Podcasts about andie kramer

Have you ever heard the phrase, “If I had a nickel every time someone did (fill in the blank), I'd be rich?” My guest, Andie Kramer, might say, “If I had a nickel for every story of workplace bias against women, I'd be rich.”I feel incredibly fortunate to have Andie join me on Brave Women at Work to tackle such an important and timely topic. Reflecting on my own career, I can clearly see moments where I experienced bias—whether it was someone else taking credit for my ideas in a meeting or being passed over for a promotion in favor of a male colleague, despite having all the qualifications.As I always say, this isn't about man-bashing—I love the men in my life. But on this show, my goal is to help you take braver, bolder actions in your career. Sometimes that means addressing tough topics like breaking bias, understanding why women, especially women of color, face more challenges in their careers, and—most importantly—exploring what we can do to create a better future for our daughters.In this episode, Andie and I dive into:What inspired Andie and her husband, Al, to focus on breaking gender bias in the workplaceThe types of bias that women encounter at work and how they manifestPractical steps we can take to break through bias and build thriving careersAndie and Al's PATH program and how it helps address bias in organizationsWhy women sometimes struggle with other women in the workplaceThe crucial role men play in helping to eliminate workplace bias

Send us a Text Message.Today we have the pleasure of sitting down with Andie Kramer, lawyer, author, advocate, and founding member of ASKramer Law, LLC. Over the years, she has written and spoken extensively about gender biases in the workplace alongside her husband, Al Harris. We're excited to have her on the show today to share insights from her books Breaking Through Bias, It's Not You, It's the Workplace, and Beyond Bias. Here's some of what we discuss in this episode:0:00 – Intro1:08 – Andie's journey to writing books for women in the workplace9:38 – Self-awareness and confidence-building techniques15:40 – Strategies for organizations to focus on inclusion and combat biases26:20 – Getting men involved in the conversationLearn more about AndieAndie has mentored thousands of women and written hundreds of articles and blog posts on gender biases. Because mentorship opportunities for young executive and professional women are often limited, she co-founded the Women's Leadership and Mentoring Alliance (WLMA) to recruit senior women to mentor and support younger women on their way up. She has developed a series of leadership training programs and is a frequent speaker on the issue of gender discrimination and bias.Andie speaks frequently to audiences about how to break through gender bias in the workplace. She draws on her professional and business experience to provide audiences with realistic, detailed, and readily usable advice. Andie and her husband, Al, are the co-authors of three award-winning books, and contributing writers to Harvard Business Review's On Women and Leadership (2019). Andie is also a contributing writer on gender issues in the workplace for Forbes.com, and has been featured on The HuffPost, The New York Times, NBC News, and more.Episodes LinksAndie & Al: https://andieandal.com/about/Andie on LinkedIn: https://www.linkedin.com/in/andiekramer/Andie's Books: https://andieandal.com/books/ASKramer Law: https://www.askramerlaw.com/aboutJoin the Purse Strings Facebook group: https://www.facebook.com/pursestringsco/ To learn more about money and access additional episodes, visit us online: https://pursestrings.co/

Andie Kramer, lawyer, gender bias expert, and author of Beyond Bias: The PATH to End Gender Inequality at Work, joins Karen Conti to talk about mothers in the workplace in honor of today being Mother’s Day.

Andie Kramer, lawyer, gender bias expert, and author of Beyond Bias:  The PATH to End Gender Inequality at Work, joins Karen to talk about how the Supreme Court's strike down of affirmative action is affecting women in the workplace.

In recent years, the rise of digital currencies has revolutionized the way we think about money and finance, with more and more individuals and businesses embracing the potential of blockchain technology. However, with this rapid growth has come a significant amount of uncertainty and confusion around the legal and regulatory frameworks that govern this new asset class. And as the crypto industry continues to grow and evolve, the issue of regulation and security will remain a key focus for lawmakers and industry stakeholders alike.One of the biggest challenges facing the crypto industry today is the issue of security, with several high-profile exchange hacks and collapses leading to the loss of billions of dollars in assets. In response, lawmakers and regulators around the world have been grappling with how to protect consumers and investors in this space. In the US, Congress is currently considering several bills aimed at increasing oversight and regulation of the crypto industry, including measures to require crypto exchanges to register with the SEC and establish minimum capital requirements.In this episode, Malcolm sits down with Andie Kramer, Founding Member of ASKramer Law, to discuss the current state of regulation in digital assets, such as cryptocurrencies and stable coins. Andie shares her thoughts on regulatory, tax, and governance issues both globally and in the U.S.Andie Kramer Discusses:The types of regulation needed in cryptoWhat has happened to crypto since the U.S. Government began regulating itThe likelihood of a Bitcoin spot ETF being approved by the SECThe dangers of ignoring the tax laws related to crypto tradingConnect with Andie:LinkedIn: Andie KramerASKramer LawConnect with Malcolm:The Tech Money Podcast LinkedIn: Malcolm EthridgeConnect with Malcolm @MalcolmOnMoneyAbout our guest:Andie is a nationally recognized authority on the regulatory, tax, commercial, and governance matters that arise in trading environments. She provides clients with practical and effective counsel to allow them to move forward with confidence and predictability as they navigate complex, high-stakes transactions. Andie applies a unique multidisciplinary approach to the taxation and regulation of financial products, markets, and participants.

In movies and TV shows, women in the workplace are often pitted against each other to ramp up the drama and tension among characters. Think Meryl Streep's fabulous “Miranda Priestley” in The Devil Wears Prada. But does is this kind of “Queen Bee” behavior true in real life? Or more of an exaggeration? And f it is true, why would women sabotage other women in the workplace?During this episode, Aileen and Glenda delve into the controversial topic of workplace “Queen Bees”, discussing research on the topic that can be both enlightening and infuriating. We also share highlights from our fascinating conversation with Andie Kramer, who is an accomplished attorney, a nationally recognized authority on gender equality, a best-selling author on the subject and someone who's worked tirelessly to increase women's leadership opportunities.Andie and her husband and co-author Al Harris have written three award-winning books: Beyond Bias: The PATH to Ending Gender Inequality at Work; Breaking Through Bias: Communication Techniques for Women to Succeed at Work; and It's Not You, It's the Workplace: Women's Conflict at Work and the Bias That Built It. They are contributing writers to Harvard Business Review's On Women and Leadership, and Andie is a contributing writer on gender issues in the workplace for Forbes.com. They are also the authors of hundreds of articles on diversity and overcoming gender stereotypes that have been featured in a wide variety of national media outlets including HBR.org, The HuffPost, The New York Times, NBC News, The Chicago Tribune, and Fast Company.SOURCESBooks- Beyond Bias: The PATH to Ending Gender Inequality at Work, by Andie S. Kramer and Alton B. Harris[- It's Not You, It's the Workplace: Women's Conflict at Work and the Bias That Built It, by Andie S. Kramer and Alton B. Harris](its not you its the workplace)- Breaking Through Bias: Communication Techniques for Women to Succeed at Work, by Andie S. Kramer and Alton B. Harris- The Stiletto in Your Back: The Good Girl's Guide to Backstabbers, Bullies, Gossips and Queen Bees at Work, by Michelle Villalobos-Mean Girls, Meaner Women: Understanding Why Women Backstab, Betray and Trash-Talk Each Other and How to Heal, by Erika Holiday and Joan I. Rosenberg- Tripping the Prom Queen: The Truth About Women and Rivalry, by Susan Shapiro Articles:Why Women Don't Always Support Other Women - Forbes.comSheryl Sandberg on the Myth of the Catty Woman - The New York TimesWhy Do Women Bully Each Other at Work?Queen Bee syndrome: Workplace inequality encourages women to sabotage one anotherhttps://www.gailgoldenconsulting.com/insights/the-myth-of-the-bad-female-bossVideos:https://www.youtube.com/watch?v=eMBrR5YgfC0Credits:This episode was produced, written and edited by Aileen MercielExecutive Producers are Aileen Merciel and Glenda PacaninsSurfing Corporate's intern is Stephany Gil de SucherOriginal Theme Song is by Chaliwa MusicThe rest of our music is by BlueDot Sessions.

Learn how to really and truly end gender bias at work Despite extensive and costly diversity initiatives, little progress has been made in recent years in ending workplace gender inequality. I reviewed Andie Kramer's new book, Beyond Bias: The Path To End Gender Inequality At Work, and was so excited to read about a process for change that might actually work. Remember, we are corporate anthropologists specializing in helping organizations change. And we know how hard it is for people and groups of people to shift their ways of doing things to improve their workplaces. Beyond Bias, as Andie will tell you in our podcast, presents a compelling explanation of the reasons for the failure of change initiatives to bring a more diverse and equitable workplace into reality, and what we can do to change that. Watch and listen to our conversation here Current diversity initiatives focus primarily on “teaching” people to be less biased and more inclusive, which doesn't work. Teaching is fine. But, as Andie tells us, this is the wrong focus. As Beyond Bias makes clear, workplace gender inequality is a systemic problem caused largely by the (unintended) discriminatory operation of personnel systems, policies and practices. And these ingrained biases have been caused by all the structures that have evolved over many years as organizations have developed. As a solution, Andie offers the four-prong PATH program for directly attacking this structural discrimination — and with it, individuals' discriminatory conduct. In brief, PATH is designed to help you: Prioritize Elimination of Exclusionary Behavior Adopt Bias-free Methods of Decision-Making Treat Inequality in the Home as a Workplace Problem Halt Unequal Performance Evaluations and Leadership Development Opportunities This progam is a comprehensive set of actions that organizations can take to ensure that women no longer encounter gendered obstacles to their career advancement and instead, find their workplaces to be engaging, supportive places where they — and everyone — can thrive. And wouldn't that be fantastic, finally. You can read more about Andie Kramer, Founding Member of ASKramer Law, in my book, Rethink: Smashing The Myths of Women in Business. You can also contact her on LinkedIn, Twitter and her two websites: ASKramer Law and Andie and Al: Breaking Through Bias. Want more strategies for fighting bias at work? Start with these:  Blog: Businesses Must Sustain Diversity And Inclusion For Women Podcast: Andrea Kramer and Alton Harris—Tackling Gender Bias In The Workplace Podcast: Maureen Berkner Boyt—Diversity and Inclusion: Let's Go Beyond Hoping and Make Inclusion Really Happen Podcast: Rohini Anand—Can Businesses Create Cultures Based On True Diversity, Equity and Inclusion? Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Businessand On the Brink: A Fresh Lens to Take Your Business to New Heights Our website: Simon Associates Management Consultants   Read the transcript of our podcast here Andi Simon: Welcome to On the Brink With Andi Simon. I'm Andi Simon, and as you know, I'm your guide and your host and my job is to get you off the brink. I want to help you see things through a fresh lens so you can change. And you know that your brain hates me. The minute I say we're going to change, you immediately shut down right away and say, Oh, no, you cannot change me. But I want you to begin to see things that you can do to begin to adapt your organization, yourself, and the folks around you so they can in fact live better lives.  And today, it's time for us to talk about this challenge. We are building diverse, equitable, inclusive organizations, where people with different backgrounds of any kind can feel like they belong. Now, for setup, my guest today is Andie Kramer. And she was kind enough to tell her story in my first book about women, Rethink: Smashing The Myths of Women in Business. I'll share with you that I have a new book coming out in September called Women Mean Business. But I'm not going to tell you much more about it. Andie is a very talented lawyer and author who has a new book coming out this May 2023. And the book is called Beyond Bias: The Path To End Gender Inequality At Work. She's written several books about it. And let me give you a bit of her biography, then I'm gonna turn it over to her to tell you about her journey because it's a very interesting one, from being told not to be a lady lawyer to being a very successful one. So who is Andie Kramer? She's regarded as one of the foremost authorities on the regulatory texts, commercial and governance matters that arise for individuals and businesses in trading environments. She's represented multinational corporations, financial services firms, exchanges, trading platforms, hedge funds, all kinds of companies that typically deal with securities, commodities, derivatives, all types of things, ESG matters and non-traditional assets, emerging asset classes of all types. Really, really smart, wonderful lady. She's respected for her multi-disciplinary knowledge concerning legal issues arising in markets, and all types of products at trade. nd then we're going to skip around her bio a bit. She has spent 30 years at McDermott Will and Emery where she established and led the financial products trading and derivatives group. In my book, we talk more about how getting into McDermott Will and Emery was an interesting experience and what she's done there, since it's been an interesting one. One of my favorite stories is how the men all climbed the Empire State Building and saved the damsel in distress and the women all worked well together, and they kept their jobs. So she learned early about being a very successful, talented woman in a man's organization and industry. She's been co-author of many books, and she was also named by The National Law Journal as one of the 50 Most Influential Women Lawyers in America, for a demonstrated power to change the legal landscape, shape public affairs, watch industries and do big things. I love that. The National Law Review recognized her as a go-to thought leader, and JD super readers voted for her as the top author in cryptocurrency and taxation, but we're not going to talk about cryptocurrency today. But that's an interesting topic by itself. She's known for her long-standing work addressing and dismantling workplace gender discrimination. And she served as a member of the diversity and inclusion advisory board for the Illinois Supreme Court Commission on Professionalism and was co-author of What You Need to Know about Negotiating Compensation, a 2013 Guide, published by the American Bar Association with her lovely husband, Al Harris. She's written two award winning books, Breaking Through Bias: Communication Techniques for Women to Succeed at Work, and the book that I have behind me, It's Not You, It's the Workplace, Women's Conflict at Work and the Bias That Built It. With that in mind, that is sort of the setup for today's conversation. And I will tell you, before the podcast begins, I just love Andie Kramer, and you will as well, in part because she's tackled the legal profession and our society with both hands up and ready to go. And now she keeps wanting to help it change. So with that, Andie, before I talk about your new book, let's talk about your own journey. How did you get going in this? Why is bias and bias management such a critical part about who Andie Kramer is, and how are we helping women and organizations change, which is what I love. Andie? Andie Kramer: Thanks. Okay. Well, well, thank you very much Andi. Yeah, if we get confused, all we have to do is say, Andi(ie) and we've got it covered. My journey started when I was 12 years old and I decided that I wanted to be a lawyer. And my parents only knew one man who was a lawyer and asked him if he would do some career advice for me. And when I met with him, he spent the entire lunchtime talking about why I did not want to be a lawyer, because no one liked lady lawyers, no one would ever love me, I would never have a family, I would always be alone, and life would be terrible. Obviously, I paid no attention to him. And I went forward and became a lawyer and have been for many years. But he really touched on something that is important in the context of what we have to do about the workplace for women and what we can do to do better. And that is that he touched on what my husband and I refer to as the Goldilocks Dilemma, which is that women who are nice and kind and sweet are playing to stereotypes and are expected to be nice and kind and sweet. But if we're stronger, tougher, get this done, or I need this by this time period, we're too tough, and no one wants to work with us. And so this man talking to a 12-year-old was actually touching on some of the issues that we still have today in today's workplace, which is that women are expected to be punished if we're not nice and kind and sweet. But if we're to get this done, and I need this, and I need it now, then not just the men, but the women, too, don't want to be working with us. And so that leads me to Andi's original question: why am I doing this? And how did I get in this space? And the answer to that was that once I knew I wanted to be a lawyer, I put my head down, and I was fortunate enough to be able to make that happen. We could talk about how Title Nine actually is what probably allowed me to get into law school because before Title Nine, women were excluded from consideration. And so that's a topic for another day. But the reality is that when I joined this huge big law firm after having started my practice with a group of people that could not have cared if you were purple, polka dotted, if you did a good job, everybody wanted you on their projects, I'm now in an environment where the fact that I was a woman, what am I doing in a corner office, the fact that I have a two-year-old daughter at home, obviously, I don't care about my career. So the stereotypes are clashing. And I started to see what stereotypes and biases do to women in the workplace, especially when the workplace is large and people don't know you. And so they rely on the stereotypes and the biases that they've grown up with and are comfortable with. And so I started. When I served on our management committee, and then on our compensation committee, this is what Andi was alluding to. The very first thing I learned was that the men will talk about how, in their self-evaluations, how they would have climbed to the top of the Empire State Building, circled around and rescued all the damsels in distress, and they're cool. And they all are owed all the money and all the promotions. The woman who came up with the idea that saved the client, all the money, would write her self-evaluation talking about how she was on the ABC team. And she worked with so-and-so and so-and-so and so-and-so. And so what I learned then was that there are special rules about how women and men are expected to communicate with each other, how we're punished if we don't, and what we need to do to actually move the needle for diversity, equity and inclusion, and that is to go after the stereotypes and the biases and basically root them out. Andi Simon: Now, you and I have talked so much about these things. Your first book was about how women could communicate better using a good setup and segue from what you just said, because those women who were providing you with self-evaluations were providing you with a story. And the main story, the women's story, were very different stories about how they saw themselves, saw each other and performed. It's like a stage, they had different roles, and they played them differently. Now, if you want to leave it like that, you can. But I don't think that that's the most constructive way for us to build a better organization tapping into the talent that women bring. So now we're looking for a new model, a new way, a new story for us to develop. Your first book was about how to help women shift the way they saw themselves and communicate, am I correct? Andie Kramer: Yes, yes, yes, absolutely. If you're dealt a gender bias workplace, how can you play cards in that, with that deck? What we did is, we realized, what we did is, we found that before we could talk about what women need to do, and can do, when interacting with other people, we devoted the first part of the book to what women can have conversations that we can have with ourselves. And those conversations are about confidence and positive mindset and resilience and having what's referred to as a coping sense of humor, so that all of these things that we can marshal to have a conversation with ourselves about what we can do, as to how we're going to go out into the world and interact with other people. So that's sort of the first part of the book. And then the second part of the book was, Okay, now we're interacting with other people, what do we do from the standpoint of verbal and nonverbal communications, because very often women will sit at a table, in the old days, when we used to have lots of meetings, sit at the table. And when people would be coming in late, the women would be squishing up ourselves and the guy who had two chairs, because he had put his suit coat on the second chair, he's not paying any attention to who's getting squished at the table. He's not offering to move his chair or his suit coat off of the second chair. And so what happens is, women-spaces-power, and women, we would give it up very easily. Men tend to gesture away from themselves that makes them look bigger, more powerful. Women tend to gesture towards ourselves. And so all of these sorts of nonverbal signs that are saying who's powerful and who's not. And then in the communication itself, what happens is, because of the stereotypes and biases, because women don't want to be perceived as too hard, we don't want to be perceived as getting punished for being too in your face. Basically, we couch things to try to, Well, maybe this is a bad idea. But well, it's not a bad idea. She doesn't think it's a bad idea. But she doesn't want to say I have this great idea. So maybe it's a bad idea, or I'm sorry 9 million times. And so what we'll do is, women will find ways to try to send a signal that we're not trying to be in your face. And what happens is, then the message that we're sending very often is, We're not as competent, we're not as confident, we're not as talented as somebody who's prepared to tell you to your face that they are competent, confident as hell. Andi Simon: And part of the challenge for women is that as you have been as you grew up, you learned and you mimicked others who played roles. And I do use theater often as a metaphor. And so you look, whether it's on the screen, or it's on your TV, or it's at home, and those are the models that you are being mentored by, even if it's not understood or intentional. So your styles of behaving were set a long time before you knew that you were behaving that way. And an alternative style hasn't emerged for you because you're not going to minimally mimic the guys and be looked at as a bitch or as somebody who's very tough, you really want to find something in between that plays up on the intellectual and smart side while still having an intentional approach to it that others will hear you. Part of it is how you present. The other part is how they hear you. And that becomes part of the challenge. Your second book, It's Not You, It's the Workplace was a really interesting setup for the new book. Quickly tell us a little bit about how we went from how you can change your conversation and style to the workplace understanding of it, so you can begin to think about it. And then we'll talk about your new book and the PATH program, which I think is just a brilliant way of applying it. Andie Kramer: Well, what happened was when we were talking about and writing about the issues of what women can do to overcome gender bias workplaces, we were hit with a lot of resistance. One was, Why do women have to change? And the answer to that is: We're not saying women have to change, we're just telling you that you need to know what the cards are that you were dealt and figure out how to play them to your advantage. But the other part of it was, women would say, Okay, I get it, I understand how to deal with guys. Now you're giving me some good points, I got it, but I really hate working with women. And that was a shock for me because I've never had any trouble working with women, and couldn't for the life of me figure this out. And we started to do some serious research into what's going on in the workplace that makes it that women are prepared to say, I get along fine with the guys, but I hate working with women. And what we found was that most of it has nothing to do with the women other than the fact that in a gender biased workplace, what happens is, there's one spot at the top, so that if I'm nice to you, you might take that spot away from me. There might be expectations as to who's going to make it in a small group. We also come to the workplace with all sorts of misconceptions: who we are, and what are we coming to? What are we bringing to the table? And so we come with all these suitcases filled with all these stereotypes and biases that we have about ourselves, and other people have about us, and so It's Not You, It's the Workplace starts with, Let's talk about a gender bias workplace, and how that holds women back and how it prevents women from having the opportunities to grow the way that men can comfortably in the workplace. And then what can we do better to understand each other? So It's Not You, It's the Workplace, what we did is, we started with, Okay, well, let's look at younger women and older women. Let's look at LGBTQ and other women, let's look at black women versus everybody else. Let's look at Asian women versus everybody else. And so we worked our way through many of the biggest stereotypes and biases that are affecting women's interacting with each other. And that was really what It's Not You, It's the Workplace was about trying to say. The problem is not that women don't get along with women, the problem is that the workplace is making it difficult for women to interact with other women. Andi Simon: It's a very interesting setup because you don't think of it that way; you think about women having trouble working in men's industries. But in fact, as you diversify and bring in people of different backgrounds, you begin to create a different dynamic that's going on here. When you started to write this book, the new one, I really want to talk a little bit about Beyond Bias because if the listener can hear where we're going, and the kind of problems I'm going to tell you about how you can probably address, maybe there's a bigger issue here in terms of the dynamics. Okay, that's the workplace, now what do we do? The new book coming out is called Beyond Bias. And since you may watch this podcast, even afterwards, the new book is out. It's coming in May 2023. But it's a book that you should, if you hear this before then, preorder it. But what Andie and I are both fascinated by is that diversity, equity, inclusion, little progress, or that some people have good jobs, and they're always the diverse person who has that job mess if they have some magic to figure out a solution. And I know so many of them who are really VPs of HR with, you know, global diversity, and they are all a little bit frustrated. or maybe not ready to accept the fact that little progress has been made. So Beyond Bias presents a compelling explanation of the reasons for this failure. And I think the most interesting part is that Andie and her husband have come up with a process for addressing it. Now, you have to remember, I'm an anthropologist, a corporate anthropologist, who helps organizations change. So when I was asked to review this, I went, Oh my gosh, this is right up the way in which we have to change a culture. It's going from hunting and gathering to a fishing village. And it doesn't know the first thing about how to fish. So as Beyond Bias makes clear, workplace gender inequality is a systemic problem caused largely by discriminatory operation of personnel systems, policies and practices. It's a PATH program here. I'll read you what the half steps are, and then I'll have Andie tell you about them. The PATH program attacks structural discrimination, and with it, the individual discriminatory code. The P is to prioritize the elimination of exclusionary behavior. The A is for adopt a bias-free method of decision-making. Now, that's important. Because unless you do that, then women still feel like they can't really talk about ideas or decide and feel comfortable that they aren't getting set up to fail. T is for treat inequality in the home as a workplace problem. Now, that's a whole separate topic, we never quite get to but it's important because what happens outside of the office impacts the inside. And I actually had a CEO of a company say, I think I have to go to a black church to better understand the people I'm hiring, which wasn't a bad idea. And the last, the H is halt unequal performance evaluations and leadership development opportunities. So in this wonderful book that's coming out, I can't wait to read it. I'd like Andie to talk about how they came up with this process because if it works as well as I think it will, you're changing mindset, attitudes and behaviors. And ideas are fine, but execution wins. Andie Kramer: Well, what we found was that most of the bias, the anti-bias training of the DEI training, is: these are the stereotypes, these are the biases, they're unconscious, don't be biased. Well, if it's an unconscious reaction that we have, you could tell me all day long not to be biased, and it's not going to matter. And that's ultimately what we've seen, which is not that the money has been wasted, but that all of the focus has been on trying to fix the individual. And individuals are fairly hard to fix. So what we need to do is we need to step back and say, What is it about the systems that we have in place that prevent women from succeeding? Prevent the free diversity, equity and inclusion that we're hoping and praying for and dreaming for? What can we do to change the system? So that behavior changes actually happen because the system is different. And that's what the PATH program does. So we take for example, getting rid of exclusionary behavior. Well, it's wonderful that so many organizations now require certain things. They strive for diversity. They strive for people of different backgrounds, not because it's the morally right thing to do, which it is, but because the studies all show that companies make more money and are more profitable when they actually have diverse decisions being made. And so you bring in all these diverse people, but you don't welcome them in a way that allows them to succeed. So what happens is, you bring on these people and you just throw them in the deep end and see whether they're going to swim or not. That's not an inclusive environment. So what we need to do is, we need to work towards making it so that inclusion is part of the DNA, the hardwired fabric of an organization. That's sort of the first step, but then what we did is, as we were digging deep and burning deeper into this and it was resonating more and more with us, primarily because of our decades of experience in management positions, it became clear that we can move the needle, we can do better with respect to diversity, inclusion and equity. We can do better if we change the systems, and I'll give you a simple example. I was very involved in the diversity programs at my law firm, the huge law firm that I was at. I've now this year started my own law firm. So I'm now excited with those changes. But when I was at the mega, super large law firm, what happens? Well, the stereotypes and the biases of the people who are reviewing the lawyers would come out: he's a go-getter, she needs her hand held, he's so busy that he doesn't have time for it, she just doesn't get her work done. So that the exact same behavior would be characterized differently, depending on the lens of the reviewer. And so what we did was, we got rid of all of those open-ended questions about, Is this person good for the job, and we instead put in core competencies which would require an evaluation of how to actually do the role that you're assigned. By getting rid of those open-ended questions that would allow the reviewers to say whatever they wanted, if they had to actually evaluate the people for something that was viewed as a competency, the world changed, the way that these evaluations were being done was changed. And so what we found is that even little tiny things can make dramatic differences in the way that we approach diversity, equity and inclusion. Andi Simon: Now, as you were doing that, your PATH program has four steps to it. And we know that the behavior is the important part. But you also have to visualize somehow what that behavior is actually supposed to mean. I have a friend who has $150 million company, and she's tried to make it completely equitable, so that you have men and women, people of different backgrounds. But she had to teach them how to talk to each other, and actually had to show them how to have a meeting where the women and the men could each have enough time. They could also listen to each other's ideas without judging them. And until they could see what she was talking about, it was an anathema to them. We're doing it when you're not taking a look at the video. Of course, when you see the video, I didn't really mean to do that until all of a sudden, you realize that I haven't changed anything. And that's what I need to begin to change and then reinforce because if I don't get a pat on the back for doing it, a hug, a smile, something that says well done, your brain isn't going to remember that's what you're supposed to do. So we have to be humbled by our brains. But on the other hand, you have to see it in order to understand what it is I'm supposed to do. So the four steps were intentionally designed to help you through that process, I'm expecting. Andie Kramer: Yes, exactly. And, interestingly, in the way that we've set these steps up is that you can succeed with small wins. So that it's not: that's your pat on the back, attagirl, attaboy, let's go for it kind of a thing, which is that we need to be reinforced. And so the world wasn't going to change overnight, but just taking away the ability for some senior guy to write about how he knows the young man is going to make something of his career and she's a loser. That's not going to change the world. But you got to start somewhere. And one of the other ways about eliminating discriminatory kinds of evaluations is very interesting because if you just prevent people from having in their face: this is a diverse person, and this is a diverse person, miraculously they don't see that. And so one of the examples is that in the US, many of the symphony orchestras in the 70s were almost all white men. And as soon as they started doing the auditions behind the curtain, miraculously, women and people of color were being added to the symphony. And what we can do is, in the context of just considering a resume, if we get rid of the names, the characteristics that are gender specific or ethnic, or flag racial, one thing or another, it turns out that the women get more chances to actually talk about what they would do if they have the position. And so there's little tiny steps along the way. And each one, you could get a gold star if you wanted. You could view these as progressing and acknowledging that not everybody is going to dive in with both feet to do the full PATH program. We've set it up so that each one could be a module, some of them could be done, some pieces can be done quickly, other pieces can be done over time. But when you're encouraging people, and they're seeing some success, and feeling good about it, miraculously, they're eager, more eager to go to the next step. Andi Simon: Now, I will say, this is not easy. We must be humbled about the fact that humans are cultural creatures and we give meaning to things. There's great research that I did a podcast about that came out of Stanford, where if you gave people designs or buildings or products and you said a woman built it, they didn't think much of it. But, if you said a man built it, they thought it was terrific. There's so much that in our society has to be changed. But it's also a small one at a time, so that may be a battleship, and you're already on your way forward. But there's a destination and we can see that light out there because slowly it's happening. Remember, 40% of the attorneys today are women. And that means that you got almost half. Over half of the doctors are women. Over half the dentists are women. 65% of the accounts are women. And there's a sea surge coming. And there's more women who are getting onto boards and women who are in the C-suite slowly but surely. And when they do, others see that it's possible. You know McKinsey's Women of the Workplace 2022 said, it's a great breakup. Women are leaving, and they're saying, Bye, don't need you. And they're coming and they're doing wonderful things a little like Andie did when she set up her own law firm this year. It was time to be on my own. But this is a time of change. And I think the most important thing is that you begin to keep moving forward, not go back, and not simply say, That's just the way it is, because it doesn't have to be. And I do think that the guys who support us, both your husband and mine, have been great supporters, we've been supported. And I do think that begins to build a better alignment because I'm watching my daughters and their husbands have much better alignment. Are you seeing changes in the Gen Zs? I don't think the Gen As are moving up yet. Maybe the Gen Ys, are they? I know they're more intermarried? I know there's more acceptance of diversity. Are you seeing anything there that gives us hope? Andie Kramer: What a good question. I'd like to believe so. The most recent studies, though, show that the young men are just as biased as their fathers. And so I don't think that age is going to solve the problem. I think we really have work to do, and I think you made that point at the beginning about how it's not easy but things need to be done. And I think that there may be less resistance to it by younger people because they're growing up in an environment where they're expected to be, assumed to be punished if they're not diverse and willing to be more open, but in the quiet of their own space. That's really where we have to see the changes in talking about business. What we did in Beyond Bias is, we really looked at what we put together is, three sort of core stereotypes and the biases that grow from the stereotypes, and one is affinity bias. Andi, obviously you could teach a class on it, about how we believe that we're like people who are like us out of group bias, which is that we don't like people who are not like us. Gender bias, which we've been talking about, is obviously a key part of our books. But there's also other biases that we talk about in Beyond Bias. One of them is called status quo bias. And we're prepared to defend environments, situations and workplaces that are not good just because they're there. And so the interesting studies will show that just proving to somebody that they could be better by making a change is not enough to overcome the status quo bias. You have to prove to them that it's two and a half times greater benefit to them. And so we have a resistance. We have people who are at the top saying, It's not broke, I don't need to fix it. We have people who are saying, Maybe it's broke, but I benefit from it so I'm going to be quiet. And then we have people who say, It hurts me, but change is scary. Andi Simon: Yes. And there's also a lack of trust that the new is better than what is. We know what is. I know how to deal with it. My day is pretty well structured, I can get through it. If there are microaggressions, oh, I figured out how to deal with those little dudes. I have a friend who's president of an insurance company. And she tells a story about being the coat girl. She said, It didn't matter what meeting, the guys gave me their coats to hang up. I went to Lloyds of London to bring them a client. And they gave me the coats to hang up until I went in front of them and said, Let me tell you about the client I brought. Then there's the stories that Sheryl Sandberg tells about women who sit on the sides and don't come up to the table. To your point about making space. I wonder whether the hybrid workplace has created opportunities for transformation in a different fashion because of the virtual meetings. The research says that women still can't say anything. Andie Kramer: Okay, they still can't say anything. Well, I'm personally ambivalent, but I believe that the studies are going to show that women need to be where the action is. And in many workplaces, they can't just be at home or they will be left behind because of out of sight, out of mind. So we have to worry about that, even though it might be more comfortable, convenient or whatever, to be working at home. So we have to keep that in mind. The other thing, though, is that her being a coat girl, well, you know, I can't tell you how many cups of coffee I've poured at meetings. How many times I've been asked to do one thing or another. But in our book, Beyond Bias, about breaking through bias, one of the things we recommend is, if you're the one who will always get told to go pick up the phone and call for this or call for that, don't sit by the phone. Don't be the one who makes it easy for them to just make that assumption about you. Andi Simon: Well, and that comes from setting the stage early on, about what's acceptable or not. Those are important conversations and you have to do them in a way which doesn't build animosity, like collaboration. And those are important words, like I preach in my leadership academies. The words collaboration, coordination, creative problem solving, are all important. You know, Andie, we could talk a lot but I think it's time to wrap up. When does the book come out or they can buy it now. It's available as a preorder on Amazon? Andie Kramer: Yeah, I think all the online bookstores have it. Andi Simon: Good, we'll make sure it's on both the blog and the video. It's called Beyond Bias: The Path To End Gender Inequality At Work and it's going to be a fabulous book for us to read. You can read all three books and it won't hurt you at all. But now the thing is, once you've read the book, how do you do something, and we're both big fans of small wins. What I love is we can visualize where we want to go, a diverse workforce that feels like they're being treated equitably. And there's inclusion. So when we go out for beers at night, we ask the women to join us, even though sometimes it's hard to do. Or conversely, we figure out ways for them to do things that we join them there. But it's interesting to be intentional about it, and to find small wins, and every time you do celebrate the win because your mind remembers what it celebrates. So if you really want to make the changes stick, you have to do both a vision of where you're going and visualization of action towards there and celebrate. Just take those things to Andie's PATH program and begin to watch the organization move because they can see where you want to go. And often I find that they don't know what words really mean. What does equitable mean? What does inclusion mean? What does belonging mean? We keep talking. Andie, thank you for joining me today. It's been a pleasure again. Andie Kramer: No, thank you very much for having me. I've enjoyed the conversation and hope that we can make that path forward to eliminating gender inequality in the workplace. Andi Simon: And I'm sure Beyond Bias will do just that. For all of our listeners and our viewers, thank you for coming. You keep sending me great people to interview. I happened to meet Andie through somebody who interviewed me and said, You got to talk to Andie Kramer. It's been great, a great colleague to have and a friend to know. Info@Andisimon.com gets your inquiries right to us. We enjoy listening and reading them and finding new people to help you see, feel and think in new ways. And remember, my books are available at Amazon, Barnes and Noble and anywhere else, and they're really cool. People keep coming back and saying that's a really cool book. So I would like to share my coolness with you. Thanks so much. Bye now.

Andie Kramer, founder of AsKramer Law visits the shop this week to talk about Crypto! Listen along as we discuss the shifting crypto tax landscape and things to keep in mind when filing this year's returns, as well as the political fallout from the FTX collapse.About Andie:A business leader and lawyer, Andrea (Andie) S. Kramer is a global authority on tax, regulation, and governance. Leaders of fast-moving companies making high-stakes decisions seek her advice on a broad range of matters including digital and emerging asset classes. The National Law Journal named her one of the 50 Most Influential Women Lawyers in America citing her “demonstrated power to change the legal landscape, shape public affairs, launch industries, and do big things.”Andie combines wisdom, candor, and pragmatism to anticipate the challenges her clients face in making strategic decisions. Her prolific writing includes an authoritative treatise on financial products, and the Financial Industry Regulatory Authority (FINRA) recognizes her as a tax expert witness.A well-known leader in diversity, equity, and inclusion, Andie is a Forbes.com contributor and author of three books on gender equality in the workplace, including the forthcoming Beyond Bias: The PATH to End Gender Inequality at Work. For 30 years, she has helped organizations become more diverse, equitable, and inclusive, thriving as a result.In January 2023, Andie launched her boutique law firm, ASKramer Law, where she advises clients on complex, high-stakes transactions and all aspects of ESG.Guest Links:AsKramer Law WebsiteSocials:Follow Andie on LinkedInOther Links:IRS Digital Assests DefinitionSponsorshipsSupport for 2 Bulls is brought to you by ​MANSCAPED™​, who is the best in men's below-the-waist grooming. ​Their products are precision-engineered tools for your family jewels. MANSCAPED's™ Performance Package the ultimate men's hygiene bundle! Join over 7 million men worldwide who trust MANSCAPED with this exclusive offer for you…. 20% off and free worldwide shipping with the code: 2BULLS at manscaped.com.If you are interested in signing up with TRADEPRO Academy, you can use our affiliate link here. We receive compensation for any purchases made when using this link, so it's a great way to support the show and learn at the same time! **Join our Discord for a link and code to save 10%**Check out the custom studies for futures trading over at OrderFlow Labs. We do not receive any compensation for referrals, we just love their community and tools!To contact us, you can email us directly at 2bulls@financialineptitude.com Or leave a message at (725) 22-BULLS. Be sure to follow us on Facebook, Twitter, or Discord to get updated when new content is posted! If you enjoyed this week's guest, check out our directory for other amazing interviews we've done in the past!If you like our show, please let us know by rating and subscribing on your platform of choice!If you like our show and hate social media, then please tell all your friends!If you have no friends and hate social media and you just want to give us money for advertising to help you find more friends, then you can donate to support the show here!Paypal donation linkChina Shop Links:2 Bulls DiscordMiniseries PageChina Shop MerchGuest DirectoryAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Andie Kramer is THE authority on cryptocurrency taxation. A go to lawyer for complex Cryptocurrency issues and widely regarded as one of the foremost authorities on the regulatory, tax, commercial, and governance matters that arise for individuals and businesses in trading environments.

In this episode of Topping the Curve, I interview Andie Kramer, a Tax Attorney and Partner at an international law firm.In this episode, Andie discusses what it means to be a tax attorney and her work over a variety of disciplines. Episode highlights and topics include:What a tax attorney doesCryptocurrency in tax transactionsExchange and cryptocurrency scamsWLMA nonprofit focusing on inequality in the workplaceKeep up with Andie:www.AndieandAl.com, or e-mail directly at Andie@AndieandAl.com; information on the mentorship program can be found at https://andieandal.com/2022-mentorship-program/Join other pre-law students in the pre-law school mentorship community and take advantage of courses, guest speakers, freebies, and more! Join here Get your MERCHANDISE HEREClick here to subscribe to the podcast newsletterFollow us on social media:TwitterInstagramFacebookLinkedinWebsiteIntro and Outro Music license: https://creativecommons.org/licenses/by-nc/4.0/legalcodeArtist: Mello C,  Title: Pasikolu Support the show

Jon speaks with Andrea and Al about creating equality for women in the workplace. Andie Kramer and Al Harris are a dynamic duo of practicing attorneys who have been mentoring women and speaking and writing about gender communication for 30+ years. They have co-authored multiple books around empowering women in the workplace, most recently releasing It’s Not You, It’s the Workplace: Women’s Conflict at Work and the Bias that Built It. In this book, Andie and Al offer a fresh approach to understanding and strengthening women’s relationships with other females at work, and how these relationships can make or break a woman’s career. This power couple brings a unique viewpoint to both women and men looking to navigate professional relationships and gender bias. They are frequent keynote speakers, and regularly conduct workshops for multinational organizations to better understand the world of gender bias. Today, they’re helping us understand that the glass ceiling still exists; and offering insight on what we can do to keep moving forward while working together   Connect with Andrea and Al: andie.s.kramer@gmail.com  www.andieandal.com   https://www.linkedin.com/in/andiekramer/    Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/thejondwoskinexperience/ Website: https://jondwoskin.com/ LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com Get Jon’s Book: The Think Big Movement: Grow your business big. Very Big!

It would seem at first blush that working from home might be a boon to women - especially women who endure toxic workplace culture. But it turns out the pandemic has done harm to women.Last month, 865,000 women left the workforce. Only 216,000 men did. The trend line is down for all of us, but women are losing jobs at a faster pace. That's because not only are women at home, but their children are, too. And gender bias isn't limited to the workplace.Andie Kramer and Al Harris are both attorneys in Chicago, and have written a few books together about how to overcome gender bias in the workplace. Andie contributes to Forbes.com.As Al points out, a recent study found that men who are home with their families think they are contributing to their children's education equally with their spouses. Their wives think the exact opposite.------------------------------------------We also look at the life and career of journalist Molly Ivins. A documentary about her is being shown via UNLV and Boyd Law School. 

With the recent loss of Supreme Court Justice Ruth Bader Ginsburg, I am honored to have two people on the show who are very much in alignment with her fight for gender equality. Andie Kramer and Al Harris are gender bias experts who have spent the past 30 years combating gender bias through writing, speaking and mentoring. We are talking today about the ways in which women experience bias in the workplace and how these biases hinder their advancement and compensation in their careers. You will hear what choices and changes need to occur for our country to make progress in gender equality and racial equality as well. Andie and Al are the co-authors of two award-winning books: Breaking Through Bias: Communication Techniques for Women to Succeed at Work and It’s Not You, It’s the Workplace: Women’s Conflict at Work and the Bias That Built It. Andie and Al’s writing on communication strategies and gender biases have been widely featured, including in HBR.org, The Huffington Post, The New York Times, and The Chicago Tribune. Andie is also a contributing writer for Forbes.com. Together and separately, Andie and Al speak and lead workshops across the country to help women, men, and organizations overcome the negative effects of gender bias and build healthier, more productive workplaces. “Implicit bias is still a problem and that's what we focus on in our work.” “We need a new approach. We need a new way of attacking gender bias. And that new approach involves not telling people NOT to be biased but it involves finding ways to interrupt biases from career affecting decisions.” In this episode, you will hear: - The difference between explicit and implicit bias and how to tell the difference - What women, men, and organizations can do to decrease gender bias  - Andie and Al’s choice to write two books and fight for gender equality Coaching Information: If you would like more information on the Clear Choices business and life coaching program, please e-mail me at rob@robaigner.com or go to our website at https://clearchoices.live/. Thank you so much for listening! Please subscribe to the show, leave a review, and share it with a friend. Find me on Instagram @clearchoicespodcast and on Facebook .  If you have a guest idea or want to connect with me, please visit my website www.clearchoices.live. I am also available for speaking engagements. Connect with Andie and Al: https://andieandal.com/ Breaking Through Bias Second Edition: Communication Techniques for Women to Succeed at Work It's Not You It's the Workplace: Women's Conflict at Work and the Bias that Built It

BREAKING THROUGH BIAS— with Andie Kramer & Al Harris.Since #MeToo and stay-at-home orders, communication and gender bias experts, Andie Kramer and Al Harris (Andie & Al) have completed, revised and updated their first book, BREAKING THROUGH BIAS: Communication Techniques for Women to Succeed at Work (Nicholas Brealey Publishing, Sept 8). BREAKING THROUGH BIAS argues that women can avoid or overcome the discriminatory consequences of bias and stereotypes by the effective use of "attuned gender communication" to manage the impressions other people have of them. They are also authors of It’s Not You, It’s the Workplace: Women’s Conflict at Work and the Bias That Built It (2019).andie.s.kramer@gmail.comalton.b.harris@gmail.com Support the show (http://www.hownottothink.com)

Andie Kramer is a partner at an international law firm. Alongside her demanding legal career, she has become a nationally known advocate for women’s advancement. Because mentorship opportunities for young executive and professional women are often limited, she co-founded the Women’s Leadership and Mentoring Alliance (WLMA) and has developed numerous women-specific leadership training programs. Andie is the recipient of a long list of accolades and awards for both achievements in her legal career and her advocacy of women. Among her accolades is being named on National Law Review’s 50 most influential women lawyers in America for her “demonstrated power to change the legal landscape, shape public affairs, launch industries, and do big things.” What you’ll learn about in this episode: Why the impact of the global pandemic has been different on women than they have been on men, and why women are shouldering a disproportionate amount of the burden How working mothers with school age or younger children are struggling with a lack of support during social distancing from both their workplaces and their partners at home Why women are paying a higher emotional tax during the pandemic due to increased bias and expectations on women Why men need to accept increased personal accountability to pick up some of the slack, and why the bias that women should be doing the heavy lifting is magnifying the disparity How the intersectionality of gender bias and racism is creating even greater challenges for women of color Why white people need to make the effort to understand how much more difficult things are in the workplace and in our culture for people of color How the present environment is creating a crucial turning point and the dual crises of the pandemic and the murder of George Floyd are magnifying the strain What steps organizations can take and strategies they can use to help overcome gender and intersectionality bias How forcing people to think more slowly as opposed to making knee-jerk reactions can help eliminate bias Additional resources: Breaking Through Bias 2nd Edition by Andie Kramer and Alton Harris: https://amzn.to/3b7vui5 It’s Not You, It’s the Workplace by Andie Kramer and Alton Harris: https://amzn.to/2QUeAtD Website: www.andieandal.com LinkedIn: www.linkedin.com/in/andiekramer/ Twitter: @AndieandAl

Episode 17: Show Notes.It's not a secret that stereotypes and biases exist, but how can workplaces create systems and processes where gendered characterizations are stripped away to create more equitable, merit-based environments? This question is one which Andie Kramer and Al Harris address in their new book, It’s Not You, It’s the Workplace. As gender-bias experts, attorneys, and speakers, Andie and Al have dedicated their research efforts to understand the influence that stereotypes have on the way women are treated. In this episode, we discuss what sparked their interest in gender-biased workplaces, and what they learned about the issues women had with one another in the workplace. This unexpected finding led them to question myths like the 'mean girl', where women leaders are frequently characterized as bitchy and unpleasant because they are not fulfilling misplaced expectations that stem from stereotypes. We also consider how the small number of leadership roles for women fuel competition by pitting women up against one another. Along with this, we explore the importance of methods and practices that work to remove the subjectivities that always hurt women in the workplace. Although these problems are systemic and require more than a one-time workshop, Andie and Al offer ways that women can support themselves and one another in the absence of organizational reform. To hear more about this important work, be sure to tune in today! Key Points From This Episode:What Andie learned in her time on her law firm’s compensation and management committee.The research that Andie and Al explored in their first book, Breaking Through Bias.Surprising findings of experiences that women have with other women in the workplace.The misplaced expectations that are placed on women leaders around being nice and kind.These stereotypes are deeply ingrained in us, and getting past them is hard.The ‘Goldilocks dilemma’ — Balancing between nice and being assertive.Debunking the 'mean girl' myth and how we can move past this.How the limited seats at the leadership table lead to competition among women.The difficulty that senior women face bringing junior women up with them.Exploring what Andie and Al refer to as ‘the three separate trains leaving the station.’Finding ways to prevent bias from influencing the trajectory of people’s careers.Some ways to remove biases from evaluation and hiring procedures.What women can do right now to cope with the gender-biased workplaces.Links Mentioned in Today’s Episode:Create Your Leading Edge ChallengeAndie & AlAndie & Al on TwitterAndie Kramer on LinkedInAl Harris on LinkedInITSPmagazineIt's Not You It's the WorkplaceBreaking Through BiasGoldman SachsKim O'Grady adds "mister" to his resume, gets a job

Andie Kramer is a partner at an international law firm. Alongside her demanding legal career, she has become a nationally known advocate for women’s advancement. Because mentorship opportunities for young executive and professional women are often limited, she co-founded the Women’s Leadership and Mentoring Alliance (WLMA) and has developed numerous women-specific leadership training programs. Andie is the recipient of a long list of accolades and awards for both achievements in her legal career and her advocacy of women. Among her accolades is being named on National Law Review’s 50 most influential women lawyers in America for her “demonstrated power to change the legal landscape, shape public affairs, launch industries, and do big things.” What you’ll learn about in this episode: How making the transition from a tiny law firm to a large international firm opened Andie’s eyes to the realities of gender inequity How the men at Andie’s firm would give themselves glowing praise in their self-evaluations but the women would credit the entire team in theirs Why Andie is releasing the second edition of her book focusing more on the increased prevalence of explicit bias since the election of Donald Trump Why there are certain communication techniques women are hesitant to use, and how using a sense of humor to navigate situations can be a powerful tool How implicit gender bias typically shows up in the workplace, and why women must walk a careful tightrope between “nice, kind and sweet” and “competent and confident” How women often have to adapt to situations to be able to navigate through the workplace, and how to do so in an authentic, true-to-yourself way What suggestions and advice Andie would offer to women experiencing gender bias in the workplace Why men must understand that the workplace isn’t a perfect meritocracy, and why men have a responsibility to help solve these issues Why men shouldn’t just be a part of the conversation but should be starting the conversation when they identify problems Additional resources: Breaking Through Bias 2nd Edition by Andie Kramer and Alton Harris: https://amzn.to/3b7vui5 Website: www.andieandal.com LinkedIn: www.linkedin.com/in/andiekramer/ Twitter: @AndieandAl

Learn how today's crisis affects women and gender roles We have a serious concern about the impact of the pandemic on women in the workplace. So, we invited Andie Kramer and Al Harris back to share with us their perspectives. On April 1st, Andie had a new article published in Forbes entitled, "Why Stay-At-Home Orders Might Be Good For Gender Equality."  Or, if China is a leading indicator, it might be good for divorces. While we have been called futurists, this is not a time for us to offer anything that sounds like “certainty.” But we do know that these times are changing, fast, and we will have to as well. In this podcast, Andie, Al and I talk about how people change, or resist change. Especially now, please listen in. Humans are habit-driven animals We prefer to fall into old habits and repeat well-honed patterns of behavior which we believe to be “the way we do it.” For years, we at SAMC have preached, "If you want to change, have a crisis or create one." The COVID-19 has created that crisis. Now we need to help you change. Your new ways of doing things...temporary or long-lasting? When it comes to the new normal, working at home, often with your kids and your spouse or partner right alongside, the old habits are rather irrelevant. But how do you create new habits, and quickly, and how will these impact gender relationships? Whether you are a man or a woman, you should pause and think about what each of you likes to do and what you do best. Then begin to talk about how to navigate the new realities of living, working and raising kids at home. Whether this is a short-term or a longer-term transformation, you might as well get used to this new way of life, at least until it changes into something else. Even as the world opens up again, you might want to re-think all the things you did in the past that you are changing now. And in doing so, you might discover that you don't want to return to the way you did things before. Even before the pandemic, remote workers were becoming more common Employers already were looking for a more flexible, often global, workforce that didn't need office space and benefit packages. And the technology to enable companies to operate remotely has been available, even if it wasn't being used to the fullest. Moreover, as women have become the bread winners in over one-third of American families, they have been figuring out how to raise a family and financially support the household. With women owning over 40% of the businesses in the U.S. before the pandemic hit us, they were creating new revenue streams, new second careers, and opening many businesses out of necessity. Working at home is what many women have done for decades. Now in the midst of this crisis,  they can help their partners learn how to balance home, work and family. Yes, the future is unclear, but also full of possibilities We know that people can find innovative ways to adapt to change. They always have, throughout human history. Now, we just have to let those creative juices flow and re-invent our lives to thrive. We can do it! You're probably already doing it. Let us hear your stories so we can share them. And hang in there, a new day is coming. Listen to my Dec 2019 interview with Andie and Al In my first interview with Andie and Al, we talk at length about their detailed social science research with women and men across the country. Surprisingly, what they found is that women’s unique conflicts with other women and with men are not caused by gender or different styles or the way they were raised and socialized. Rather, it's the result of pervasive gender bias in their workplaces. Fascinating stuff. Listen here. More about Andie and Al Gender bias expert and a partner at an international law firm, Andie Kramer has become a well-known advocate for women’s advancement, mentoring thousands of women. She co-founded the Women’s Leadership and Mentoring Alliance and leads workshops across the country to help women—and men—overcome gender-based hurdles and build healthier, more productive workplaces. Andie is the recipient of a long list of accolades and awards for her achievements in her legal career and her advocacy of women, and is also a contributing writer for Forbes.com. Al Harris, also a gender bias expert, was a founding partner of the Chicago law firm Ungaretti & Harris (now part of Nixon Peabody) where Andie started her legal career. At Ungaretti & Harris, Al served for many years as managing partner and then as a member of its Executive and Compensation Committees, giving him extensive experience watching and evaluating women as they moved up the career ladder. Over the course of his career, Al has grown increasingly concerned about the barriers and biases women face in traditionally male career environments and subsequently he has mentored and advised numerous women in many career fields.  Co-authors of the popular books, "Breaking Through Bias: Communication Techniques for Women to Succeed at Work" and "It’s Not You, It’s the Workplace: Women’s Conflict at Work and the Bias That Built It," Andie and Al are frequent keynote speakers and conduct workshops for all types of organizations so they can better understand the world of gender bias. For more on gender bias in the workplace, check out these blogs and podcasts: Blog: How Women in Leadership Roles Can Finally Change The Workplace Blog: When It Comes To Corporate Culture, Are Men And Women All That Different? Podcast: Sarah Soule—Busting Those Stereotypes of Women Podcast: Andi Simon—Women Entrepreneurs Changing Corporate Cultures Additional resources Women’s Leadership and Mentoring Alliance Andie and Al's books: "Breaking Through Bias: Communication Techniques for Women to Succeed at Work" and"It’s Not You, It’s the Workplace: Women’s Conflict at Work and the Bias That Built It"  My award-winning book: "On the Brink: A Fresh Lens to Take Your Business to New Heights" Simon Associates Management Consultants website  

#68: Andie Kramer and Al Harris, author of “It’s Not You, It’s the Workplace” chat about why traditional corporate workplaces don’t normally offer a work/home integration, why women feel like it’s a zero sum game when climbing the ranks, why it might be your fault when it comes to working alongside colleagues, and how we can be a better advocate for all in the working world.Stick around to the end where I’m going to distill takeaways from your conversation including statistics about why the gender gap exists and some practical questions we can all have a better time at work.For resources mentioned head to http://beyondthedollar.co/68

Welcome to Mission Critical. A talk show on ITSPmagazine, hosted by Karen Worstell. This is Episode X "It's Not You, It's the Workplace” With Andie Kramer and Al Harris This podcast is not to be missed. Through their research, Andie Kramer and Al Harris have cracked the code on the “Mean Girl” myth in the workplace. They make it clear in their latest book “It’s Not You Its The Workplace” that women and men are not so much from Venus and Mars, but that the structural barriers in male-dominated workplaces can foster maladaptive behaviors in non-dominant groups (in this case women!). It is so critical to blow up the myth about catfights in the workplace and mean girls as bosses and get to the real issue. This session will blow up your preconceived notions - and that’s a good thing. Warm regards, Karen ______________ Visit Mission Critical With Karen Worstell on ITSPMagazine: www.itspmagazine.com/mission-critic…karen-worstell Interested in sponsoring an ITSPmagazine talk show? Visit: www.itspmagazine.com/talk-show-sponsorships

Andie Kramer is a partner at an international law firm known as “one of the 10 Best Big Law Firms for Female Attorneys” and is the founding chair of the firm’s Gender Diversity Committee. Andie’s extensive research and pragmatic voice have made her a nationally recognized advocate for women’s advancement and an authority on gender communication. Andie was named one of the 50 Most Influential Women Lawyers in America. She also co-authored the incredible book, It’s Not You, It’s The Workplace: Women’s Conflict at Work and The Bias That Built It with her husband and attorney, Al Harris. During our conversation, Andie talks about: Bias that working moms with young children face Same-gender conflict in the workplace Reverse bias and shaming against women without children Pressure of being a “good mom” if you work outside of the home Solutions to help women overcome same-gender conflicts, bias and stereotypes How gender bias impacts women-owned startups And much more… Where you can find Andie Kramer online: Website: www.andieandal.com LinkedIn: www.linkedin.com/in/andreaskramer/ Twitter: www.twitter.com/AndieandAl Facebook: www.facebook.com/breakingthroughbias/ I hope you enjoyed my conversation with Andie Kramer and were enlightened on this sensitive topic. If you’re dealing with bias and/or stereotypes in the workplace, I hope you heard something that encouraged you. Reach out to Andie and see how she can help you overcome these issues. .What’s your takeaway? What resonated with you? I’d love to hear your thoughts. You can leave a comment below the show notes at http://ericablocker.com/162. If you’d like to send me an email, you can do that at: Erica@momswithdreams.com. Before I leave, I want to invite you to attend my inaugural Reclaim Your Life After Divorce Online Series from March 9th- 25th, featuring 15+ influential women with real-life success stories and strategies. I created this series to help women heal, rebuild and live the life they want and deserve after divorce. You can get your free virtual ticket at: http://bit.ly/reclaim2020. I hope to see you there! Until next time, RECLAIM your DREAM. Do what YOU love. Make a difference. Take care,   Erica     

Andie Kramer, author of It’s Not You, It’s the Workplace, discusses the real sources of conflict among women in the workplace. You’ll hear: How gender bias contributes to women’s conflict with each other at work Why having a limited number of “seats at the table” for women sets up unhealthy competition among women Why friendship should not be a prerequisite to supporting other women at work Books:  It’s Not You, It’s the Workplace: https://www.amazon.com/dp/1473697263/ref=cm_sw_em_r_mt_dp_U_swlUDb6NZT2F5 Breaking Through Bias: https://www.amazon.com/dp/1629561045/ref=cm_sw_em_r_mt_dp_U_axlUDbGW3Y5TX  Website: AndieandAl.com Facebook: @BreakingThroughBias Twitter: @AndieaandAl Additional resources: Change This: "Overcoming Women’s Workplace Conflicts Because of Different Social Identities” Fast Company: "This is what it takes to get more women leaders in the workplace” Sign up for the Advice to My Younger Me monthly newsletter: www.tomyyounger.me Sara can be reached on Twitter and LinkedIn.  Leave a review:  https://itunes.apple.com/podcast/id1101880566?mt=2&ls=1

Andie Kramer and Al Harris are back on 10 Minute Mindset to talk about how to eliminate bias in the workplace. They also talk about changing our perspective of workplace bias by asking better questions so that we create better answers. Andie Kramer and Al Harris are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. Andie and Al o er women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations. This power couple provides organizations—business and professional—with concrete, non- disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s. Authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, Andie and Al are frequent keynote speakers, and conduct workshops for multinational organizations to better understand the world of gender bias.  Connect with Andie and Al at AndieandAl.com and follow them on Facebook, Twitter, and LinkedIn. --------------------- Get your FREE copy of the Launching a Podcast 6-Figure Guide and learn how you can add 6-figures to your revenue using a podcast so that you can take the guesswork out of building a business that you love, leverage your time, and make your unique fulfilling impact in the process! Get your copy at LaunchingaPodcast.com/guide. Visit GIOmethod.com for a guide to help you do your daily GIO Method.

Andie Kramer and Al Harris joined Mario on 10 Minute Mindset to talk about their passion for changing the gender bias in the world and in the workplace. They also talk about some of the different types of bias that they often see and share some ideas for how we can overcome them. Andie Kramer and Al Harris are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. Andie and Al o er women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations. This power couple provides organizations—business and professional—with concrete, non- disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s. Authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, Andie and Al are frequent keynote speakers, and conduct workshops for multinational organizations to better understand the world of gender bias.  Connect with Andie and Al at AndieandAl.com and follow them on Facebook, Twitter, and LinkedIn. --------------------- Get your FREE copy of the Launching a Podcast 6-Figure Guide and learn how you can add 6-figures to your revenue using a podcast so that you can take the guesswork out of building a business that you love, leverage your time, and make your unique fulfilling impact in the process! Get your copy at LaunchingaPodcast.com/guide. Visit GIOmethod.com for a guide to help you do your daily GIO Method.

Two of the stumbling blocks in defining success in women's careers are the longstanding gender stereotypes and the men-centric system in the workplace. Despite the rise of women empowerment movements, societal bounds continue to be a hindrance. How can we move forward toward a diverse and inclusive work environment? In today's podcast, we're joined by practising lawyers and married couple Andie Kramer and Al Harris. They are here to talk about the role of women in the workplace and the challenges of gender bias on women, men, and organizations alike. Andie and Al have been mentoring women and speaking and writing, together and separately, about gender communication for more than 30 years.  If you want to know more about overcoming workplace bias, check out the episode highlights below and tune in to the show! The Education System and The Corporate World (04:15) Andie and Al's theory is that because women outperform men in the educational sphere, men build a fair amount of resentment. They bring this resentment into the male-dominated corporate world, where they see it as an opportunity to protect their turf. People have certain biases. We tend to hang around people like us. In the corporate world, men usually identify with the in-group and the leaders while women are in the out-group. The Goldilocks Dilemma: People like to perceive women as gentle and sweet. However, when they are assertive and speak their minds, they are viewed with distrust and dislike. Women's Behaviour in The Workplace (08:51) Women are fine the way they are. Trying to behave like men will only backfire. Because of gender biases, women need to figure out how they can demonstrate their competence without making people feel they're unlikable. Consequently, men and organizations need to work toward solving gender biases in the workplace. The best possible version of ourselves is not always the same version. We all have moldable sides to our personality. The key to women's success is recognizing the ability to use this in the right circumstances and ways. #MeToo Movement (12:59) The positive: Women feel more empowered to talk about behaviours and experiences that have been brushed under the rug for many years. The negative: Instead of working toward supporting women's careers, men in position pull back or are reluctant to show support. They either think there is nothing in it for them, or they fear people will misunderstand. Women's Contribution to the Problem (17:10) Some women buy into the same stereotypes that men have about women, men, leaders, and families. Women need to own their accomplishments. They are not going to be recognized without self-acknowledgment. Women working for women expect them to act the way society has moulded their image—gentle and understanding. They end up resenting working for female leaders who are direct and assertive. Bringing Change to the Workplace (23:13) The only way to change male-dominated organizations is by getting a critical mass of women into senior organizational leadership. The bottom line: Cultures aren't going to change unless more women are running them. For women: Find a way to navigate through difficult situations by being versatile with your characteristics. For men: Put yourself in the women's shoes and see what the problems are. And for organizations: Change policies and procedures to take the bias out of the overall evaluation and decision-making process. The Role of Corporations (29:00) Diversity in the workplace is not a corporate priority. There needs to be pressure from the vendors to commit behind their mission. Studies have shown that increasing the number of women in management and senior leadership will increase corporation performance. Tips For Men (35:00) Recognize how much harder it is for women to make it than it is for men. Get over the notion that you're working in a meritocracy. Take small steps to reach out to individual women by supporting them and making sure they are involved. Tips For Women Executives (38:27) Conversation with themselves: About what they need to do to succeed and having grit and a positive mindset Conversation with others: Find a way to work around or confront the biases of other people  Book Recommendation and Daily Rituals (32:43) Breaking Through Bias by Andie Kramer and Al Harris It's Not You, It's The Workplace by Andie Kramer and Al Harris Fly Girls by Keith O'Brien Their ritual: Making it a point to always have dinner together as a couple and as a family. Get to know more about their advocacies and projects on Andie & Al's website! You can download a copy of my ebook 10 Key Traits of Top Business Leaders here. For more podcast episodes and other resources, visit my website at John Murphy International. Thanks for tuning in!

"No country can ever truly flourish if it stifles the potential of its women and deprives itself of the contributions of half of its citizens." - Michelle Obama In my 30+ work career, I've worked with some amazing women!  My first Executive Officer in the Navy is a woman that I still rely on for solid advice in my current life events.  So, when I think that we are still fighting gender bias in the workplace, it kind of pisses me off.  Doesn't it you? My guest this week is on a mission to correct all of that.  He, alongside his wife, are fighting the good fight in trying to get rid of gender bias in the workplace and help organizations create atmospheres where EVERYONE can flourish!  Al Harris is his name and getting rid of discrimination is his game!  I had a great time talking with Al and I know you'll be able to take his advice and make an immediate difference in your culture. CHEERS! More on Al... Al Harris is an inspiring author and gender equality advocate, as well as a founding partner at Chicago law rm Ungaretti & Harris, where he met his wife and co-author, attorney Andie Kramer. Throughout his career as managing partner at Ungaretti & Harris, Al also served as a member of the rm’s Executive and Compensation Committees. In these roles, he had extensive experience observing his female colleagues as they moved up the career ladder. Over the course of his career, Al grew increasingly concerned about the barriers and biases women face in the workplace, particularly in traditionally male-dominated career environments. These concerns moved Al to begin his work mentoring and advising female professionals, focusing primarily on the communication skills needed to advance in their chosen fields, despite the prevalence of negative gender stereotypes. Al and his wife Andie co-authored It’s Not You, It’s the Workplace: Women’s Conflict at Work and the Bias That Built It (their second book together a er Breaking Through Bias). This power couple provides organizations with concrete, non-disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s. Check out Al and get the book here: https://andieandal.com/

Despite our best efforts, it's hard to ignore gender in the workplace. Gender roles and stereotypes have been reinforced in us since birth. Often, we don’t even realize our unconscious gender biases and their impact. If we truly want to create a work environment that rewards on merits, we must address gender with eyes wide open.  Andie Kramer and Al Harris, they are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. They offer women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations. This power couple provides organizations with concrete, non-disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s. Read the related blog article: The Surprising Truth About Gender Bias in the Workplace Join the Modern Manager community (www.mamieks.com/join) to get 3 tip sheets from Andie and Al:  Gaslighting Tip Sheet: This guide offers nine tips on how to respond when women are told they are imagining gender bias.  Preventing Interruptions: This sheet provides tips on how to avoid being interrupted, and what to do when you are interrupted. Saying “No”: This guide walks you through the thought process of What to when you are asked to do something that won’t advance your career. Join by February 11, 2020 to be eligible to win a full behavioral, motivational, and axiological analysis and a 90-minute debriefing. These tools will gather information about your brain type, communication type, motivational orientation (what moves you), emotional consistencies (what emotions you rely on for decision making), effective nature, default instincts, emotional needs, self-esteem, self-direction, practical thinking, structured thinking, work/role-awareness, etc. One member will be drawn at random but you must join before February 11th, 2020 to be eligible.  If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.  Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues.  KEY TAKEAWAYS Gender stereotypes have no basis in fact. The differences among women are just as prevalent as the differences between men and women. Each person is their own unique being. People expect women to be kind, communally focused, and soft, so when they’re direct and results-oriented, we (men and women alike)  ‘punish’ them. Yet, women fight to not be held to traditional feminine expectations. The “Goldilocks dilemma” occurs when a woman experiences this challenge: (1) If I’m nice and kind, people like me and want to work with me, but don’t give me important work to do. (2) If I’m strong and assertive, I’m competent, but nobody wants me on their team. Gender stereotypes are ingrained in culture from the moment we’re born. They are reinforced throughout life which makes them very hard to even recognize or be aware of. Men need to recognize that women have it tougher than women in almost every work environment. Men need to pay extra attention to including women on their teams, giving them equally challenging assignments, and not treating women with extra sensitivity.   Because leadership of organizations is predominantly male, there is by default a culture in which the values, the norms, the expectations revolve around a masculine view of the workplace. This is challenging given home life is often gendered in most families too, with greater obligations on the women. The interplay makes it much harder on women than men. To help equal the playing field, managers can offer more flexible work policies. They can offer women opportunities despite any reservations about the woman’s family pressures, allowing the woman to decide for herself.  KEEP UP WITH ANDIE AND AL Twitter: https://twitter.com/AndieandAl;  LinkedIn: https://www.linkedin.com/in/andreaskramer/ Website: http://andieandal.com/ mamie@mamieks.com

Despite our best efforts, it's hard to ignore gender in the workplace. Gender roles and stereotypes have been reinforced in us since birth. Often, we don’t even realize our unconscious gender biases and their impact. If we truly want to create a work environment that rewards on merits, we must address gender with eyes wide open.  Andie Kramer and Al Harris, they are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. They offer women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations. This power couple provides organizations with concrete, non-disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s. Read the related blog article: The Surprising Truth About Gender Bias in the Workplace Join the Modern Manager community (www.mamieks.com/join) to get 3 tip sheets from Andie and Al:  Gaslighting Tip Sheet: This guide offers nine tips on how to respond when women are told they are imagining gender bias.  Preventing Interruptions: This sheet provides tips on how to avoid being interrupted, and what to do when you are interrupted. Saying “No”: This guide walks you through the thought process of What to when you are asked to do something that won’t advance your career. Join by February 11, 2020 to be eligible to win a full behavioral, motivational, and axiological analysis and a 90-minute debriefing. These tools will gather information about your brain type, communication type, motivational orientation (what moves you), emotional consistencies (what emotions you rely on for decision making), effective nature, default instincts, emotional needs, self-esteem, self-direction, practical thinking, structured thinking, work/role-awareness, etc. One member will be drawn at random but you must join before February 11th, 2020 to be eligible.  If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.  Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues.  KEY TAKEAWAYS Gender stereotypes have no basis in fact. The differences among women are just as prevalent as the differences between men and wo

Hey Boss! Meet Andie! Andie and her husband Al. They together are working on the expanding the Gender Diversity in the work place through as leadership. THIS Interview is intense and one of my favorites. I am not a lawyer nor in a corporate environment, however Andie - lays it all out on the line on WHY women are not getting ahead in business as fast as men, and HOW to alter a few ways of behavior to help! LISTEN and LEARN! Men and Women! Be You! Be Real! Be the Boss of your Life! Heather Havenwood Be the Boss of Your Business! Your Marketing! Your Message! Your Money! Your Mind! Want to interview or get in contact with Heather, contact: media@sexybossinc.com https://www.callwithheather.com BECOME AN INFLUENCER IN YOUR INDUSTRY AND FIELD. GET MORE EXPOSURE, VISIBILITY AND, TRAFFIC BY BECOMING AN INFLUENCER http://www.InfluencerTribe.com LAUNCH YOUR PODCAST https://www.InfluencerGrowthFormula.com/vip CHECK OUT MY UNIQUE SKINCARE LINE http://HeatherSkin.com Sexy Boss Beauty! START BUILDING ONLINE COURSE / MEMBERSHIP SITE https://heatherhavenwood.com/thinkific BEST TOOL TO GROW A YOUTUBE CHANNEL http://tubebuddy.com/sexyboss START BUILDING YOUR HERD WITH BEST EMAIL MARKETING https://heatherhavenwood.com/convertkit REPURPOSE YOUR LIVE STREAMS AND PODCASTS WITH ONE PUSH https://heatherhavenwood.com/repurpose INSTANT EBOOKS, CLOSED CAPTIONS FROM YOUR VIDEOS https://heatherhavenwood.com/design REQUEST A 30 MINUTE PODCAST or LINKEDIN or YOUTUBE Channel Review https://www.callwithheather.com MY GEAR TO SHOOT VIDEOS AND PODCASTING (Affiliate Links) Microphones for Video and Podcasting

You might like to think that the sisterhood has your back, but what happens if the workplace is causing gender bias from both the men and women? I had one of my most inspiring podcast chats yet, with lawyer and gender bias expert Andie Kramer. She explained why it happens, but more importantly- how we can deal with it and build up our sisterhood.  What I loved about our conversation is that Andie shared some many amazing things that you can action right now. I've been someone who has had to deal with gender bias in the workplace, and it is a tricky situation to deal with. I wish I had known half of what Andie taught me in this podcast! To get you started there is a free worksheet for you to download from the link below.  WORKSHEETS FOR YOU: Creative Women International INSTAGRAM: Creative Women International FB COMMUNITY: Find out more about Andie Kramer and her books: 

Empowering women in the workplace is so needed, so paramount, but often there a misconceptions that keep from having actual change or growth in this area. Sometime the very suggestions and comments that are being made are part of the root problem of not creating a workplace where a woman can advance to any level without obstacle both known and unknown being place in her way. To help us with this today Steve is Joined by Andie Kramer and Al Harris as they talk both about their book and the work they are doing to first of all shed light on this issue and then to bring practical and impactful solutions to make change within your organization   Start the journey today of taking up this important issue and effecting real change as we talk about Empowering Women in the Workplace on Thriving Entrepreneur

It’s 2019, almost 2020 yet gender-based biases still exist in the western world. Leaders need to stand and making eliminating gender biased workplaces a thing of the pass. The ideology that a gender is inferior to another must be stuffed out if our organizations are going to succeed in the future. Andie Kramer and Al Harris are married, practicing lawyers who have been mentoring women and speaking and writing about gender communication for more than 30 years. Through their writing, their keynotes, and their global workshops, Andie and Al help multinational organizations better understand the power of gender in the workplace, providing concrete, non-disruptive suggestions for workplace changes to make women’s career opportunities more comparable to men’s. Gender Biased Workplaces Topics During this interview, I discuss the following topics with Andie and Al: Why does gender-biases still existKey reasons why the gender gap closure has stalled.How leaders can aware of their own biasesHow can leaders best stuff out gender issues in their organizations?How can a leader best resolve a gendered conflictIs gendered-focus policy truly a solution? Guest Resources: If you are interested in learning more about Andie and Al’s journey and resources, be sure to check out the following links: Check out their websiteFollow them on LinkedInFollow them on TwitterFollow them on FacebookBreaking Through BiasesIt’s Not You, It’s the Workplace Moving Forward Leadership Resources Keep on top of Moving Forward Leadership with all the resources which I have established for you: POWER Goals Program - If you are ready to stop complaining and start achieving those goals which you have been trying to achieve for some time now. Then stop chasing your dreams and start achieving them through my very own POWER Goals program. Learn about picking the right goals, figuring out how to achieve them, getting on track with achieving them and most importantly how to get back on track when you fail... because you will. Learn more here! Moving Forward Leadership Resources - Check out the Moving Forward Leadership Resources section where I list every single resource mentioned on the show. As well, there are books which I have read written or read personally and finally various types of services which I use and recommend. The 9 Foundations of Leadership – I’ve written this ebook for you all to get a base of your leadership skills. With this book, you will be able to begin to form your leadership style. For a small fee, you can get your journey started and get ahead of your peers! Just follow the link in the title, and your copy awaits you! Facebook Page – Check out updates from Moving Forward Leadership, as well when links and videos. Facebook Group – Come and let’s discuss leadership. I will swing by and answer any questions you have as well as provide advice and guidance for your situations. Twitter – Definitely subscribe here to find out when new episodes go live, or if I have a random idea to share with the world. Monthly Newsletter – Sign up for my newsletter and see what is happening in the background with me, read the most interesting articles in leadership, as well as get inside information from time-to-time on what I have upcoming! Email – Don’t hesitate to reach out to me with ideas, suggestions, comments or questions. I truly love hearing from you all! Where to Subscribe to Moving Forward Leadership Love the Moving Forward Leadership Podcast? Then subscribe to your favourite device and app! As well, please leave me a review! These reviews mean more to me than you could ever imagine.

Marriage as Empty Nesters (0:00:00) For all the parents out there, it sometimes seems like between running to sports games, cleaning up messes, settling temper tantrums, and losing sleep, you can't wait until your kids are out of the house so that you and your spouse can have some alone time. But when that day actually comes when they're all getting ready to leave home, those thoughts you once had may start to change. Getting ready to become empty nesters can be hard, especially after years of dedicating nearly all of your time to caring for your kids. However, it is entirely possible to thrive in your newfound situation. We are joined by popular blogger Jane Seaman who has experienced this first-hand. She'll be giving us tips on what it is like to be an empty nester and what you can start doing to blossom.  Women in the Workplace (0:15:37) Sometimes there's a lot of pressure on women to act a certain way in the workplace. It can be incredibly awkward to try and navigate a work environment where there isn't much expected of you. Each employer seems to want to see a different side of you, and it leaves many of us wondering where these false expectations come from and what we can possibly do to get past them. Here with us is Andie Kramer, an attorney and author who specializes in the role of women in today's professional world. Thanksgiving Alternatives (0:33:55) Friend of the show, Carrie Ann Rhodes, shares nontraditional ways to celebrate Thanksgiving for when you don't want to do a big dinner with family. Thanksgiving Traditions (0:50:35) Lisa and Richie talk about some of their favorite Thanksgiving memories and traditions. Health for Veterans (1:02:38) We've all been affected in some way by the veterans around us, not to mention our gratitude for the great service each veteran has done for us and our country. Today we wanted to talk about something that doesn't always get brought up, and that's the health of our veterans. Veterans face health challenges just as we do, but sometimes more intensely. So, what can we do to help them with these challenges? Dr. Benjamin Kligler is the acting executive director of the Veterans Health Administration Office of Patient Centered Care and Cultural Transformation. We thought he'd be the perfect person to talk to about veterans' health.  Prepping your Yard for Cold Weather (1:20:11) Typically, we don't think about the plants in our yard until Spring, when the weather is heating up and the flowers and crops are in bloom. Depending on where you live, the snow and freezing temperatures could have a serious effect on your plants. While they don't need as much attention during the cold months, it's important to know how to care for them to ensure their health come spring time. Here to tell us how we can keep our yards blooming during the winter is Kevin Maryott. Kevin is the plant boss at Mccoards Garden center.

Jane Seaman shares ways to strengthen your marriage as empty nesters, Andie Kramer talks about how women in the workplace, Carrie Ann Rhodes tells us about Thanksgiving alternatives, Lisa and Richie talk about their Thanksgiving traditions, Dr. Benjamin Kligler talks about unique health concerns for veterans, Kevin Maryott teaches us how to prepare our yards for the winter.

Andie Kramer is a partner at an international law firm, and she’s been named one of the 50 most influential Women Lawyers in America by the National Law Journal. Her latest book, It’s Not You, It’s the Workplace: Women’s Conflict at Work and the Bias That Built It, addresses misconceptions of hostility between women. Have you long believed that we’re nasty to each other on the job? Andie’s research suggests that we may be stereotyping. What? Us?!A Message From Andie: https://andieandal.com/gftalk/Website: http://andieandal.com/LinkedIn: https://www.linkedin.com/in/andreaskramer/Twitter: https://twitter.com/AndieandAlFacebook: https://www.facebook.com/breakingthroughbias/

No matter how much acceptance in workplaces have evolved, gender bias still exists, especially towards women. In this episode, Andie Kramer and Al Harris open our eyes further on the gravity of this reality. Both specializing in combating gender bias for over 30 years, they have used their platform to coach and encourage women in the workplace. In this episode, they talk about how to help companies or solopreneurs identify gender bias along with the three trains that represent the key players to help overcome it—women, men, and organizations. Read on this short yet powerful piece. Love the show? Subscribe, rate, review, and share! Here’s How » Join Heartrepreneur® Radio community today: heartrepreneur.com Heartrepreneur® Radio Facebook Terri Levine Twitter Terri Levine Instagram Heartrepreneur® Radio Pinterest Terri Levine YouTube Terri Levin LinkedIn

No matter how much acceptance in workplaces have evolved, gender bias still exists, especially towards women. In this episode, Andie Kramer and Al Harris open our eyes further on the gravity of this reality. Both specializing in combating gender bias for over 30 years, they have used their platform to coach and encourage women in […]

Andrea S. Kramer (Andie) and Alton B. Harris (Al) are distinguished attorneys, married to each other, and nationally recognized for their work in helping women advance in their careers. They are the authors of Breaking Through Bias: Communication Techniques for Women to Succeed at Work (2016), and It’s Not You, It’s the Workplace: Women’s Conflict at Work at the Bias that Built It (2019). They speak frequently about promoting gender diversity, inclusion, and overcoming stereotypes and biases.

Welcome back to part 2 of this 2 part episode! We continue our interview with Andie Kramer and Al Harris, husband and wife attorneys and researchers in the area of gender bias. In this final segment, we discuss more on body language, sponsorship, and the intersectionality of being a double minority.

Welcome back to part 2 of this 2 part episode! We continue our interview with Andie Kramer and Al Harris, husband and wife attorneys and researchers in the area of gender bias. In this final segment, we discuss more on body language, sponsorship, and the intersectionality of being a double minority.

While we could talk all day with the husband and wife team of Andie Kramer and Al Harris about being BigLaw Partners, it is their work on women's conflicts and bias in the workplace which brings them on the show today. Andie and Al recently released their second book, It's Not You, It's the Workplace: Women's Conflict at Work and the Bias That Built It. And we jump in with both feet to discuss how the workplace environment, even at law firms (or maybe, especially at law firms), is designed to place women in adversarial roles against one another. Andie and Al have mentored women, conducted speaking consultations, and have written books on the subject of gender communications for over 30 years. Because they bring both the female and male perspectives into this very difficult conversation, they pack a one-two punch for their audiences and definitely grab their attention. When we asked Al Harris how important it was for him to bring in men into this conversation, his answer was, "in a word… VERY!" We take a deep dive into the issue of gender bias in the workplace, and the environment which contributes to that very bias. You can learn more about Andie Kramer and Al Harris, including a question guide to their books, at their website, andieandal.com. Definitely check out the website after you listen to this week's interview! What Does Your Family Think You Do?? We have one more story this week about a family member who thinks that being a library manager is a glorified file clerk job. We imagined that Thanksgiving that year was a little awkward. If you have a story to share, leave us a message at 713-487-7270 or email us your story at geekinreviewpodcast@gmail.com. Information Inspirations Come on men... it's 2019!! The Pence Rule of a man not being alone with a woman in the workplace, or attending a social event with alcohol without having a man's wife present is affecting work environments, including law firms. American Lawyer senior columnist, Vivia Chen's article, #MeToo Backlash Is Not Going Away, shows how men are less likely to work in one-on-one situations with women at a higher rate in 2019, than in 2016. This is having a significant effect on the ability for women to have equal access to opportunities and advancement. Vivia puts it best when she says "Considering it's 2019, it's frick'n unbelievable." We couldn't agree more. Investments in In-House Training Pays Off According to MP McQueen at CorporateCounsel, legal departments who spend more of their budgets on training, and who use their own in-house folks to conduct the training, have a higher return on their investment, and end up with a significant overall savings. A Gartner study of 140 in-house legal departments examined these training practices to handle lower risk issues created significant savings over using outside firms. Listen, Subscribe, Comment Contact us anytime by tweeting us at @gebauerm or @glambert. Or, you can call The Geek in Review hotline at 713-487-7270 and leave us a message. We'd love to hear any ideas you'd like us to cover in future episodes. Also, subscribe, rate, and comment on The Geek In Review on your favorite podcast platform. As always, the great music you hear on the podcast is from Jerry David DeCicca, thanks Jerry!

Evan sits down with Andie Kramer and Al Harris, who are experts in the realm of gender bias in the Workplace. Topics discussed in this episode include: scenarios of gender bias and how to overcome them, how trans people fit into gender bias, best practices for how managers and business owners can achieve an equal work environment for everyone, and more. To learn more about Andie and Al, visit https://andieandal.com. Thank you for listening! Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome back from summer hiatus! We couldn't be more excited to unveil a new season of episodes for you where we interview world thought leaders and answer your burning questions in various areas impacting our working lives. In part 1 of this 2 part episode, we interview Andie Kramer and Al Harris, husband and wife attorneys and researchers in the area of gender bias. This timely topic includes us discussing implicit bias, privilege, and tactics for both women and men allies. We also discuss how you need to get out of your comfort zone for real change to happen! Tune in next time for Part 2.Find our episode archives and other resources at workplacelab.org and be sure to follow us on Facebook and Twitter. Finally, don't forget to rate and review this podcast- you could be chosen for a free 1:1 consultation with our host, Ariana Robinson Danquah.

Welcome back from summer hiatus! We couldn't be more excited to unveil a new season of episodes for you where we interview world thought leaders and answer your burning questions in various areas impacting our working lives. In part 1 of this 2 part episode, we interview Andie Kramer and Al Harris, husband and wife attorneys and researchers in the area of gender bias. This timely topic includes us discussing implicit bias, privilege, and tactics for both women and men allies. We also discuss how you need to get out of your comfort zone for real change to happen! Tune in next time for Part 2.Find our episode archives and other resources at workplacelab.org and be sure to follow us on Facebook and Twitter. Finally, don't forget to rate and review this podcast- you could be chosen for a free 1:1 consultation with our host, Ariana Robinson Danquah.

This week’s guest is Andrea Kramer. Andie is a lawyer, keynote speaker, artist, women’s rights activist, author, and all around rockstar! She balances a successful and demanding legal career with her passion to help women navigate both the obvious and subtle gender biases they encounter in career settings. This passion has led to co-authoring two incredible books on the topic, “It’s Not You, It’s the Workplace” and “Breaking Through Bias”, as well as co-founding the Women’s Leadership and Mentoring Alliance, which recruits senior women to mentor and support our younger women on their way up. Among all of that, Andie still found time in 2012 to found Andie K, a business through which she makes and sells one-of-a-kind, handmade jewelry, and whose stated mission is to support charities that are empowering women and promoting gender equality.   Places to Find Andie: Interested in learning more? Check out Andie’s website https://andieandal.com/dowell/ (here). Andie and Al’s first book, Breaking Through Bias, found https://andieandal.com/books/breaking-through-bias/ (here). Andie and Al’s book, It’s Not You It’s The Workplace, found https://andieandal.com//books/its-not-you-its-the-workplace/ (here). Women’s Leadership and Mentor Alliance http://www.wlmaconnect.org/ (website). Andie K jewelry https://www.andie-k.com/ (website).   Episode Topics: Andie’s upbringing and an upsetting introduction to the legal world. ([2:30] minute) Andie’s motivation and early bias she herself faced. ([4:30] minute) Evolution of gender bias in the workplace. ([6:00] minute) Proactive role women can take in reducing the impact of this bias. ([10:30] minute) Andie’s journey to go beyond her law work to the life of an entrepreneur. ([13:00] minute) Her for-purpose jewelry company, Andie K. ([16:30] minute) Founding of and the purpose behind the Women’s Leadership and Mentoring Alliance. ([18:30] minute) Advantages of sponsorship inside and mentorship outside of your company. ([22:00] minute) Time management when you have so many projects going at once. ([24:00] minute) Topics covered in Andie’s two books [linked above]. ([27:00] minute)

Despite her successful and demanding legal career, Andie Kramer has helped thousands of women navigate both the obvious and subtle gender biases they encounter in all career settings. Because mentorship opportunities for young executive and professional women are often limited, she co-founded the Women’s Leadership and Mentoring Alliance (WLMA) to recruit senior women to mentor and support younger women on their way up. Andie is also the co-author of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work. Partnering with her husband, Attorney Al Harris, Andie is able to bring a unique holistic perspective to the work of raising awareness of gender bias and what to do about it. In this episode, we talk about: Communication Techniques for Women to Succeed We talk about obvious and subtle gender biases we all encounter How you can rise above any obstacles You can reach Andie at AndieAndAl.com To see this whole show in video on Roku go to RealEstateInvesting4Women.com To watch the EXTRA portion of this show go to RealEstateInvestingForWomenExtra.com ------------------------------------------------------ Learn how to create a consistent income stream by only working 5 hours a month the Blissful Investor Way. Grab my FREE guide at http://www.BlissfulInvestor.com

Episode 195 is live! This week, we talk with Andie Kramer in Chicago, Illinois. Andie is a partner in the international law firm of McDermott Will & Emery. She is also the co-author of the book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, with her husband and practicing attorney, Al Harris. On today's episode, Andie shares: What is unconscious bias? Why do you think that there are less women in high level positions? If a man wants to help to level the playing field for his female peers at work, what can he do? Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher. To learn more about Andie and Al's work, check out their website andieandal.com where you can access their blog as well as their book Breaking Through Bias: Communication Techniques for Women to Succeed at Work. Thank YOU for listening! If you've enjoyed the show today, don't forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other job seekers to find the show!

In this episode of the Bombshell Business Podcast, host Amber Hurdle interviews Andie Kramer, nationally recognized advocate for women’s advancement, author and attorney, about the glass ceiling that still exists for women in the workplace and how to overcome it. Don’t let gender bias hold you back from excelling in your career. This episode is full of tips to help you break the glass ceiling and excel to the top of your team. Tune in and be empowered! 

Observing Gender Biases and Workplace Bias Issues While Teaching Necessary Breakthroughs with Andie and Al:Authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, married lawyers Andie Kramer and Al Harris have been mentoring women and speaking and writing about gender communication for more than 30 years. This power couple brings a unique viewpoint to both women and men looking to navigate gender bias. They are frequent keynote speakers, and conduct workshops for multinational organizations to better understand the world of gender bias. Today they’re helping us understand that the glass ceiling still exists and what we can do to keep moving forward while working together. Advocates for Women in the Workplace. - Andie Kramer and Al Harris Andie Kramer and Al Harris are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. Andie and Al offer women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations. This power couple provides organizations—business and professional—with concrete, non- disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s. Authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, "Andie and Al" are frequent keynote speakers, and conduct workshops for multinational organizations to better understand the world of gender bias.   Top 3 Hot Points:Avoiding and overcoming gender bias. Eliminate discriminatory gender biases. Communication techniques for women to succeed.   [spp-tweet tweet="How and why's a podcast for #Overcoming #Gender #Bias and #Workplace Breakthroughs. @AndieandAl "]   On This Episode You Will Hear:[spp-timestamp time="00:30"] Introduction [spp-timestamp time="11:50"] You can be powerful, dressed any way you want to, you are perceived as powerful. It's important that you're comfortable in your own skin, but also in your own clothes. You got to find a way to both present yourself in the way you dress, the way you talk, and the way you gesture. All of those things are important for impression management. [spp-timestamp time="14:45"] You want to get across a notion of, Don't think about me as a woman, think about me as me, this is who I am. This is the kind of talent that I bring to this situation, the ambition that I have the capacity, the power, the accomplishments. So whether you're a veterinarian, or a fighter pilot, or a, or a lawyer, or a or an Indian chief you want to be certain that people are viewing you and thinking about you as that, not just a woman. [spp-timestamp time="21:00"] We refer to that is linear thinking for the guys, and all over the place for the women can be very effective. [spp-timestamp time="25:00"] Part of that may also be the nature of the space that we're in. It is very unusual to find men who are willing to speak, write, and be active in this diverse gender area that is so dominated by women. [spp-timestamp time="31:00"] So regarding gender bias in workplaces, the Goldilocks dilemma is a big issue. We've got to change this manifesto about the Goldilocks dilemma to where we talk about what it is and the ways that it can be overcome. [spp-timestamp time="35:00"] Let's just take our profession, if you're a beginning female associate in a law firm, the range of your behavior that's going to help you advance your career is far...

Join me and my accomplished guests as we discuss gender stereotypes in the workplace and how to break them down in effective ways. Andie Kramer and Al Harris share their wisdom in this career-focused episode.

Andie Kramer and Al Harris are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. Andie and Al offer women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations.  This power couple provides organizations—business and professional—with concrete, non- disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s.  Authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, Andie and Al are frequent keynote speakers, and conduct workshops for multinational organizations to better understand the world of gender bias. Website: http://andieandal.com https://www.facebook.com/breakingthroughbias/ https://www.linkedin.com/in/andreaskramer/

Today our expert guests are Andie Kramer and Al Harris. They have been mentoring women in speaking and writing about gender communication for more than 30 years, are frequent keynote speakers, conduct workshops for multinational organizations to better understand the world of gender bias, and are authors of the book Breaking Through Bias: Communication Techniques for Women to Succeed at Work. They also have an upcoming book titled It's Not You, It's the Workplace: Women's Conflict at Work and the Bias That Built It.   When Andie got out of law school, she didn't imagine that women could be perceived or treated differently in the workplace. It wasn't until she left Al's smaller law firm and went to work for a larger firm that she found that stereotypes and biases influence the ways in which people interact with you, treat you, and judge your skillset.   Al was convinced that he was a good person who didn't suffer from bias himself, and that his own firm would be fair to everyone. When Andie left, he looked around and realized that we weren't doing any better getting senior women into their leaderships than anyone else. That's when he realized that people can believe they are bias free, and yet still find unconscious ways to hold women back.   During the time that Andie had left Al's law firm, the two continued to have conversations surrounding these issues, and they committed themselves to work together and do everything they can to end gender bias.   We like to work with people that are like us, so when men are running organizations, they often reach out to and bring up other men because those are who they are comfortable with. So we see a pattern of men mentoring, supporting, and advocating for other men, and the women being ignored.   So how do we tackle biases upfront? Here are some possible solutions:   We need to provide education – because information is power! If people understand how biases work and how it's not intention or pointing fingers, that's step one. Policies and procedures need to be implemented that take discretion out of the process of evaluating other people. Standards, objectives, and job descriptions are a good starting point. Find ways to slow down when making decisions: When evaluating things, don't use open-ended questions and, instead, set out core competencies that you'd expect a person at this level to accomplish. Don't let people make these decisions in a vacuum by themselves, and have people explain their decision process to others before making up their mind.   The Biggest Helping: Today's Most Important Takeaway   Andie: “Perfection is overrated. If we strive for perfection instead of as good as we can get, then we will never give ourselves the opportunity to succeed.”   Al: “We need to be better readers of other people. We need to understand how to understand what other people are thinking about us, and to adjust our behavior, our communication, so that we can better shape that impression so that it matches the one we want them to have of us.”   --   Thank you for joining us on The Daily Helping with Dr. Shuster. Subscribe to the show on Apple Podcasts, Stitcher, or Google Play to download more food for the brain, knowledge from the experts, and tools to win at life.   Resources: Learn more at https://andieandal.com Read: Breaking Through Bias: Communication Techniques for Women to Succeed at Work Preorder: It's Not You, It's the Workplace: Women's Conflict at Work and the Bias That Built It Facebook: https://www.facebook.com/breakingthroughbias/ Twitter: https://twitter.com/AndieandAl LinkedIn: https://www.linkedin.com/in/andreaskramer/ The Daily Helping is produced by Crate Media

ABOUT: Despite her successful and demanding legal career, Andie Kramer has helped thousands of women navigate both the obvious and subtle gender biases they encounter in all career settings. Because mentorship opportunities for young executive and professional women are often limited, she co-founded the Women’s Leadership and Mentoring Alliance (WLMA) to recruit senior women to mentor and support younger women on their way up. Andie is also the co-author of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work. Partnering with her husband, attorney Al Harris, Andie is able to bring a unique holistic perspective to the work of raising awareness of gender bias and what to do about it. Today she’s helping us understand the glass ceiling - that still exists - and what we can do to keep moving forward while working together. STAY CONNECTED: Website: AndieandAl.com, Twitter @AndieandAl, Facebook https://www.facebook.com/breakingthroughbias/ LinkedIn: https://www.linkedin.com/in/andreaskramer/ ___________________________ Thank you again for joining us today please check out our webpage at www.riseupforyou.com for more podcast episodes, webinars, articles, free resources, and events to help you get to the next level in your life! You can also follow us on Twitter, Facebook, Instagram, Google+, and Youtube @riseupforyou If you know anybody that would benefit from this episode please share it with them and help spread the knowledge and motivation. Please support Rise Up For You by writing a review on iTunes. Your feedback will really help the success of our show and push us to continuously be better! So don’t forget to show your support!

Andie Kramer Andie Kramer, is a partner in the international law firm of McDermott Will & Emery LLP, one of the “10 Best Big Law Firms for Female Attorneys.” Andie was the founding chair of the firm’s Gender Diversity Committee. She has served on both her firm’s Management Committee and Compensation Committee. In these roles, she became deeply concerned about the disparities in the pace and extent of women’s and men’s career achievements. Andie’s extensive research, astute observations, and pragmatic voice have made her a nationally recognized advocate for women’s advancement and an authority on gender communication. Among her many recognitions, Andie was named one of the 50 Most Influential Women Lawyers in America by the National Law Journal for her “demonstrated power to change the legal landscape, shape public affairs, launch industries, and do big things.” Andie is also the co-author of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work with her husband and practicing attorney, Al Harris.   https://andieandal.com/12minuteconvos

Al Harris Al Harris and Andie Kramer are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. Andie and Al offer women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations. This power couple provides organizations—business and professional—with concrete, non- disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s. Authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, Andie and Al are frequent keynote speakers, and conduct workshops for multinational organizations to better understand the world of gender bias.   https://andieandal.com/12minuteconvos       Listen to another #12minconvo

This episode features Andie Kramer. She is a Partner at McDermott Will & Emery, LLP. Here she talks about how she stays motivated, the business of law, gender diversity, and more.

This episode features Andie Kramer. She is a Partner at McDermott Will & Emery, LLP. Here she talks about how she stays motivated, the business of law, gender diversity, and more.

This episode features Andie Kramer. She is a Partner at McDermott Will & Emery, LLP. Here she talks about how she stays motivated, the business of law, gender diversity, and more.

Today I'm joined by Andie Kramer, a partner in the international law firm McDermott Will & Emery LLP. Andie has mentored thousands of women and written hundreds of articles and blog posts on gender biases, and is co-author of the ABA guide, “What You Need to Know About Negotiating Compensation.” According to Andie, even the most well-intentioned workplace is biased, because the leadership is almost always men, and usually white men, and they (like most people) have affinity bias, which is an affinity for people who look and act like them and come from the same background. Add to that gender bias and you get an environment in which women are put into a very difficult position. Andie also addresses the interesting dynamic of women having gender-biased expectations of other women -- this isn't only bias on the part of men – and why this is too often a reality. Andie discusses the fact that when men receive feedback at work it tends to be about things they can improve, but a majority of the feedback that women receive at work is about their personality, as if there's something wrong with her. Andie talks about some of the things that women can do, that men can do, and that organizations can do to combat bias in the workplace. To learn more about Andie Kramer, go to https://andieandal.com. You can get Andie's first book, Breaking Through Bias: Communication Techniques for Women to Succeed at Work (https://amzn.to/2VqJ3DJ), and pre-order her second book, It's Not You, It's the Workplace: Women's Conflict at Work and the Bias that Built It (https://amzn.to/2Dygc6i), at Amazon. Also, Andie recommended the book Fly Girls, which you can get at Amazon (https://amzn.to/2GFTYRN) as well. In this episode I've asked you to leave me voicemail at http://purposegirl.com/voicemail, and tell me your name, where you're from, what you love about The PurposeGirl Podcast, and what topics you'd love to hear on this show. It would really mean a lot to me if you would go to Apple Podcasts and leave me a review (hopefully a great one!), leave a 5 star rating, subscribe to this podcast so you never miss an episode, and download the episodes! And please spread the word and help our community grow! Thank you so much spending your time with me! And if you aren't following me already, you can find me on Instagram and Facebook, and click here to receive my newsletter. May you live purposefully, may you love yourself, and may you love life. Bye for now!

Andie Kramer and Al Harris are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. Andie and Al offer women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations. This power couple provides organizations—business and professional—with concrete, non- disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s. Authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, this power couple brings a unique viewpoint to both women and men looking to navigate gender bias. Their new book coming out soon, It’s Not You, It’s The Workplace: Women’s Conflict At Work And The Bias That Built It, addresses the biases between women and how to break through the glass ceiling together. In today’s conversation, Andie and Al help us understand that the glass ceiling still exists even in the most well-intentioned environments and what we can do to keep moving forward while working together. We explore the differences between men and women in the way each approaches performance evaluations, business meetings, and mentorship. Andie and Al teach us about impression management, surprising studies among millennial men, why we haven’t seen real improvement in women’s advancement since the mid-90s, and what we can do about it to shatter the glass ceiling once and for all.   Key Takeaways We haven’t seen real improvement in women’s advancement since the mid-90s. Gender stereotypes and the biases that flow from them haven’t changed since the 70s. Very often the differences between men and women in the workplace get exaggerated. Researchers have found that in the workplace there are far more differences between women and between men verses women as a group and men as a group. Powerful people get allocated space. It’s much harder for people to ignore you when you’re standing verses sitting in a seat. People’s impressions of us are far more related to our non-verbal behavior and the way we present ourselves than they are to the content of what we say. Women tend to be more interested in getting their words right than getting their persona and posture right. Women hold the same stereotypes about women as men have about them. Organizations that are diverse do better – they make more money, they’re more profitable, and they come up with more creative solutions. Resources Visit: www.andieandal.com/lot Navigating Gender Bias – Free Assessment Gender Bias – Free Workplace Survey Breaking Through Bias: Communication Techniques for Women to Succeed at Work It’s Not You It’s The Workplace: Women’s Conflict at Work and the Bias That Built It Connect With Andie Kramer and Al Harris Website: andieandal.com LinkedIn: https://www.linkedin.com/in/andreaskramer Twitter: https://twitter.com/AndieandAl Facebook: https://www.facebook.com/breakingthroughbias/

It is naïve to think that gender bias is no longer an issue in the workplace. In fact, we ALL have stereotypes that we carry with us to work, and women often face the frustration of being at a disadvantage based on assumptions that have nothing to do with our actual ability to do a given job. So, how do we overcome these biases to achieve at a high level? Andie Kramer is an accomplished attorney, author and advocate for women in the workplace. Kramer served as founding chair of her law firm's gender diversity committee and cofounded the Women's Leadership and Mentoring Alliance to address the limited mentorship opportunities for young executive and professional women. A recognized authority in the realm of gender communication and women's advancement, Kramer was named one of the 50 Most Influential Women Lawyers in America. She is also the coauthor of Breaking Through Bias: Communication Techniques for Women to Succeed at Work and the forthcoming It's Not You, It's the Workplace: Women's Conflict at Work and the Bias that Built It. Today, Kramer shares her approach to addressing biases and stereotypes in the workplace. She explains why the first step in breaking through bias involves a conversation with yourself and offers insight around the impact of nonverbal communication and language patterns in your communication with others. Listen in for Kramer's take on why women hold C-suite female colleagues to a different standard than senior men in the organization and learn how to navigate the assumptions and gender biases we all bring to work. Key Interview Takeaways When facing stereotypes and biases in the workplace, avoid confrontation—but allow people to learn. Kramer suggests addressing such assumptions with humor when possible and discussing truly inappropriate behavior in private. The first step in breaking through bias involves a conversation with yourself. Women must think through strategies for developing a coping sense of humor, demonstrating confidence and competence, and learning not to take the world too seriously. Pay attention to nonverbal communication as well as language patterns. Women tend to preface our thoughts with phrases like I'm sorry or This may be a dumb idea, but… Kramer argues that such language patterns diminish the power of the statement that follows. Women tend to hold C-suite female colleagues to a different standard than senior men in an organization. We perceive female colleagues as cold or unfeeling, even when they are treating us the same way the men treat us. Kramer believes that gendered workplaces and our own biases about how women should act contribute to this phenomenon. Develop the strength to address being interrupted. The assumption that women won't add value means that we're often talked over in meetings and on conference calls. Kramer recommends diplomatically saying, “Allow me to finish my point, and I'll pass it over to you when I'm finished.” Connect with Andie Kramer Andie and Al Resources Breaking Through Bias: Communication Techniques for Women to Succeed at Work by Andrea S. Kramer and Alton B. Harris It's Not You, It's the Workplace: Women's Conflict at Work and the Bias that Built It by Andrea S. Kramer and Alton B. Harris Andie & Al's Gender Bias Assessment Learn more about your ad choices. Visit megaphone.fm/adchoices

In Episode 24, we meet a most interesting couple, Andrea Kramer and Alton Harris. Andie is a partner in the international law firm of McDermott Will & Emery LLP, which was just listed as one of the “10 Best BigLaw Firms for Female Attorneys.” Despite her successful and demanding legal career, Andie has helped thousands of women navigate both the obvious and subtle gender biases they encounter in all career settings. In 2015, she received the Inspiration Award from the Coalition of Women in Law Initiatives for her continued support of women’s initiatives, mentoring, and coaching. Al was a founding partner of the Chicago law firm of Ungaretti & Harris where Andie started her legal career and which in 2015 merged into the national law firm of Nixon Peabody LLP. Over the course of his career, Al has grown increasingly concerned about the barriers and biases women face in traditionally male career environments. Because of this concern, Al has mentored and advised women in many career fields. They have been mentoring women and speaking and writing about gender communication for more than 30 years. 

Do you believe that your workplace is a meritocracy? That men and women have the same opportunity for advancement? That gender bias doesn’t impact decision-making? Are you sure? How many women serve in positions of senior leadership? Al Harris is an author, speaker, workshop facilitator and mentor on a mission to eliminate gender bias. As founding partner of the Chicago law firm Ungaretti & Harris, Al had extensive experience watching and evaluating women as the moved up the career ladder—and became increasingly concerned about the barriers they face in traditionally male career environments. This concern led to his current calling around promoting gender diversity, and today, he works with his wife Andie Kramer to write and present on the topic of gender equality. Today, Al joins Emerald to share the AHA moment when he realized that his law firm was no better than his competitors in creating an unbiased, gender-neutral environment. He offers an overview of the stereotypes that permeate our society, our workplaces and our personal relationships, explaining what men can do to hold themselves accountable for gender bias. Al also makes the distinction between thinking fast and slow and addresses the value in making career-affecting decisions slowly—and in collaboration with others. Listen in to understand why men and women need to work together to eliminate bias and learn how YOU can be part of the win-win that is a gender inclusive society! What You Will Learn Al’s realization that his law firm had very few female leaders Al’s research-oriented approach to creative problem-solving The gender stereotypes and biases that permeate our society The distinction between leadership and coaching How men can hold themselves accountable for gender bias Recognize that meritocracy = misconception Collaborate on career-affecting decisions Why thinking fast results in subjective + biased decisions Al’s challenge getting men involved in gender inclusiveness Why men + women need to work together to eliminate bias Connect with Al Harris Andie & Al Andie & Al on Facebook Andie & Al on Twitter Connect with Emerald GreenForest Creative Age Consulting Group Emerald’s Website Emerald on LinkedIn Emerald on Twitter Emerald on Instagram Email: listeners@menonpurposepodcast.com Resources Breaking Through Bias: Communication Techniques for Women to Succeed at Work by Andrea S. Kramer and Alton B. Harris Thinking, Fast and Slow by Daniel Kahneman Gender Bias Assessment This episode is sponsored by the Creative Age Consulting Group. Men - Is it time NOW for you to make your mark? Visit timetomakeyourmark.com to apply for an invitation-only consultation.

Andie Kramer and Al Harris are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years.. Andie and Al offer women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations.   What We Cover: How gender equality is actually declining Tactics for both men and women to communicate in a more inclusive way so both sides can break through gender bias Breaking down gender stereotypes for healthier relationships   Learn more about Liz and TLCG at www.theleadershipcoachinggroup.com.   Mentioned In This Episode: Website: www.andieandal.com LinkedIn: www.linkedin.com/andreaskramer

Andie Kramer is a partner at international legal firm McDermott Will & Emery LLP, where she serves as the head of the Financial Products, Trading and Derivatives Group. She is also the founding chair and current co-chair of the firm’s Gender Diversity Committee. She has previously served on the Management Committee and Compensation Committee at McDermott Will & Emery. Outside of her practice, Andie is a nationally recognized advocate for the advancement of women, having helped countless women navigate obvious and subtle gender biases in their careers. Al Harris was a founding partner of the law firm Ungaretti & Harris, which later merged into the national law firm of Nixon Peabody LLP. All served as managing partner and as a member of the firm’s Executive and Compensation Committees. Al recognizes the barriers that women often are forced to navigate in male-dominated settings. Together with Andie, Al co-authored “Taking Control: Women, Gender Stereotypes, and Impression Management”. Together, Andie and Al feel strongly that the visible and invisible gender biases in today’s workplace culture can be overcome, and they believe that education and mentorship are the key to doing so. Especially in today’s #MeToo environment, it is more important than ever that organizations be prepared to reflect on their company cultures and bring gender equity to their workplaces. — It is a fact that our modern society is more aware of the prevalence of gender bias and workplace discrimination than ever before. But are we, as leaders, doing all we can to tear down gender barriers and recognize our own biases, whether external or internalized? Andie Kramer and Al Harris are subject-matter experts with two very different perspectives on gender bias, but they share the same conclusions and beliefs on how to make workplaces be more fair, open, and equitable. Both are legal professionals, but while Andie has had to personally experience gender bias in her career journey, Al has recognized the problem as an outsider looking in. Despite their different viewpoints, they are both dedicated to raising awareness and educating organizations on how to handle these challenging issues. In this episode, Andie and Al share their own points of view on gender bias and its detrimental effects on workplace health, culture and morale. From obvious and blatant discriminatory statements to more subtle microaggressions, from pay inequities to gender differences in mentorship opportunities, our “enlightened” modern society still struggles with the specter of workplace discrimination. The ripple effect of leadership is a powerful tool, and Andie and Al believe it can be used to bridge the gender gap in the workplace. But gender bias is a systemic habit that has a way of embedding itself deeply into organizations, and the true challenge comes from doing the necessary self-reflection to break out of the cycle of bias. Listen to the episode, and learn how to recognize and respond to gender bias in the most effective way possible. Ways to contact Andie Kramer and Al Harris: Website: www.andieandal.com 10-Question Assessment: www.andieandal.com//the-assessment

Welcome to Heels of Justice; these are the stories of women lawyers who are trailblazers in their field and paved the way for the rest of us. Today, the Heels of Justice interview Andrea (Andie) S. Kramer, author and Partner in the international law firm of McDermott Will & Emery LLP, which was just listed as one of the “10 Best Big Law Firms for Female Attorneys.” Andie is head of the firm’s Financial Products, Trading, and Derivatives Group, and is the founding chair of the firm’s Gender Diversity Committee and currently serves as its co-chair. She has served on both her firm’s Management Committee and Compensation Committee. In these roles, she became deeply concerned about the disparities in the pace and extent of women’s and men’s career achievements. Key Takeaways [:29] Katherine welcomes Andie Kramer, lawyer and author to the Heels of Justice podcast. [1:12] How did Andie end up writing her first book on gender dynamics in law firms? [3:19] What was the response Andie got to the Self-evaluation do’s and Don’ts a piece she wrote about 12 years ago? [4:29] Were there any changes in self-evaluations by women after the training was initially offered at her firm? [6:23] Once women start talking about themselves as rockstars, is there anything else that needs to be done to ensure that message is received positively? [8:35] What is the Goldilocks dilemma? [9:20] Katherine asks for some very pragmatic advice on how to navigate a boardroom interruption (we also learn there was a necessity to create a tip sheet for this specific issue!). [11:45] Doesn’t this whole “tips and advice for women” just generate more work for women just to stand shoulder to shoulder with their peers? [14:08] Katherine asks Andie to describe benevolent sexism, as it was an issue she always knew about but never managed to express clearly. [16:50] How are women to respond to benevolent sexism? [18:07] Andie shares an outrageous anecdote from her book. [20:34] What led Andie to become a lawyer? [24:11] Katherine asks Andie to share a moment when she advocated for herself. [27:33] How about a time when Andie experienced failure? And what about the recovery from such a failure? [32:30] Katherine asks if Andie has advice for women just out of law schools, in terms of picking a firm. Alternatively, what can law firms do to ensure a higher rate of senior women within their ranks? [33:55] What about advice Andie would have for her younger self? [35:05] Katherine asks Andie what the biggest risk she took was. [36:30] And finally, what motivates Andie to write when she could be spending this time just being the awesome lawyer that she is? [37:15] Katherine thanks Andie for participating on the Heels of Justice podcast, and she signs off until next time.   That’s it for this episode of Heels of Justice; if you like the stories we’re telling, please visit our website. You can join our mailing list, learn more about our guests and see what we have planned for the future. You can also follow us on Twitter, on Instagram, and on Facebook. Disclaimer: The opinions you have heard are ours or our guest’s alone. They’re not the opinions of our employers, or our clients, or our bosses, and not our husbands, kids or pets or anyone else’s.   Mentioned in this episode (chronological order) McDermott Will & Emery Book: Breaking Through Bias: Communication Techniques for Women to Succeed at Work, by Andrea S. Kramer and Alton B. Harris The Goldilocks Dilemma Tip sheet on interruptions Impression management Benevolent sexism Title IX Book: It’s Not You It’s the Workplace: Women’s Conflict at Work and the Bias that Built It, by Andrea S. Kramer and Alton B. Harris   More about the Heels of Justice, Sarita Venkat, and Katherine Minarik Heels of Justice on the Web Heels of Justice on Twitter Heels of Justice on Instagram Heels of Justice on Facebook   Sarita Venkat on LinkedIn Katherine Minarik on LinkedIn Katherine Minarik on Twitter Katherine Minarik at cleverbridge   Andie’s personal stories (edited) “I was on our compensation committee and what I found was that the women would write their self-evaluations very modestly: ‘I was on the ABC team and I worked with Katherine, and so, and so, and so, and so, and so, and so, and so, and so, and so…’ but the men would write their self-evaluations ‘I’m a total rock star and I saved the world for democracy, and I’m everything!’ It struck me because who do you think is going to make more money? The very first piece that I wrote was about self-evaluation do’s and don’ts as to what women need to do in order to advocate for themselves.” “I was probably 13 years old and my social studies class went to the criminal court building and we saw the defense putting on a murder trial and seeing a piece of a murder trial from the defense side obviously makes you think the person is innocent. So I was going to find a way to save the world. I told my parents I was going to be a lawyer, and they knew a lawyer, so they asked him if he would take me to lunch and give me career advice — this is before women were really admitted to law school in any numbers (the ’60s) — so this man takes me to lunch and proceeds to spend the entire time telling me that I did not want to be a lawyer because nobody likes lady lawyers. ‘Lady lawyers are lonely, they don’t have any friends; I would never have a family, I would never get married; no one would ever love me!’ and that was his lunch. … When he assured me that it was a terrible thing, I concluded that I was going to do it, and I could manage those things.”   More about Andrea S. Kramer Andrea S. Kramer at McDermott Will & Emery Andrea S. Kramer on LinkedIn Andrea S. Kramer (Andie & Al) Mentoring

For anyone who works in a diverse culture, today's episode of the Play Your Position Podcast is not to be missed. I had the chance to talk with the authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, married lawyers Andie Kramer and Al Harris who have been speaking and writing about gender communication for more than 30 years.   What they understand about good communication goes beyond gender. That's one of the many takeaways I picked up after our conversation and there are plenty more that we can all apply to what we do every day in and out of the "office." What I admire about this power couple is they bring a unique viewpoint to both women and men looking to navigate gender bias. They are frequent keynote speakers, and conduct workshops for multinational organizations to better understand the world of gender bias.   Today they’re helping us understand that the glass ceiling still exists and what we can do to keep moving forward while working together. Be sure to tune in and keep the conversation going by sharing this episode on social media! Thanks so much for listening. :-)   Could you or your organization benefit from a quick executive communications refresher and boost? I'm currently taking new client consultations (free) on Tuesdays and Thursdays between 11 am and 1 pm Pacific to see if there's a good fit. Click here to learn more!

Andie Kramer is a long-time attorney, advocate for women, and co-author of the book, Breaking Through Bias: Communication Techniques for Women to Succeed at Work. On this episode of the Support is Sexy podcast, Andie and I dive deep into what gender bias means for us as women, how it affects the way we view ourselves, what women entrepreneurs need to understand about bias, and "benevolent bias" and how it is seductively evil.

Breaking Through Bias to Live Your Life of True Abundance!I seldom over generalize. And for good reason. To say any group of people behaves a certain way, good or bad, based on their gender, ethnicity, race, sexual orientation or any other classification, is ignorant. However, I will say, we all have a bias or two. Rather our bias towards skin color, body composition, a persons vocation, or even rather they drive a car or ride motorcycle, you have a bias about a certain group of people and their behaviors. The bias we are talking about today, specifically focuses on gender bias and rights in the workforce. Our feature guests today, Andie Kramer and Alton Harris, are going to share with us their work and experience with gender bias and our responsibilities as Men of Abundance. Meet our feature guest Andrea S. Kramer is a partner in an international law firm, where she is a founding member of the firm’s Diversity Committee and Gender Diversity Subcommittee. She previously served on its Management and Compensation Committees. Andie is co-author with her husband, Alton B. Harris, of the book Breaking Through Bias: Communication Techniques for Women to Succeed at Work (Bibliomotion, 2016). She is also the co-author of over 150 articles and blog posts on promoting diversity and overcoming gender stereotypes and biases. Andie has spoken at more than 200 national diversity conferences, trade association meetings, professional service firms, multinational corporations, podcasts, and webinars on the importance of assuring women equal access to career opportunities and leadership roles. She has appeared in Harvard Business Review, The Huffington Post, The New York Times, Chicago Tribune, and Forbes, among many other publications. Among her many recognitions, Andie was recognized by the National Law Journal as among the 50 most influential women lawyers in America. For her work counseling thousands of women, she was honored in 2017 by Crain’s as one of Five Chicagoans Best at Mentoring Women, and was recognized by Best Lawyers with the Women of Influence Award, as one of the Most Influential Women Lawyers in Chicago, and with the Inspiration Award by the Coalition of Women in Law Initiatives. Alton B. Harris was a founding partner of the law firm of Ungaretti & Harris, which is now part of Nixon Peabody LLP, where Al is a partner. At Ungaretti & Harris, Al served for many years as managing partner and then as a member of its Executive and Compensation Committees. In these roles, he had extensive experience mentoring and advising women in many career fields, focusing on the communication skills they need to advance in their chosen fields, despite the prevalence of negative gender stereotypes. Al speaks to women about what male colleagues expect from future leaders, offering creative ideas and useful techniques to be seen as talented leaders. He also speaks to organizations and the men that run them about the negative affect gender bias has on their organizations, providing practical steps to eliminate gender bias. He is co-author with his wife, Andrea S. Kramer, of the book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, (Bibliomotion, 2016) which was named one of the best business books of 2016 by Women@Work and “a well-organized, well-thought-out call to action” by Publishers Weekly. He is also the co-author of over 150 articles and blog posts on promoting diversity and overcoming stereotypes and biases. Connect with our guesthttps://andieandal.com/index/ (AndieandAl.com) Mentioned Resources Take the assessment at: https://andieandal.com/assessment/ (https://andieandal.com/assessment/) Meet Christian Picciolini at: https://menofabundance.com/144/ (https://menofabundance.com/144/) Business Breakthrough MastermindLet's work together, in a small group, to find the hidden revenue in your business so you can finally live the Life of Abundance & Prosperity you've been... Support this podcast

What's the secret to getting men and women on the same page?Is the gender wage gap reality or myth?What about the #MeToo movement? Is it helping or hurting?How can we actually adjust and get on the same page, working together?Andie Kramer is a partner in the international law firm of McDermott Will & Emery LLP, one of the “10 Best Big Law Firms for Female Attorneys.” Andie was the founding chair of the firm's Gender Diversity Committee. She has served on both her firm's Management Committee and Compensation Committee. In these roles, she became deeply concerned about the disparities in the pace and extent of women's and men's career achievements.Find out more at http://andieandal.com Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Authors of the popular book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, married lawyers Andie Kramer and Al Harris have been mentoring women and speaking and writing about gender communication for more than 30 years. T his power couple brings a unique viewpoint to both women and men looking to navigate gender bias. They are frequent keynote speakers, and conduct workshops for multinational organizations to better understand the world of gender bias. Today they’re helping us understand that the glass ceiling still exists and what we can do to keep moving forward while working together.

Have you ever said something in a meeting and someone else basically repeats your idea and gets credit for it?Or you keep being interrupted in meetings or discussions? Unlock your FREE Interruptions Tip Sheet HERE It's time to claim your space, well women. Stand your ground. Say your piece. We are socialized to politely defer… The post https://wellwomanlife.com/130show/ (130 How to Communicate to Show Confidence in the Workplace with Andie Kramer) appeared first on https://wellwomanlife.com (Well Woman Life). Support this podcast

Al Harris was a founding partner of the Chicago law firm of Ungaretti & Harris, which in 2015, merged with the national law firm of Nixon Peabody. At Ungaretti & Harris, he served for many years as managing partner and then as a member of its Executive and Compensation Committees. Al is co-author with his wife, Andie Kramer, of the book Breaking Through Bias: Communication Techniques for Women to Succeed at Work, which was named one of the best business books of 2016 by Women@Work. He is also the co-author of over 150 articles and blog posts on promoting diversity and overcoming stereotypes and biases. What you'll learn about in this episode: Why Al and his wife Andie were committed to writing “Breaking Through Bias” How many well intentioned businesses often times have unconscious biases The importance of overcoming the affinity bias How the negative bias pigeonholes women How the agentic bias affects women in the workplace Why every business must assume that some level of gender bias is occurring within their organization The best way to try to reduce gender bias within your company The importance of being careful when making decisions that affect people’s careers The value of having two different individuals perform evaluations Why when making career affecting decisions you should compare individuals against each other Ways to contact Al: Website: www.andieandal.com Email: al@andieandal.com Twitter: @AndieandAl

Andie Kramer is an attorney and partner in the international law firm of McDermott Will & Emery where she heads its Financial Products, Trading, and Derivatives Group. She’s an influential voice in her field, praised for her significant contributions to tax policy. Andie was named one of the 50 Most Influential Women Lawyers in America by the National Law Journal and along with her husband, Al Harris, wrote the book Breaking Through Bias – Communication Techniques for Women to Succeed at Work. What you’ll learn about in this episode: Why Andie feels it is important to speak and write about how women can overcome gender bias in the workplace The stereotypes women encounter within the workplace The differences between how men and women talk about their accomplishments How businesses can do a better job in avoiding stereotypes and bias Why not watching television can make your success more efficient and effective The benefits of having a coping sense of humor in challenging situations The importance of having a sense of flexibility while staying focused on your objective Why focusing on the care and feeding of your team is an important part of building your business The importance of developing a sense of confidence Why writing down a time when you felt strong or powerful can be beneficial Ways to contact Andie: Website: www.andieandal.com Book: “Breaking Through Bias: Communication Techniques for Women to Succeed at Work” Twitter: @AndieandAl

Women are often discouraged from pursuing their dreams due to the many views society has on women's roles. If you're like Andie Kramer, you were discouraged from pursuing your dreams a very young age. Andie, an activist, artist and one of the 50 Most Influential Women Lawyers in America named by the National Law Journal, was told at 13 years old that being a “lady lawyer” would be a big mistake. Nevertheless, she persisted. In this episode, Andie shares advice on how to confront gender bias in the workplace and discusses what organizations can do to be more inclusive and help women succeed. She also discusses how we can all be more socially conscious, not just in our careers, but our daily lives.

Women are often discouraged from pursuing their dreams due to the many views society has on women’s roles. If you’re like Andie Kramer, you were discouraged from pursuing your dreams a very young age. Andie, an activist, artist and one of the 50 Most Influential Women Lawyers in America named by the National Law Journal, was told at 13 years old that being a “lady lawyer” would be a big mistake. Nevertheless, she persisted. In this episode, Andie shares advice on how to confront gender bias in the workplace and discusses what organizations can do to be more inclusive and help women succeed. She also discusses how we can all be more socially conscious, not just in our careers, but our daily lives.

September 8, 2017 Job Fit Cammie Dunaway, Breaking Through Bias Andie Kramer and Womens Self-defense Steve Kardian

In this episode, I interviewed Andie Kramer. Partner with McDermott Will and Emery and author of "Breaking Through Bias: Communication Techniques for Women to Succeed at Work,"  Andie talks about how to combat biases and stereotypes that can hold women back in the workplace. Topics covered: The issues and challenges of women in the workplace The importance of impression management and self monitoring Suggestions for handling interruptions in the workplace The concept of idea theft and how to circumvent it   Questions? Comments? Email Jeena! hello@jeenacho.com. You can also connect with Jeena on Twitter: @Jeena_Cho For more information, visit: jeenacho.com Order The Anxious Lawyer book — Available in hardcover, Kindle and Audible Find Your Ease: Retreat for Lawyers I'm creating a retreat that will provide a perfect gift of relaxation and rejuvenation with an intimate group of lawyers. Interested? Please complete this form: https://jeena3.typeform.com/to/VXfIXq MINDFUL PAUSE: Bite-Sized Practices for Cultivating More Joy and Focus 5-week program. Spend just 6 minutes everyday to practice mindfulness and meditation. Decrease stress/anxiety, increase focus and concentration. Interested? Please complete this form: https://jeena3.typeform.com/to/gLlo7b Sponsor: Spotlight Branding provides internet marketing services exclusively for solo & small law firms. Unlike most internet marketing firms, they do NOT focus on SEO. Instead, they specialize in branding their clients as trusted, credible experts, increasing referrals, and ultimately driving growth. For our listeners, Spotlight Branding is offering a complimentary website review. Go to: SpotlightBranding.com/trl Check out this episode! Transcript: Intro: Welcome to the Resilient Lawyer Podcast, brought to you by Start Here HQ -- a consulting company that works with lawyers to create a purpose driven and sustainable legal career. In this podcast, we have meaningful, in-depth conversations with lawyers, entrepreneurs, and change agents. We offer tools and strategies for creating a more joyful and satisfying life. Now your host, Jeena Cho. Jeena: On today's show I have Andie Kramer. She is a partner with McDermott, Will & Emery. Andie, welcome to the show. Andie: Thank you very much. I'm very glad to be here. Jeena: Andie, could we start by having you introduce yourself? Andie: Well, I am happy to introduce myself. I am the author of the new book, Breaking Through Bias: Communication Techniques for Women to Succeed at Work which I wrote with my husband. We have been focusing on and worried about how women can succeed at work for quite some time now. This is basically been the culmination of many years of research, and speaking, and trying to see if we can change the dynamic of women at work. Jeena: How did you and your husband become interested in this topic? Andie: Well, I've been interested in it for most of my career with more than 30 years in the trenches as a lawyer. Certainly seen the thought originally that if you put your head down and you just do a good job then, miraculously, everything is going to be fairly reflected. What I learned was that's just not the case. One of the key things that holds women back in the workplaces, the stereotypes and biases that people have about women and men and leaders. These stereotypes and the biases that flow from them hold women back because women are either too kind, too sweet, too nice, too soft -- which we would refer to as being too communal -- or to assert as aggressive, ambitious which is too agentic which is the word that the social scientist use to describe characteristics that are predominantly attributed to man. And so what we have is a goldilocks dilemma where women are too sweet, too nice, too kind, or perceived as too tough, too hard. Women have this narrow tight rope that men don't have in advancing in their careers. Jeena: In your book you talk about the importance of impression management. Can you talk about that? Andie: One of the things that is almost second nature to men that women tend to have more of a problem with is what is referred to as Impression Management and whether you want to call it emotional intelligence or political savvy, there's all sorts of different pieces of this elephant of impression management. But one of the things is that if we want to be certain that somebody is actually hearing us so that we're communicating and effectively being heard, we need to both understand ourselves meaning what do we want to accomplish in this conversation? It could be a written and oral or a non-verbal one, frankly. And so what we need to do is we need to be able to understand how the other person is hearing us. If they're not reacting the way that we want to then we dig into our characteristics of ourselves and we can modify slightly the way that we're communicating what it is that we have to say. Impression management is really something that men grow up doing since they're 5, 6 years old when they want to get on the tee-ball team with the captain who they don't like and, girls, we don't really tend to be socialized that way. Impression management is something that we need to think about as women and understand that it is an effective tool that we can use in our careers. Jeena: In your book you talk a lot about self-monitoring. What is self-monitoring and how is that related to impression management? Andie: Well, I think that that's the way that we are able to understand what it is that we want and how we're communicating. For example, when you wake up in the morning and you go to your closet and you're going to figure out what you're going to wear today, if you're going to a formal business meeting, you're going to dress very differently than you would if you were going to the beach, or if you were going to a casual event, you would dress differently from the way that you go to a formal. Self-monitoring and impression management are really pieces of the same thing which is that what we need to do is we need to understand sort of the context of the environment that we're in. And by understanding that context, we're going to be able to communicate in the most effective ways using our own capacities, our own skills, our own characteristics and traits. It's a way of understanding ourselves basically. Jeena: You talk about the difference between the different communications now as agentic and communal. To me it sounded like what you are suggesting in the book is to try to figure out when to sort of reach into toolbox and which tool to pull out. Sometimes it's more appropriate to use more a communal communication style and more… Sometimes it may be appropriate to use a more agentic communication. So for women who may not necessarily be exposed or are not used to using more of an agentic communication style, how do you go about learning it? Is it your practice or… You may sort of, intuitively, know that you have to use a more assertive style of communication in certain circumstances but that may not be intuitive for a lot of women. Andie: Well, that's really why we decided to write our book because what we found was that we all have these characteristics, every one of us -- male and female -- are going to have communal characteristics and are going to have agentic characteristics. It's just figuring out when one style or the other is going to be more effective that we need to do. You raised a very important point which is you said that most women are going to behave in a communal way because we're socialized to do that. But the way that leaders advance is by being more agentic. Women who succeed very often are going to have adapted or have already grown up with a more agentic style. What they have to do is sometimes they have to reign it in a little because people could misunderstand or because of their stereotypes and the biases that they have may find us unpleasant or unlikeable. Some women need to dial it up and some women like to dial it down. Some days it may be a dial up for one type of style or a dial down for the other. What we've done in our book is we've provided some real life situations and make suggestions and takeaways about ways you could practice; things that you can do to appear more trustworthy, or sincere, or confident. Women have, again, unlike men, women, we have to balance being nice so people like us so that we're not too far on the too agentic side. But we also need to be certain that if we're really nice and sweet that we're not then taken advantage of and believed to be nice and okay to have around but not somebody that we're going to want to have on important projects. So that's the goldilocks problem that we try to deal with. Jeena: And you mentioned some of these tools that are important for increasing sort of self-monitoring and self-knowledge. There's three that you talk about: grit, humor, and mind priming. Maybe we can start with grit. Can you talk a little bit about that? Andie: Absolutely. These are all concepts that have become very popular in recent years. In fact, there are some fabulous books out about grit and positive mindset and mind priming. What it is I would also add one more to that though. I would also add having a coping sense of humor because grit is really when we are prepared to go at it, to make it work. If we hit the ground, we stand up, dust ourself off and we keep going. Grit is, in fact, something that there are workshops and tool kits to try to help men and women develop grittier ways of dealing with the world. The positive mindset, or growth mindset, is also very important because what we have there is that if we keep hitting the floor and dusting ourselves off, we may not be able to advance unless we also have the capacity to step back and say “What am I doing wrong? What can I do differently? How can I grow from this?” And so people who have growth mindsets, positive mindsets, are very likely to keep trying to try new things, to approach new problems, to raise their hand. And people who have fixed mindsets and who don't have positive mindsets are more likely to be afraid of failing and so they're less willing to take a chance. And so when we put grit and positive mindset together, what we've got is we've got attitudes that can really help us advance. If we then factor in mind priming, which is very interesting, because what happens is that there's been recent studies would show that if we think about and write about sometime when we felt like we were rock stars, when we had a great day, when we were really happy, it turns out then, in other settings, interacting with other people, we can actually come across as being the leader. It gives us a way of sort of… whether it's placebo effect or not, I wouldn't know but what I do know is that it definitely works. We layer that on top of this and then the last piece, having a coping sense of humor, is that when… It's not going our way, when we're dealing with people who are small-minded or whatever, that we can either not become a standup comic but we can either laugh at the situation or get a wry sense of, well, this person really doesn't understand where the world's at. That helps us be stronger and move forward in adverse situations. Jeena: Are there deliberate practices that you can engage in to increase your grit or, I guess, to become more grittier? Andie: There are. There are. One of the things that I would suggest is that we start thinking about and approaching the world in a way that allows us to give ourselves permission to fail basically. Allow ourselves, give ourselves permission to take constructive criticism. There's grit tests that you can take online. We have links to that in our book, like takeaways for the attitude chapter. We can think about how we could stick with it for purposes of a growth mindset. There's also a mindset test that we can take. The ABA has a grit project and training tools for developing grit. Basically, there are techniques that can be done and the one important thing about all four of these is that it's not what you're born with, it's all trainable. We can all learn and expand our grit and our positive mindsets and our coping sense of humor. It's not “Well, I don't have it and so I'll never get it.” It's something that we can actually learn and grow with. Jeena: Yeah, and I think it's important to know that all of these practices that you're talking about, increasing self-knowledge, you're just becoming more aware; are all practices that we can actually practice. I think that's really the interesting thing about a lot of the research coming out of social psychology now is even things like happiness which researchers, for a very long time, thought was sort of fixed, we're finding that it isn't and you can actually engage and deliver practices like keeping a gratitude journal and actually boost that sense of happiness. Andie: Absolutely, and smiling. Just smiling helps. Jeena: Just smiling, yeah. Yeah. Andie: It does help even if you don't feel like it. Miraculously, all of a sudden, you'll feel like it. Jeena: I'm just reading a study that was published fairly recently in the last couple of months and they looked at all the Supreme Court hearings for the last couple of decades. Not surprisingly, the researchers found that the women justices were interrupted, I think, it was like two-and-a-half times the rate that the male justices were interrupted and I thought “Oh my goodness!” Even at the Supreme Court level this happens. Interruption is one of the topics that you talk fairly at length about in your book. For women lawyers out there, what are your suggestions for handling interruptions? Andie: Well, you've pointed to a very important issue, a problem that women face, because we're perceived to be less valuable, again, by virtue of the stereotypes that somehow we're going to be communal and nice and helpful but not the one who's going to make a decision. We're very often passed over whether it's in a meeting or in a conversation so that men will interrupt women. The statistics are something like seven times more frequently than they interrupt men as a general rule. So the Supreme Court justices are lucky if it's only two-and-a-half times more that they get interrupted. What happens is they don't even know that they're interrupting us. They don't even hear us. On our website we have a blog about with interruption tip sheet as to how you can avoid interruptions. But, for example, you're in a meeting and no one seems to be paying attention to you -- common situation complaint for women. One technique is to stand up. Go get a glass of water, get a cup of coffee, and then start talking. When you walk back to your chair you don't sit down. It's much harder for people to interrupt you if you're standing and they're sitting. That's one technique. Another technique is men can very easily say “I'm not finished yet” in a very harsh voice and people back off. If a woman does that then their hair catch fire and they don't have a clue what to do. So women need to be able to do that in a more -- even if it's offensive, in a more pleasant sort of “Fred, I'm not quite finish yet. You can have the floor when I'm done.” But one thing is that there's studies that say that senior men in board meetings -- and this is out of the UK -- that they complain that women let people interrupt them and that the women are much more willing to not defend their positions. That's something that we, as women, need to think about is when we have something to say, we need to kind of screw up our courage so that we will, in fact, say it and make sure that we're heard. Jeena: Yeah. I think when we're in conversation with other women, we sort of naturally interrupt. But the interruption isn't to change the subject or to disagree with you. It's almost like, “Oh, I'm affirming what you're saying. It's just how we sort of relate to one another.” I find that that actually has a very different tone when you're in a mixed gender sort of an office type of environment when a manager of this because he's just done with whatever it is you're saying and he wants to change the topic and want to sort of move on to something different. Do you have tips for saying it in a way that is it the tone? Is it the body language? This is almost silly to say but he doesn't feel like his ego is bruised by you saying “Hey Fred, you're interrupting me. I'm not finished.” Andie: Well, you've touched on a few different points that are all very important in the context of interruptions because what happens is there's basically two -- there's many but you could divide interruptions into two buckets. One is the “I'm agreeing with you.” “Yeah, you're right. Keep talking,” kind of interruption. Women tend to do that a lot more than men do. But the other type of interruption is to try to grab the floor from you. So you have to be understanding which type of interruption it is. And if it is trying to grab the floor from you, then you have to hold your ground. You may need to say, at some point, “Fred, that's enough. I'm not finished.” Sometimes what women can do is they can talk louder, they can talk faster. If you don't look at the person who's trying to interrupt you, it turns out that it's much harder for him to actually be successful with it. Depending on how senior he is can determine how you respond to him. If he's your boss, you should be always sticking to the “Fred, let me just finish” as oppose to “Fred, I'm not done yet.” Tone and whatnot plays a key part in it. But just talking faster or louder is not going to be enough. You have to confront the person if they're persistent in trying to take the floor away from you. Jeena: It's a difficult thing to do. I think we should just acknowledge that saying to someone “Hey, you're interrupting me. Can you not do that?” or in some variations, right? It's kind of hard. Do you have suggestions on practicing it or kind of becoming more skilled at it because I think this is definitely a learned art. Andie: It is and there are ways to do it. If you feel uncomfortable holding your ground and you know that then what you could do is you could ask a friend to have a conversation with you where they intentionally try to take the floor from you. You could practice a speech or a presentation that you have in mind, something that you could then try to make a point. It's not that hard to get a rhythm going if your understanding what it is your objective is. The objective is to be heard. Your objective is to be making a point or your objective is to be certain that if you're making a contribution you get credit for it. It's very important if you remember that, and that goes back to the self-monitoring and the impression management part of everything. That's really why we started our book there which is that you have to understand what your objective is. If your objective is to hold the floor, then you need to be certain that you hold it. If your objective is to make sure that Fred's feelings aren't hurt then you may be approaching the response in a very different way. Jeena: I also love the suggestion in your book about sort of standing up for other women when she's interrupted and say “Let her finish.” I thought that was such a great advice that we, as women, can support one another just by saying “Hey, let her finish.” Andie: Exactly. It turns out… We refer to that as sort of men will very often pile on. So when a man says something great, that will pile on. But when a woman says something great, it's as if nobody hears her. Then 5 minutes later when Fred says the same thing that all of a sudden they get out the golden chariot and they start carrying Fred around for coming up with this great idea. The other side of that same issue is that when a woman gets interrupted, it's very hard if she's the only woman or one of the few women in the room. It's very hard for her to really keep the floor and that it pushes her into that uncomfortable zone. It's not hard for somebody else to say “Oh, wait a minute. You're saying something really interesting. Let her finish. She's not finished” or “I thought that Jessica said that a few minutes ago” or “Gina said that a few minutes ago. Why don't we go back and hear what she has to say?” A really good leader of a meeting would be doing that for the whole group but, unfortunately, there are very few leaders that pay attention and have that much focus as to who actually made the statement first. Women, we can help each other. Other men can help us. We could go into a meeting where we say to a friend of ours, “Listen, I'll watch your back if you watch mine. Keep an eye out and we can help each other.” Overtime, miraculously, if it's pointed out even just once or twice, the people in the room get it because they're not trying to be pigs. They just don't understand what it is that's going on. They don't understand that they're buying into their own biases. Jeena: Right. I think it's also hard to kind of empathize and know what it's like to constantly be interrupted, to have your ideas stolen from you. Yeah, I think these are sort of really great tools. I think you've sort of alluded to the idea of idea theft. Can you talk a little bit about that? Andie: Well, that happens, unfortunately, on a regular basis in many of the workshops and speeches that my husband and I will do about women in communication. If we ask the question, have you ever been in a meeting where you said something brilliant and nobody pays any attention and then 5 minutes later Fred says the same thing and he's carried around in that golden chariot? Almost every woman in the room is going to raise her hand. The men in the room look at the women like they're crazy. They have absolutely no sense of it. If you say something and your idea is stolen, you have to think first “Did I communicate it in a powerful way? Or did I possibly say what I had to say with ‘Oh, this may be a dumb idea but…' or ‘I'm not an expert on this but…'” because women, very often… because we don't want to be perceived as too agentic, we'll dial it down to the point where we're pouring cold water on our own ideas. So the first thing we need to do is say “Did I articulate this and communicate it in the most powerful way that I could?” If the answer to that is no then we know that next time we're going to practice and try harder. But if the answer to that is yes then we need to be certain that we own our own ideas. So we have to then say “Fred, that's a very good recitation or repeat of what I said a few minutes ago.” Of course, you do it with a smile on your face not a wagging finger in Fred's face. You can bring the conversation back to make it clear that you thought and made this comment first. Unfortunately, women, we don't do it as much as we should and we walk out of those meetings angry. The last thing we want to do is walk out of the meeting angry because then we're going to be just stewing about it and stewing about it and it's going to affect our all well-being as well as our standing in our organization. Jeena: Yeah, so true. Talk about self-promotion. How do women and men promote differently and what are some ground rules or advice for doing self-promotion for women? Andie: Well, one of the problems that women have is that one of the big stereotypes about us is that we're supposed to be modest. If we're modest then how could we possibly be self-promoting? You had asked at the beginning of our conversation, how did we get involved in this topic in the first place. For me where one of the sort of aha moments was when I was on my law firm's compensation committee, I started to read the self-evaluations of my colleagues and the self-evaluations of the women were all about “I was on the X, Y, Z team and I enlist the 20 teammates. We did a fabulous result for the client. We want to applaud the following 12 people.” A man who was working on that same project is not talking about the team or we, he's talking about how he single-handedly scaled the Empire State Building and rescued damsels in distress on the way down. What I started to do was I put together a self-evaluation do's and don'ts to try to help our women be certain that they were approaching their self-evaluations the same way that the men do. It was an eye opener both for me to see that but also for the women to know that they had permission, if you will, to talk about themselves in that way. Not being too in-your-face that it triggers the goldilocks dilemma but you have to be certain to understand that if it's a self-evaluation, you need to be talking about yourself. If you're asked to talk about your team then you talk about your team. If it's a promotion conversation, what happens is men can go into a promotion discussion and say “I deserve it. It's my turn.” Women cannot do that. Instead, what we need to do is we have to build the case for why promoting us is in the best interest of our organization. So it's not fair that we have to be balancing on this tight rope. It's not fair that we have to do this but in today's gender bias workplaces, this is a way that we can assure that we're going to be treated fairly. Jeena: That kind of brings me to another question about, you know, all the topics that we discuss so far really kind of giving advice to women about how they can shape their behavior so that they're heard, that they're compensated fairly, so on and so forth. As an organization, especially like a law firm for example, how do we start to have this conversation and actually involve the men so that they become more sensitize? I mean are these type of trainings on gender bias effective? Are there sort of programs out there that you've seen? Because to me it seems like we can't just tell the women “It's up to you to fix this,” right? We really need both genders involved. Andie: Absolutely. This is a problem that you have to fix for yourself. By talking about what women can do that is not, in any way, intended to let men and organizations off the hook. So it's a perfect point to say that men, first of all, need to understand how the stereotypes and biases work. They have to really should read our book as well because we wrote it addressed to women but Al's participation and his objective really was to be sure that men were thinking about and focusing on the problems and why it is so much harder for women to get ahead than it is for men. Men can be fabulous allies for women but they don't see it and they need to understand why it is that women have these problems. We believe that it's because of the stereotypes that hold women back. Organizations need to make certain that their policies and procedures are fair and that their policies and procedures do not feed into these stereotypes and biases. One of the things that we've done at my law firm, for example, is we've tried to move away from the subjective sorts of senior evaluations so that reviews of younger lawyers don't have open-ended questions that would allow somebody to say “She doesn't really fit in” or “She just doesn't have what it takes.” It's all based on core competencies and this is where law firms are moving to now. So that it's harder for somebody to criticize somebody because they don't like them, because they're too nice, or because they're too aggressive. They're too communal or too agentic. It forces them to evaluate the work product. That's only one way but, also, holding people responsible for their evaluations. There's a lot of work about how we all react quickly and when we react quickly, it ends up this… The gut reaction, very often, is based on stereotypes and the biases that we have since we grow up with those since we're 3, 4 years old. We've adopted stereotypes about women and men, about young and old people, and about people whose skin color is different from ours. What we're doing is we have habits that are hard to break and that's what this is all about. What an organization can do is it can make certain that it doesn't allow one person to evaluate who should be brought into the firm or the company for recruitment, for compensation, for promotion. That those processes need to have more objective standards imposed. What happens is, miraculously, when people think slower or when they know somebody else is evaluating what the decision that they're going to make, they tend to be much more fair and more gender neutral, more racially ethnically more neutral. And so for women today, what can we do to help ourselves? That's really why we started with and focus on what women can do. But men and organizations need to get on the program and need to do their fair share. So don't think I'm giving them a free pass because I'm not. Jeena: There's just a lot of things that you talked about -- starting to recognize your own stereotypes and implicit bias and kind of adding that pause between the stimulus. So you see someone that looks different from you, we have those sort of automatic responses. . I think one of the more interesting research testings coming up recently is about how mindfulness just being more present to what's happening in the moment and really kind of allows people to see their own implicit bias and that, actually going through mindfulness programs has been shown to reduce the implicit bias and that sort of like automatic reaction. I think it's important to kind of say like we all have implicit bias and just because you have them doesn't make you sort of a bad person. Like I have these conversations all the time where I start to talk about all of these sort of implicit biases and, I think, sort of if you're the old white guy in the room there can be the sense like somehow we're saying you're a bad person or that is can kind of sort of come across as being a personal attack. What are your thoughts on that about how do sort of make them feel like they're part of the solution and not the problem? Andie: One of the tricks is that if you make them part of the solution as oppose to part of the problem. One of the things that Al and I have been doing in some of the workshops and the training that we've been doing is we're providing scenarios and role playing -- depending on how much time we have -- and create set up the problem and allow the women and the men “How would you handle this?” and discuss it as a group. By being part of the solution, it can be a very effective way of making the points. We've had people walk out of these workshops saying “I can't believe that I really thought I didn't have any biases and I now see that I do and I now see that there are things that I can do to prevent this going forward. Jeena: I love that and I love kind of making people feel like they're allies and that they can be part of the solution. As we kind of wrap things up, do you have sort of final advice? I Guess I'm more actually interested in advice that you might have for the guy listeners on the podcast. I feel like we gave lots of advice to the women that are listening. Andie: Well, I think, the first thing that men need to do is they need to understand why it is that women are not succeeding in the same pace that men are. They need to understand that it's not that women are more interested in baking cookies for the party or being the party planner. They need to encourage the women. They need to bring them onto their teams. They need to take the women out to lunch and talk to them and mentor them the same way that they mentor the men. They need to not follow the Mike Pence rule of “I'm never having a meal with somebody who's a woman.” They need to understand that they need to be champions for women as well as for men. That's really the starting point. From there, I think, the whole world would open up. Jeena: I think just to sort of recognize that, you know, sometimes it may not be comfortable. So a lot of these suggestions that you have might not come naturally. You might actually have to look at why is it that these suggestions make you feel uncomfortable and kind of doing it anyway. Andie: Exactly. Exactly. And that we're all educable because, probably, 80% of the people that we interact with wants to do the right thing. Maybe there's 10% that are going to need more work at it and then there's maybe 10% that just don't care. But 80% of the people that we deal with want to do the right thing. So, to the men out there who are listening, they have an opportunity to be a change agent and they can help make sure that women do succeed at work. Jeena: Perfect. I think that's the perfect last comment. But before I let you go, I have one additional question. The name of this podcast is called the Resilient Lawyer. What does it mean to be a resilient lawyer to you? Andie: Resilient lawyer to me is a lawyer who is going to adopt the grit, mindset, mind priming, and coping sense of humor that is what's going to allow you to pick yourself up, dust yourself off, and figure out that if you keep hitting the wall, maybe if you step 2 feet to the left, you could actually go through a door. That's what it all is. If we apply, if we put these pieces together, we can't just keep doing the same thing. But being resilient is learning from our mistakes and raising our hands so that men and women need to raise their hands to get on the projects that are going to give us the strength to do more and more important work going forward. Jeena: Andie, thank you so much for your time. I really appreciate it. Andie: Well, thank you so much for allowing me to share my thoughts and resilient lawyers going forward. Go team, go. Jeena: Thanks.   Closing Thanks for joining us on the Resilient Lawyer Podcast. If you'd like to build a more profitable and purpose driven law practice, learn more about us at startherehq.com. If you've enjoyed the show, please tell a friend. It's really the best way to grow the show. To leave us a review on iTunes, search for the Resilient Lawyer and give us your honest feedback. It goes a long way to help with our visibility when you do that so we really appreciate it. As always, we'd love to hear from you and you can drop us an email anytime at hi@startherehq.com. Thanks and look forward to seeing you next week.

Unfortunately, most workplaces (even the most well intentioned), have unconscious bias. But fear not listeners! Today we have Andie Kramer, author of Breaking Through Bias, to give us her techniques to protect and support your fellow colleagues. “Women need to protect each other, support each other and validate each other's ideas.” - Andie Kramer

One of the biggest career-limiting factors affecting women in business and in the workplace is gender bias – whether done consciously or unconsciously. And although times have changed over the last several decades, the types of gender bias situations that women often face is now much more insidious and harder to spot.