For two years, the #MeToo Movement has dominated the news headlines as women who’ve been sexually harassed or assaulted continue to step forward to tell their stories. MeToo momentum was quickly followed by the Time’s Up Movement for workplace equity for women and people of color and a legal defense fund.
With power and equality in the news, philanthropies across the Bay Area have begun outward conversations about the communities they’re supporting and inward conversations about their organizations’ culture. Gender, power, race and money give us plenty to consider when it comes to barriers to good policies and best practices for creating safe cultures. As it turns out, lenient cultures are fertile ground for both harassment and bias – and so fixing the culture can lead to better outcomes for all.
This session explores research by the Clayman Institute for Gender Research at Stanford and the new Stanford Women’s Leadership Lab on what makes inclusive workplaces where everyone can thrive. We’ll explore tools to diagnose bias, and strategies and interventions for change.
We’ll also look at ways funders are supporting nonprofits to be pro-active on their own policies and procedures.
Join us to
- Learn about the ways organizations inadvertently create and remedy gender inequality
- Explore conversations and research-based strategies that can begin a DEI journey to shift culture
- Learn about organizations currently incorporating a DEI process, how they are addressing it, the goals they hope to achieve, and what they are learning from the process
- Identify organizational indicators in philanthropy that can support the field
Two years ago the #MeToo movement exploded in the media. While many were surprised by the extent sheer numbers of women who experience harassment, many women were not. Lenient cultures where bad behaviors are not disciplined are widespread and can give rise to toxic workplaces. Even in thoughtfully designed workplaces, bias exists, creating disadvantages for some and advantages for others. While #MeToo is indeed a call for ending workplace harassment, it is also an imperative to end gender and race-based inequality in our organizations.
Lori Nishiura Mackenzie, Executive Director, Clayman Institute for Gender Research
Lori Nishiura Mackenzie is Executive Director of the Clayman Institute. Under her leadership, the Institute launched a corporate affiliates program, a learning community of corporations, government agencies and thought leaders working together for change. Lori speaks globally at organizations such as the European Central Bank, the Watermark Conference for Women and the Association to Advance Collegiate Schools of Business.
She publishes her work in outlets including the Harvard Business Review. She worked as a founding educational partner for the launch of LeanIn.org and teaches executive education at Stanford Graduate School of Business. Her current project is a book bringing to life our foundational research: Everyday Wins.
Lori brings 20 years of marketing strategy and business management experience from companies including Procter & Gamble, Apple, eBay and PayPal and is a board member for the Women’s Foundation of California. She has an MBA from the Wharton School of Business and a B.A. in Economics from the University of California, Berkeley.
About the Peninsula Philanthropy Network
The Peninsula Philanthropy Network is a group of philanthropy professionals who are leveraging the collective power and influence of philanthropy on the peninsula. We create opportunities to learn together about issues facing our community and to develop relationships with people working towards social impact.