Fewer large companies are run by women than by men named John, a sure indicator that the glass ceiling remains firmly in place in corporate America. Among chief executives of S&P 1500 firms, for each woman, there are four men named John, Robert, William or James. We’re calling this ratio the Glass Ceiling Index. (SLNYT, inspired by a 2-page PDF report from Ernst & Young which computed analogous numbers for board directors.) [more inside]
The most recent episode of the Ruby Rogues podcast — #179 Accountability and Diversity with Meagan Waller — is a treasure trove of insights and info about unconscious biases, diversity, employment, culture, tech, and more. The podcast page features a timestamped topic outline of the discussion, as well as many links to the Ruby community websites, projects, studies, conferences, and controversies they discuss… [more inside]
SLIMED! Author Mathew Klickstein not a fan of Nickelodeon's approach to diversity. I think it’s worse when they shove it in there. Sanjay and Craig is a really good example, which funnily enough is written in part by Will McRobb and Chris Viscardi from Pete & Pete. That show is awkward because there’s actually no reason for that character to be Indian — except for the fact that [Nickelodeon President] Cyma Zarghami and the women who run Nickelodeon now are very obsessed with diversity. Which is fine — do what you’re gotta do, and Dora [the Explorer] was certainly something of a success, but there’s no reason for [Sanjay] to be Indian at all. No one working on that show is Indian. They’re all white. It’s all the white people from Bob’s Burgers and Will and Chris. [more inside]
This is Science Magazine; this is one of their featured front-page stories (date stamped 17 September 2014 8:00 am): "The top 50 science stars of Twitter", by Jia You. The list has 46 men and 4 women. [more inside]
Model View Culture is a new online publication that concerns itself with technology, culture and diversity. [more inside]
Last summer, researchers at Yale published a study proving that physicists, chemists and biologists are likely to view a young male scientist more favorably than a woman with the same qualifications. Presented with identical summaries of the accomplishments of two imaginary applicants, professors at six major research institutions were significantly more willing to offer the man a job. If they did hire the woman, they set her salary, on average, nearly $4,000 lower than the man’s. Surprisingly, female scientists were as biased as their male counterparts. A wonderful long article by Eileen Pollack where she talks to her former mentors, the study authors, and the other female science professors at her alma mater. NYTMagazine, worth reading especially for the absence of glib simple answers. (Previously, of course.)
From the mid 40s to the mid 50s Coronet Instructional Films were always ready to provide social guidance for teenagers on subjects as diverse as dating, popularity, preparing for being drafted, and shyness, as well as to children on following the law, the value of quietness in school, and appreciating our parents. They also provided education on topics such as the connection between attitudes and health, what kind of people live in America, how to keep a job, supervising women workers, the nature of capitalism, and the plantation System in Southern life. Inside is an annotated collection of all 86 of the complete Coronet films in the Prelinger Archives as well as a few more. Its not like you had work to do or anything right? [more inside]
Nature constantly engineers new and creative solutions to all sorts of problems—turning our stereotypes about sex upside-down along the way.
The results of the Women Working in Comics survey are in. Meanwhile Comics Alliance has asked creators how comics can do better at female characters. (previously, previously)
"Race & Gender of Judges Make Enormous Differences in Rulings, Studies Find," is the headline of a February 6 ABA Journal article. The article refers to two studies reported in law reviews, linked here in pdf format, on the effect of gender and race on decisionmaking in harassment and discrimination cases.