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  • upRising 2017


    Issue 5 of upRising

  • Talking Points for Colleges Following Dr. Jackson Katz Talk


    Suggested questions/talking points for guided discussions following presentations by Dr. Jackson Katz.

  • 10 Things Men Can Do to Prevent Gender Violence


    10 Things Men Can Do to Prevent Gender Violence. 


  • Block bias logo

    Guidelines for Assessing Performance and Potential


    How do you block bias from impacting your evaluation of performance? All solutions must block the use of stereotypes in assessing talent. When stereotypes become a short cut, bias can creep into the evaluation process. This guideline outlines ways you can use criteria as a tool to block bias.

  • See Bias logo

    Assessing Performance and Potential Toolkit


    Assessing performance and potential is an essential component of hiring, developing, retaining and advancing employees. In this See Bias Toolkit, learn how bias can unintentionally influence evaluations of merit in hiring, developing, retaining advancing employees.






  • Work and Occupations, Journal

    The Origins of the Ideal Worker: The Separation of Work and Home in the United States From the Market Revolution to 1950


    This article presents a historical analysis of the history of work/home separation in the United States. With the growth of markets and technology, work and home (which had been mixed) became separate and gendered. Early 20th-century offices adapted productivity standards from factories into the new white-collar “ideal worker” norm. By the 1950s, the office culture familiar today was well established—movies, television, and novels glorified the gendered system of professional work while also cautioning men to reserve time for family. Although the workforce has transformed since the 1950s, an ideology that naturalizes work/home separation persists.

  • Uncovering talent: A new model of inclusion


    It has now been many years since the diversity and inclusion revolution swept the corporate world. Today, most Fortune 500 companies have a diversity and inclusion officer who superintends an impressive array of programs focused on the needs of a diverse workforce.1 Yet reports suggest that full inclusion remains elusive:

    • “Only a little more than 1 percent of the nation’s Fortune 500 companies have Black chief executives... At the nation’s biggest companies, about 3.2 percent of the senior executive positions are held by African Americans.”
    • “A meager 21 of the Fortune 500 CEOs are women. Women hold about 14 percent of executive officer positions, 17 percent of board seats, and constitute 18 percent of our elected congressional officials.”
    • “There isn’t a single openly gay chief executive officer in the Fortune 1000.” As the Human Rights Campaign’s director of corporate programs noted,
    • “Being gay in the corporate world is still far from being a ‘nonissue,’” given that “many subtle biases remain in the workplace.”

    Why have inclusion programs stalled on these fronts? One intuitive answer is that these initiatives have not lived up to the core ideal of inclusion. The ideal of inclusion has long been to allow individuals to bring their authentic selves to work. However, most inclusion efforts have not explicitly and rigorously addressed the pressure to conform that prevents individuals from realizing that ideal. This study hypothesizes that a model of inclusion analyzing that pressure might be beneficial to historically underrepresented groups. Indeed, given that everyone has an authentic self, a culture of greater authenticity might benefit all individuals, including the straight White men who have traditionally been left out of the inclusion paradigm. To test this theory, this research draws on the concept of “covering.”

  • upRising2013


    upRising 2013

  • "Feminism" by Karen Offen


    "Definition of feminism" published in the Encyclopedia of Social History, ed. Peter N. Stearns (New York:  Garland, 1994), pp.  271-272

  • The "Missing" Element in Today's Feminist Studies: The Long View of Women's History


    Women’s historians (including both women and men), most of whom would categorize themselves as feminist historians, are completely revising our picture of the past, not only for the United States but around the world. When I am asked to explain women’s history to people who hold a conventional idea of history, mostly the product of their earlier education, I provide the following capsule summary.