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Seeking Solutions Maximizing American Talent by Advancing Women of Color in Academia: Summary of a Conference (2013) / Chapter Skim
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3 Multiple Marginality: Gender, Race, and Equity in Science Education and Research
Pages 22-26

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From page 22...
... Her aim has been to elucidate organizational and interpersonal patterns and to give individuals the tools to change these patterns and create more equitable and productive workplaces for women overall and for women of color specifically. Williams described the four main types of gender bias and discussed how they apply to different groups of women of color, noting the many areas where research is lacking.
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From page 23...
... Research shows that when the qualifications of two people were compared, if the male candidate had more education than experience, study subjects cited education as the more important factor, and when the male candidate had more experience than education, study subjects cited experience as the more important factor. 23 Finally, Williams discussed how the attribution bias means that women are judged on their achievement while men are judged on their potential.
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From page 24...
... GLASS CEILING: THE TIGHTROPE Williams discussed the "tightrope bias," which pertains to women's behaviors that bring respect, bring rejection, or bring invisibility, and the contradictions underlying how women's actual behaviors intersect with assumptions about their behavior. One aspect of the tightrope can be seen in a situation in which a behavior is interpreted differently depending on whether a woman or a man exhibited it.
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From page 25...
... Motherhood provokes very strong negative assumptions about an individual's competence and commitment. In a matched resume study, people applying for management consulting jobs submitted resumes that were identical except for four words -- "membership in the PTA." The results showed that people who were mothers were 79 percent less likely to be hired, offered $11,000 less in salary, significantly less promotable and held to higher standards of performance and punctuality.
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From page 26...
... The organization that Williams directs, the Center for Work-Life Law (http://worklifelaw.org) , has developed several sets of best practices for monitoring and modifying practices that may carry implicit bias against women and people of color, including:  work-load negotiations  start-up agreements  performance reviews  the design of policies for maternity leave, paternity leave, spousal assisted hiring, and childcare The Center for Work-Life Law is also funding studies to evaluate specific factors that contribute to successful motherhood-work balance.
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