#IWD2022 #BreakTheBias - Voices of Women Leaders in Canada
Miix Analytics Inc.
Miix?? Analytics Inc. is a marketing consulting boutique based in the greater Toronto area.
Today is International Women’s Day 2022. Miix hosted an inaugural event in cadence with this years' theme #BreakTheBias. Rather than cheering on the advancements women have made, we had very REAL discussions with 6 phenomenal Canadian women about their experience with bias, what they are choosing to fight, and tips for other women to continue to push through to bring equality and inclusion for all. The full stories of our five amazing panelists are shared below. These are stories of true empowerment, from voices that need to be heard.
'Imagine a gender equal world.?A world free of bias, stereotypes, and discrimination. A world that is diverse, equitable, and inclusive. A world where difference is valued and celebrated. Together we can forge women's equality. Collectively we can all #BreakTheBias.' (IWD, 2022)
Included in this article:
Tips from Lynne Piette's Keynote | How to #BreakTheBias
Our event featured a keynote by Lynne Piette is the Head of Marketing at Volkswagen Canada. Her team along with TYPE1 were the recipients of the CMA 2021 “Best of the Best” award for their campaign:? “The Carbon-Neutral Net”.? Lynne is a prominent female leader in an industry where senior leadership roles are dominated by men.? Kicking off our discussion, she empowered our audience of women and allies to:
Lynne also shared two fantastic recommendations to keep the momentum going:
Seun’s Story? | Breaking the Bias of Racism
Seun Tuyo is a Director on the North America team at RFI Global. Seun is a Nigerian woman who has worked in Market Research for nearly a decade. She enjoys traveling, learning about people and cultures, and has lived on three different continents. She continues to navigate the struggles of her double identity of being both black, and a woman.
1) How do you define Bias?
Seun: Biases lead to erroneous conclusions. You have a preconceived idea, and as a result, you pass judgments or hold strong meanings to people, things, or situations, whether consciously or unconsciously. These preconceived notions are built over time – through individual experiences, beliefs, opinions, or media consumption, but the problem with bias is that they are not grounded in facts and their implications can be devastating.
2) What Bias do you want to break today?
Seun: As a black woman, working in predominantly white spaces has been challenging. I grew up in Nigeria, where my skin color was never top-of-mind. Now, working in predominately ethnic minority spaces, I have to work twice as hard as men to receive the same recognition. As a black woman, that number goes up more. You go through the dance of being black but try not to be too black, and then there is the gender intersection. It is important that black women can occupy the spaces they deserve, one where they can show up authentically to be seen and heard.
3) Can you share a story of when you experienced bias and how you challenged that???
Seun: A role was advertised within the organization which I thought I was competent enough to apply for. My manager also gave me a nudge to go for it. However, a white male who had his prejudices towards me at the time said I should not bother applying because he did not think I was competent based on his feelings towards me, as we barely worked together. I knew my worth, I knew I was competent, and I was confident in my abilities to deliver on the job. As a matter of fact, the current role I was on was far below what I was worth, and I had held on to it for what already felt like a long time. Knowing this gave me the courage to challenge his approach.? I asked what his feelings were based on, and obviously, this was based on my place as a minority black woman. I was ready to walk away but there were other people who helped him see his bias and rectified the situation.
4) What gave you the courage and strength to stand up?
Seun: I am my own champion and I have learnt to advocate for myself. I have done a lot of work on myself over time and I know exactly who I am. When I show up in a room, I know that I have earned the right to be there. We all have more agency on ourselves than we realize. I knew I needed to speak for myself in that situation because I could not allow his prejudice towards me to reduce my self-worth.
5) What advice do you have for others who may be going through what you experienced?
Seun: Remember that this bias you are experiencing is not about you. You need to remain grounded in this as you continue to build yourself and do great things. Biases are preconceived notions that are likely based on opinions rather than facts. It often has nothing to do with you. Don’t let someone else’s problem become yours.? Also, as a black woman know how to be able to identify and manage biases when they come. When you identify bias, communicate your displeasure assertively and eloquently because there is already the “angry” black woman narrative and you don’t want that noise to stifle your message.?
Finally, sometimes these moments when biases and prejuduces happen, they are done unconsciously and ignorantly. These moments could be teachable moments and so how you articulate your displeasure is important. The individual could use these moments as a lesson, so don’t pass on it.
Caroline’s Story | Breaking the Bias of Ageism
Caroline Gianias is the President of Radio Connects the marketing and trade association for Canada’s commercial radio broadcasters.? Caroline is a 35+ year veteran of the Canadian advertising industry, culminating in a c-suite role at one of the world's largest global agencies prior to her forming her own consultancy service.
1) What Bias do you want to break today?
Caroline: In my own personal experience, and from other female colleagues and peers, I want to break the bias of Ageism.? I saw many of my female peers’ careers hit an abrupt wall when they turned 50.? Some say it happens to men frequently, however, with fewer women at the upper levels of business, when it happens to us, it’s more apparent. There can also be reverse-ageism, in that a woman’s career growth potential mid-career can be seen as limited based on the assumption she wants to start a family.???
2) Can you share a story of when you experienced bias and how you challenged that???
Caroline: Reaching a certain point in your career, you become a liability to a company. It’s called Spreadsheet Management. Clients have the notion they need young ideas rather than years of experience.? I became more valuable as a consultant than a full-time employee.? On reverse-agism,?
I can remember calling out male counterparts for their concerns over hiring a woman in her late 20s.? They assumed she would want to have children soon and it would be disruptive to building the team.? This male would have preferred to hire a less qualified male versus a well-qualified woman at her age.? In the end, she was hired, she went on to have 2 children and become a very valued senior member of the agency. On a more human level, we women need to do more to support one another at whatever age we are.? I’ve witnessed successful women be more of a threat than a mentor because of their belief that “If I had to do it the hard way, you should too.” We need to stand on each other’s shoulders, not tear each other down.??
3) What gave you the courage and strength to stand up?
Caroline: Early in my career, I looked to align myself with people whom I admired for how they conducted themselves and how they treated people in the workplace.? From how they spoke to the receptionist to how they dealt with senior-level executives.? You can tell a lot about a person from that behavior.? You will meet many people as you climb the corporate ladder, and you will see many of them again as you climb down. The old adage “treat people as you wish to be treated” is golden for a reason. If and when you do experience that bump from a “lofty height” don’t give in to others' belief that you are too old to contribute to today’s business challenges and disruptions. Believe that with age comes wisdom and your wisdom has value.? It’s my experience, my relationships, and my career reputation that enabled me to begin my second life after the c-suite as a consultant, and now the President of the trade association, for the largely male-dominated radio industry, which I began when I was 55.? As I approach turning 60 this year, I have no plans on stopping.???
4) What advice do you have for others who may be going through what you experienced?
Caroline: Foster relationships and seek out mentors that you want to learn from. Find the veterans in your career that you can align yourself to.? They can be men too. Find people you want to emulate and observe the way they conduct themselves, from the moment they meet the receptionist to the CEO.? I started my career as a receptionist at a big agency, so I experienced this first-hand. Be confident in what your experiences have taught you, and don’t ever be afraid to speak up.
Susan’s Story | Breaking Anchor Bias
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Susan Sanei-Stamp is a Director of Talent Research and Insights at RBC. Susan is a proud Farsi Canadian woman, raising two boys, has a thirty-year career in Market Research, and holds her MBA from Athabasca University where in her final paper she examined implications on EDI of corporate mergers.
1) How do you define Bias?
Susan:?Bias is the fast thing that happens in your brain…from unconscious to conscious, and then what you do with it. At its core, it’s when we hold a belief that is either not grounded in fact or is an accumulation of experiences or teachings that blur the line between opinion and fact. That then becomes the lens through which people and situations are assessed and reacted to. It’s also something that is felt quite differently between the person who holds the bias, and the person towards whom the bias is directed. The bias holder is either unconscious of their bias or feels justified in holding it because again, there are blurred lines between opinion and fact. The recipient of bias experiences a series of behaviors that, unless explicit, can be difficult to prove or describe, and they are left with blurred lines between their own feelings and facts. Last, bias is something I describe as having a weight. It’s a mental load that is carried by all, with additional weight placed upon those experiencing it because they are the ones expected to identify it, unpack it, and teach the bias holder why it’s not ok.
2) What Bias do you want to break today?
Susan: I’d like to break Anchor bias. This is the act of grounding oneself in a perception that they are unwilling to move away from, regardless of new information. It’s the act of viewing the present and future through the lens of the past – and being unwilling to move away from that.
3) Can you share a story of when you experienced bias and how you challenged that???
Susan:? This is a tough one. Part of what I’ve found difficult when experiencing bias directed at me is the inner dialogue: is this bias? am I being sensitive? did I do something to deserve this? why is this happening? is it truly bias, or am I perhaps just unlikeable to this person? what’s triggering this bias – is it something about my demographics, my personality, or something else? ?My personal experience with anchor bias was not a one-off, but an ongoing challenge that created an environment in which I could not thrive. It became apparent that an opinion of me had been formed and this opinion was one that I simply could not get out from under. More challenging was being told it came from people’s “gut”. The bias became career-limiting and took a toll on my mental and emotional health. It was used as a way to justify making me feel excluded from opportunities, respect, and recognition. Some to whom I turned supported me, some told me I was being too sensitive, some doubled down and took this as an opportunity to criticize me more, and some felt so powerless they said I should just put my head down and ignore it. I chose instead to leave. I realized that not every opinion of me matters enough to me that I will cower under it.
4) What gave you the courage and strength to stand up, and what advice do you have for others?
Susan: I don’t really know, but I can say that death by a thousand cuts is a real thing. At some point, I arrived at a place where the micro (and some macro) aggressions were making me bleed my sense of self and I am better than that. And therapy. What I learned about myself during sessions became a bell I simply could not un-ring.? What ultimately worked for me? Take your inner dialogue out for a walk. Give it air, give it space, look at it and share it. It’s uncomfortable and difficult because it can feel like you’re sharing an element of shame. And it’s that exact feeling you need to break. As Brené Brown says, in the absence of bravery, we avoid tough conversations, our talk tracks become toxic, we lack feedback and accountability, and we become enveloped in “shame and blame”. I’ve realized, over time and through a lot of self-reflection that I am not just a leader at work – but I am the leader of my life and my identity.
Amanda’s Story | Breaking the Bias of Modern Sexism?
Amanda Spakowski is a Talent Acquisition and Equity, Diversity and Inclusion professional who specializes in 2SLGBTQIA+ inclusion and allyship. She and her partner are celebrating their first child who turns one next month.
1) What Bias do you want to break today?
Amanda: The bias I want to speak to today is sexism. Over the years, I’ve spoken with many women who have stated that they don’t feel the effect of sexism in their lives. It’s made me think more about what sexism actually looks like in our day-to-day experiences and why we may have a hard time identifying it when it happens. Sexism isn’t restricted to sexual harassment or being under-estimated for "being a girl." It's commonly in the more subtle things. Some workplace examples are that women are more likely to be interrupted than men, and when they’re interrupted it’s more often to criticize them whereas men are interrupted more often to be praised. Women’s ideas, credentials, and directives are more often challenged, and more often aggressively so. Mistakes that women make are more harshly punished, remembered longer, and held against them longer than those of men. Women are more likely to be flirted with at work for the purpose of influencing her to offer exemptions or perks and if that flirtation is not reciprocated, she is punished as the behavior often switches to aggression, negative gossip, maltreatment, or social exclusion. It’s not just men who engage in these behaviors.? We have all grown up with messages of sexism and are both the receivers and perpetrators of sexism against women.??
2) Can you share a story of when you experienced bias and how you challenged that???
Amanda:? A small example is witnessing a colleague's hand be ignored as others jumped in with their contributions during a team meeting. After about 10 minutes of this, I interjected and said, "Actually, (person's name) has had her hand up for about 10 minutes. Did you still want to contribute your thought?" One thing we can do to #BreakTheBias is to notice how much conversational space we take up and develop methods in team meetings to ensure others are not interrupted and heard properly.?
A more potent example is something that I've experienced regularly over the course of my career, no matter which position I've held. That is, a male colleague becoming visibly angry and disrespectful when I highlight an error in their work. In their ranting, they’ve called me names, suggested I was not experienced enough to hold my position, and suggested that their friends, who were also my colleagues didn’t actually like working with me. I generally choose not to address their tone at the moment and instead reiterate that once the error is corrected I can proceed with their work with no delay. I then revisit the way I was spoken to at a later date. I do this for a few reasons: First, I generally find that trying to appeal to someone when they’re escalated isn’t successful. Second, I am also really upset at how I’ve been spoken to and need to calm down before addressing it.? Last, I want to get really clear on why what was said was inappropriate so that I could articulate my thoughts in a way that is professional, generous, and helpful. I wait until I am ready to speak with the person and book a meeting. I highlight that while I am someone who is open to feedback, I require that feedback be delivered respectfully. I identify that name-calling is intended to make me feel small and that telling me that others don't like working with me is meant to make me second guess my professional relationships and sense of belonging at work, which is inappropriate and uncalled for. I say that it's enough for them to just state that we have something to improve upon, there is no need to cut me down in the process. I tend not to name the treatment I’ve received as sexism because I find that when I use “ism” words in a conflict-resolution conversation, the person often gets fixated on that term and defends how they’re not that “ism” instead of working on the behavior that needs to be addressed.?
3) What gave you the courage and strength to stand up?
Amanda: A few factors influenced my ability to speak up. It’s by no means comfortable, but I do it anyway. I am a fairly confident and outspoken person and often speak my mind without beating myself up afterward. I think my personality allows me to have an easier time speaking up. The goal of these conversations isn't for us to walk away being "friends" but rather, for us to have a shared agreement about what respect and collaboration look like in our relationship. Not being friends doesn't mean the relationship can't be very satisfying, but not worrying about whether or not they "like me" provides a type of freedom to have these conversations with less angst. I’m also white and may benefit from privileges that allow white employees to speak up with less consequence than racialized people in the same workplace. For this reason, I feel that I should speak up when I can, to improve the work environment for more than just myself. And finally, I've often had very supportive leadership who trusted my judgment and had my back. However, without that support and trust, I’m not positive that I would have handled these situations the same way. The risk of the confrontation resulting in further escalation is greater if leadership neglects to hold that individual person accountable alongside you.
4) What advice do you have for others who may be going through what you experienced?
Amanda: It’s never too late to give feedback. You don’t need to provide it immediately in order for it to be addressed. You can wait until you are ready to receive any response to your feedback, even a week, a month, or longer. After all, it's you who will endure the potential consequences of speaking up, so take the time to make sure you are supported and ready before having the conversation. Once I gave feedback a year later because it took me that long to feel ready. All you need to say is “I’d like to revisit a conversation we had about x amount of time ago” and go from there. Then focus on the behavior and its effect.? The following is verbiage I have found helpful because it is specific and direct:?
“When you do this, the effect is this, and I don’t want you to do this anymore.”
For Example: “When you call me names, the effect is to cut me down and that’s not helpful if the goal is to continue to work together. When you need to work something out with me, I will require that you refrain from calling me names.”
Similarly, it’s never too late to provide an apology. As I learn more and more, I realize times when I might have made someone uncomfortable and it can be worth apologizing. I’ve contacted folks sometimes years after the fact to say “a while ago, I said/did x. I’ve since learned how hurtful/inappropriate that can be and wanted to apologize in case I hurt you in that moment.” No excuses, no need for the person to reply,? just apologize. Sometimes it goes a long way if someone has been holding on to that moment.
Sara’s Story | Breaking the Bias of a ‘Non-Traditional’ Path
Dr. Sara Cumming is a Professor of Sociology at Sheridan College and the Executive Director of Home Suite Hope a local Halton, Ontario charity that supports single-parent families rising from homelessness. Sara is the mother of 4 young women, having raised her girls as a single mother at the time. As a girl, she was supported by welfare throughout her childhood. Her career has been focused on gender equality, social policy, and employment.
1) How do you define Bias?
Sara: When we say EDI, as in Equality, Diversity, and Inclusion, we think race, sexuality, and gender differences. Being equitable and inclusive is not just that, it is how we build empathy and inclusiveness across many aspects of life. Eliminating bias is a really important step when it comes to all people, but there needs to be a next step of incorporating their lived experience into practice; into ensuring we have inclusive workplaces and spaces. Equal access doesn't mean we will have equal experiences.
2) What Bias do you want to break today?
Sara: I have deeply felt the bias of being from a very poor single-parent family, of being assumed to be less strong, capable, intelligent because of deeply ingrained sexism but for me today it's about the idea that if you don’t do things as you have traditionally planned (i.e. having a child on your own) that you are not capable of other things, such as not paying rent on time, making moral choices, getting an education.? In these situations, the parent that disappears isn’t judged, but the parent who stays is. Single mothers are explicitly stigmatized in our society.
3) Can you share a story of when you experienced bias and how you challenged that???
Sara: During post-secondary education, a white, male, married professor pulled me aside and said ‘academia is for people like me, not people like you. You have no place here.”? This overt act of aggression has stuck with me forever.? Many students already have an element of imposter syndrome. Mine was deeply felt due to the fact that I am the first generation in my family to graduate high school never mind going to post-secondary. I felt every minute of my Masters and for most of my Ph.D. that someone was going to find out I didn't belong, It was the last thing I needed to hear from my professor--the person who was in charge of supervising my Ph.D. Now, in my executive role, my job is to secure funds for the livelihood of many families in our Home Suite Hope community.? I am often sitting at a board room table often outnumbered by men, where I am always walking the line to show myself as Passionate, Creative, and Intelligent, vs. Aggressive.? How do I stand up against it?? I find you can’t always find the right balance.? Learn when to challenge in the moment versus after or behind the scene. I am lucky to have credentials. When you have those there is a subtle shift in the way they perceive you. But, it took a $175k student loan to get people to listen to my opinions.
4) What gave you the courage and strength to stand up?
Sara: I knew I wanted something different for my girls than I had growing up. I fell in love with my degree in sociology and had mentors who showed me when the moments to push were. I have raised four girls who are strong women, whom I would describe as social justice warriors who live in their own skin. Own your success just as you own your failures.? Women haven’t been allowed to own their achievements as much as men. It can be perceived as bragging and pushy. When you become a feminist and people label you as such life that balance becomes a bit more pronounced. A good mentor teaches you when to hone that skill instead of having it shut down conversations.?
5) What advice do you have for others who may be going through what you experienced?
Sara: Lean on academics. For me, it’s always been about education. I’m always looking for new courses, such as women in leadership courses, unconscious bias training, and other forms of Equity, Diversity, and inclusivity. Having mentors and education in these spaces help you to learn and acknowledge when you are facing bias and how to overcome it.? Sometimes it’s hard to recognize you are facing a bias, or to acknowledge what your own pushback looks like - whether they are silent or big moments. In addition to learning spend time UNlearning. We can treat people in the same ways we are trying to avoid being treated.
For the full video recording of the Miix Analytics #IWD2022 event, email [email protected]