Language of Leadership
summary
Research shows managers give women feedback that is vaguer and less technical and resume audits find assumed-male names get hired at 72% vs 44% while a major list launched with 99 men and 1 woman. Examples show ethnic names need ~74% more outreach. Practical moves include redefining success metrics, replacing binary agentic vs communal language by combine agentic and communal descriptions, making criteria visible and interrogating terms like "executive presence", and compensating inclusion labor so policies actually change outcomes.
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chapters (13)
- 0:00Welcome and introductions
- 1:26How language shapes leadership
- 3:59Bias limits who we see as talented
- 7:52Stereotypes influence word choices
- 13:55Costs of disadvantaging language
- 20:56Strategies for inclusive language
- 27:38Q&A: Defining true leadership
- 30:26Q&A: Responding to exclusive language
- 37:02Q&A: Educating allies and leaders
- 47:49Q&A: Changing success perceptions
- 53:09Q&A: Language in self-evaluations
- 57:43Q&A: Language in marketing and spaces
- 1:00:11Closing and thanks
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