(토요모임) [15. September. 2018] Saturday meeting Topic

[Scarlet]

Howdy ! 

It's me Scarlett !   

This week we have 3 categories of topics which are connected with 'Creativity&Vision, Environment & Gender disparity'. Do not be obsessed with all the articles too much. Just pick some articles what you have interests and prepare your opinions related to them. :)

Detailed lists are as follows.

◈ Motivational Video :

---- How society destroys your creativity (ALike)

---- Believe in something, even if it means sacrificing everything.

◈ Environment :

     ---- Air pollution causing major reduction in intelligence, study suggests

◈ Gender Disparity :

---- Why Asia's future is female

---- Asia’s 10 most gender equal countries
---- 10 Questions for Kylee Wall about Gender Issues in the Post Industry

Hope you enjoy the topics

With luv

Scarlett

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How society destroys your creativity (ALike)

An award winning short movie 

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<Questions >

Q1. What is the definition of creativity?

Q2. What makes you yourself ? Why you are unique?

Q3. What is the biggest difference from others that makes you unique or special?

Q4. Are you creative?

Q5. What makes you stop being creative?

Q6. Do you think society encourage you to be creative? or not?

Q7. What is wrong with social system?

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Believe in something, even if it means sacrificing everything.

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Nike defies Trump’s ire by embracing NFL’s kneeling

Colin Kaepernick, new face of ‘Just Do It’ campaign

‘We believe Colin is one of the most inspirational athletes of this generation,

who has leveraged the power of sport to help move the world forward’
PUBLISHED : Tuesday, 04 September, 2018,

Nike Inc has chosen Colin Kaepernick, the first NFL player to kneel during the national anthem as a protest against racism, as one of the faces for advertisements commemorating the 30th anniversary of its “Just Do It” slogan, risking the ire of US President Donald Trump.

“Colin has been a Nike athlete since 2011,” Nike spokeswoman Sandra Carreon-John said on Monday. “Colin is one of a number of athletes being featured as part of our 30th anniversary of Just Do It.”

She said Nike unveiled the campaign last week by releasing a film featuring Serena Williams entitled “Voice of Belief.”

The former NFL quarterback posted a black-and-white close-up of himself on Instagram and Twitter on Monday featuring the Nike logo and “Just do it” slogan along with the quote, “Believe in something. Even if it means sacrificing everything.”

“We believe Colin is one of the most inspirational athletes of this generation, who has leveraged the power of sport to help move the world forward,” said Gino Fisanotti, a Nike vice-president of brand for North America, according to a story by ESPN story, which first reported Nike’s decision to use Kaepernick as part of the ad campaign.

Representatives for Kaepernick and the NFL did not respond to requests for comment on Monday.

Kaepernick was a quarterback with the San Francisco 49ers for six years. He stirred a national controversy by taking a knee while the anthem was played before games during the National Football League’s 2016 season to draw attention to police killings of black men and other issues.

The anthem protests, soon embraced by other players, raised the ire of some NFL fans and Trump, who has said he would love to see NFL owners fire football players who disrespect the American flag.

The NFL this season has adopted a rule requiring all players to stand during the anthem, although it gave them the option of staying off the field until the ceremony was over. Even so, the protests have persisted through the preseason and the NFL has said it is in discussions with the players union on the policy.

Kaepernick and another former 49ers player, Eric Reid, have not been signed by any of the NFL’s 32 teams since their protests spread around the league. Both have filed collusion grievances against NFL owners.

On Thursday, arbitrator Stephen Burbank denied the league’s request to dismiss the case, which means he found sufficient evidence for the case to continue and perhaps go to trial.

News of Nike’s ad campaign broke just days before the first game of the NFL season on Thursday, when the controversy over pre-game protests could flare anew.

“Nike has always been and will continue to be my family’s favourite shoe,” wrote Twitter user @TheDionneMama.

But other reaction on Twitter was negative. “Time to throw away all my Nike crap,” wrote @SportDuh 17.

Kaepernick received an enthusiastic welcome from fans at the US Open’s showcase tennis match between Serena and Venus Williams on Friday night when he was shown raising his fist on the big screen.

Article source : https://www.scmp.com/news/world/united-states-canada/article/2162612/nike-defies-trumps-ire-embracing-nfls-kneeling-colin

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<Questions >

< Struggling with your beliefs >

Q1. Have you ever sacrifice something because you believe in something?

Q2. What beliefs do you carry that may be holding you back?

Q3. What do you think of Colin Kaepernick? Would you do that same thing if you are in his shoes?

Q4. Have you ever faced with someone because you think some value should be kept for society? What was the result of that resistance?

< How to achieve your dreams >

Q1. What are your passions? How can you turn your passions into work?

Q2. What do you dream about? What are your goals?

Q3. How do you plan on accomplishing your goals?

Q4. How do you motivate yourself to take action?

Q5. Who do you admire?

Q6. Where do you enjoy working? What inspires you?

Q7. How can you make yourself better?

Q8. How can you make the world better?

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Air pollution causing major reduction in intelligence, study suggests

Poisonous air estimated to cause premature deaths of 7 million people a year worldwide
Harry Cockburn/ Tuesday 28 August 2018 01:05

In addition to having a deadly impact on people’s physical health, air pollution is now also believed to be responsible for a profound reduction in intelligence, a new study indicates.

Chronic exposure to airborne particulate matter appears to cause significant falls in test scores for both language and arithmetic, with average results equating the impact of poisonous air to losing a year’s worth of education.

The research was carried out in China, but is relevant around the globe, as over 91 per cent of the planet’s population live in areas with dangerous air and is now the fourth-highest cause of deaths worldwide, according to the World Health Organisation.

In the UK, poisonous air is estimated to claim 50,000 lives annually, and this year the European Commission referred the British government to court for breaching EU air quality rules.

The Chinese study, published in the Proceedings of the National Academy of Sciences, took place over four years and analysed verbal and arithmetic tests taken by 20,000 people of all ages.

The results indicate prolonged exposure to poor air appears to cause a degradation of cognition which worsens with advancing age.

Pollution also increases the risk of degenerative diseases such as Alzheimer’s and other forms of dementia, the study suggests.

“Polluted air may impede cognitive ability as people become older, especially for less educated men,” the authors say.

“The damage on the aging brain by air pollution likely imposes substantial health and economic costs, considering that cognitive functioning is critical for the elderly for both running daily errands and making high-stake decisions.”

The negative effects of pollution appeared to have a more pronounced effect on people’s verbal abilities, which the authors hypothesise is due to pollution having a stronger effect on parts of the brain necessary for verbal tests.

The combined effects of ambient and household air pollution cause about 7 million premature deaths across the planet each year, largely as a result of increased mortality from stroke, heart disease, chronic obstructive pulmonary disease, lung cancer and acute respiratory infections the WHO estimates.

Earlier this year a major study by researchers from Stanford University and the University of California suggested almost a quarter of child deaths in sub-Saharan Africa could be prevented by improving air quality.

Article source : https://www.independent.co.uk/environment/air-pollution-intelligence-cognitive-ability-arithmetic-verbal-skills-a8510431.html
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<Questions >

Q1. What is the air quality like where you live?

Q2. What problems does air pollution cause?

Q3. What causes air pollution?

Q4. How would society change if people became less intelligent?

Q5. How good are you at arithmetic and languages?

Q6. How worried are you about air pollution?

Q7. How intelligent are you?

Q8. What do you think of when you hear the word 'pollution'?

Q9. Would you move house to avoid air pollution?

Q10. Will air pollution get better or worse?

Q11. What is your government doing about air pollution?

Q12. Should people be able to sue polluters?

Q13. What 'concrete measures' can governments take to cut air pollution?
 

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Why Asia's future is female

10 Sep 2018/ Sri Mulyani Indrawati/ Minister of Finance, Ministry of Finance of Indonesia/ Anne-Birgitte Albrectsen/ Chief Executive Officer, Plan International

Asia is a powerhouse of growth in the global economy. From the 1980s onwards, economic development across the region has lifted millions out of poverty and doubled Asia's share of the world economy. However, signs are there that things are moderating.

Growth in China and India is no longer in double digits, many countries have to face the challenge of the middle income trap and those at the highest levels of income have tried hard to further boost their annual GDP growth. Add this to the challenge of climate change, ageing populations and increasing inequalities across the region.

Politicians, policymakers and pundits have debated what's driving this trend in detail. Yet to us, pinpointing the source of the issue is simple. Asia has a vast, powerful and dynamic driver of growth that is largely untapped: the extraordinary potential of its women and girls.

According to the Asian Development Bank, currently less than half of women in Asia are in the workforce compared with 80 per cent of men. Furthermore, for the women who do work, they are paid almost 25 per cent less than their male counterparts. The International Labour Organisation found that positions of leadership in the economy, the top management jobs, are occupied by women in only one in three cases.

Cost of Gender Disparity

It is deep, unjust gender disparity that is holding Asia back. So big that McKinsey had estimated that if nothing is done, the global economy stands to lose about US$4.5 trillion (S$6.2 trillion) in annual GDP by 2025. That's the output of an economy the size of Japan being lost every single year.

For Asia, now is the time to invest in women and girls. To break down the barriers that stand in the way of their, and the region's, economic success. There are so many things we need to do, but we want to call out just three of the biggest issues that business, governments and civil society must get behind.

The first is challenging and changing everything in Asian societies that keeps women and girls from reaching their full potential in the workforce.

We need to upend the gender norms that mean women take on the bulk of unpaid labour and care work. This can limit their options for career progression or see them stuck in low paid sectors of the economy that are also vulnerable to replacement by automation and advances in machinery.

Culture of Fear

We must also end the culture of fear for girls in Asia's cities. Part of this is changing attitudes, but it's also about building more safety infrastructure. In an era of increased urbanisation, with girls and young women in cities having more opportunities for work and education than ever before, it is intolerable that they cannot leave their homes without fear of harassment, abuse or exploitation.

Asia's high-value potential growth sectors are in digital, technology and electronics. It is imperative the large digitisation of the economy becomes truly transformative and inclusive for all.

"The final thing we need to do is ensure girls have the right role models and mentors so they can really be the ones leading the way. If girls see more women in positions of leadership either in the boardroom, in senior management or in elected offices, this starts to challenge the preconceptions of the types of jobs that girls should aspire to."

Not only are digital and technological industries male-dominated, but there is also an entrenched bias throughout a child's education that subjects relating to science, technology, engineering and mathematics (Stem) are only for boys and men. Families also fear the Internet will expose their daughters to harassment and exploitation online. This is the second thing that needs to change. We must make smart investments in the future generation of workers by equipping girls with the skills, means and capacities they need not only to succeed in but also to drive these growth sectors of the future economy.

Skills and Role Models

Governments must invest more in ensuring that digital skills as well as information and communications technology (ICT) courses are integrated throughout all stages of education and are equally accessible to both girls and boys. Educational resources should focus on e-learning so that young people actively use technologies as they learn and improve ICT skills across the board. All education and training resources should be gender-sensitive to ensure they don't perpetuate discriminatory norms by, for instance, using all-male examples.

The private sector should offer apprenticeships and vocational skills training to nurture the talents of young women, including those who might not have had access to a more traditional educational background. This will allow girls and young women to have greater exposure to the opportunities available in digital and Stem industries and facilitate their transition into work.

More female teachers need to be trained and employed in digital learning centres to create a more equitable and safe learning environment for girls. Governments and Internet companies should also commit to protecting and enhancing women's online rights and privacy, and to combating the harassment of women and girls online.

The final thing we need to do is ensure girls have the right role models and mentors so they can really be the ones leading the way.

If girls see more women in positions of leadership either in the boardroom, in senior management or in elected offices, this starts to challenge the preconceptions of the types of jobs that girls should aspire to. The private sector can do a lot more to address this issue by expanding opportunities for women to succeed in their companies.

This should not be limited to gender quotas in the boardroom, but also create mentoring schemes to nurture future talent, to support and influence personal development and career aspirations and break down some of the occupational stereotypes that dictate the career choices of girls and boys.

Female mentors in particular will help to drive this change. We don't just want girls to get good jobs, we want them to be the ones creating new jobs. Inventing new ideas, building new tech start-ups into big business, becoming the upcoming leaders of the future Asian economy.

This month in Hanoi, we are co-chairing the World Economic Forum on Asean. Our message for public officials, business leaders, civil society and educational institutions is clear. In Asia, the future is female.

•Sri Mulyani Indrawati is the Finance Minister of Indonesia.

Article source : https://www.weforum.org/agenda/2018/09/asia-the-future-is-female/

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Asia’s 10 most gender equal countries

04 Sep 2018/ Johnny Wood/ Writer, Formative Content

Despite a shrinking gender gap in many parts of the world, a lot of work still needs to be done to fully eradicate inequalities between the sexes.

Asian economies that recognize the contribution gender equality makes to their economic success could lead the way in shrinking the gap further.

Since 2006, the World Economic Forum’s Global Gender Gap Index has raised awareness of gender disparities that exist around the world. The latest report highlights the areas of outstanding performance in Asia’s top 10 gender-equal states by analysing their economic, education, health and political opportunities. It also looks at areas where these countries face challenges in closing specific areas of the gender gap.

1. Philippines

As the only nation from the region to make it into the global top 10, the report’s findings place the Philippines as the most gender equal nation in Asia.

Although this archipelago country slipped three places since last year’s global report, largely due to a performance drop in the report’s Wage Equality for Similar Work indicator, it has closed 79% of its total gender gap.

The Philippines has completely eradicated the gap between the sexes in educational attainment, but has re-opened a previously closed Health and Survival gender gap for the first time since the report was issued.

2. Bangladesh

This South Asian nation has climbed several places since last year’s report, reaching 47th place in the global ranking. Bangladesh has closed almost 72% of its overall gender gap, with advances in every aspect of the Economic Opportunity and Participation indicator.

Improvements have been made in creating equal opportunities for legislator, senior official and manager roles, as well as professional and technical roles.

Greater parity exists in the country’s Estimated Earned Income and Wage Equality for Similar Work indices, despite seeing the healthy life expectancy gender gap widen slightly.

3. Mongolia

Ranked 53 in the global index, Mongolia has climbed the rankings to reach third place in Asia.

As with Bangladesh, the country improved its gender balance among legislators, senior officials and managers, and made great strides forward with political empowerment issues for women.

Mongolia is one of only three Asian countries, along with Japan and Cambodia, to fully close the Health and Survival index gender gap.

4. Lao PDR

Compounding earlier success, Lao is the only country outside of Africa to eliminate the gender gap in labour-force participation (for the second year in a row).

Lao has recorded year-on-year improvements in tertiary enrolment opportunities and improved women’s share of estimated earned income.

Despite these successes, following two years of progress the overall gender gap has widened, caused chiefly by a fall in literacy-rate parity and a drop in wage equality for similar work.

5. Singapore

Close behind Lao, Singapore saw more female participation in the economy, with a notable increase in female labour-force participation and continued a trend now approaching near-parity in technical and professional workers.

Singapore also ranked higher on the report’s Health and Survival sub-index, increasing parity in healthy life expectancy.

Following the report’s restructured scale for the Estimated Earned Income, Singapore widened the gap in estimated earned income.

6. Vietnam

Although Vietnam experienced a decrease in gender parity for women in ministerial positions, it fully closed the gender gap among its technical and professional workers. Likewise, equal opportunities were recorded for enrolment in tertiary education sectors.

7. Thailand

Thailand saw greater gender parity for women in ministerial positions.

Also, the country fully closed its gender gap for technical and professional workers and, like Vietnam, saw more parity with enrolment in tertiary education.

8. Myanmar

As a newcomer to the Global Gender Gap Index, Myanmar has eliminated gender differences in secondary and tertiary education enrolment.

In addition to increasing women’s share of technical and professional roles, closing the gap fully, Myanmar has reached near parity in total labour-force participation.

However, the country’s women are under-represented in legislator, senior official and manager roles and inequalities exist in basic literacy rates and components of the GGGI report’s Health and Survival subindex.
Have you read?

9. Indonesia

Another country that has gained several places on the global index, Indonesia continues to make ground in closing its gender gap.

Advances have been made in wage equality for similar work and opportunities for political empowerment. However, the previously closed gender gap for professional and technical workers has begun to widen for the second year in a row.

10 Cambodia

Like Indonesia, Cambodia has climbed a few places on the index and continues to reduce its overall gender gap.

The country’s women enjoy an increased share of legislator, senior official and management roles, and greater opportunities to enrol in tertiary education.

Cambodia has maintained a closed gender gap for its Health and Survival index, too.

Article source : https://www.weforum.org/agenda/2018/09/asia-gender-equal-countries/

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10 Questions for Kylee Wall about Gender Issues

in the Post Industry
Interview for Aotg.com by Gordon Burkell

Kylee Wall is an editor currently based out of Atlanta, GA. She has been working hard over the past few years to raise awareness of the issues of sexism that face many women working in post production today. She has written articles on her own blog, as well as, for Creative Cow about the issue (you can read them here and here). In the past, she has pointed out problems that NAB has with companies presenting women as objects and as part of the sales pitch and was invited to take part in this year's NAB panel titled: Working Together to Close the Gender Gap in Post Production.

Women originally dominated the post production industry and were the preferred employees (1800s-1920s). However, now the reverse is true. What happened? How did this shift occur?

The decrease in women seems to coincide with the introduction of sound -- in other words, when things started to get overly technical, men began to push women out. This is a trend in many areas of the industry, a bias against allowing women to participate in work that was deemed difficult or masculine. Obviously the women doing this work were perfectly qualified to continue doing it, and many did -- like Margaret Booth, for example. But combine the forced gender roles with situations like men returning from war to take jobs back, and women were just pushed back into traditional roles. Few women were actually documented as editors from this period because most were uncredited, like women in many areas of the arts before the 20th century.

As a woman in post, what are some of the challenges you have to face on a daily working basis?

In my day to day, I don't notice the challenges women face in post. People think that when women talk about sexism, it must be this continuous battle against men. In reality, you go about your day like most anyone else and get your work done. But you don't realize the ways you're on guard. For example, women have to be nice, or else they're seen as rude and abrasive. If they're too nice, they're a doormat. If you're assertive, you're aggressive. If you ask for what you want, you're shrill and demanding. The qualities that people want in a male employee are seen as a weakness and a huge negative in women. There's a tight rope that has to be walked all the time, not being too feminine or too masculine.

There is a lot of research conducted in the business world on the process of employee reviews. Data shows that men are more likely to get feedback about developing their skills, while women are more likely to be criticized about speaking up and being "abrasive". There have even been studies conducted that show women who speak *as much as* men are perceived as dominating the conversation. In fact, Glen Mazzara (the showrunner for The Shield) banned interruptions in his writer's room when he realized the female writers just stopped speaking up because they couldn't speak their mind without being talked over or seen as trying to dominate the process.

What are some steps that companies/employers could take to equal out the ground and to improve the representation of women in the industry?

One thing everyone can do is just be aware of the casual sexism in their daily lives. I think everyone is clear on overt sexism, and I would hope that you don't put up with any of that. But a subtle gender bias is really difficult to detect. It can even be something so simple as walking into a post house and assuming a woman is a producer or a PA or secretary, when really she's an editor. It seems harmless, but it's indicative of a major problem of assuming things about women in the industry.

If someone is in a position to hire or promote women, try to do it. If your applicant pool has very few women, you should be figuring out why. Go to universities and women in film groups and encourage women to apply for your jobs. Adjust the language of your postings. When a woman's resume crosses your desk, think about it twice. Are you dismissing it because it's not the best candidate, or is a gender bias making you judge it more harshly than the male candidates? Find qualified women in your organization and promote them. Don't assume they don't want it.

I'm not saying you should go and find women and hire them over men. I'm just saying go and find them and consider them. In a male-dominated field that is shaped by many years of sexism, nepotism, and traditional gender roles, your talent pool is always going to be mostly men. When you try to compensate for that by actively seeking qualified women, you'll undoubtedly find that many of them are the best candidate, and the balance will start to correct.

How do we encourage the development of a work environment that is conducive to not only the proper treatment of women, but a place where they are given the opportunity to excel and become leaders of the community?

I think having more women in the field is a good place to start. And by unlearning your own sexism, you'll be less likely to do the things that keep women out of the industry -- only recommending other men for a job, assuming a woman isn't a good fit for a management job because she has a family she's responsible for, things like that. Find outstanding women in your company you may have overlooked, give them a platform, all the resources needed, and the benefit of the doubt, and take a step back to see what happens. Ultimately we want an environment where not just the ONE very best woman can succeed in the sea of guys in the field.

It's hard to change these things when they're really ingrained in our society, but I think it's possible for individuals in management positions to be aware of the bias and try to fix it within their own bubble. I've talked to a number of people about how they've changed their own hiring practices, training staff to be sensitive to these issues and taking their time during hiring to make sure they've explored their options. Some even blank out the names on resumes so there can't be any gender-related assumptions. Staffing is always a time-based challenge in post production, but the effort is worthwhile.

What is it about the industry that deters women from entering?

There are a number of issues. It's male-dominated, and people tend to try to hire people that look like them, whether they realize it or not -- and they usually don't because you don't realize what's missing when you're in the majority. I've been told male managers don't believe women are interested in technical work, so they don't bother looking for them. Younger women may not realize it's an opportunity that's open to them. But mostly I think it's the work environment itself. Both men and women assume that other women don't want to get into jobs that may have a difficult life balance. Women have to compete very closely with one another to get that one coveted spot as "the woman" in the company, which turns them against each other. Women have to prove themselves at least twice as hard to show they really are qualified. And women also feel like they have to become someone they're not to fit into these male-dominated areas. For someone that is equally as qualified as the next person, these extra barriers are frustrating. It's time and energy spent, even subconsciously, on things besides becoming a better editor.

How have men reacted to your stance on gender issues in post production?

Overall, the reaction from all genders has been very positive and welcoming the conversation. There's obviously push back on some of the ideas and hiring practices I talk about, but it's been very encouraging to see how many people are willing to accept womens' experiences and talk about how to change the work environments for the better. Everyone knows that sexist behaviour keeps everyone down, and keeping women out of technology fields including post production is really a detriment to the field.

Would you call your efforts to raise the gender issues in post an act of Feminism, or something else?

I wouldn't really call it an "Act of Feminism" exactly because it seems like I'm declaring war. And also a bit singular. Of course any efforts to raise gender issues in post, including mine, are rooted in feminism -- the advocacy of women's rights on the grounds of political, social and economic equality to men by it's most simple definition. I think of it as an overall mindset instead of certain specific acts. I think when you consciously unlearn casual sexism, it's not so much a feminist act as just being a feminist.

I mean, it all gets kind of funny-sounding, but it really comes down to this: do you want men and women to be equal? Yes? Then you are a feminist.

Do you feel like there are any resources missing/unavailable to women in the industry at the moment?

I think there are a lot of women in film or post groups with great leaders that do great things for the industry. I think what is missing most is a direct line for women into the industry, with mentorship from people high in the ranks that leads to job placement. I've read that mentorship for women in different industries isn't all that successful because the gender bias involved ends up making the mentorship pretty watered down compared to how aggressively men are trained to get ahead. I've also come to realize that women need other women as mentors for the shared experience, but women in general aren't as connected in the industry. So having a female mentor means a woman is more likely to get into a closed ecosystem of connections -- maybe less so in post production, but I can still see the point. Having a direct line to jobs in some way would help prevent this from stalling, and would mean women could be as direct about their needs as anyone else without fear of penalty.

Obviously people have attempted this, but it comes back around to being mostly about the ONE most talented woman. We need to be able to put women in jobs that aren't the single most talent woman in all the land, but a variety of qualified women. For example, HBO had a writing fellowship program recently that sounded really promising and focused on women and minorities. But their application process became a nightmare, and their applicant cap was considerably lower than most fellowships that are open to (and dominated by) men.

What have you found to be the most effective way to address gender issues in a workplace?

One way is to just state the obvious. There are so many talented people in post production, and you're missing out on a lot of them. Studies have shown that teams with women do better, and companies with significant female leadership are more profitable. Gender bias affects everyone. It keeps men and women in explicit gender roles that don't work for everyone in our world today.

Another way is to find ways to interrupt the gender bias without ever bringing it up at all. For example, you work in a post house and the male editor always cuts certain kinds of programming -- all the action or sports or whatever stereotype you can think of. Instead of assigning it all to him all the time, tag team it (if your business allows). I always hear editors say they're not specific to one genre. Make that part of your culture -- as much as possible, everyone works on everything.

What do you recommend for women and men who want to support this issue?

Speak up about it. Let your managers know it's important to you. Share research with people and start a conversation. Just talking about it really does make a difference in how others start to pick up on the gender bias in their daily life. But most of all, listen.

(Also come to our NAB panel, give us a positive session survey, and write to NAB and our great supporting organizations to say 'yes thank you, more things like that!')

Article source : http://www.aotg.com/index.php?page=gender_in_the_post_industry

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Women Say Networking Helps Them Overcome 

Gender Discrimination in the Workplace

Shapr surveyed 2,000 employed women between the ages of 24 and 45 during October 2016. Here’s what we found:

WORKPLACE DISCRIMINATION IS REAL

Four in ten career women battled workplace discrimination to get where they are today.

Our study into the career hurdles, ambitions, and setbacks of 2,000 employed women between the ages of 24 and 45 found as many as 43 percent experienced discrimination at some point in their career when trying to climb the career ladder or establish themselves in a new working environment.

More than a third (36 percent) of women felt male colleagues were able to bond more easily with those in management or higher positions.

Unfortunately, feeling left out of workplace socializing or networking opportunities because of their gender is familiar to many women. About one in five felt they’d been restricted in their career growth and also felt that their current workplace is a “boys’ club” culture.

NETWORKING HELPS

A freelancer uses Shapr to swipe through profiles and meet other professionals.

Shapr is a free networking app that helps people meet like-minded professionals. Thousands of people use Shapr daily to find mentors and get inspired from conversations with other motivated professionals. Shapr is also used by job seekers looking for less publicized opportunities, by career changers exploring different professional pathways, and by investors looking for new and innovative ideas to bring to market. So naturally, we asked women what they thought of networking.

The results show networking works.

59 percent of today’s working women say they would be more successful if they had more opportunities to engage in networking.

Results showed your professional network makes a big impact on your ability to get in the door — two thirds had landed a job purely because of an existing contact they had.

A quarter said they have a particular person or contact who gave them a chance and helped them with the knowledge that allowed them to carve out their career.

More than half of those surveyed said the ability to make relevant contacts helps them overcome some of the obstacles women still face in the workplace.

This survey illustrates the importance of networking regularly and meeting professionals across your industry to help tackle gender bias in the workplace. Sixty-seven percent of women surveyed reported they were able to land a job because of a pre-existing contact who submitted a resume internally, provided a recommendation, or shared a less publicized opportunity. The results show that building professional relationships is one of the most impactful strategies for career advancement.

Forty-seven percent of women feel that equality in workplace opportunities has improved slightly in the last five years. Yet more than a quarter of women sadly felt there has been no improvement.

With more than half of women reporting little to no improvement for workplace opportunities in the last five years, we need tools that help women to get ahead. Shapr’s goal is to make networking inspiring, manageable and useful. This goal is accomplished through a time effective app that introduces professionals with common interests. By giving women more opportunities to engage in one to one networking, we can help eliminate the gender bias.

Use Shapr to get introduced to opportunities and professionals near you. To get started, visit http://www.shapr.co or download Shapr directly from the app store and set up your free profile.

Article source : https://medium.com/@Shapr/women-say-networking-helps-them-overcome-gender-discrimination-in-the-workplace-721e384808bc

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<Questions >

< General Gender issue & Counter measures >

Q1. What is the gender disparity?

Q2. In your work place, do you have distinct roles for women? What is that?

Q3. What is your job? How many female colleagues do you have in your field?

Q4. Do you think your field have salary gaps between men and women?

Q5. How can women operate in male dominated senior networks?

Q6. Are quotas useful to tackle the gender disparity in work?

Q7. How do you think about the boy's club or the girl's club? 

Q8. Are you involved in any group gathering with same gender?

< Gender equality & Work > 

Q1. If your daughter work in your workplace instead of you, do you think, she could satisfy with her working environment or not? Do you think she would be treated equally? How about a drinking culture with your boss or your colleagues? Would you let your daughter work in your work place instead of you? 

Q2. Do you think your boss encourage gender equality working environment in your company? For example, not just drinking or having a dinner culture after your ordinary working days but having a picnic time with your employee's family members. 

Q3. Many who do work in male-dominated careers face challenges of lack of support, voice, and acknowledgement of their balance between home life and their careers. Do you think what are the major challenges for women at work among above barriers? 

Q4. According to a McKinsey Global Institute, Korean ranked in a 2nd place for the worst gender equality accompanied by a lot of Muslim-majority nations. It sounds pretty shocking, isn't it? What do you think of reality of gender equality in Korea compare to other countries? 

Q5. Do you have discrimination issue in your working field? Could you explain it in detail? 

Q6. Have you ever felt that you are discriminated from others? For instance, gender discrimination, racism, discrimination by your parents wealth status or your social level. How did you tackle this tricky situation?

Q7. How do you feel when you are exposed to discrimination? 

Q8. Do you agree that the social inequality is caused not by economy but by political party?

Q9. What cause the gender inequality in your society? 

Q10. Can you suggest smart countermeasures to deal with those tricky issues? 

Q11. Currently, movement toward equal distribution in opportunity is spreading worldwide. Do you think inclusive growth or equal opportunity concept is available in Korea society?

< Gender & Corruption >

Q1. ARE WOMEN LESS CORRUPT? Why? or Why not? 

Q2. Do you think your organization is ethically encourage the anti-corruption culture? 

Q3. How do you think about the implementation of new anti-corruption law in Korea? 

Q4. Have you ever treated or been treated by others with boozy dinner? Why does boozy dinner matter? 

Q5. Have you ever been damaged by unfair opportunity due to the corrupted behavior of competitors in your community?

Q6. Which sector corrupted the most in our society? Political sectors? Business sectors? or Education sectors? or All sectors? Because they are all connected each other? 

Q7. What is the 'Fair Opportunity based Society' or the 'Inclusive growth based society'? Do you think our society is based on this concept? What is the reality? 

Q8. Why do we need this bill in our society? 

Q9. Why do we need a clean society based on anti-corruption?