Breaking Through Bias: Communication Techniques for Women to Succeed at Work
(Adobe EPUB eBook, Kindle Book, OverDrive Read)
Women define career success in a wide variety of ways. But whatever a woman's personal definition, if she is in a traditionally male-dominated career—virtually all high status, highly compensated fields—her career is at risk because of pervasive gender stereotypes. This highly practical book makes clear that women don't need to change who they are to succeed in their chosen careers, and they certainly don't need to act more like men. Women do, however, need to be attuned to the negative gender stereotypes that surround them; they need to anticipate the biases these stereotypes foster, and they need to manage the impressions they make to avoid or overcome these biases.
Based on the authors' personal experiences as business leaders and practicing attorneys, involvement in compensation and hiring decisions, extensive mentoring activities, and numerous scientific and academic studies, Breaking Through Bias presents unique, practical, and effective advice about how women can at last break through gender bias in the workplace and win at the career advancement game.
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Andrea S. Kramer. (2016). Breaking Through Bias: Communication Techniques for Women to Succeed at Work. Bibliomotion, Inc.
Chicago / Turabian - Author Date Citation (style guide)Andrea S. Kramer. 2016. Breaking Through Bias: Communication Techniques for Women to Succeed At Work. Bibliomotion, Inc.
Chicago / Turabian - Humanities Citation (style guide)Andrea S. Kramer, Breaking Through Bias: Communication Techniques for Women to Succeed At Work. Bibliomotion, Inc, 2016.
MLA Citation (style guide)Andrea S. Kramer. Breaking Through Bias: Communication Techniques for Women to Succeed At Work. Bibliomotion, Inc, 2016.
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- bioText: Andrea S. Kramer is a partner in the international law firm McDermott Will & Emery LLP. She is based in its Chicago office and is head of McDermott's Financial Products, Trading and Derivatives Group. She is a founding member of the Diversity Committee, and chair of the Gender Diversity Sub-committee.
For almost 30 years, Andie has helped women navigate the turbulent waters of career advancement in speeches, workshops, articles, mentoring, problem solving, and one-on-one coaching. She founded and serves as board chair of WLMA (the Women's Leadership and Mentoring Alliance), a nationwide organization that provides professional women of all ages and stages in their careers with leadership development and mentoring opportunities.
Andie was named one of the 50 Most Influential Women Lawyers in America by the National Law Journal and received the prestigious Founder's Award of the Chicago Bar Association's Alliance for Women. The Chicago Tribune featured her as a "Remarkable Woman" and Chicago Lawyer magazine recognized her as an "Inspiring Innovator" for her efforts to promote gender equality.
Alton B. Harris was a founding partner of the Chicago law firm Ungaretti & Harris and chaired the firm's financial services group, now known as Nixon Peabody. Al is a frequent writer and lecturer on the financial markets, financial regulation, and corporate governance. As an adjunct professor of law at Northwestern University Law School, he teaches courses on the regulation of derivative products and the financial markets.
As Andie's husband and former law partner, Al is a sounding board and mentor to Andie. Although they share similar views on the issues of gender communication, their perspectives are not identical. Andie and Al have collaborated for decades, most recently on the article "Taking Control: Women, Gender Stereotypes, and Impression Management." - name: Andrea S. Kramer
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- More than fifty years after the beginning of the Women's Movement and forty years after passage of Title IX, women are still not "making it" in traditionally male careers. Women start their careers on parity with men but generally end them far earlier, having achieved less status, lower compensation, and less satisfaction than men. Breaking Through Bias explains that it is the stereotypes about women, men, work, leadership, and family that hold women back, and it presents an integrated set of communication techniques that women can use to avoid the discriminatory consequences of these stereotypes.
Women define career success in a wide variety of ways. But whatever a woman's personal definition, if she is in a traditionally male-dominated career—virtually all high status, highly compensated fields—her career is at risk because of pervasive gender stereotypes. This highly practical book makes clear that women don't need to change who they are to succeed in their chosen careers, and they certainly don't need to act more like men. Women do, however, need to be attuned to the negative gender stereotypes that surround them; they need to anticipate the biases these stereotypes foster, and they need to manage the impressions they make to avoid or overcome these biases.
Based on the authors' personal experiences as business leaders and practicing attorneys, involvement in compensation and hiring decisions, extensive mentoring activities, and numerous scientific and academic studies, Breaking Through Bias presents unique, practical, and effective advice about how women can at last break through gender bias in the workplace and win at the career advancement game. - reviews
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March 14, 2016
According to spouses Kramer and Harris, “Women don’t need to be fixed,” but society does, and quickly. The authors begin by telling how they met at the small law firm where Kramer began her career. She was surprised that the founding partners, Harris included, treated her the same way they treated the male associates. The authors proceed to identify a serious advancement problem for women, who make up 45% of entry-level professionals but only 17% of C-suite executives. They blame this gap on the pervasiveness of gender stereotypes, which lead to a kind of “benevolent sexism” that’s as damaging as it is unintentional. Kramer and Harris acknowledge that systemic change is important, but it takes time, which leaves current would-be executives in the dust. One issue they single out is that most men believe they have no biases, and don’t understand how difficult it is for women in the workplace; persuading such men to be allies is the first step. The authors discuss managing perceptions, being aware of body language, crafting communications, and using anger to its best effect. This is a well-organized, well-thought-out call to action, but the trick will be getting men to pick it up.
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Starred review from June 1, 2016
Attorneys Kramer and Harris draw on their extensive experience in this thoughtful guide to workplace communication. No time is spent debating whether gender bias exists in the workplace; the authors cite the relevant statistics and proceed into their discussion of gender stereotypes and how to combat them. Central to their technique is the expectation that women behave in a manner that is communal, seeking consensus and acceptance; and men behave in a manner that is agentic, seeking success and promotionbut when a woman behaves that way, she's derided as self-serving or aggressive. To achieve professional success, women must find a way to exhibit the agentic traits that people expect from a leader, balanced with the communal traits that people expect from a woman. The authors provide practical advice for communication and impression management as well as how to handle potentially difficult situations, such as accepting feedback and criticism, advocating for yourself, and holding your own in meetings. Though it is targeted to women, men who are interested in helping achieve workplace equity have much to gain by reading this guide, as it may open their eyes and give them some tools for challenging bias. In addition to providing intelligent guidance, it reminds us all that we have a long way to go when it comes to achieving gender equality in the workplace.(Reprinted with permission of Booklist, copyright 2016, American Library Association.)
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Women define career success in a wide variety of ways. But whatever a woman's personal definition, if she is in a traditionally male-dominated career—virtually all high status, highly compensated fields—her career is at risk because of pervasive gender stereotypes. This highly practical book makes clear that women don't need to change who they are to succeed in their chosen... - sortTitle
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