A Discussion about Dr. Jill Biden Misogyny and Privilege

I talk about my PhD all the time but are people with PhD’s real Dr’s?

Not everyone thinks they are, especially it seems, if you’re a woman

Get your pen and paper ready because we’re talking about doctorates, PhD’s, misogyny and privilege

In todays show we discuss several things including:

  • An example of male privilege
  • A breakdown of misogyny in action
  • Our powerful reading tip and much more

There’s still people occupying spaces they haven’t earned

“we see things like this in society in general including the Diversity and Inclusion space, people with no experience or knowledge making claims about things they know very little about based on anecdotal stories about themselves or other people that may or may not exist”

Some of these lack the experience and expertise and this causes problems especially when they abuse the privilege

“This author is mounting an attack; let’s be honest, has started an attack on a prominent woman for reasons that aren’t yet clear.. the beginning of the paragraph is rude and it gets worse”

We really need to make room for people who know what they’re doing

“Not only does he not have the experience or knowledge to make the claims in the title of the article. He spends the article explaining why he lacks the experience or or knowledge to make the claims in the title of the article”

SHOWNOTES

Is There a Doctor in the White House? Not if You Need an M.D.

Dr Jill Biden

MisogynyMisogyny

Privilege

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences