Monday, October 24, 2016


by Ian Alexander 
Originally published: October 20, 2016

Government intervention in the motion picture industries cannot undo an industry-wide problem that affects a vast amount of productions. The scale of the diversity problem is evident in several recent industry studies conducted on the biggest Hollywood releases and TV shows.

Recent incentives announced in various countries from Canada to the UK have lifted hopes that diversity can be tackled early on in the development of feature films, but this new push alone cannot resolve the problem that is deeply rooted in the way that films are financed.

After “Gods of Egypt” was widely panned as a white-wash, Ridley Scott admitted that he was unable to get non-white actors in lead roles because of the limitations imposed by a tax rebate he relied on to get financing in place. However, the argument that tax rebates or incentives are blocking financiers from being able to make stories with diverse cast or crew members is becoming less of an acceptable excuse.

The Gender Ratio In Tech Is Getting Worse, Says New Research - FORBES

by Christine Wallace
Originally published: October 20, 2016

The share of women in computing jobs is on track to decline from 24% to 22% over the next 10 years. That’s the stunning news coming out of a new report from Girls Who Code and Accenture, released today. According to Cracking the Code: Get 3x More Women in Tech, despite increased interest from policy makers, business leaders, and tech activists, the ratio of women in technology is getting worse, not better.

It feels counterintuitive. It seems like you can’t go to a tech conference or pick up a business magazine these days without hearing about the push to get more women and girls into computer science. Yet the number of computing jobs is ballooning and the proportion of women available to fill those jobs isn’t keeping up. As more industries are being redefined as technology-enabled and more computing jobs exist outside of “technology” companies than within them, the shortage of homegrown talent is hitting crisis levels.

Why hiding won't cut it for black women in the workplace - CHICAGO TRIBUNE

by Cheryl V. Jackson 
Originally published: October 20, 2016

Women of color can be particularly susceptible to putting in hard work while letting others take all the shine.

But it's important for women to speak up and promote themselves, said Sandee Kastrul ⇒, president and co-founder of i.c. stars, a technology-based leadership and workforce development program for inner-city adults. 

Visibility was among the topics during the How to Close the Gap, a Chicago Ideas Week panel discussion Monday at Blue1647, addressing the underrepresentation of African-American women in tech and executive suites.

"We're really good with setting the table for other people to eat, and then eating in the kitchen or over the sink and being invisible," Kastrul said. "Step into the light and find that visibility."

Liberals overhaul judicial appointment process to boost diversity - GLOBE AND MAIL

by Sean Fine 
Originally published: October 20, 2016

People who apply to be federal judges will for the first time be asked about their race, gender identity, indigenous status, sexual orientation and physical disability, and this information will be published for both applicants and appointees.

And members of the 17 committees that screen candidates for federally appointed courts and make recommendations to Ottawa will receive training in “unconscious bias” so they do not reject good applicants from minority groups, the Liberal government said on Thursday.

Stressing the importance of bringing greater diversity to the federal bench, the government said it is immediately disbanding all of the remaining Harper-era committees that screen judges, although the members can reapply. Just seven of the committees nationwide were still in operation; the government had let the other 10 lapse. A Globe and Mail review published in April, 2012, found that only two non-white judges had been chosen out of 100 appointments the Conservatives had made.

How To Handle Working For A Boss Who's Younger Than You - FASTCOMPANY

Originally published: 

Technically, your boss's age relative to your own shouldn't matter. Realistically, it might. Here's how to get over it.

Among the evolving workplace dynamics we’ve come to love—like flexible work arrangements and casual Fridays—comes a shift that rattles almost everyone affected by it: One-third of employees report to someone younger than them. A few years ago, a study by CareerBuilder had that number at 34%, to be precise. It’s likely that even more managers today are younger than their employees.

Are you one of them? Maybe you re-entered the workforce after taking some extended time off, or you switched careers to finally break into the industry you’ve always wanted to be in, which is great except you had to accept a lower-level position than you’re used to.

So here you are, answering to a manager who’s both qualified and competent—and also a lot younger than you. The dynamic is not one you’re fond of; frankly, you can’t help feeling a little embarrassed.

Being An Introverted Leader In An Extroverted Business World - FORBES

by Dan Schawbel
Originally published: October 20, 2016

I spoke to Beth Comstock, Vice Chair of GE, about what can be done do increase the percentage of women in executive roles, the question she’s never been asked before, what her leadership style is, what her criteria is for deciding whom to hire, and her best pieces of career advice.

As Vice Chair, Comstock leads GE’s efforts to accelerate new growth. She operates GE Business Innovations, which develops new businesses, markets and service models; drives brand value and partners to enhance GE’s inventive culture. This unit includes GE Lighting, GE Ventures & Licensing and GE sales, marketing and communications. Since 2008, she served as GE’s chief marketing and commercial officer. From 2006, she was President of Integrated Media at NBC Universal overseeing ad revenue and the company’s digital efforts, including early development of, Peacock Equity, and acquiring In 2003 she was named the company’s first chief marketing officer in more than 20 years. Previously, she held a succession of roles at GE, NBC, CBS and Turner Broadcasting. Beth is a member Nike’s Board of Directors and Trustee president of the Cooper – Hewitt Smithsonian Design Museum. You can follower her on Twitter @bethcomstock or on Facebook for more updates on her life.

Study Finds Work-Life Balance Could Be A Matter Of Life And Death - FASTCOMPANY

by Jared Lindzon 
Originally published: October 20, 2016

New research suggests a correlation between an employee's control over their work and their life expectancy.

People often complain that their job is killing them, or that they’re working themselves to death, but new research suggests there may be more truth to those clich├ęs than we realize.

A recent study conducted by Indiana University's Kelley School of Business found that those who work in high-stress jobs with little control are more likely to die sooner than those who have more control over and balance in their work.

The study, which has been accepted for publication in the Journal of Personnel Psychology, followed up with Wisconsin residents who had participated in a longitudinal study of 10,000 people that graduated from Wisconsin high schools in 1957. Participants were interviewed on their education, occupation, and emotional experiences at various intervals throughout their lives.