of Gender Equality (GE) could be adopted by various nations. Thus, all chapter contributors will engage with the same definition of GE, which will be presented within the book, and discuss the possibilities and constrains related to applying such a definition in their particular national context. The readers will learn about the problems of applying a universal concept of Gender Equality and the possible reasons for and modes of adapting Gender Equality to different contexts. Gender Equality in a Global Perspective looks to maintain a critical and reflexive stance towards the issues raised and will seek to present multiple perspectives and open-ended answers. As such it hopes to contribute to the international discussion of human rights more broadly and Gender Equality specifically. The intended audience is not limited only to but will include policy makers, scholars and students with an interest in Gender issues, Organizational Theory, Political Science, Human Development, Policy Analysis, Globalization and other management sub-disciplines.

With over thirty chapters, this book offers a truly interdisciplinary collection of original contributions that are likely to influence theorization in the field of equality, diversity and inclusion at work. Many chapters in the book offer comparative perspectives through cross-national and multi-level analyses. The volume adopts a critical perspective as it focuses on relations of power in exploring equality, diversity and inclusion at work. Specifically, the authors examine areas such as cultural conflict, gender inequity and politics, work-life balance, affirmative action, trade unions and diversity and diversity interventions and change.This timely book with chapters that are contributed by internationally eminent scholars will prove to be an invaluable resource for researchers, policy makers and students in this field.

Written by leading researchers from four continents, this book offers a broad and contemporary assessment of the ways in which gender affects workplace communication and how this in turn influences people's choices, training, opportunities and career development. A range of work situations are considered (including communication within the normal routine, in a crisis or under pressure, and during those occasions important for career development) and examples are sourced from a variety of contexts (including international business, leadership, service work, and computer-mediated communication). Gender and Communication at Work includes a diversity of theoretical perspectives in order to most successfully map the range of communication strategies, identities and roles which impact upon and are influenced by gender at work.