FINDING
EQUALITY
L.Battestin Final Project Spring 2018
TABLE OF CONTENTS
Introduction and Project Framework
Reframing Project Positioning Design Opportunities and Concept Development
PROJECT FRAMING
Subject of Study Problem Statement Target Audience Purpose of Study Scope of Study Opportunity Statement
DESIGN MANAGEMENT In essence, design management is about opportunities‌ It is about the relationship with other, different disciplines. Design Managers use design thinking to create a framework for the new and ways to integrate it through the successful leadership (or management) of others through projects, processes and procedures. It is a discipline that adds meaningful value to business through the use of design principles.
SUBJECT OF STUDY The subject of study for this project will aim specifically to help women by discovering their own identity process as well as understand the image of how they are perceived within the workplace with specific focus in the tech industry, which has been known to be dismissive of women throughout history. It is the hope that by examining workplace cultures and identities that they may be created to support and empower women through opportunities such as equal pay, more presence in higher positions, and more speaking time in meetings and other areas of the workplace. This study hopes to change the notion that gender equality is largely a struggle that is lead by women for women and aims to include men in the call for change.
PROBLEM STATEMENT Women have been and are continued to be discriminated in many ways that are distinct from men (Turner and Maschi, pg 151). Additionally, dynamic and contextual factors that can contribute to women’s reasons to identify as a feminist have been largely omitted from the study of feminism (Swirsky and Angelone, pg. 445). With the rise of movements like Me Too and Time’s Up, we can see there are a number of factors that could lead to women’s reasons to identify as a feminist in this day in age. There has even been a software developed to aid women in apologizing for women called “Just Not Sorry.” This program highlights undermining words and phrases in an effort to help women stop self-sabotaging (Lipman, pg. 6). Women, and men, have been lead to believe that equality in the workplace is that they be treated fairly, however this has created a separate issue for treatment. This behavior does not allow for different that may unknowingly reward men over women. It negates the challenges women face every day and in turn “turn their experience invisible to men” (Lipman, pg. 7).
TARGET AUDIENCE Here, we examine the different stakeholders and their positions within the research areas.
Technology companies Lawmakers, activists, lobbyists
Women in the workplace Men in the workplace CEOS and other executives
PURPOSE OF STUDY The purpose of this study is to: Understand the current women’s movement and feminist history Understand design thinkings and its tools/methodologies Understand empowerment theory and where it can be used Understand the workplace and the impact of culture and identity within an organization Understand how the workplace can be changed and improved to create opportunity and equality for women
SCOPE OF STUDY CONTEXT
CONTENT
Long have females suffered discrimination amidst society and
This project will attempt to understand and identify restrictions for women in the workplace and how we might use the
their male counterpart. An ever growing effort to speak out against such injustices, movements such as Time’s Up and #MeToo seem an almost tired battle at times. This is because it is often difficult for men to understand the challenges women face in their daily lives and work places. “The reality is
empowerment theory as well a cultural and identity theories to create a better environment for women.
that being male is the ‘norm’ and being a female is the ‘outlier’”(Lipman, pg. 8).
SUBJECT
LOCATION
This study will examine the tech industry specifically within the
United States of America Greater New York Area Greater Bay Area Austin, TX
areas of Austin, TX, San Francisco, CA and The Greater New York and Bay Area. This study will also focus on female specific programs involving women in tech such as GirlTech. Most importantly, this study will include females, and males, in society.
OPPORTUNITY STATEMENT There is an opportunity to explore how the culture and identity of an organization can be leveraged to empower women in the current workplace. One study found that almost half the women agreed that the statement “women have fewer opportunities than men� to be true, while only 12% of men agreed. This is because men simply can not understand what they can not see. This shows an area to create visibility of issues, mutual respect, equal opportunity and creating benefits specifically designed with females in mind (Lipman, pg 8). This would enable myself and other women in the future to have more opportunities, feel more secure in their professional environment thus making their work better or more creative. As this is in essence an issue with identity, conformity, and how to create a cultural shift- the possible solution has the potential to be adapted to solve other problems of this nature. Naturally, this would be an opportunity for the design management field to tackle a large, social, construct and deliver measurable results in the benefit and promotion of design research. As a design manager, I anticipate a role the deploys and democratizes design thinking tools for all members of an organization equally.
RESEARCH METHODOLOGY The research will take a pragmatic approach using qualitative methods approach depending primarily qualitative information to do cross-sectional action research to examine the relationship between organizational cultural and identity, female empowerment and the workplace.. This study will use primarily qualitative research to gain insights and identify undiscovered opportunities. Secondary research will come from books, journals, case studies, etc. by subject matter experts. Methods to filter knowledge will be done through the use of buzz reports, key facts and an innovation evolution map to examine how the women’s movement and the tech industry have evolved over time. Primary research will use qualitative methodologies such as expert and user interviews, focus groups, and possibly a survey. This research could benefit from a more extended observation period with a focus group.
RESEARCH SPACE
Research Data Tools and Collection Methods Insights Opportunities
RESEARCH SPACE Women in the workplace CEOS and other executives Technology companies Lawmakers, activists, lobbyists Men in the workplace
FEMINISM AND WOMEN’S MOVEMENT Swirsky and Angeline (2015)
Favero and Heath (2012) Sloan (2012)Shafi (2014) Lipman (2018)
ORGANIZATIONAL CULTURE AND IDENTITY DESIGN THINKING Best (2015) Collins (2013)
EMPOWERMENT AND EQUALITY Peterson (2014) Verloo (2005)
Taylor and Spicer (2007) Millward, Haslam, Postmes (2007) Hatch (1993) Pratt and Rafaeli (1997) Elsbach (2003) Dutton and Dukerich (1991) Elsbach and Hargardon (2006)
McLaughlin and Blackstone (2012) Francescato and Aber (2015)
RESEARCH QUESTIONS
1. How might we define the current women’s movement? 1.1 How do we currently define feminism in 2018? Where is the movement now? 1.2 In the context of the women’s liberation movement what has been achieved and what still needs to be accomplished? 1.3 What evidences is there that this is needed? 1.4 Are there successful cases of women in power? What industry/field? Where? 2. How might we describe design management? 2.1 How might we use design management tools/methods to empower people? 2.2 How might we use design management methods in the workplace? 2.3 How might empowerment theory pertain to the workplace?
3. How might we describe empowerment? 3.1 How might we use empowerment theory to support the identity of women through culture of the workplace? 3.2 How might we empower other people?
4. How might we define workplace? 4.1 How are people working? 4.2 How might we measure the impact of organizational culture and policy towards management and women? 4.3 How might we use elements of the environment (culture, identity, and built) to support women’s physical and emotional needs within their workplace?
RESEARCH QUESTIONS How might the current women’s movement leverage design management tools to empower women in the workplace?
RESEARCH QUESTIONS How might the current women’s movement leverage design management tools to empower women in the workplace?
RESEARCH QUESTIONS How might the current women’s movement leverage design management tools to empower women in the workplace?
RESEARCH QUESTIONS How might the current women’s movement leverage design management tools to empower women in the workplace?
HOW MIGHT WE‌ How might the current women’s movement leverage design management tools to empower women in the workplace?
POPULAR MEDIA SCAN This book examines design thinking and how it can relate to each aspect of the process. I will use this book to examine tools and methodologies in the practice of design thinking. This article defines design thinking and examines it’s the value to businesses. It also examines how design thinking can be used in other disciplines. I will use this article to help define and articulate the value of design thinking in an organization. I will also use it to examine design thinking’s’ strengths and weaknesses in relation to businesses.
FIRST WAVE
SECOND WAVE
1830’s- 1900’s
1960’s- 1980’s
1769- Colonies decree, as adopted from English law, that women can’t own property in their own name or keep their earnings
1963- Equal Pay Act passed by Congress 1964- Title VII Civil Rights Act passed sex discrimination [EEOC founded]
1777- All states remove women’s right to vote 1848- Seneca Falls, NY women and men sign Decleration of Sentiments ending for the discrimination of women 1872- Susan B. Anthony ‘unlawfully’ casts her vote
1973- Roe vs. Wade changed the landscape for right over women’s bodies 1974- Equal Credit Opportunity Act allowed women to take out credit card in her own name; not her husband’s
1918- Margaret Sanger wins suit in NY to allow doctors to advise about birth control to married patients only
1981- Sandra Day O’Connor first woman on the Supreme Court
1920- White women are granted the right to vote
ERAS MAP This map demonstrates the distinct eras within a topic, or topics, of interest. It provides historical context to the subject being studied. Here, I used this tool to gather information from different articles, websites and more to sort the data into the distinct timelines of the Women’s Movement.
THIRD WAVE
FOURTH WAVE
1990’s- Present
Present
1985- EMILY’s List founded with the mission to elect Democratic women who are pro-abortion to elected positions
Currently- Rise of #MeToo and other campaigns against awareness causes
1991- Case of Anita Hill
Attack of sexism expanded to include those in media
1994- Violence Against Women Act funds victims of domestic abuse and sexual assault or rape; allows for civil rights solutions to gender related crimes
Idea that ‘feminisim’ affects more than just females, and that is part of a larger social awareness
2012- Paycheck Fairness Act fails in Senate 2013- Removed band against women in combat positions 2017- Congress recorded no. of females in the house were 104; members of with 21 female Senators
INDUSTRY DIAGNOSTICS This tool examines different potential entrants, threats, opportunities and other external environmental factors within the competitive market. It allows you to examine your opportunities for success by looking at both the downsides and the useful points to highlight. The main benefit of this tool is to examine the competition possibilities within the agencies as these will be a key drivers for future development of the concept.
Gov’t Agencies
Medium threat with the power to overthrow human rights laws and EEOC laws
Consultancies
Medium to High, growing workforce
Whistleblowers
Medium threat, ability to see issues and call corporations/people out for their actions
Gov’t Agencies
Gov’t Agencies
Federal gov’t regulations and EEOC standards
Woke People
Socially Conscious Population
Female working spaces
Consultancies
Groups and other services that seek to empower women [in the workplace, tech industry, etc.]
Communities
Book clubs, garden clubs, religious groups, etc.
Gov’t Agencies
Businesses whose goal is to empower people, aid those who are generally marginalized and overlooked (ACLU, Kota Alliance)
Consultancies
Communities or workplaces for women
Whistleblowers
Figure Porter (2008)
NPO’s seeking to address workplace and gender inequalities
Corporations/Businesses
Assessment of workplace standards
Reviews
Glassdoor and other review sites for companies
HR
Ability to maintain federal workplace standards
COMPETITOR-COMPLIMENTOR CONVERGENCE MAP This tool is used to examine where topics are relating amongst different research, trends and innovations. By using information about the latest women’s empowerment services, I divided the competition within the market by each industry to then further examine the opportunities and threats.
GOV’T U.S. Dept of Labor’s Women’s Bureau
EEOC (Equal Employment Opportunity Commission
Women Employed
ACLU The Feminist Majority
Equal Rights Advocates
She Should Run
Centre for Social Innovation Kota Alliance
EDUCATION
SERVICE
AAUW #BuiltbyGirls
WriteGirl
GirlUp In Her Sight
The Wing Bumble BFF/Bumble Biz
Shapeways ChickTech
GirlGaze Girls on the Run
Belletrist
PRIMARY RESEARCH CONTACTS Due to the subject matter of a feminist identity within workplace culture, I found experts within the technology, women’s empowerment and leadership field.
Shenu Shah
Matt Eng
Alejandra Chavarria Estrada
Huy G. Hua
Aubyn Chavez
Anonymous
former AAUW intern and Senior at Centre College Washington D.C.
User Experience Researcher, IBM Austin, TX
Chemical Engineer New Orleans, LA
Donna Mae Viering Photographer New York, NY
Design Lead, IBM Austin, TX
Senior Product Designer, ReferralExchange San Francisco, CA
International Tech Company New York, NY
INSIGHTS “It felt like, for me, when I was having the conversation he’s being dismissive
[In reference to gender differences between M vs. F managers]
and it kind of was like, “Okay let’s
move on.” He and I will get into deep
“The only difference she has with
conversations but this time he just said thank you for bringing it to my attention.
previous manager is because of her
background.”
It felt like he clearly didn’t understand how it felt to me…”
“Regardless of the gender I do not
- Alejandra Chavarria Estrada
need to know the personal identity to successfully manage them, I do need to know what motivates them and what they are hoping to get out of
the career (such as promotions or work life balance or interesting projects).” - Anonymous
- Anonymous
INSIGHTS [In reference to growing up around independent females]
“Knowing and articulating your
value. Really trying to help women give
“Doubling down on my experiences by having the benefit of their perspective
the confidence that they have a certain set of skills… Because a lot of
enlightened me and ensured that I
would keep an open mind and not only see things through my own lens.”
- Anonymous
times women won’t take credit for
their [individual] accomplishments. I think the benefit of having a diverse team is tremendous. Most of our impact comes from our roadmap and the types of projects we work on. Having the luxury of many different backgrounds expands the search space significantly and allows us to find a wide range of projects we can choose from. - Anonymous
… Knowing what your
accomplishments are; what your skills are; and what results that can offer. [they] help recognize what your worth and know that you do deserve a raise, or to get paid as much as a white man working. “ - Shenu Shah
INSIGHTS [When considering future employment opportunities]
“I remember one of the hardest things I saw... I had a lead who was helping me, and she got so frustrated with
“One thing I’m really looking for is
respect for women. I think just people being more conscious not speaking over women, that is really important, and giving a second for others to speak. Even if they don’t stand up to say something right away-
giving them the space to respond.” -Shenu Shah
how she was able to operate [within the system] that she quit within two [On shifting an existing company member within the organization] “I have also had to be very active in saying okay, this is what I need help with… this is what I feel you want to do. Please help me with that and let me know if that makes sense for you right now. The longer discussion is what do you really want to do. How can I help you with that?” -Matt Eng
months. She was talented, like a talented designer. She said Matt , ‘I
don’t know if I can help you here if I can’t help myself.’” -Matt Eng
FOUND ISSUES Gender Mainstreaming
Organizational Culture
In order to successfully gender mainstream. There needs to be a space for oppositional politics and a general understanding of the concept of gender mainstreaming. This will create the content for the strategy about how to approach gender mainstreaming. It must involve a connection between practice and politics. However, should include everyone- not just experts. KEY is not to loose women’s voice as driver for transformation.
Examination of culture not linear process. Culture exists based on artifacts, values and basic assumptions at the core. These are things that work well enough and are then tough to others.
PROBLEM: not viewed as fundamental change to everyone.
FOUND ISSUES Non-Territorial Workspace and Identity Threat Thought that removing physical markers of status can remove functional group boundaries but may enhance collaboration. Workplace identity away to express distinction/differentiation and status. When physical markers removed people favor distinction over status identifiers. Deliberately select identifiers to display positive features. RESPONSES to identity threat in non-territorial workplacepeople will go extra mile to haul/display personal artifacts. Also results in squatting in unoccupied space and deliberate re-arrangement of group territories.
REFRAMING
Design Opportunities Reframe
DESIGN OPPORTUNITIES
OPPORTUNITY to redefine goal of gender mainstreaming, create a space where all, especially women, can be heard without eliminating feminist expressions of ideals. Sway people by focusing on human rights. AVOID too many tools… MUST link process to goal or easy to pervert strategy. STATISTICS NOT REALLY GENDER SENSITIVE (don’t include link to analysis of why). OPPORTUNITY for discovering basic assumptions KEY to understanding/ facilitating the change of culture. Must link artifacts, values and assumptions together to create identity. OPPORTUNITY to create social distinction of group identity to increase commitment but group must remain unique amongst other group identities (i.e. feminist groups differentiating themselves in their beliefs to create unique identity). WITHOUT clear boundaries, groups who identify with different backgrounds fear that their identity will be mistakenly perceived. OPPORTUNITY to create sign/visual language to help them create identity. AVOID creating/altering behavior to fit what should be expected. Don’t focus on common workplace threat, but individual.
REFRAME After collecting and synthesizing the data, we now circle back to the original how might we statement to reframe it to address the new findings/opportunities.
How might businesses and HR systems leverage
design management tools to create leadership opportunities and respectful environments for those who are disembodied and marginalized in the
workplace?
PROJECT POSITIONING
Positioning (PESTEL, SWOT, KEY DRIVERS, STRATEGY CANVAS) ZAG Value Proposition Onliness Statement
PESTEL How might the current women’s movement leverage design management tools to empower women in the workplace?
Political
Economic
Social
Equal Opportunity Act and other Federal Regulations
Women Owned Businesses generate $1.7 trillion in sales (American Express OPEN Report 2017)
#MeToo, TimesUp and other trending topics of discussion about on-going gender inequalities and harassment towards disempowered people (Women, POC, etc.)
Scholarships and Endowments for Empowerment and Women’s Organizations
Cultural Etiquette Social Norms
Laws to Protect Against Sexual Harassement and other Workplace discriminations
Millenials cutting cord to business that are unresponsive to their needs (i.e. cable TV vs Netflix)
Shaming, Reputation Slandering and Other Blaming Tactics Feeling Marginalized (Disparties amongst genders in tech industry, systematic racism and sexism) Movement to include not just females in feminist identity Millenials will become dominant demographic in the marketplace
Figure Fahey and Narayanan (1986)
Continued decline of social trust
PESTEL How might the current women’s movement leverage design management tools to empower women in the workplace?
Technological
Environmental
Apps created to help empower people, software that detects and stops using language that belittles and apologizes for women
Rise of Shared Working Spaces and Other Freelance Working Sites
Social Media Campaigns and exposure to current injustices, empowering campaigns, etc. Rise of Use of AI/VR In Technology and Companies
Figure Fahey and Narayanan (1986)
Workplace Culture and Identity Informal vs. Formal Environment
Legal
EEOC Laws, Other Federal Enforcements against harassment Changes to Laws- Distance of direct impact and connection between voters and lawmakers (both State and Federal) Absence of Formal Laws- Discrepancies between State and Federal Laws (i.e. Pumping Rooms, Materinity/Paternity leave)
KEY DRIVERS MILLENIALS REACHING DEMOGRAPHIC TIPPING POINT Ability to bridge the gap between those in power and those who are disenfranchised: by either pairing legal counsel if needed, creating a safe space to share information or find a support group.
WORK LIFE BALANCE Ability to set their own hours, work freelance, benefits such as paid maternity leave, etc. Independent revenue source
DECLINE OF SOCIAL TRUST Modern day social media movement ability to slander, expose, whistleblow a company or individual immediately
SWOT EMPLOYMENT AND CIVIL LIBERTIES
American Civil Liberties Union (ACLU)
Women Employed
Strengths
• • • •
Connection to working professionals to address issues in the workplace Aid in pairing additional education opportunities and resources for women
•
• •
Coming into a created environment situation- not part of the initial planning Change mostly made within the Chicago/ Illinois State area- not national scale
•
•
Large network of employers, partners, gov’t contacts, etc.
• •
Publications and literature
• •
Opportunities
•
Strengths
Weakness
•
Actionable change through political action
Threats
•
Social norms in a workplace environment
•
Legal restrictions (laws in place, discrepancy in state and gov’t laws for things such as pumping rooms)
Expansion of tax incentives for start-ups, small businesses Create national certification for workplaces that are positive places for women and minorities (similar to the Athena Swan award)
•
Feminist Majority
Taxes, EEOC regulations
Long standing reputation of fighting civil injustices Pairs or provides legal action for workplace rights and civil liberties Large network of employers, partners, gov’t contacts, etc. Publications and literature Working on national gov’t level to make actionable change Charitable organization Platform for other national, gov’t changes- not just workplace rights
Weakness
• • •
•
Actionable change through political action- equal pay regulations, maternity and paternity leave requirements Creation of requirement for companies over a certain size to require a minimum number of women or other minorities in leadership, board or executive positions
• • • • • •
Opportunities
•
Coming into a created environment situation- not part of the initial planning Large scale agency, could possibly take longer to take action Broad roles of responsibility
Strengths
Threats
• • •
Fear culture of reporting incidents or seeking legal action against enterprises and workplaces EEOC regulations Tax incentives for corporations
Fights for reproductive rights, equality and nonviolence Public education programs Youth Empowerment Countering backlash for advancement Pursuing equality for women through legislative action Research center: publications and information
Weakness
• • •
Opportunities
•
•
Actionable change through political action- reproductive rights and other restrictions affecting family planning, birth control and other services Address society/cultural norms at an early age to prevent disempowering behaviors through education
Difficulty helping those advance in careers without education and training Broad roles of responsibility Focus on “global mindset”, many different projects within the organization
Threats
• •
Political party affiliations that disagree with family planning methods, birth control and reproductive rights Difficulty changing culture and attitude
SWOT EMPOWERMENT AND EDUCATION
The Wing
Kota Alliance Strengths
• • • • • •
Use of corporate memberships to grant first hand opportunities to join conversations, events, etc. Facility located within the larger Social Innovation Lab offices of Chelsea, NYC Hub space to create network of women at a lower price to entry for working space or education Creation of future businesses (seed center) and expose them through social media for growth Based off Finish values and culture Aims to empower women but employs all genders
Weakness
• • •
Shared working space means potential identity issues Use of individual memberships to fund staff, research Difficulty to measure impact though social enterprise for return on business investment
Strengths
• • • • • •
Co-working space and community for women Provides networking events for different ethnic groups, subjects and holidays Hosts celebrities, those making an impact in social injustices and other large scale political figures Well known public image Charitable organization Platform for other national, gov’t changes- not just workplace rights Quarterly publication/journal “No Man’s Land”
•
Tax Incentives for diverse start ups
•
Government Funding for SEED centers
•
Create Internships/Mentorships for women within the startup, tech industries
Threats
•
Funding for NPO
•
Rising cost of real estate in urban cities
•
•
Actionable change through political measures- create letter writing campaigns and community involvement that could lead to changes in city, state or federal laws towards EEOC benefits Tax incentives or scholarships for Wing member created businesses
Strengths
Weakness
•
Excludes men from community and conversation for change
• •
• •
No current hand in social outreach programs
•
No workshops
• • •
Opportunities Opportunities
Girl Up
Created by the United Nations Foundation Engages and encourages girls to take action against injustices in education Public image and exposure through Girl Up Champions and Global Advocates (celebrities, athletes, activists) Programs seek to empower women in isolated communities STEAM camp, SchoolCycle, and Leadership Summit Focus groups within communities
Weakness
• •
Opportunities
Threats
•
Rising cost of real estate
•
Franchise successful workshops
•
Traditional working environments (large existing corporations)
•
Use social database of young women seeking to create change to lobby for change in state funding, governments and foreign aid policies
•
Lobby for changes to Immigration or Refugee policies
Mostly targeted to middle school and high school women to join clubs Focus on “global mindset”, many different projects within the organization
Threats
•
Excludes males from the conversation
•
Rising age of social and digital media- potential threat of scandal by ambassador/influencer’s behaviors or actions
SWOT TECHNOLOGY AND EDUCATION
In Her Sight
#BuiltbyGirls
Strengths
• • • • •
Increase visibility of actions taken to fight or correct injustices for women Wave program- pairing students and mentors for 3 month mentorship regarding all things tech Programs to mentor, coach and aid women in tech Potential job placement or education advancement through networking Celebrity endorsements
•
Create female educated tech leaders for future jobs Create one pagers, blogs, and other successful examples of the power of having positive workplace and living conditions for females to contribute to industry knowledge
•
NYC only
• • • •
Opportunities
•
Strengths
Weakness
•
•
Other STEM/STEAM programs and industry competitors
Evaluates workplace in terms of HR/WorkLife Balance and other benefits for females Network of information regarding multiple corporations and their treatment of women in the workplace Job placement opportunities Resources for salary negotiations, etc. on blog Free accounts for employers
Weakness
•
Opportunities
Threats
•
ChickTech
•
Free opportunities through title one, other gov’t funded educational programs
•
Create opportunity to increase female employment in companies, particularly in higher positions amongst different industries Highlight and publicize companies who are diverse
No educational programs, mentorships, or scholarships
Strengths
•
•
Ability to start many chapters in different cities, regions, etc.
•
For students, professionals and companies
•
Events, workshops and conferences
Threats
•
Traditional methods of job searching (newspapers, other online competitors)
•
Competition amongst online market of workplace assessment websites
Engage women of all age in the technology world and empower technology culture amongst females
Weakness
•
Ability to manipulate and shift business model to interpret the education
•
Recruitment dependent on word of mouth, social media and geographical locations of chapters
Opportunities
•
Greater pipeline of females for tech industry
•
More educated leaders who will seek higher education
•
Future or current voters exposed to things to consider regarding state and gov’t policies regarding EEOC, working conditions for females
Threats
•
Other STEM/STEAM programs
•
Geographical location- limited access to education, technologies, companies, etc.
•
Free opportunities through Title One, other gov’t funded educational programs
TOWS MATRIX This table is used to asses macro environmental factors against the strengths and weaknesses of the internal operations. It uses key success factors to create strategic options that will help the business overcome future threats and stay ahead of the curve by examining the opportunities.
Opportunities
Threats
• Create national certification for workplaces that are
• Legal restrictions (laws in place, discrepancy in state
Strengths
Create Your Own Workplace
• Ability to facilitate and communicate with
Providing an opportunity for those to create the workplace that would benefit them. Effectively create and manage HR systems for companies to create opportunities for empowerment, leadership positions and a true work-life balance.
Get the Dream Team and Make It Happen
positive places for women and minorities (similar to the Athena Swan award) • Create female educated leaders for future jobs • Create opportunity to increase female employment in companies, particularly in higher positions amongst different industries
those of different backgrounds • Design Research and other methods to help create successful business plans, workshops, etc. • Effectively create plans for implementation
and gov’t laws for things such as pumping rooms) • Decrease of funding for NPO • Rising cost of real estate in urban cities • Geographical location- limited access to education, technologies, companies, etc.
Seek business manager with legal experience to guide and help inform during set-up. Set-up consultancy with adequate design team to help facilitate and help in delivering client’s requests. Network within local communities for women’s empowerment, the tech industry and other socially conscious communities.
Weaknesses
Inform for Change
Mentor and More
• Struggle to overcome or change in
Preparing for future threats, by creating a close relationship with the company and organization. Setting ourselves up to be able to host workshops, design challenges and other projects within the company. Inform community and organizations to hopefully create larger scale impact within the country.
Have free consults to engage and inspire within the community. Find local high-school aged students to get involved in design challenges, educational workshops, communication seminars and more. Create a space for the community to become informed and connected to help create a larger scale impact.
organizational culture • Not present in organization every day- set up to succeed but not always there for implementation, etc.
Figure Weihrich, H (1993)
DRIVERS OF WORKPLACE SATISIFCATION In essence, design management is about opportunities‌ It is about the relationship with other, different disciplines. Design Managers use design thinking to create a framework for the new and ways to integrate it through the successful leadership (or management) of others through projects, processes and procedures. It is a discipline that adds meaningful value to business through the use of design principles.
STRATEGY CANVAS This book examines design thinking and how it can relate to each aspect of the process. I will use this book to examine tools and methodologies in the practice of design thinking. This article defines design thinking and examines it’s the value to businesses. It also examines how design thinking can be used in other disciplines. I will use this article to help define and articulate the value of design thinking in an organization. I will also use it to examine design thinking’s’ strengths and weaknesses in relation to businesses.
HIGH Feminist Majority Chick Tech In Her Sight Women Employed #BuiltbyGirls Girl Up Kota Alliance ACLU The Wing IMPROOV
LOW Positions of Professional Leadership/ Development Advancement within Opportunities Organization
Work/Life Balance
Flexibility: Scheduling/Time-Off/ Benefits
Respect
Compensation
Communication between departments and other business unites
Corporate Social Responsibility
Overall Corporate Culture
Workplace Environment
VALUE PROPOSITION For People who are disenfranchised Who Want to unify their ideas and give value to the cause of equality while fighting for their civil liberties and right to exist. Our Consultancy will help you turn your ideas into action by helping you create your start-ups where you include more diverse hires and minorities in leadership positions with equal benefits (We) Will Introduce you to people from all background, ethnicities and socioeconomic classes to inspire people to empower each other in their effort to give voice to a cause. Unlike Other clubs, services and education workshops we will be with you from the beginning to allow others to feel like they are an integral part of the conversation.
ZAG 1. Who are you? Designers, business leaders and empaths who seek to create leadership opportunities, respect and equal employment in the workplace 2.What do you do? Create a strategic business plan, facilitate communication and empathy workshops, design HR systems to empower people in the workplace and allow opportunities for professional development and growth, design a plan that will facilitate a work-life balance for the employees 3.What’s your vision? Our vision is to create a workplace that breaks the glass ceiling and pays employees equally while fostering a respectful environment 4. What wave are you riding? Work-Life Balance, Equal Opportunities, Communal Working Spaces and Rise of #MeToo, Times Up and other feminist movements 5. Who shares the brandscape? Feminist groups, Think Tanks, Educational Services, Other consultancies, designers and HR managers 6. What makes you the “only”? We are the only consultancy to help you create your ideal work environment from the beginning. We combine feminist attitudes of respect, fostering community and equal opportunity to apply for all who many be marginalized in the workplace by including men, women and legal services in the conversation. 7. What should you add or subtract? Subtract the stress and frustrations that arise in established environments, difficulty in communicating with HR, and mansplaining. Add respectful community, those who wish to help people break the glass ceiling and end discrimination in the workplace 8. Who loves you? The socially conscious, feminists, human resource managers and others who may wish to foster a respectful work environment. 9. Who’s the enemy? Those who wish to continue to push, pursue and enable the status quo of workplace politics
ZAG 10. What do they call you? IMPROOV 11. How do you explain yourself? We are a group of people who are looking to help those improve workplace conditions for people of all genders, backgrounds and socio-economic groups by creating an empowering environment where all are treated equally with respect. 12. How do you spread the word? Advertising on social media and In Her Sight, Word-of-mouth by joining local tech meet-ups, clubs and other spaces for feminist and other socially active groups. 13. How do people engage with you? Users can meet us in local groups and other meetups, protesting for change, or on our website and social media. 14. What do they experience? Feel the benefits that come from a happy, healthy work environment with encouraging and supportive leaders that could lead to increased productivity, sales, goals met, etc. 15. How do you earn their loyalty? Create successful and easy to implement HR, communication and strategic business plans, do continuing education workshops with the companies after the launch of their business and help organize local outreach events to share skills with high school youth for interview training, empathy and communication workshops. 16. How do you extend your success? Introduce future options and maintain a close, working relationship with entrepreneurs and businesses in the community to help ensure continued results. Include UX, Service, and other designers within the consultancy to help fully imagine the client’s dream workplace. 17. How do you protect your portfolio? LLC, stay up to date on changing political landscape regarding EEOC laws, feminist movement and successful entrepreneurs and other companies, maintain a positive relationship with customers, partnership with companies that can expand our brand capabilities
VISION
MISSION
In five years time I would like to see a presence of more opportunities for people of color and women in the tech industry, politics, and other gender stereotyped roles. I would like there to be a presence of a certification that does more than the current EEOC regulations and Equal Pay Act to bridge the growing gap within the working economy.
Create businesses who aim to facilitate and employ females and other working professionals who may be disempowered by providing an environment that will facilitate growth and change within the community, industry and country.
CAPABILITIES
FACILITATING THE ENVIRONMENT Collaborator Inclusive Empathetic Workshop Training Exhibition Design Installation
DIGITAL DESIGN User Experience Research Service Design Digital Innovation Web and Mobile Digital Design User Interface Design
BUSINESS Strategic Planning Market Research Brand Assessment HR management Empathy and Communication Training
CONSULTING FRAMEWORK This is a five step process performed by the team at IMPROOV. Each experience will be dependent upon client’s desired results and benchmarks for success.
MAINTAINING
PIONEERING
TESTING
LEARNING
Continued Relationship to Measure Success Customer Journey Feedback
Goals Understanding Planning Discovering
Criteria for Success Follow-Ups Planning Discovering
Communication Analysis Data Collection Financial and Legal Requirements
CREATING
Voice of Employees, Managers, and other Users Strategic Plans Workshops
PURPOSE, GOALS AND OBJECTIVES FOR KPI We are a group of people who are looking to help those improve workplace conditions for people of all genders, backgrounds  and socio-economic groups by creating an empowering environment where all are treated equally with respect. It is the hope that by examining workplace cultures and identities that they may be created to support and empower the disembodied with opportunities such as equal pay, more presence in leadership and other executive positions, and more speaking time in meetings and other areas of the workplace.
SOCIAL ENTERPRISE MODEL CANVAS This book examines design thinking and how it can relate to each aspect of the process. I will use this book to examine tools and methodologies in the practice of design thinking.
Vision
Value Propositions
What are the intended long-term outcomes?
What value are we providing? How are we making people’s lives better?
Empower and educate those who are disenfranchised to create better workplaces [and opportunities for employment and leadership positions]
Ability to build an inclusive workplace environment Help establish a business plan and layout for success Help break the glass ceiling
Stakeholders Beneficiares/Customers For whom are we creating value?
Those seeking to start their own businesses; Those who are socially conscious and wish to offer an empowering workplace for females and others who are disenfranchised to succeed
Opportunity Statement
Providers/Contributers
How will we take advantage of the current conditions? What is the hypothesis for change?
For whom are we getting resources?
More opportunity for women in leadership positions in companies, better EEOC regulations, political changes towards equal pay
Ability to create a successful business, retain employees and create an environment that empowers individuals for success in the workplace
Potential Consequences
Entrepreneurs Working females and other professionals Social Activists Human Resources Organizations
Channels
Key Resistances
What type of relationship does each stakeholder segment expect us to have with theem? What information will they want? How frequently will we interact?
How will goods and services be delivered? Through which channels do our customers, beneficiaries, partners and providers want to be reached? Which channels are most effective?
What alternatives are there? Who benefits from the status quo? What potential roadblocks are there?
They will be heavily reliant upon us. They expect us to conduct research around what they desire for their future, their workplace, what issues they have had in the past and how we can address those moving forward. We will first have an initial consult with the clients. They will want bi-weekly or monthly check-ins depending on the scope of the project with a few independent meetings within the same time frame.
Read latest published articles, techniques and tools for facilitation, communication and HR tactics. Follow trends and changes in the political environment regarding EEOC regulations, female rights, immigration, etc. We may do interviews, host workshops together in the future, conduct rapid ethnography.
Resistances include lack of funding to start businesses, lack of resources. May also include laws and other gov’t restrictions Resistance within culture to empower females and other minorities.
Design briefs, workshops on empathetic training, conflict resolution and human resources mgmt, strategic planning, social media accounts, branding, marketing channels and suggestions. They will want to be reached by phone, in person and over email. In-person will be the most effective.
Resistances include lack of access to corporations. Potential issues with gathering enough people for a workshop or event.
In-person workshops, conferences, local events, meetups. Workshops and communication strategies. Reached by email or phone; most effective.
Influencers
How might social, economic and environmental systems be negatively impacted?
RBG, Hillary Clinton, Malala Yousafzai, Chimamanda Ngozi Adichie,, Ginnie Rometty, Gloria Steinem, Patti Smith
Social repercussions could be a push back against a feminist identity
Competitors
Creation of ‘male empowerment’ groups,
Relationships
For resources or market share? The Wing, Bumble Biz, Innovation Labs, Think Tanks, Startup and Technology community, Women Employed and In Her Sight
We will follow these women through the media. We will aim to reach out to them once we have created several successful companies to host workshops, conferences, mock interviews and speaking engagements within the community and businesses created.
Resistances include lack of access to influencers. Potential issues with schedules if able to host or conflicting brand ambassadorships, contracts, etc.
Create client books, take photos, share experience on social media. Photos, videos and potential one page documents from workshop, event, etc.
There could be other ways to connect with people and develop business together. Conflicting contracts with other companies or programs. Benefits include members of the tech community, females and those who are disempowered in the workplace.
Key Activities
Key Resources
Resource Streams
What key activities do our value propositions require? Our distribution/communication channels? Resource streams?
What capital, labor, intellectual, natural, social and physcial resources do we need?
How are resources acquired? For what value are our customers really willing to pay? Do customers pay with capital, information, labor or items? What other providers do resources come from?
- Lawyers - Counselors There could be other ways to connect with people and develop business together. Conflicting contracts with other companies or programs. Benefits include members of the tech community, females and those who are disempowered in the workplace.
-Educators - Office Space - Customer Engagement
- Design Team (UX/UI, Marketing, Service, Researchers)
Deposit prior to first consultation, fees through consultation, design research and -business planning activities
- Collaboration with other organizations in the community who are seeking to empower females and others in the workplace
-Host workshops for equal pay, communication and tactics
- Desirable location for startups and other businesses
-Partnership with created corporations or large tech programs to create career fairs, interviews and other employment opportunities
BALANCE SCORECARD How IMPROOV will address different segments of the business and market to effectively and regularly ensure we are meeting our desired strategic options.
OBJECTIVES Profitability
FINANCIAL
CUSTOMER
Increased revenue National Recognition Environment designed for diversity of projects;
LEARNING
Market Value Ability to have return clients and success stories
Create easy to implement strategic options for business, Continued empathy and personal communication workshops
Ensure inclusion by aligning company and strategies for future businesses remain within scope of mission and goals
TARGETS ROI from company for working with us by achieving created goals for success
Hires within the positions of leadership roles
Women, People of Color, Those who choose not to gender identify, those who are lesbians
Diversification amongst staff in created businesses
Listed in Forbes, In Her Sight, etc. best places to work
Environment designed for inclusion Environment designed for successful collaboration
INTERNAL
MEASURES
Continuous follow-up on clients Success Rate of plans implemented after delivered
Percent of diversification amongst staff members Percent of people with empathetic understanding and intuition
Weekly or Bi-Weekly Check Ins Ability to meet their desired target goals within first year to two years
Number of clients registered within first year, number of successful companies created within the first 3 years, number of outreach events and support given to community through workshops, continuing education and professions development programs within 5 years
INITIATIVES CREATE YOUR OWN WORKPLACE Providing an opportunity for those to create the workplace that would benefit them. Effectively create and manage HR systems for companies to create opportunities for empowerment, leadership positions and a true work-life balance. INFORM FOR CHANGE Preparing for future threats, by creating a close relationship with the company and organization. Setting ourselves up to be able to host workshops, design challenges and other projects within the company. Inform community and organizations to hopefully create larger scale impact within the country. MENTOR AND MORE Have free consults to engage and inspire within the community. Find local high-school aged students to get involved in design challenges, educational workshops, communication seminars and more. Create a space for the community to become informed and connected to help create a larger scale impact. GET THE DREAM TEAM AND MAKE IT HAPPEN Seek business manager with legal experience to guide and help inform during set-up. Set-up consultancy with adequate design team to help facilitate and help in delivering client’s requests. Network within local communities for women’s empowerment, the tech industry and other socially conscious communities.
CONCLUSION AND NEXT STEPS
We will begin testing with a focus group to ensure compatibility of services with clients needs. Additionally, it will allow us more time to develop information for what kinds of workshops people are looking for in existing businesses by examining the current problems. A d d i t i o n a l l y , m o r e p r i m a r y r e s e a r c hCustomer w i l l Ranking be conducted with key experts n the field who would be able to help inform more decisions regarding the possibility of this as a working business model.
APPENDICES Gantt Chart Consent Forms Transcripts Annotated Bibliography
APPENDIX A GANTT CHART
GANTT CHART This book examines design thinking and how it can relate to each aspect of the process. I will use this book to examine tools and methodologies in the practice of design thinking. This article defines design thinking and examines it’s the value to businesses. It also examines how design thinking can be used in other disciplines. I will use this article to help define and articulate the value of design thinking in an organization. I will also use it to examine design thinking’s’ strengths and weaknesses in relation to businesses.
Review
Research Planning Confirm Interviews Secondary Research Primary Research Feedback Data Organization Analysis Models Synthesis of Information Develop Insights Identify Opportunities Concept Generation Prototyping Summary Process Book
Wk 1
Wk 2
Wk 3
Wk 4
Wk 5
Wk 6
Wk 7
Wk 8
Wk 9
Wk 10
APPENDIX B CONSENT FORMS
CONSENT FORMS
APPENDIX C TRANSCRIPTS
TRANSCRIPTS
TRANSCRIPTS
TRANSCRIPTS
TRANSCRIPTS
TRANSCRIPTS
TRANSCRIPTS
TRANSCRIPTS
TRANSCRIPTS
APPENDIX D Sources and Annotated Bibliography
ANNOTATED BIBLIOGRAPHY Best, K. (2015). The fundamentals of design management. London: Fairchild Books. This book examines design thinking and how it can relate to each aspect of the process. I will use this book to examine tools and methodologies in the practice of design thinking. Collins, H. (2013). Can Design Thinking Still Add Value? Design Management Review,24(2), 35-39. doi:10.1111/drev.10239 This article defines design thinking and examines it’s the value to businesses. It also examines how design thinking can be used in other disciplines. I will use this article to help define and articulate the value of design thinking in an organization. I will also use it to examine design thinking’s’ strengths and weaknesses in relation to businesses. Duflo, E. (2012). Women’s Empowerment and Economic Development. Journal of Economic Literature, 50(4), 1051-1079. doi:10.3386/w17702 This journal examines the factors that comprise women’s empowerment and how they relate to economic development. It links the two together and discusses how development alone can play a role in creating less inequality. I will examine these factors to measure if my idea will be successful in creating economic development for women. Dutton, J. E., & Dukerich, J. M. (1991). Keeping an Eye on The Mirror: Image And Identity In Organizational Adaptation. Academy of Management Journal,34(3), 517-554. doi: 10.2307/256405 This work directs worker’s responses to how their organization responds to new and emotional strategic issues. It examines the micro-processes of organizational adaptation. This paper will enable me to successfully guide organization’s identity to be one that motivates their employees to take action on issues. It also examines how this will affect the organizational identity over time. I will use this paper to guide me to ensure the organization is taking the correct action in modeling their identity to promote women’s empowerment within the workplace, organizational culture and hopefully by proxy, outside of work.
Elsbach, K. D. (2003). Relating Physical Environment to Self-Categorizations: Identity Threat and Affirmation in a Non-Territorial Office Space. Administrative Science Quarterly, 48(4), 622. doi:10.2307/3556639 Elsbach examines why new, non-territorial workplace environments can be a threat to individuals identities. It discusses the tactics some can use to try to regain some of this distinction amongst their coworkers. I will use this literature to help ensure that any idea or framework I create will not result in the loss of personal identity in the workplace. Additionally, as these non-territorial workplace environments often are used in new tech workplace models it will provide an informative piece of information on the effects of environment and identity. Elsbach, K. D., & Hargadon, A. B. (2006). Enhancing Creativity Through “Mindless” Work: A Framework of Workday Design. Organization Science, 17(4), 470-483. doi: 10.1287/orsc.1060.0193 This work proposes the use of a new framework of work day design to enhance creative output of workers. This new framework focuses on the design of the entire work day to produce more creativity. It also discusses theories behind work design and creativity. I will use this article to examine what factors influence creativity and results from workers within the workplace. Favero, L. W., & Heath, R. G. (2012). Generational Perspectives in the Workplace: Interpreting the Discourses That Constitute Women’s Struggle to Balance Work and Life. Journal of Business Communication,49(4), 332-356. doi:10.1177/0021943612456037 This paper explains the different interpretations of the way women think about how they work amongst generations. This paper can be useful to help create a common language and bridge understanding of what women want. It will enable me to proceed with the correct ideas and terminology in aiding women to negotiate a better work environment.
ANNOTATED BIBLIOGRAPHY Francescato, D., & Aber, M. S. (2015). Learning from Organizational Theory to Build Organizational Empowerment. Journal of Community Psychology, 43(6), 717-738. doi:10.1002/jcop.21753
McLaughlin, H., Uggen, C., & Blackstone, A. (2012). Sexual Harassment, Workplace Authority, and the Paradox of Power. American Sociological Review, 77(4), 625-647. doi:10.1177/0003122412451728
This paper identifies Organizational Empowerment theory as defined by community psychologists. It provides useful supplementary material to the work emerging in the field. It also describes organizational empowerment intervention strategies as developed by European psychologists. I will use this paper to see how empowerment theory can be used in various contexts and how it could be applied to facilitate either individual participations or the organization as a whole.
The article examines authority and power as well as their relation to sexual harassment in the workplace. The article evaluates survey data and qualitative information produce during interviews to test theories of why and how authority, gender nonconformity and workplace sex ratios affect harassment. This information will enable me to ensure that any framework or idea I produce will be able to help women feel secure and supported in their workplace as opposed to controlled and dominated, or socially isolated.
Hatch, M. J. (1993). The Dynamics of Organizational Culture. Academy of Management Review, 18(4), 657-693. doi:10.5465/amr. 1993.9402210154
Millward, L. J., Haslam, S. A., & Postmes, T. (2007). Putting Employees in Their Place: The Impact of Hot Desking on Organizational and Team Identification. Organization Science, 18(4), 547-559. doi:10.1287/orsc.1070.0265
This journal contribution investigates Schein’s models of organizational culture. Hatch suggests a new model combined with Schein’s theory and ideas inspired from “symbolic-interpretive perspectives” (Hatch 1993). Hatch discusses the implications of the model for collecting and analyzing culture data. I will use this article to model the framework of how to assess organizational culture within the workplace.
This literature examines the finance industry and its relation to organizational identity. It does so by examining whether identity is more prominent or less when there are traditional vs. nontraditional workspaces (assigned desk vs. hot desking). It also examines the relevancy of electronics and face-toface communication amongst these workplace identity issues. This information is of use to me when examining traditional and non-traditional models of the work environment. It will allow me to investigate how they can be modeled to create empowerment for women in the organizational culture/identity. will provide an informative piece of information on the effects of environment and identity.
Lipman, J. (2018). That’s What She Said: What Men Need to Know (and Women Need to Tell Them) about Working Together. New York, NY: William Morrow, an imprint of HarperCollins.
Neumeier, Marty (2006), Zag: The Number One Strategy of High-Performance Brands. This book examines data from the most recent studies and Joanne Lipman’s own trials, tribulations, and anecdotes to the top of a male dominated industry. This book explores how we can close the gender gap by reaching across the divide and including our male counterparts. I will use this book to examine information from recent studies and first hand experiences conquering a male dominated industry.
Peterson, N. A. (2014). Empowerment Theory: Clarifying the Nature of Higher-Order Multidimensional Constructs. American Journal of Community Psychology, 53(1-2), 96-108. doi:10.1007/s10464-013-9624-0 This paper defines empowerment theory. It also defines and examines multidimensional constructs. It examines these constructs in the way in which they are conceptualized, and the criteria used to define them. It also analyzes existing theoretical models of empowerment and the potential problems. I will use this paper to define whether or not I would be able to create a usable model for empowerment theory and the criteria behind what defines one.
ANNOTATED BIBLIOGRAPHY Pratt, M. G., & Rafaeli, A. (1997). Organizational Dress as a Symbol of Multilayered Social Identities. Academy of Management Journal, 40(4), 862-898. doi:10.2307/256951 Pratt and Rafaeli examine how dress can affect social identify within an organization. It describes how dress can be a symbol into the view of the organizational identity and help identify conflict and management issues. The authors believe that this dress can be a symbol that can reflect a core set of organizational values. I will use these theories and identifiers in my primary research methods upon observing the workplace environment and how it relates to feminism and empowerment for women. Porter, M. E. (January 2008). The Five Competitive Forces That Shape Strategy. Harvard Business Review, 23-41. Retrieved September 25, 2017. Shafi, M. (2014). Caregiving, Work, and the Debate on “Why Women Still Can’t Have It All”. Women in German Yearbook,30, 149. doi:10.5250/womgeryearbook. 30.2014.0149 This paper examines the link between paid work and caregiving. The author believes this link to be of the utmost importance in feminist topics. This reading hopes to understand the distinct attributes of caregiving and its connection with social norms and policies. I will use this paper to gauge what is important to women in the fight for rights and feminism in the work environment and management. Sloan, M. M. (2012). Controlling Anger and Happiness at Work: An Examination of Gender Differences. Gender, Work & Organization, 19(4), 370-391. doi:10.1111/j. 1468-0432.2010.00518.x This article examines the differences between genders and how they manage their emotions in the workplace. Despite the lack of evidence, it is still believed that women are more emotional than men in the workplace and can often lead to limiting their opportunities. This article provides an analysis of data collected from a survey from workers to demonstrate their results. I will use this article to measure what are the differences between the gender and their working styles. I will use this information to relate it to my process and possible model.
Swirsky, J. M., & Angelone, D. (2015). Equality, empowerment, and choice: what does feminism mean to contemporary women? Journal of Gender Studies, 25(4), 445-460. doi:10.1080/09589236.2015.1008429 This article researches how modern women define feminism and how it relates to their desires for equality, empowerment and freedom of choice. I will use this paper to define feminism, the scope of the women who are currently identifying as feminists and why. Taylor, S., & Spicer, A. (2007). Time for space: A narrative review of research on organizational spaces. International Journal of Management Reviews, 9(4), 325-346. doi: 10.1111/j.1468-2370.2007.00214.x Authors Taylor and Spicer examine three approaches to comprehending organizational spaces. They use these approaches to understand how the space and relate to the understanding of management and organization in society. From these approaches they are able to derive scales for analysis and how to proceed with these options. I will use these scales to analyze how spaces relate to women and empowerment in the workplace environment. Turner, S. G., & Maschi, T. M. (2014). Feminist and empowerment theory and social work practice. Journal of Social Work Practice, 29(2), 151-162. doi: 10.1080/02650533.2014.941282 This paper discusses feminist and empowerment theories as related to different levels of social work assessments and interventions. It discusses an overview of both theories prior to illustrating them with a case study example. I will use this paper to assess the validity of my ideas in the scope of success of previous processes used to highlight and empower women both individually and as a collective whole.
ANNOTATED BIBLIOGRAPHY Weihrich, H. (1993) ‘Daimler-Benz’s move towards the century with the TOWS matrix’, European Business Review, vol. 93, no. 1, pp.4–11. Verloo, M. (2005). Displacement and Empowerment: Reflections on the Concept and Practice of the Council of Europe Approach to Gender Mainstreaming and Gender Equality. Social Politics: International Studies in Gender, State & Society, 12(3), 344-365. doi:10.1093/sp/ jxi019 The article measures gender mainstreaming against concepts of displacement and empowerment theories in Europe. It identifies these theories as essential components of gender equality politics. It then analyzes the weaknesses of empowerment. I will use this as a basis for comparison to analyze the concerns of those in the United States and possibly strategies to incorporate.
ADDITIONAL SOURCES (n.d.). Retrieved from https://www.builtbygirls.com/ (n.d.). The Disrupters. Retrieved from https://www.newyorker.com/magazine/2017/11/20/the-tech-industrys-gender-discrimination-problem 2017 Employee Job Satisfaction and Engagement: The Doors of Opportunity Are Open. (2017, June 30). Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/ research-and-surveys/pages/2017-job-satisfaction-and-engagement-doors-of-opportunity-are-open.aspx (n.d.). The benefits women actually want in a workplace. Retrieved from http://money.cnn.com/2017/09/05/pf/women-workplace-benefits/index.html Covington, E. (2018, April 25). A Brief Timeline Of Feminism In America. Retrieved from https://www.bustle.com/articles/106524-on-womens-equality-day-a-very-brief-timeline-of-feministhistory-in-america Doerr, P. (2018, March 08). Gender equality is good for business. Retrieved from http://thehill.com/opinion/finance/377391-gender-equality-is-good-for-business Dorey-Stein, C., Agala, R., Riegl, N. T., Bangura, I., Ogando, M., & Joy, M. (2018, January 11). A Brief History: The Three Waves of Feminism. Retrieved from https:// www.progressivewomensleadership.com/a-brief-history-the-three-waves-of-feminism/ Empowerment Workshops for Tween and Teen Girls. (n.d.). Retrieved from https://www.lessonsformydaughters.com/ Four Waves of Feminism | Pacific University. (2015, October 25). Retrieved from https://www.pacificu.edu/about/media/four-waves-feminism
ADDITIONAL SOURCES Howard, C. (2017, November 03). The World's Most Powerful Women In Tech 2017: Still A Minority, Their Clout Is Growing. Retrieved from https://www.forbes.com/sites/carolinehoward/ 2017/11/01/the-worlds-most-powerful-women-in-tech-2017-still-a-minority-their-clout-is-growing/#6848902c1217 Jackson, A. E. (2017, October 27). Meet The Woman Helming Glassdoor's Gender Pay Gap Revolution. Retrieved from https://www.glassdoor.com/blog/gender-pay-gap-dawn-lyon/ Jakab, S. (2018, March 22). Mind the Gap: Women in Technology. Retrieved from https://blogs.wsj.com/moneybeat/2018/03/22/mind-the-gap-women-in-technology/ Kolhatkar, S. (2017, December 23). The Disrupters. Retrieved from https://www.newyorker.com/magazine/2017/11/20/the-tech-industrys-gender-discrimination-problem KOTA. (n.d.). Retrieved from http://www.kota-alliance.org/
ADDITIONAL SOURCES Miller, C. C. (2017, February 07). How to Close a Gender Gap: Let Employees Control Their Schedules. Retrieved from https://www.nytimes.com/2017/02/07/upshot/how-to-close-agender-gap-let-employees-control-their-schedules.html Neal, B. (2018, April 26). Empowering Women's Organizations You Need To Know About. Retrieved from https://www.bustle.com/p/10-organizations-that-empower-women-you-needto-know-about-57661 (n.d.). How sexism in tech is affecting the female pipeline. Retrieved from http://money.cnn.com/2017/08/22/technology/sexism-tech-pipeline/index.html?iid=EL Schlossberg, M. (2018, January 18). The Problem With Privilege and Fighting for Equal Pay. Retrieved from https://www.glamour.com/story/the-problem-with-privilege-and-fighting-forequal-pay The Midas List 2018. (n.d.). Retrieved from https://www.forbes.com/midas/#5d399d645650 The Women's Lab Founding 40. (2017, August 15). Retrieved from https://nyc.socialinnovation.org/the-womens-lab-founding-40 Travis, D. (2016, January 15). The 1-page usability test plan – David Travis – Medium. Retrieved from https://medium.com/@userfocus/the-1-page-usability-test-plan-dbc8c3d7fb54 UNITED STATES DEPARTMENT OF LABOR. (n.d.). Retrieved from https://www.dol.gov/wb/NTO/workers/rights/
ADDITIONAL SOURCES
Wakabayashi, D. (2017, September 08). At Google, Employee-Led Effort Finds Men Are Paid More Than Women. Retrieved from https://www.nytimes.com/2017/09/08/technology/ google-salaries-gender-disparity.html What Do Successful and Talented Women Want From Work? (2018, May 22). Retrieved from https://www.ccl.org/blog/what-women-want-work/ Women Employed. (n.d.). Retrieved from https://womenemployed.org/ Women's Rights in the Workplace. (n.d.). Retrieved from https://www.aclu.org/issues/womens-rights/womens-rights-workplace