Podcasts about clayman institute

Talia Mae Bettcher's Beyond Personhood provides an entirely new philosophical approach to trans experience, trans oppression, gender dysphoria, and the relationship between gender and identity. Arguing that the tense relation between trans oppression and resistance is mediated through the complex social phenomenon of gender make-believe, Bettcher introduces the groundbreaking theory of interpersonal spatiality, which requires rejection of the philosophical concepts of person, self, and subject. Here, Bettcher is joined in conversation with Judith Butler.Talia Mae Bettcher is professor of philosophy at California State University, Los Angeles, and author of Beyond Personhood: An Essay in Trans Philosophy and coeditor of Trans Philosophy.Judith Butler is Distinguished Professor in the Graduate School at the University of California, Berkeley. They are author of several books including Gender Trouble: Feminism and the Subversion of Identity and, most recently, Who's Afraid of Gender?Praise for the book:"It's a beautiful book. Challenging, crucial, indispensable to our times." —Judith Butler (in this episode)"Profound and provocative . . . broadly relevant to many disciplines and social movements."—Susan Stryker, Clayman Institute for Gender Research, Stanford UniversityBeyond Personhood: An Essay in Trans Philosophy is available from University of Minnesota Press.

In this episode on Speaking Out of Place podcast Professor David Palumbo-Liut talks with Professor Adrian Daub about the recent elections in Germany, where we saw a surge in votes for the Far Right AfD party, which is now the second most powerful party in the country. They discuss the significance of this rise in popularity and the ways the elections reveal a number of shifts in German politics as the various parties stake out positions that align with not just a center-right orientation but, more dangerously, a far-right one. They speak of the parallels to the recent election of Donald Trump to the US presidency, and what it says about the entrenchment of both neoliberalism and a faux populism based on xenophobia and not serving the actual material interests of everyday people.Adrian Daub teaches German and Comparative Literature at Stanford, where he directs the Clayman Institute for Gender Research. He is the author most recently of The Cancel Culture Panic (2024), and co-hosts the podcast In Bed With the Right.www.palumbo-liu.comhttps://speakingoutofplace.comBluesky @palumboliu.bsky.socialInstagram @speaking_out_of_place

In this episode on Speaking Out of Place podcast Professor David Palumbo-Liut talks with Professor Adrian Daub about the recent elections in Germany, where we saw a surge in votes for the Far Right AfD party, which is now the second most powerful party in the country. They discuss the significance of this rise in popularity and the ways the elections reveal a number of shifts in German politics as the various parties stake out positions that align with not just a center-right orientation but, more dangerously, a far-right one. They speak of the parallels to the recent election of Donald Trump to the US presidency, and what it says about the entrenchment of both neoliberalism and a faux populism based on xenophobia and not serving the actual material interests of everyday people.Adrian Daub teaches German and Comparative Literature at Stanford, where he directs the Clayman Institute for Gender Research. He is the author most recently of The Cancel Culture Panic (2024), and co-hosts the podcast In Bed With the Right.www.palumbo-liu.comhttps://speakingoutofplace.comBluesky @palumboliu.bsky.socialInstagram @speaking_out_of_place

In this episode on Speaking Out of Place podcast Professor David Palumbo-Liut talks with Professor Adrian Daub about the recent elections in Germany, where we saw a surge in votes for the Far Right AfD party, which is now the second most powerful party in the country. They discuss the significance of this rise in popularity and the ways the elections reveal a number of shifts in German politics as the various parties stake out positions that align with not just a center-right orientation but, more dangerously, a far-right one. They speak of the parallels to the recent election of Donald Trump to the US presidency, and what it says about the entrenchment of both neoliberalism and a faux populism based on xenophobia and not serving the actual material interests of everyday people.Adrian Daub teaches German and Comparative Literature at Stanford, where he directs the Clayman Institute for Gender Research. He is the author most recently of The Cancel Culture Panic (2024), and co-hosts the podcast In Bed With the Right.www.palumbo-liu.comhttps://speakingoutofplace.comBluesky @palumboliu.bsky.socialInstagram @speaking_out_of_place

Today I have the pleasure of talking with Professor Adrian Daub about the recent elections in Germany, where we saw a surge in votes for the Far Right AfD party, which is now the second-most powerful party in the country.  We discuss the significance of this rise in popularity,  and the ways the elections reveal a number of shifts in German politics, as the various parties stake out positions which align with not just a center-right orientation, but, more dangerously, a far right one. We speak of the parallels to the recent election of Donald Trump to the US presidency, and what it says about the entrenchment of both neoliberalism and a faux populism based on xenophobia, and not serving the actual material interests of everyday people.Adrian Daub teaches German and Comparative Literature at Stanford, where he directs the Clayman Institute for Gender Research. He is the author most recently of The Cancel Culture Panic (2024), and co-hosts the podcast In Bed With the Right.”

In this episode, we continue to assess and reckon with the 2024 election results.  How did abortion rights prevail, while anti-abortion lawmakers were elected in the very same states? What will a Trump administration mean for women's rights, federal courts, agencies and throughout government?  Are there any safeguards left as a check or restraint on abuse of office?  And, what silver linings can we find among the election results? Helping us to sort out these questions and set the record straight are our very special guests, Moira Donegan: Moira Donegan is a feminist writer and opinion columnist with the Guardian U.S., as well as a writer in residence for the Clayman Institute for Gender Research at Stanford University.Fatima Goss Graves: Fatima Goss Graves is president of the National Women's Law Center Action Fund, and a co-founder of the TIME'S UP Legal Defense Fund.Check out this episode's landing page at MsMagazine.com for a full transcript, links to articles referenced in this episode, further reading and ways to take action.Support the show

In this episode, we continue our series: The Trump Indictments.  On May 30, 2024, Donald Trump was found guilty on all 34 counts by a New York jury.  In this episode we unpack the criminal charges that Donald Trump engaged in illegal business, electoral, and campaign activities. This week, we're rejoined by Moira Donegan to discuss why the New York trial was about more than about “hush money" and how the case marks the first time a former president has stood trial for criminal prosecution and been convicted .Joining us to discuss this is our very special guest:Moira Donegan. Moira Donegan is a feminist writer and current opinion columnist with the Guardian U.S., as well as a current writer in residence for the Clayman Institute for Gender Research at Stanford University. Support the Show.

Moira Donegan is writer in residence for the Clayman Institute, where she participates in the intellectual life of the Institute, hosts its artist salon series, teaches a class in feminist, gender, and sexuality studies, and mentors students, while continuing her own projects and writing. Her criticism, essays, and commentary, which cover the intersection of gender, politics, and the law, have appeared in places such as the New York Times, the New Yorker, the New York Review of Books, the London Review of Books, and Bookforum. Donegan has been an editor at the New Republic and n+1, and currently she writes a column on gender in America for The Guardian. Her first book, Gone Too Far: MeToo, Backlash, and the Future of Feminist Politics, is forthcoming from Scribner.  Recorded February 6, 2024 at the Shapiro Center at Wesleyan University Edited by Michele Moses Music by Dani Lencioni Art by Leanne Shapton Sponsored by the Shapiro Center for Creative Writing and Criticism at Wesleyan University, New York Review of Books, Lit Hub, and Knopf

Learn how to nurture your unique gifts for a career you really love. I bring to you today Lorraine Hariton, a brilliant women with a brilliant career who shows us that success doesn't have to come in a straight line, it can have many twists and turns. As one of the 102 women featured in our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and myself, Lorraine is President and CEO of Catalyst, a powerhouse non-profit dedicated to helping women thrive, from the shop floor to the C-suite, so that everyone can be successful by their own definition. What I love is that Catalyst not only focuses on how women can be effective and improve their capabilities and skills, but on changing the work environment by creating workplaces that work for women. Want to learn about the future of work? Listen in. Watch and listen to our conversation here Key takeaways from my conversation with Lorraine Life is a journey. And that journey is to understand what your passions are, what gets you excited, what gets you up every day enjoying it. In terms of your skills, what do you have with which you can contribute the most to this world?  There are lots of chapters in life. Make sure that you have the resiliency and the learning mindset to go from one chapter to the next. Life can take you in different directions, but you've got to be a lifelong learner. You've got to lean into your strengths.  Periods of transition can be real opportunities. Align your strengths and what you really love to do behind your passions. To connect with Lorraine, you can find her on LinkedIn. Want to know more about women breaking barriers in the workforce? Start with these: Blog: How Can Women Overcome The Roadblocks To Building Their Businesses? Blog: Best Tips And Tricks For Women To Work In Male-Dominated Industries Podcast: Kerry Flynn Barrett—Learn Why So Many Brilliant Women Have Ditched The Corporate Ladder To Start Their Own Business Pocast: Jennifer McCollum—How Will You Change The Face Of Women's Leadership In Your Organization? Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored with Edie Fraser and Robyn Freedman Spizman  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, I'm your host and your guide. And as you know, because so many of you come to listen to our podcast, my job is to get you off the brink. I want you to see, feel and think in new ways so you can change, and the times are changing quickly now. I look for guests who are going to help you understand things from a fresh perspective. Today I have Lorraine Hariton here with me. She is a marvelous person who is in our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success. And when you hear what she's going to tell you today, you'll know why Women Mean Business has been such an absolutely amazing experience. Every time I open the book, it sheds new light on what women are doing in business. Lorraine's bio: She's president and CEO of Catalyst. Now, if you're not familiar with Catalyst, it's a global nonprofit working with the world's most powerful CEOs and leading companies to build workplaces that work for women. Catalyst's vision and mission are to accelerate progress for women through workplace inclusion. This lifelong passion for Lorraine has helped her build a career with senior level positions in Silicon Valley as an entrepreneur and executive, and beginning at IBM, Lorraine then served in the administration in the Department of State and developed the global STEM Alliance at the New York Academy of Sciences. She has also served on the UN Women Global Innovation Coalition For Change, the Clayman Institute for Gender Research at Stanford University, and the Forum for Women Entrepreneurs and Executives, but it is as president of Catalyst that I met Lorraine. And that's what we're going to talk about today: about what organizations can do to really build workplaces that work for women. Lorraine, thank you so much for coming today. Lorraine Hariton: Andrea, thank you so much. It's my pleasure to be here. Andi Simon: It's so much fun. Tell the audience more about your journey because I can read the bio. But you've had a wonderful career with a passion and purpose, and I'd like you to share that if you could. Lorraine Hariton: So first of all, I want to say that the career that you just talked about is very different from the career I might have imagined when I was young. It's gone in a lot of different directions. And I look forward to sort of talking about that. So when I was a child, my biggest influence was really my mother, specifically when she came into the workplace, which was in the 50s. She was originally a teacher. And like many of her generation, she went back. She left the workplace when she had her three children. But then she went back and got a master's degree and eventually a PhD in psychology, actually around women's sexual fantasies during intercourse. It was very controversial. She ended up on the front cover of Psychology Today, and then she had the next phase, a career as a psychologist and a lecturer out on Long Island. So she really gave me a sense that you can have different phases in your life, you can accomplish different things, and women should have independent, strong careers. So she was a big influence. Then the other big influence on me was, I had dyslexia, I still have dyslexia. And because of that, I had certain real strengths and certain things that were limitations. I wasn't very popular. I wasn't a great athlete, but I was good in math. I ended up using that math ability to have a career in technology very early on. In fact, when I was in college — I originally went to college in upstate New York, at Hamilton College — my calculus professor suggested that I take an independent study computer science course at Hamilton College before there were even computers on campus. We just had a teletype terminal into the Air Force base in Rome, New York. But I wrote my own computer program. I fell in love with it, and it caused me to transfer to Stanford, where even at Stanford, they didn't actually have a computer science degree. Undergraduate is math sciences, math, computer science, statistics, and operations research. But it really gave me this great foundation into something that my first passion was really around: computers and the application of computers into solving problems. So I transferred to Stanford. I got a sense of that environment. I ended up taking a job, actually, back in New York for American Airlines, doing a big linear programming model for ferrying fuel around the American Airline system. But, I decided I didn't really like just programming. I wanted to do something that was more people oriented within the computer industry. So at that time, IBM was a big place to work. It was like the Google or the Apple of the time. So I got a job actually in sales working for IBM, and I worked in the apparel industry in New York, knocking on doors, selling mid-sized computers to the apparel industry, which was really fun. I really enjoyed it and I excelled at it. So I decided I wanted to be on the business side of the technology industry. I went back to Harvard Business School, got my MBA, and decided to go back to California working for IBM, the next level in the sales track at IBM. And there was the other reason I went back to IBM: to look into all the jobs at Harvard Business School that IBM had for women in leadership roles. It had the ability to balance career and family and a proven track record of enabling women to do that. I was really looking for a workplace where I could be successful balancing career and family, which is still the number one challenge for women in business. And, through my work at Catalyst, I see that every day. So I went back to IBM, but eventually I went into Silicon Valley. IBM actually acquired a company in Silicon Valley. I went to work for them. And then I ended up having a career at IBM. So I started in Silicon Valley, started at IBM, and then I left them to go to become an executive at a mid-sized company. And eventually I actually did two startups in Silicon Valley. So I had a career at all these different levels. But in my early 50s, I wanted to really do something that was more impactful. I had had a successful career there and I became involved in women's leadership issues because really that was a defining thing around my success and my lived experience. I initially got involved in the Forum for Women Entrepreneurs and Executives that became WaterMark. That was a women's leadership network in Silicon Valley. I really benefited from my relationships that I had with women in Silicon Valley. We all bonded together. We even did great trips, like we went to India and Vietnam together. I went to the Clayman Institute for Gender Research. I then decided to, after I left my second startup, to get involved in helping Hillary Clinton run for President of the United States in the 2008 cycle. So I took all my sales skills and my business skills that I had learned, and I focused on fundraising for her. And as a result of that, I became one of her top fundraisers in the Bay area and really expanded my network. I got to know a lot of people and that enabled me to go to work for her, even though she didn't win the the nomination, of course, we all know, but to work for her at the State Department as a special representative for commercial and business affairs. And, by the way, through all of this, I had my two children. I raised my two children in Palo Alto, California. And of course, that was the other part of my life that was, is, and continues to be very important. I now have three grandchildren as well as part of that. So that balance of career and family has always been important to me. I also will mention that being in Silicon Valley in tech in those days had a lot of challenges. And I think that is why that's been so important to me as the second major passion that has driven my life. This focus on women in the workplace, and understanding that I was part of the first generation of women who really came of age after the very substantial change in the women's movement that happened in the late 60s and early 70s, that opened up the doors for women to have real careers.  Like my mother, in her generation, you didn't have young children and work. You couldn't go into the workplace and have a career. We read about Sandra Day O'Connor recently. We know that she wasn't able to do that. Ruth Bader Ginsburg wasn't able to do that. I was part of that generation that went into the workplace that was able to look ahead and develop a career, and was thinking about balancing career and family. But we had a very, very rigid environment. You know, when I had my first child in 1985, we had to order business maternity suits from a catalog. I could only take six weeks off because they didn't have maternity leaves. They just had disability, and when I've met with some of my friends and we talked about this, we all had the same circumstances, didn't have the type of environment that you have right now. So I have that perspective of wanting to change that workplace. And we still have work to do on that. So my reason for wanting to help Hillary at the time when I had the luxury to be able to do that, was because I really wanted to see the world change in the first woman president. But not only did I pursue that passion and use the skills that I had learned through my business and for my sales career to help her, it opened up a whole new avenue for me that became the next chapter in my life for ten years, really focused on that. So I went to the State Department, and in the State Department, it was great. I was able to travel all around the world representing the United States, help businesses overseas, do diplomatic agenda around economic and business issues. And I also launched a big program called the Global Entrepreneurship Program, which is still at the State Department, where we worked on capacity-building in countries to take our innovation agenda and bring it overseas as part of our diplomatic agenda. So that was a very fulfilling experience. I left in 2014 because it was a political appointment. It ended and then I thought, well, I think there's a very good chance she would run again. So I did a portfolio career of doing consulting. I worked at the New York Academy of Science, as you mentioned, doing business development for them, and launched this Global STEM Alliance program. I launched a great program called 1000 Girls, 1000 Futures, which was a virtual mentoring program for girls in STEM. I helped Hillary but of course, we know the end of that story and that didn't happen. And by then I was lucky enough to be recruited to Catalyst, which has been just a wonderful opportunity for me. So I joined them in 2018. I am going to be retiring from Catalyst when we find a replacement. So it's been about a five and a half years' journey at this point that's been really fulfilling for me because it really has aligned this great passion I have with all the things I've learned over my career to really make change for that organization and to really impact women in the workplace. Andi Simon: You know, as I listen to you, and I want to stay focused on your career, but for the listener or the viewer, there wasn't a straight line. This was a journey with detours and serendipity and moments and all kinds of things that you capitalized on. Were you particularly risk averse or were you particularly adventuresome? I mean, when I take my archetype, I'm an explorer or a philosopher, and I've been to 37 countries and I worked abroad many times. I, like you, don't need a structure, I need opportunity. I need an adventure. Sounds like you have had adventure through life without care about whether or not it was the end, it was onto something new. Tell the listener a little bit about how you do that? Do you do that with that particular mindset that simply says, go for it, what the heck? Or do you have to plan it out? Lorraine Hariton: Well, you know, I've evolved over time. I am very planful. And in the beginning of my career, I was focused. When I joined IBM, they had a clear path for you. You didn't have to think about it. “This is what you needed to do.” And I bought into that path. Over time, sometimes when I had my biggest bumps in my life because I've been fired, I've been put someplace else, maybe not fired, but it was a detour. Those things have happened. But, you know, out of those things, in those moments of reflection, is when I think I was able to grow the most, to really learn and reflect on my strengths and weaknesses and what motivates me and to reorient myself. These periods of transition can be real opportunities. And in my late 40s and early 50s is when I really started to understand that what I needed to do is to align my strengths and what I really love to do behind my passions, and to let the universe help me understand what those passions are. And in fact, that's what I'm doing right now, as I look to my next chapter after Catalyst. I'm trying to open up the aperture and give myself time to evolve and think and let the universe take me in the direction, but with an understanding of what I really enjoy, where I have passion, what I'm really good at, where I give, and even in this moment, I try this out, I'm not that excited. Try this out, yes, I'm really excited about it. And yes, I find that I can do the things that I really am in the zone on, that I naturally do well and then I focus on those things. So that evolution, it's not really a risk thing. I'm a pragmatist. I'm very practical, focused, like a doer, but this understanding that life can take you in different directions, but you've got to be a lifelong learner. You've got to lean into your strengths. You got to evolve those is the way I found the most meaning and purpose and fulfillment. Andi Simon: And to your point, when people say to me, how did you get to be a corporate anthropologist? I say, I made it up. And they say, you know, the imposter syndrome. I say, I've lived my whole life doing imposter stuff. I've never been fully skilled at whatever I've been. I spent 20 years in industry as an executive, in banks and in health care. I was a tenured professor, and I've been in business for 21 years now, making it up as we go along because each client's different, each opportunity is different. But the joy is the joy of creating. And I think that what you've done at Catalyst, and I want to go back to Catalyst for a moment, because I do think it's been joyful for you, but it's been a creative process. My hunch is, you've brought it along in a way that has been quite meaningful for you in the organization. Can you share with us a little bit about your own thoughts about Catalyst, about what's happened in women in the workplace? Because this is not inconsequential. When I was an executive, I went to board meetings. There were 49 men and no other women than me. We didn't say much. We sat there hoping we could finish the meeting without getting in trouble. It's a different world today. What do you see happening and how is Catalyst doing stuff? Lorraine Hariton: Well, when I came to Catalyst in 2018, Catalyst had been around almost 60 years, and it's an iconic organization. For those of you who are not familiar, we have around 500 major corporations. We have a board of directors made up of CEOs of major organizations. I mean, it's really a who's who and has a tremendous brand, but the organization itself had lost some momentum. So I was brought as a change agent. I sometimes say, it was this beautiful brownstone in Brooklyn Heights that the old lady had not been renovating as much as they should have. So I had to do a lot of infrastructure and internal changes as well as set the strategy and the plan. It's really been a transformation. And we're still transforming. The rate of change, the rate of technological change, is so great that every organization needs to move forward. And what Catalyst needed to do as an organization has changed over time. We celebrated our 60th anniversary a couple of years ago, so I really had a lot of opportunities to reflect on what Catalyst was. Catalyst started with a woman who had been a Smith College graduate who wanted to go into business, and after her children got into school, she saw the doors were closed for her because in many cases, classified as gendered. You know, you could be a secretary, but you couldn't be a salesperson. You couldn't be an executive. Very limited choice. So her objective was to provide part time work for educated women after their kids were in school. That's what she was trying to do. Today we're trying to help women thrive, from the shop floor to the C-suite, so that everyone can be successful by their own definition. Now, along the way, there's been a lot of changes in what Catalyst focused on. And of course, what happened for women in the workplace. One of the key things that changes Catalyst is a focus not only on how women can be effective and improve their capabilities and skills, but how we change the work environment. That's why we now talk about our mission of creating workplaces that work for women. So a lot of Catalyst's work is helping these companies create the environment where women can be successful. Catalyst does research and it provides a whole range of tools and capabilities to help these companies be successful, and then a lot of community and convenings to bring them together to share best practices, the need for tools and capabilities, in addition to research, has accelerated over the last ten years or so as companies really dig in to make those changes to create that environment that works for women. So we think about things like: now we call them paternity leaves, not just maternity leaves. And in many cases in the large companies, they're as much as four months and they're trying to get men to do them as well as women. That's a sea change, more flexibility. The whole pandemic accelerated this move to more flexible working, but that's something Catalyst has been talking about for a long time. Measuring change is really important and that's evolved. Our most recent report that we're going to be putting out shows that 93% of companies, large companies in the Catalyst portfolio, do pay equity studies. Now, even five years ago, they were not doing that. So that's changed. The environment has changed radically and Catalyst has evolved with it. Also the infrastructure to support the types of skills we need, the type of technology we need, has evolved with it. But you know, just to think about this, today there are over 10% women CEOs in the Fortune 500. In my early career in the 80s and the 90s, every year that they would come out with the Fortune 500, I would look and the only person who was the CEO was Katharine Graham, who took over The Washington Post when her husband committed suicide. Now she did a great job, but she was not doing it all on her own merit. What we see is the women who came into the workplace, like I did in the early 70s, early to mid-70s, all but in the 1950s, all entered the workplace in the 70s. Those are the ones who became CEOs around the turn of the 21st century, starting with Jill Barad at Mattel, Andrea Jung at Avon, Anne Mulcahy at Xerox, followed by Ursula Burns, Ginni Rometty at IBM, Indra Nooyi at PepsiCo…a diverse group of really talented, amazing women were the first group who really were able to do that. Over the last five years, we've doubled. We now have over 30% women on boards. And in the Catalyst community, we have over 30%  in senior leadership, in our membership. So what that means is there's a new norm that's a critical mass, 30% is critical mass. So we are critical mass on a lot of these measures. That is why Catalyst now is not focusing on women on boards. We're focusing on how all women can thrive from the shopfloor to the sweep and every level. So that's an evolution of who Catalyst is. I've been driving that broader definition of success as we've evolved to what really needs to be done, and also in response to companies who understand that women have 60% of the undergraduate degrees now. They're graduating more law degrees and more medical degrees. We have a much more diverse population. We're focused on diversity. And that is why there's a lot of things, a lot of political issues around DEI as a word. But the fact of the matter is, companies are very committed, so they know they have to have a diverse workforce. They've all got to work together. They've all got to feel like they belong. And in the United States and around the world, we have to be able to work together to have a really impactful, innovative workforce. So that's what we're working on. Andi Simon: I am having such fun listening to you. And I don't know if you and I have had enough time for me to hear, or my audience to hear, how the world has changed. Remember, I'm a corporate anthropologist who helps companies change. What I love to do is change, and what you are articulating is your own career evolved. Catalyst's whole mission and purpose have evolved, and the workplace that you are focused on is evolving into a whole new and much better, inclusive, exciting place for women to thrive. And isn't this exciting to watch and see? I'm not quite sure it's going to go backwards, because I think that the pressure from talented women for new ways of doing things is going to transform the workplace. You know, how do you have a blended life, if not a balanced life. I met one person who was building childcare at the office because he knew that was the only way he was going to keep his workforce. What's so hard? Why are we not paying attention to our children? You know, bring them to work and make them part of the whole culture that we have here. And I don't think the pandemic has been all that bad. My clients that I coached during that time, we're actually having a wonderful experience of being home and working and doing it with a different use of time and space. But it's a really interesting opportunity for you to see that and now to think through what's next, a radical next. Because I have a hunch you'd love to radically change the next phase in some fashion. It's technology, it's transformation, it's new openness to it. What do you see coming next? Lorraine Hariton: Well, you mentioned technology and I mentioned I am a technologist by training. Technology drives change now. The changes that allowed women to become part of the workforce were driven by the birth control field, the vacuum cleaner, electrification, the reduction of the need for women to stay home and do all these tasks. The knowledge worker being the key person in the workplace. And that's only accelerating. So we should understand we are the result of the worlds we live in. My mother was a result of that. RBG was a result of that. My daughter is going to be a result of the environment that she's a part of, as well as my grandchildren. So technology is the biggest driver of those changes. We are going to be living in a world where I hope we have more flexibility to integrate career and family, and to really be able to have women really have equal ability to make their own decisions on how they want to balance their life. I mean, that's what we're trying to do so that every woman thrives by their own definition of success. So that's what we're working towards. Andi Simon: You know, I'm sitting and listening and I'm hopeful. I have a woman I know who's president of a large insurance company. And we were sitting and talking not too long ago. She said, Well, let me tell you, I was a coat girl. She said, I'd walk into Lloyd's of London with a deal, and they'd hand me their coats as the men walked in, one after another, they thought I was a coat girl. And finally after they all had sat down, and I turned around and sat at the head of the table and saidy, Now let me tell you about the deal I brought you. And the guys all went, Oh! And she said, Do you think that will ever stop? And I said, Yes. I'm not sure when but I guess you could have stopped it if you wanted to at that moment. But somehow the woman has to be able to comfortably say, I'm sorry, but the coat rack is over there, or No, I'm not taking notes today. Who shall we have as our note-taker today? How do we assert ourselves in a way that establishes a more balanced role? Now you're smiling at me. You're thinking about something. What are you thinking of?  Lorraine Hariton: I think there's a two way street here. Catalyst has done a lot of work on this. Not only do the women need to do that, but the men need to become advocates and allies for women in the workplace. In fact, Catalyst has a whole initiative called MARC: Men Advocating Real Change. We're helping the men understand how they can be part of that change because I think the clearest example is, they say that women don't negotiate for salary increases as well as men. There's a big pay gap, and it's a result of this. It's not just the women not negotiating. It's the culture that doesn't enable them to negotiate. So a woman in general is much better off with someone else asking. Because it's like this poster that I have in the back here from an unconscious bias campaign we did which says: She's not aggressive, she's assertive. Well, if a man goes and asks for a raise, he's assertive and he should get a raise. A woman goes in, she's aggressive, you know. So, we've got to do both of those things. Andi Simon: I often preach that the words we use create the worlds we live in. And you just made an important point there, because the word that you use takes the same behavior and makes it good or bad. And it is very interesting because the definers of those meanings…humans are meaning makers. And if the guys are the definers of the meaning, one thing happens. But somehow we've got to get a balance in how we think about the behavior as being. Is it assertive or is it aggressive? Well, it's the same behavior. Who's defining it? And how do we then create a mirror back so the women know that that's the right behavior and the guys understand that that's not acceptable from them. I work with some companies where I watch the guys' backlash and I say, Why don't we collaborate on the transformation instead of becoming adversarial or resisters to it? Change is humanly painful. The brain hates it. So let's create a new story because we're story-makers. And if I can create a new story, then we can live that new story. But if we're going to fight the story out, it's going to be quite interesting. I know too many women who have left corporate because they were tired of the story that put them in the wrong role, and they went out to launch their own business or find some other place. And so it's an interesting time for women to see what can be done and for men to help create a new environment. Are there some illustrative cases that you can share, or are they all proprietary and it's not possible to share them? Any kind of story that might illustrate how it's actually happening? Lorraine Hariton: Well, I will say there are many, many stories of success. If you go to the Catalyst website, we have tons of success stories, the stories of companies that transformed themselves. We have The Catalyst Award that we give out every year at our big annual conference in Denver. People nominate themselves. They go through an application process. It was very rigorous last year. The Hartford is one of the winners of it. They have transformed the company at every level with all the things we're talking about, measurements. They were able to get affecting bias sponsorship programs, really changing the fundamental culture of the organization. You can listen to what they do, but there's hundreds of examples of companies that have done great jobs around it. And of course, we have lots of examples. I mentioned some of the trailblazers, the Fortune 500, you read interviews, and books. And so there are many, many examples of successes, people who've affected the odds. People, companies who've done a great job of changing the culture. It's all over the place. So rather than name a specific one, I think that's good. Andi Simon: And if people are looking for companies to work for, they probably can find illustrations at Catalyst and your website to begin to go through. And that is a real resource to be available. You know, this has been such fun. I think that we're probably ready to share with our listeners or our viewers 1 or 2 things you want them to remember and then how to reach you if they'd like more information about you or about Catalyst. What do you think?  Lorraine Hariton: That sounds great. I think the overriding thing to say is that life is a journey. And that journey is to understand what your passions are, what gets you excited, what gets you up every day enjoying it, and then what do you really enjoy? In terms of your skills, what do you have the most to contribute to this world? And if you can align those, that's what I try to do. The other thing is to realize that there are lots of chapters in life, and you would need to make sure that you have the resiliency and the learning mindset to go from one chapter to the next and open the aperture around it. I'm happy to talk to anyone on this call. You can go to the Catalyst website at catalyst.org if you want to learn more about the work that we're doing. You can get ahold of me that way as well. I'm going to be going on to my next chapter as well. So I'm opening the aperture up. Andi Simon: Well, I can't wait to hear about your next chapter. I have a hunch it's going to be full of adventure and joy and beauty. And you leave behind you better places and with great purpose. Move forward. So it's been a pleasure. Thank you for joining us today. Lorraine Hariton: Thank you. Thank you for the opportunity. I really enjoyed it. Andi Simon: I just think it's a special moment to be able to go both into your life and all the work that you're doing in the wonderful way it's making a difference for my listeners and my viewers. Thank you for always coming. Remember, our job is to help you see, feel and think of new ways. And I think that a visit to Catalyst might help you see organizations that are already doing this and want to keep it going, and you can as well. My books Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights, and our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success with Edie Fraser and Robyn Freedman Spizman are all available at Amazon and Barnes & Noble for you. It gives you a perspective both of how anthropology sees the world and helps you change, and what we see happening, particularly for women. 102 women in Women Mean Business are all here to help you change your life. We often say turn a page and change your life. Lorraine's chapter is wonderful. I love her little thing. Here she talks about how she navigated with her dyslexia and her principal is major. Your major is to nurture your unique gifts. And that's what we heard about today. Thanks again. Thanks, Lorraine. It's been a pleasure. Bye bye.   WOMEN MEAN BUSINESS® is a registered trademark of the National Association of Women Business Owners® (NAWBO)

From the Visible Voices Podcast archives, today's episode features subject matter experts in safety. Specifically we highlight the research and findings of Dr. Jennifer J Frey. founder of  The Center for Institutional Courage .  Jennifer Joy Freyd researcher, author, educator, and speaker. Freyd is an extensively published scholar who is best known for her theories of betrayal trauma, DARVO, institutional betrayal, and institutional courage.Freyd is the Founder and President of the Center for Institutional Courage, Professor Emerit[ of Psychology at the University of Oregon, Adjunct Professor of Psychiatry and Behavioral Sciences in the School of Medicine,[Faculty Fellow at the Clayman Institute for Gender Research, Affiliated Faculty, Women's Leadership Lab, Stanford University, and principal investigator of the Freyd Dynamics Lab. Freyd settled a lawsuit she filed against the University of Oregon after learning that the university was paying her $18,000 less per year than male colleagues closest in rank to her. The university agreed to pay her $350,000 to cover her claims for damages and her attorneys' fees and also agreed to donate $100,000 to the Center for Institutional Courage. Kevin Webb is a higher education training professional specializing in Title IX compliance and gender-based violence prevention, as well as equity and inclusion. Kevin has developed, implemented, and facilitated in-person and online training and education programs for students, faculty, and staff at large public and private universities, and produced a variety of education and awareness events around sexual assault and relationship violence prevention in collaboration with campus and community partners. Kevin has developed content for online Title IX/sexual misconduct training implemented by a cross section of American colleges and universities, and provided sexual harassment training for private organizations. Kevin is a graduate of Brown University, where he served as a teaching assistant in sociology courses dealing with issues of race and social justice, and an MPA from the Baruch College School of Public Affairs, CUNY.

Today, you'll how to make smart decisions about two vexing subjects: money and love. • Myra Strober is a labor economist and Professor Emerita at Stanford University, where she founded the Stanford Center for Research on Women (now the Clayman Institute for Gender Research). • Abby Davisson is a social innovation leader and career development expert, who served as president of Gap Foundation and co-founded the company's employee resource group for parents and caregivers.

Ready, set … wait a sec. Today, Myra and Abby explain why slowing down is key to making good decisions. --- • Myra Strober is a professor emerita at Stanford University and the founding director of the Stanford Center for Research on Women (now the Clayman Institute for Gender Research). Abby Davisson served as president of Gap Foundation and co-founded the clothing company's employee resource group for parents and caregivers. • Check out our newsletter where we take listeners behind the scenes of these episodes. • And to hear hundreds of authors share the best ideas from their books, download the Next Big Idea app!

Diet Coke and Mentos. Suede and water. Tupac and Biggie. Money and love. What do they all have in common? They don't play well together. Especially that last dueling duo. We've all been taught to make money decisions with our heads and love decisions with our hearts. Mix them up and, well, kaboom. But a new book by Myra Strober and Abby Davisson says that's a bunch of nonsense. In "Money and Love: An Intelligent Roadmap for Life's Biggest Decisions," they make the case that by acknowledging the inextricable link between finance and romance, we can learn to make better life decisions — decisions that utilize head and heart in a balanced, fulfilling way. --- GUESTS: • Myra Strober is a professor emerita at Stanford University and the founding director of the Stanford Center for Research on Women (now the Clayman Institute for Gender Research) • Abby Davisson served as president of Gap Foundation and co-founded the clothing company's employee resource group for parents and caregivers RESOURCES: • Check out our newsletter where we take listeners behind the scenes of these episodes. • Can't wait for tomorrow's episode? Download the Next Big Idea app and you can listen to all five of this week's episodes right now.

Myra Strober and Abby Davisson are the co-authors of “Money & Love: An Intelligent Roadmap for Life's Biggest Decisions,” a book designed to help people make better decisions when money and love are involved.    ‍Abby Davisson is a leader, strategist, and career development expert. She spent nine years driving social impact at global retailer Gap Inc. Abby's expertise in career development comes from forging her own non-traditional career path, as well as from serving as an alumni career advisor and coach at Stanford's Graduate School of Business.   Myra Strober is a labor economist, Professor (Emerita) at the Graduate School of Education at Stanford University, and Professor of Economics at Stanford's Graduate School of Business, as well as an acclaimed author. Strober was the founding director of Stanford's Center for Research on Women (now the Clayman Institute for Gender Research) and President of the International Association for Feminist Economics. She has been an expert witness in legal cases involving sex discrimination, sexual harassment, and the valuation of unpaid caring work, and she has consulted with several corporations on improved utilization of women in management and work-family issues.   Myra and Abby came together to write “Money and Love” to shows us and our loved ones how to consider them jointly using the original, step-by-step 5Cs method: CLARIFY, COMMUNICATE, CHOICES, CHECK IN, and CONSEQUENCES.   At a time when we are experiencing the most significant shift in work-life balance in decades – marked by remote work, the Great Reshuffle, and a mass reconfiguring of family dynamics and social/professional networks – Abby and Myra's framework offers simple and effective steps to empower readers to make the best strategic decisions without having to sacrifice their careers or personal lives. Read the show notes on Arcbound's Podcast Page: https://arcbound.com/podcasts/    Find Arcbound here: Homepage: Arcbound.com Services/Work with Us: https://arcbound.com/work-with-us/ About: https://arcbound.com/about/ Founders Corner: https://arcbound.com/category/founders-corner/ Connect: https://arcbound.com/connect/

Today Professor Jennifer Freyd speaks out against institutional betrayal, specifically about issues of sexual harassment and violence. We talk about what happens when institutions of higher education, which are supposed to be nurturing young people, teaching them to be better citizens and contributors to society, end up betraying them when they are mistreated.  We talk in particular about the effects this has on students who enter universities hoping to become professors themselves, only to be betrayed by their own departments. Jennifer helps us understand why both individuals and departments deny betrayal, and she makes a forceful argument for changing that state of things. She ends by talking about hope and the future, and the work of her non-profit Institute for Institutional Courage.Jennifer J. Freyd, PhD, is a researcher, author, educator, and speaker.  Freyd is the Founder and President of the Center for Institutional Courage, Professor Emerit of Psychology at the University of Oregon, and Adjunct Professor of Psychiatry and Behavioral Sciences in the School of Medicine, Affiliated Faculty at the Clayman Institute for Gender Research, and Affiliated Faculty, Women's Leadership Lab, Stanford University. She is also a Member of the Advisory Committee, 2019-2023, for the Action Collaborative on Preventing Sexual Harassment in Higher Education, National Academies of Science, Engineering, and Medicine. Freyd was in 1989-90 and again in 2018-19 a Fellow at the Center for Advanced Study in the Behavioral Sciences at Stanford University. Freyd currently serves as the Editor of The Journal of Trauma & Dissociation. Freyd is a widely published and renowned scholar known for her theories of betrayal trauma, institutional betrayal, institutional courage, and DARVO. She received her PhD in Psychology from Stanford University. The author or coauthor of over 200 articles and op-eds, Freyd is also the author of the Harvard Press award-winning book Betrayal Trauma: The Logic of Forgetting Childhood Abuse. Her most recent book Blind to Betrayal, co-authored with Pamela J. Birrell, was published by John Wiley, with seven additional translations. In 2014, Freyd was invited two times to the U.S. White House due to her research on sexual assault and institutional betrayal. In 2021 Freyd and the University of Oregon settled Freyd's precedent-setting equal pay lawsuit.Freyd has received numerous awards including being named a John Simon Guggenheim Fellow, an Erskine Fellow at The University of Canterbury in New Zealand, and a Fellow of the American Association for the Advancement of Science. In April 2016, Freyd was awarded the Lifetime Achievement Award from the International Society for the Study of Trauma & Dissociation.  Freyd was selected for the 2021 Christine Blasey Ford Woman of Courage Award by the Association for Women in Psychology.     

This week, we're joined by special guest Tiffany Wayne, a historian and scholar of women, gender, and feminism. Dr. Wayne was an Affiliated Scholar at Stanford University's Clayman Institute and a professor of history at UC Santa Cruz and Cabrillo College. She's edited and authored several books, including Women's Suffrage: The Complete Guide to the Nineteenth Amendment, Women's Rights in the United States, and Feminist Writings from Ancient Times to the Modern World. We're so glad to have Dr. Wayne on hand as Beth returns from the Hummels with bad news and a worse fever. You can visit Dr. Wayne online at womanwriting.com. Our cover art is by Mattie Lubchansky. It interpolates the cover art for Bethany C. Morrow's book "So Many Beginnings: A Little Women Remix," with permission from Macmillan Children's Publishing Group. It also interpolates the cover art for Hena Khan's book "More to the Story," with permission from Simon & Schuster. Our theme music is Mozart's Piano Sonata No. 16 in C Major. This episode was edited by Antoinette Smith and transcribed by Lou Balikos. A transcript of this episode is available here.

Today on the How We Can Heal Podcast, Lisa Danylchuk chats with Jennifer Freyd, Ph.D., a researcher, author, educator, speaker and so much more. The pair discuss Freyd's path to finding the Center for Institutional Courage, how the connections we have to institutions affect us, and her research on DARVO. Now, let's wrap up Season 2 and get talking about how we can heal.About Jennifer Freyd:Jennifer J. Freyd, PhD, is a researcher, author, educator, and speaker. Freyd is the Founder and President of the Center for Institutional Courage, Professor Emerit of Psychology at the University of Oregon, and Adjunct Professor of Psychiatry and Behavioral Sciences in the School of Medicine, Affiliated Faculty at the Clayman Institute for Gender Research, and Affiliated Faculty, Women's Leadership Lab, Stanford University. She is also a Member of the Advisory Committee, 2019-2023, for the Action Collaborative on Preventing Sexual Harassment in Higher Education, National Academies of Science, Engineering, and Medicine. Freyd was in 1989-90 and again in 2018-19 a Fellow at the Center for Advanced Study in the Behavioral Sciences at Stanford University. Freyd currently serves as the Editor of The Journal of Trauma & Dissociation.Freyd is a widely published and renowned scholar known for her theories of betrayal trauma, institutional betrayal, institutional courage, and DARVO. She received her PhD in Psychology from Stanford University. The author or coauthor of over 200 articles and op-eds, Freyd is also the author of the Harvard Press award-winning book Betrayal Trauma: The Logic of Forgetting Childhood Abuse. Her most recent book Blind to Betrayal, co-authored with Pamela J. Birrell, was published by John Wiley, with seven additional translations. In 2014, Freyd was invited two times to the U.S. White House due to her research on sexual assault and institutional betrayal. In 2021 Freyd and the University of Oregon settled Freyd's precedent-setting equal pay lawsuit.Freyd has received numerous awards including being named a John Simon Guggenheim Fellow, an Erskine Fellow at The University of Canterbury in New Zealand, and a Fellow of the American Association for the Advancement of Science. In April 2016, Freyd was awarded the Lifetime Achievement Award from the International Society for the Study of Trauma & Dissociation. Freyd was selected for the 2021 Christine Blasey Ford Woman of Courage Award by the Association for Women in Psychology.Additional Bio: Jennifer Joy Freyd profile by the American Psychological Association.Outline of the episode:04:26 Defining Institutional Courage18:54 Institutional Betrayal & Betrayal Blindness Explained33:29 The link between individuals and the institutions we love47:47 DARVO: Deny, Attack, and Reverse Victim and Offender54:38 Lab Research Institutional CourageResources:Jennifer's Website: https://www.jjfreyd.com/Center for Institutional Courage: https://www.institutionalcourage.org/Dynamics Lab: https://dynamic.uoregon.edu/South Park DARVO clip: https://southpark.cc.com/video-clips/gfwbrf/south-park-it-s-called-darvoYou can follow Dr. Freyd on Twitter at @jjfreydcourageFull Episode Transcript: howwecanheal.com/podcast

A 2013 study conducted by the Clayman Institute for Gender Research at Stanford University Showed that women are keenly aware of the rewards of visibility. They know that being noticed — for example, by interjecting during meetings and taking credit for accomplishments — is a conventional strategy for professional advancement. Still, to this day many women consciously reject this strategy. Instead, women employ “intentional invisibility” opting for risk-averse, conflict-avoidant strategies in the office.  Another study found that in the field of science, close to 50% of black and Latina scientists are routinely mistaken for janitorial or administrative staff. This is why campaigns like “the more you see her” launched by NBC Universal in 2020 are so very important for women of color - because so often people who look like them are not visible in positions of authority and power.  Listen is to this weeks episode as I talk with Janet Kafadar, a coach who works with Women of Color, helping them find the courage to be visible. Drink of the Week: The Invisible Man https://www.cocktailbuilder.com/recipe/invisible-man (https://www.cocktailbuilder.com/recipe/invisible-man) This episode is sponsored by Nickerson, a full-service branding, marketing, and PR and communications agency with team members in Boston, LA, Miami, and NYC. https://nickersoncos.com/ (https://nickersoncos.com/) Julie Brown: Website- ​https://juliebrownbd.com/ (https://juliebrownbd.com/) Instagram- ​https://www.instagram.com/juliebrown_bd/ (https://www.instagram.com/juliebrown_bd/) LinkedIn- ​https://www.linkedin.com/in/julie-brown-b6942817/ (https://www.linkedin.com/in/julie-brown-b6942817/) Youtube- ​https://www.youtube.com/channel/UCIwWVdayM2mYXzR9JNLJ55Q (https://www.youtube.com/channel/UCIwWVdayM2mYXzR9JNLJ55Q) Janet Kafadar https://www.janetkafadar.com (https://www.janetkafadar.com)

Jennifer Joy Freyd researcher, author, educator, and speaker. Freyd is an extensively published scholar who is best known for her theories of betrayal trauma, DARVO, institutional betrayal, and institutional courage.Freyd is the Founder and President of the Center for Institutional Courage, Professor Emerit[ of Psychology at the University of Oregon, Adjunct Professor of Psychiatry and Behavioral Sciences in the School of Medicine,[Faculty Fellow at the Clayman Institute for Gender Research, Affiliated Faculty, Women's Leadership Lab, Stanford University, and principal investigator of the Freyd Dynamics Lab.Betrayal trauma Earlier this year, she settled a lawsuit she filed against the University of Oregon after learning that the university was paying her $18,000 less per year than male colleagues closest in rank to her. The university agreed to pay her $350,000 to cover her claims for damages and her attorneys' fees and also agreed to donate $100,000 to the Center for Institutional Courage. Kevin Webb is a higher education training professional specializing in Title IX compliance and gender-based violence prevention, as well as equity and inclusion. Kevin has developed, implemented, and facilitated in-person and online training and education programs for students, faculty, and staff at large public and private universities, and produced a variety of education and awareness events around sexual assault and relationship violence prevention in collaboration with campus and community partners. Kevin has developed content for online Title IX/sexual misconduct training implemented by a cross section of American colleges and universities, and provided sexual harassment training for private organizations. Kevin has a Bachelor of Arts degree in Sociology and Organizational Behavior and Management from Brown University, where he served as a teaching assistant in sociology courses dealing with issues of race and social justice, and a Master's degree in Public Administration (MPA) from the Baruch College School of Public Affairs, CUNY. In the news: Institutional betrayal Three graduate students file sexual harassment suit against prominent Harvard anthropology professor (Boston Globe)DARVO A high-flying German media giant is ahead on digital media but seems stuck in the past when it comes to the workplace and deal-making. Axel Springer (NYTimes)Women spoke up, men cried conspiracy: inside Axel Springer's #MeToo moment (Financial Times) 2018 NASEM Report  Sexual Harassment in Academic Science Engineering and Medicine This study examined the prevalence and impact of sexual harassment in academia on the career advancement of women in the scientific, technical, and medical workforce. The report concludes that the cumulative result of sexual harassment in academic sciences, engineering, and medicine is significant damage to research integrity and a costly loss of talent in these fields. It provides a series of recommendations for systemwide changes to the culture and climate in higher education to prevent and effectively address all forms of sexual harassment. DARVODARVO stands for Deny, Attack, and Reverse Victim and Offender—a perpetrator strategy. The perpetrator may Deny the behavior, Attack the individual doing the confronting, and Reverse the roles of Victim and Offender, so that the perpetrator adopts the victim role and accuses the true victim of being an offender. This can occur when an actually guilty perpetrator assumes the role of "falsely accused" and attacks the accuser's credibility and blames the accuser of being the perpetrator of a false accusation. Institutional courage™Institutional courage is the antidote to institutional betrayal. It includes institutional accountability and transparency, as when institutions respond well to disclosures and when institutions conduct anonymous surveys of victimization within the institution and then use the data to become healthier. Betrayal blindnessBetrayal blindness, a key concept of betrayal trauma theory, is the unawareness, not-knowing, and forgetting exhibited by people towards betrayal. Victims, perpetrators, and witnesses may display betrayal blindness in order to preserve relationships, institutions, and social systems upon which they depend. Betrayal trauma A betrayal trauma occurs when someone you trust and/or someone who has power over you mistreats you. For instance, it's a betrayal trauma when your boss sexually harasses you. Our research shows that betrayal traumas are toxic. They are associated with measurable harm, both physical and mental. Institutional betrayalInstitutional betrayal, developed from betrayal trauma theory, occurs when the institution you trust or depend upon mistreats you. It can be overt but it can also be less obvious, for instance, a failure to protect you when protection is a reasonable expectation. Our research shows that institutional betrayal is also related to measurable harm —again both mental and physical.

Meet Our Guests: Dr. Arghavan Salles is a bariatric surgeon at Stanford University. She is a Special Advisor for DEI Programs for the Department of Medicine, and Senior Research Scholar at the Clayman Institute for Gender Research. She is also a keynote speaker, researcher, and writer, focusing on topics like gender bias, physician well-being, and COVID-19. Dr. Ariela Marshall is a hematologist and Director for Women's Thrombosis and Hemostasis at the University of Pennsylvania. Dr. Marshall's research has also touched on gender bias and physician work-life balance. Dr. Salles and Dr. Marshall were recently featured in The New York Times for their comments on the unique fertility challenges women physicians experience. In This Episode: Dr. Marshall and Dr. Salles share a candid conversation about physician fertility. Both wish they had been given more information about fertility earlier and been encouraged to think about what they wanted their family to look like. We discuss the demanding nature of medical training and the lasting effect it can have on the body. In our current system, juggling a full-time job, or training, as well as fertility treatments is physically, emotionally, and financially draining. Institutions need to change both policy and culture around fertility. Additionally, the focus is often on women, but men face fertility challenges as well, and should be part of the discussion. Before we are doctors, or any career title, we are people. Key Moments: The time commitment for an M.D. (3:22)  Think about family planning earlier (12:13) Fertility treatment experience (14:28)How medical training needs to change (19:31) Bringing men into the fertility conversation (30:23)

Episode 202 Professor Erin A. Cech, PhD. Dan Sterenchuk and Tommy Estlund are honored to have as our guest, Professor Erin A. Cech, PhD. Erin A. Cech is an Associate Professor in the Department of Sociology and Associate Professor by courtesy in the Department of Mechanical Engineering. Cech joined the University of Michigan in 2016. Before coming to UM, she was a Postdoctoral Fellow at the Clayman Institute for Gender Research at Stanford University and was on faculty at Rice University. She earned her Ph.D. in Sociology in 2011 from the University of California, San Diego and undergraduate degrees in Electrical Engineering and Sociology from Montana State University. Cech's research examines cultural mechanisms of inequality reproduction--specifically, how inequality is reproduced through processes that are not overtly discriminatory or coercive, but rather those that are built into seemingly innocuous cultural beliefs and practices. She investigates this puzzle through three avenues of research. First, she uses quantitative and qualitative approaches to examine inequality in science, technology, engineering and math (STEM) professions--specifically, the recruitment and retention of women, LGBT, and under-represented racial/ethnic minority students and practitioners and the role of professional cultures in this inequality. Second, Cech examines how cultural definitions of “good work” and “good workers” can anchor inequality in the workforce. For example, she examines the role of the “passion principle” in the reproduction of occupational inequalities: how seemingly voluntary and self-expressive career decisions help reproduce processes like occupational sex segregation. Finally, she studies how cultural understandings of the extent and origin of inequality help to uphold unequal social structures. Cech's research is funded by multiple grants from the National Science Foundation. She is a member of the editorial board of the American Journal of Sociology and her research has been cited in The New York Times, Harvard Business Review, Time, The Washington Post, The Guardian, Forbes, Chronicle of Higher Education and the news sections of Science and Nature. Cech's first book, The Trouble with Passion: How Searching for Fulfilment at Work Fosters Inequality (University of California Press) is out Nov 9th, but it is available for preorder at the link below, or through Barnes & Noble, Amazon, etc. https://www.ucpress.edu/book/9780520303232/the-trouble-with-passion Professor Cech's website: https://erinacech.com has information about her other research and links to talks and presentations. Note: Guests create their own bio description for each episode. Tommy and Dan requested and were provided with a review copy of the book in preparation for interviewing Professor Cech. Thank you to the publisher and Professor Cech for providing us with these review copies! The Curiosity Hour Podcast is hosted and produced by Dan Sterenchuk and Tommy Estlund. The Curiosity Hour Podcast is listener supported! The easiest way to donate is via the Venmo app and you can donate to (at symbol) CuriosityHour (Download app here: venmo.com) The Curiosity Hour Podcast is available free on 13 platforms: Apple Podcasts, Google Podcasts, Spotify, Amazon Music, Audible, Soundcloud, TuneIn, iHeartRadio, Stitcher, Podbean, PlayerFM, Castbox, and Pocket Casts. Disclaimers: The Curiosity Hour Podcast may contain content not suitable for all audiences. Listener discretion advised. The views and opinions expressed by the guests on this podcast are solely those of the guest(s). These views and opinions do not necessarily represent those of The Curiosity Hour Podcast. This podcast may contain explicit language. The Public Service Announcement near the end of the episode solely represents the views of Tommy and Dan and not our guests or our listeners.

Episode Notes On this episode, SunAh is joined by Dr. Melissa C. Brown, a Postdoctoral Fellow at the Clayman Institute for Gender Research at Stanford University. The two talk about Black feminism, digital media, and social change. Melissa also illuminates why shows like P-Valley are important to changing the narrative around Black women's erotic labor.

“Doing Whatever it Takes to Drive Supply Chain Excellence: Hannah Kain with Alom" Supply Chain Now Episode 316 Broadcast Live from the DMSCA Conference This episode of Supply Chain Now features Hannah Kain. Hannah is President and CEO of ALOM, a global supply chain company she founded in 1997 headquartered in Fremont, California. Hannah was born in Denmark and immigrated to the US in 1990. She taught at Copenhagen Business School and holds three university degrees. Hannah is a Board member of the National Association of Manufacturers and the Women’s Business Enterprise National Council (WBENC). She serves on the Advisory Council of Heritage Bank of Commerce and The Michelle R. Clayman Institute for Gender Research at Stanford University. Kain is a member of the exclusive invitation-only Committee of 200 for executive women. She has received numerous awards, including SDCE Supply Chain Pro-to-Know, 2019 WBEC-Pacific Pinnacle Award, 2017 Woman of The Year in Manufacturing Gold Stevie Award, been named a 2017 Connected World Magazine Women of M2M / IoT honoree, and won the 2017 Silver Stevie Award for best global woman-owned business. She has been honored as a Top 25 Champion of Diversity in STEM, won the Manufacturing Institute STEP Ahead Award, the YWCA Tribute to Women Award, inducted into the Silicon Valley Capitol Club wall of fame, won the global Vistage Leadership Award, and named a WBENC Business Star. ALOM has earned numerous quality certifications, including ISO 9001, ISO 13485, TL 9000 and DMSCA CMP Level 3.0. Upcoming Events & Resources Mentioned in this Episode Subscribe to Supply Chain Now: supplychainnowradio.com/subscribe/ Connect with Scott on LinkedIn: www.linkedin.com/in/scottwindonluton/ Connect with Paul on LinkedIn: https://www.linkedin.com/in/pauljnoble/ Connect with Hannah on LinkedIn: https://www.linkedin.com/in/hannahkain/ SCN Ranked #1 Supply Chain Podcast via FeedSpot: tinyurl.com/rud8y9m SCNR to Broadcast Live at AME Atlanta 2020 Lean Summit: www.ame.org/ame-atlanta-2020-lean-summit SCNR on YouTube: tinyurl.com/scnr-youtube The Latest Issue of the Supply Chain Pulse: conta.cc/39CqaRx 2020 AIAG Corporate Responsibility Summit: tinyurl.com/sd8pb8h 2020 AIAG Supply Chain Summit: tinyurl.com/yx5asq35 Supply Chain USA 2020: tinyurl.com/yx4c2v2q Supply Chain Now Listener Survey: forms.gle/76Q2ynmidNdRCgzM7 Check Out News From Our Sponsors: The Effective Syndicate: www.theeffectivesyndicate.com/blog U.S. Bank: www.usbpayment.com/transportation-solutions Capgemini: www.capgemini.com/us-en/ Vector Global Logistics: vectorgl.com/ APICS Atlanta: apicsatlanta.org TalentStream: talentstreamstaffing.com/ Verusen: www.verusen.com/ ProPurchaser.com: tinyurl.com/y6l2kh7g Supply Chain Real Estate: supplychainrealestate.com/ This episode was hosted by Paul Noble and Scott Luton. For additional information, please visit our dedicated show page at: www.supplychainnowradio.com/episode-316

Lauren Aguilar, PhD is a leading expert on diversity and inclusion. Lauren specializes in translating the science of diversity into actionable strategies that organizations and teams can use to foster more diverse and inclusive workplaces. She partners with innovative companies like Airbnb, Clif Bar, and eBay. Lauren's superpower is using a data-driven—yet human centered—approach to diversity and inclusion. Her research on diversity, team dynamics, belonging, and communication has been published in the Journal of Experimental Social Psychology, Physics Today, Gender News, Symmetry Magazine, the Encyclopedia of Human Relationships, and the Journal of Personality. As a thought leader, she has been featured in Fast Company, Yahoo, HRCI, Top Employer, ZDnet, Popsugar, the Women in Science Forum. She was named a “40 Under 40” by San Francisco Business Times, “Top Diversity Influencer” by Culture Amp and a “Distinguished Emerging Global Leader” by Womensphere. Lauren has presented her research at many conferences around the world, and has taught courses on diversity at Stanford University and Columbia University. Prior to Forshay, she was a partner at a boutique diversity consulting firm, a research scientist and co-director of a diversity fellowship/mentorship program at Stanford University. Lauren earned her PhD in social psychology at Columbia University and completed a postdoctoral fellowship at the Clayman Institute for Gender Research and the Department of Psychology at Stanford University. PREORDER THE BELONGING FACTOR BOOK NOW! ATTEND THE PITTSBURGH BUSINESS DIVERSITY CONFERENCE | SEPTEMBER 12, 2019 | Get Tickets Here To comment or connect, visit www.belongingfactor.com or email ibelong@belongingfactor.com About the host: (www.devinhalliday.com, www.rudimentsolutions.com) Devin Halliday is a Northern California native, living in Pittsburgh, Pennsylvania. He's explored the people, places and cultures across this beautiful planet. He's been amazed. He's been humbled. He's been outraged. But mostly, he's been inspired. After nearly twenty years leading people and delivering award-winning results in a Fortune 15 technology company, he started a new and fulfilling chapter. As Founder and Chief Belonging Architect of Rudiment Solutions - A People Empowerment Company, he is able to bring a lifetime's worth of inspiration and influence to those looking to achieve more. As the author of the book "BE/LONG/ING FACTOR" and host of the Belonging Factor Podcast, Devin gets to share his personal mission with the world. Check out Serendipity Labs at www.serendipitylabs.com if you want to experience the most amazing office and co-working space I've ever seen! --- Send in a voice message: https://anchor.fm/belongingfactor/message

Often the language people use to communicate impacts how others relate and perceive. In this podcast, Lori Mackenzie, Executive Director of the Clayman Institute for Gender Research at Stanford University, discusses research-based insights of how you can overcome areas where unconscious bias is playing a role.  Find out more from Lori at: womensleadership.stanford.edu

We don't always think of Internet memes as a force for serious social change. But the humor behind image macros and mashup content can be leveraged in the fight against toxic masculinity — with the right talent, of course. Julia Hava has amassed a huge following on Instagram (@binchcity) by turning sexist advertising into hilarious commentary on feminism and mental illness. Alli and Jen talk to Hava about the modern feminist conversation happening online, and how memes and humor play an increasingly important role. Follow Binch City: https://www.instagram.com/binchcity Here's the video from the Clayman Institute for Gender Research about unconscious bias, which Alli references in the episode: https://womensleadership.stanford.edu/level This episode was co-produced and edited by Sophie Bridges. Support 2G1P on Patreon! https://www.patreon.com/2G1P Join us on Discord: discord.gg/2g1p Email us: 2G1Podcast@gmail.com Talk to Alli and Jen: https://twitter.com/alligold https://twitter.com/joonbugger Call the show and leave a message! (347) 871-6548   Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode, we’re talking about research with Lori Mackenzie. Lori is the Executive Director of Stanford University’s Clayman Institute for Gender Research as well as the Co-Founder of the new Stanford VMware Women’s Leadership Innovation Lab. She advises diversity and inclusion efforts at the Stanford Graduate School of Business and teaches executive education. Her work has been published in the Harvard Business Review, New York Times, BBC, and San Francisco Chronicle. In fact, she was one of the 100 women who was interviewed for the 2018 documentary bias. Lori holds an MBA from the Wharton School of Business and a BA in Economics from the University of California, Berkeley. Her main focus of work is at the Clayman Institute which was founded to produce research that motivates gender equality. In her interview, Lori touches on the Paradox of Meritocracy, which is how we as individual managers opened the doors to be more bias. The Paradox of Meritocracy has created the conversation about how to debug meritocracy and the way that bias will make the performance of men look better for the same level of performance, disadvantaging women and people of color. She emphasizes the importance of providing individuals with tools so that change will actually happen. She also touches on the coping strategy with good news. Research states that women who self monitor are more successful than even the most assertive men. This means being able to move fluidly between a warm and welcoming approach and a direct assertive approach. Lori recommends to stay curious and try to understand what would be effective and how we can create change. The best way to do that? Take a growth mindset approach in your everyday life.

Our next guest left a successful career in Silicon Valley at Adobe and Macromedia when she realized that a major shift had been happening—the women who had been working in the cubes and offices around her were gone. Karen Catlin turned her attention to writing, speaking, and coaching on creating more inclusive workplaces and adding diversity to speaker line-ups, particularly in tech.   Author of Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces, Karen Catlin shares several practical tips for creating an atmosphere of inclusion. "At every level of an organization, we can be a better ally." SHOW NOTES/LINKS MENTIONED IN THIS EPISODE PRESENT! A Techie’s Guide To Public Speaking Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces Grace Hopper Celebration:  World’s largest gathering of women technologists Lean In: Women, Work and the Will to Lead, by Sheryl Sandberg Why Most Performance Evaluations Are Biased and How to Fix Them report by Clayman Institute for Gender Research Amplification: Washington Post article “How a White House women’s office strategy went viral” How women can say no to ‘office housework’ Ladders article MUSICAL INSPIRATION FOR THIS EPISODE ON SPOTIFY: "Brand New Day" by Sting   ABOUT THIS PODCAST Stayin' Alive in Tech is an oral history of Silicon Valley and technology. Melinda Byerley, the host, is a 20-year veteran of Silicon Valley and the founder of Timeshare CMO, a digital marketing intelligence firm, based in San Francisco. We really appreciate your reviews, shares on social media, and your recommendations for future guests. And check out our Spotify playlist for all the songs we refer to on our show.  

Diva Tech Talk interviewed Monica Bailey, Chief People Officer at GoDaddy (www.godaddy.com). At 18 million global customers and 8,000 employees, the 22-year old company is an indisputable market leader, as the largest ICANN-accredited domain registrar in the world, four times the size of its closest competitor. Monica came to her role at GoDaddy “having seen a lot of things I love about the technology industry and having seen a lot of things that I didn’t want to repeat.” The daughter of a social worker mother and a residential builder father, Monica was raised in a “rough and tumble fishing town” on Washington State’s coast, populated by “amazing people” who “had to be as fierce as the ocean to survive there.”  She graduated from Washington State University’s Edward R. Murrow School of Communications with a double major in psychology and communications, and a special focus on women’s studies. Early in her career exploration, she knew “I wanted to help people; I wanted to make an impact.” Fate intervened in landing Monica’s first job. Armed with her resume, she visited a friend at Microsoft’s headquarters in Redmond, Washington and spotted her third cousin, who facilitated interviews. She was hired as a technical recruiter. “I feel so fortunate. Tech is a place where we don’t ponder too long. We experiment, try things, iterate, and hopefully make change in the industry, and the world.” Her career at Microsoft spanned many roles including recruiter, recruiting team captain, senior human resources generalist working on Microsoft’s consumer internet group, manager of Microsoft’s merger and acquisitions, senior talent assessment manager supporting President/CEO succession and development planning, and also did a stint as HR partner for Microsoft’s Research arm. Monica is a life-long champion of diversity, shaped by enlightening lessons from her 17-year Microsoft tenure. She has the highest regard for Microsoft’s current CEO but “I grew up in a work environment that was internally competitive,” she said. “There was no shared, core criteria that was fair and accessible to employees.” Learning from that, she believes “there is enough pie for everyone. I don’t want to compete with folks. I don’t want my folks to compete with each other.” In her industry, and company, “we are better together.” Monica defined diversity as “having different perspectives around ‘the decision-making table.’ The more folks you bring around that table, from different backgrounds, different ethnicities, different socio-economic classes, the more holistic you get to be.” She stressed that if you don’t have diversity, as an organization, you can “miss the market.” Her transformational work at GoDaddy has been propelled by a partnership with Stanford University’s 40-year old Clayman Institute, a nonprofit extension founded to inspire innovative solutions that advance gender equality. After their in-depth review with unprecedented access, “They said: you have two choices.  You can continue to refine your hiring to reduce unconscious bias, similar to what many companies are working on. Or you can go for the ‘Holy Grail:’ career advancement for women, knowing that there is very little research in this area, at this point.” Making the Holy Grail choice, GoDaddy revised their unique performance review process encompassing the “what” (targets, objectives, activity,) and “how” of achieving goals. “We want wonderful people doing wonderful work,” Monica said. “So, we had to reimagine the ‘how’ in order to strive for true diversity. The ‘how’ is how you exemplify our values; how you live them every day; how you help each other do great things for our customers.  We included ‘how do you introduce diversity and different perspectives ‘around the table’, in order to innovate.” Monica stressed that there has also been a robust effort to block unconscious bias in every human resources’ process as a result of the Clayman Institute counsel. “We just decided to build diversity into everything we did. Diversity is not siloed. It lives in every piece of work we do. The bummer is you’re never done!” GoDaddy is making great diversity progress.  “Our employees are super-clear about our culture and values. They come to GoDaddy because it is a really different culture --- hard-charging, yet collaborative. We overtly talk about it and more importantly, our people talk about it.” Monica said. “And we have record low attrition.”  She proudly pointed to a recent survey that shows that 89% of GoDaddy’s top individual contributors and leaders would recommend the company to others. By following Clayman’s recommendations to break down all the work into a simple, clearly accessible set of behaviors, “women and men have a statistically equal shot at top performance in the company…We pay a dollar for a dollar, women to men.”  And, “last year, we were at 31% women in our most senior roles.” Monica’s  diversity recommendations for other organizations include: thoughtfully and creatively formulate your vision of success and act on it; examine performance by every possible human criteria to strive for absolute fairness; methodically and constantly survey your talent base, and customers, on what is working and what is not; and engage in systems like “promotion-flagging” to ensure that those who don’t “self-promote” are still fairly recognized. Monica was emphatic about the positive return on investment that diversity represents for all companies. At GoDaddy “We believe that diversity creates better innovation, better products and services for our customers.” Her mission at GoDaddy is “making the company we all want to work for!” Make sure to check us out on online at www.divatechtalk.com on Twitter @divatechtalks, on Facebook at https://www.facebook.com/divatechalk.

Sally Thornton is founder and CEO of Forshay, a company that focuses on how people can do their best work through executivhttp://forshay.com/e recruiting, project-based work, and improving the system of work through increased diversity, inclusion, and belonging. Sally launched WorkLab in 2015, a design thinking community of action committed to making work better, based on her work with Stanford's "Redesigning and Redefining Work" project. She lectures regularly at Stanford’s Graduate School of Business as well as UC Berkeley's Haas School of Business. She also serves on the Advisory Council of Stanford’s Clayman Institute for Gender Research. Sally and Stew discuss the future of work, which will be more fluid, less focused on a job and more on both the work itself and on results. They discuss the importance of social support at work for enabling people to thrive in all parts of their lives. Sally offers valuable tips on how to harness technology so that it is not a distracting and intrusive force in our lives but, rather, so that it helps to limit and focus our time on the people and projects that matter. See acast.com/privacy for privacy and opt-out information.

Carson Martinez: Health Data Privacy 101 (Ep. 134) Bio Carson Martinez (@CarsonMart) is the Future of Privacy Forum’s Health Policy Fellow. Carson works on issues surrounding health data, particularly where it is not covered by the Health Insurance Portability and Accountability Act (HIPAA). These non-HIPAA health data issues include consumer-facing genetics companies, wearables, medical “big data”, and medical device surveillance. Carson also assists with the operation of the Genetics Working Group. Carson was previously an Intern at Intel with the Government and Policy Group, working on health, technology, and policy. Before joining Intel, she was an intern for the International Neuroethics Society, and a Research Assistant for both the Data-Pop Alliance and New York University. Carson graduated from Duke University with a Master’s Degree in Bioethics and Science Policy with a concentration in Technology and Data Policy. She earned her Bachelor’s Degree in Neuroscience with minors in Philosophy and Psychology from New York University. Carson is also a Certified Information Privacy Professional/United States (CIPP/US). Resources Future of Privacy Forum When Breath Becomes Air by Paul Kalanithi   News Roundup Trump considers re-joining the Trans-Pacific Partnership Erica Werner, Damian Paletta and Seung Min Kim reported for the Washington Post that President Trump has ordered officials to look into the possibility of re-joining the Trans-Pacific Partnership –that’s the trade partnership between eleven nations, including Japan, Vietnam and Singapore. The Obama administration had signed the agreement, and Mexico and Canada are participating. But Trump backed out. Now he wants back in, presumably to gain negotiating leverage against China.   U.S./UK Accuse Russians of hacking home routers There are fresh allegations today from British and American officials regarding Russia’s spying program. Apparently, Russians may have hacked routers belonging to small businesses and home offices. British intelligence, the National Security Council, DHS and the FBI made the announcement saying they had “high confidence” that Russia led cyberattacks into internet service providers, network routers, government and critical infrastructure. You can find the report in Forbes. FCC’s Pai won’t investigate Sinclair Remember the viral video from a few weeks ago in which news anchors on Sinclair TV stations around the country were reading the exact same script? Well, despite the request from 11 Democratic Senators plus Bernie Sanders, who is an Independent, to investigate Sinclair for distorting new coverage, FCC Chairman Ajit Pai has declined. He cites the First Amendment. The FCC’s inspector general is currently investigating Pai for improperly paving the way for Sinclair’s acquisition of Tribune Media.  Brett Samuels reports in The Hill. Apple warns employees about leaking Mark Gurman reports in Bloomberg on a leaked memo from inside Apple to employees warning them about leaks. The company threatened legal action and criminal charges and indicated that it caught 29 leakers last year, 12 of which were arrested. New paper finds women find chilly environment in tech companies A new paper out of the Clayman Institute for Gender Research and Stanford University finds that more women are earning STEM degrees. But they are finding the tech companies in which they find jobs to be stifling environments. Contributing to the chilly environments women technologists often find themselves in are the overt usage of gender stereotypes, an exclusive “geek” culture and other factors that discourage some women from advancing in tech.  

The "Fortune On Stage Presents: The Most Powerful Women" podcast series features inspiring and practical advice from the world’s most preeminent women leaders.

WRW034: Funding Research for Change with Michelle Clayman I can’t express how excited I am to share this week’s episode with you. My guest, Michelle Clayman is a CFA, Founder, Managing Partner and Chief Executive Officer of New Amsterdam Partners LLC, an institutional money management firm in New York. She has been published in the Financial Analysis Journal, the Journal of Investing and NYSSA Financial Professionals’ Post. She is also a frequent commentator on Bloomberg and other financial media. Having gone to an all girl's school, Michelle was encouraged to set her aspirations high. She attended Oxford University and eventually attended the business school at Stanford University. She began her financial career with the Bank of America in London and eventually found her way to Wall Street. Through her experience, she found that there was a gap between quantitative research and money investment. Being bold, she decided to start her own business, along with several other partners and New Amsterdam Partners LLC was born. Michelle is not only a successful women and entrepreneur – she is a philanthropist. Having been involved since 1993 in what is now known as The Clayman Institute for Gender Institute, Michelle first sat on the National Advisory Panel and seeing that there was a lack in resources, she worked hard to move them from “bake sale” fundraising to more sustainable funding sources. Eventually, the opportunity opened up for an endowment fund, and Michelle felt that it was the perfect fit for her. Today, the Institute is doing great work, with research even being referenced in the book Lean In: Women, Work, and the Will to Leadby Sheryl Sandberg. If you’re interested in becoming involved in philanthropy, Michelle recommends thinking about causes that are important to you and then getting involved. Also, consider putting aside a certain amount of money for charitable giving. Whether it’s through volunteer hours or monetary donations, it’s about supporting those causes closest to you. If you liked this episode, be sure to share it with your friends and colleagues. Also, visit iTunes and write us a quick review. Finally, thanks for listening!

Rebroadcast A Chosen Exile: A History of Racial Passing in American Life, published by Harvard University Press, examines the phenomenon of racial passing in the United States from the late eighteenth century to the present. Allyson Hobbs is an assistant professor in the history department at Stanford.  She graduated magna cum laude from Harvard and she received a Ph.D. with distinction from the University of Chicago.  She has received fellowships from the Ford Foundation, the Clayman Institute for Gender Research, and the Center for the Comparative Study of Race and Ethnicity at Stanford.  Allyson teaches courses on American identity, African American history, African American women’s history, and twentieth century American history. She has won numerous teaching awards including the Phi Beta Kappa Teaching Prize.  She has appeared on C-Span and National Public Radio and her work has been featured on cnn.com and slate.com.  

"Talib Kweli, legendary emcee and activist and one of the most important voices in hip-hop and youth social movements right now speaks on Art, Social Movements & The Way Forward. This lecture is part of RACE, POLICING & MASS INCARCERATION, a AAAS course (AFRICAAM34) and public lecture series presented by IDA and the Program in African and African American Studies “The Race in Post-Obama Initiative” is generously supported by The President’s Office and the Vice Provost for Undergraduate Education (VPUE), Graduate School of Education (GSE), Center for Comparative Studies in Race and Ethnicity (CCSRE), Clayman Institute for Gender Research, Stanford Center for Opportunity Policy in Education (SCOPE), Center for Race, Ethnicity, and Language (CREAL), Department of History, American Studies, Institute on the Politics of Inequality, Race & Ethnicity (InsPIRES), Chicana/o-Latina/o Studies, Department of English, Feminist, Gender, and Sexuality Studies (FGSS), Modern Thought & Literature, Religious Studies, Theatre and Performance Studies and the Stanford Humanities Center."

A Chosen Exile: A History of Racial Passing in American Life, published by Harvard University Press, examines the phenomenon of racial passing in the United States from the late eighteenth century to the present. Allyson Hobbs is an assistant professor in the history department at Stanford.  She graduated magna cum laude from Harvard and she received a Ph.D. with distinction from the University of Chicago.  She has received fellowships from the Ford Foundation, the Clayman Institute for Gender Research, and the Center for the Comparative Study of Race and Ethnicity at Stanford.  Allyson teaches courses on American identity, African American history, African American women’s history, and twentieth century American history. She has won numerous teaching awards including the Phi Beta Kappa Teaching Prize.  She has appeared on C-Span and National Public Radio and her work has been featured on cnn.com and slate.com.    

The Clayman Institute for Gender Research and the Stanford Center for Health Research on Women & Sex Differences in Medicine honored Dr. Iris F. Litt and her contributions as a trailblazer for gender in medical research.

Stanford GSB Professor Sarah Soule presents research findings a unique dataset on over 22,000 protest events in the United States. Soule looks at the impact of race and gender in police response at a presentation at the Clayman Institute. (December 1, 2009)