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Seminal article from the now-defunct The Toast on how emotional labor is and expected and unpaid aspect of women's roles.

As a bro-y yet sensitive guy who cares about gender equality, I’ve always been apprehensive about entering the fray on gender issues. But in a #MeToo world, choosing to stay in my lane to avoid being criticized just doesn’t feel like an option. Deep inside, I knew this was a conversation that I needed to be a part of. And so began the laborious act of understanding emotional labor—and now I’m convinced that this is a conversation everyone needs to be a part of.

Academic report about gender and racial bias in STEM fields. Intersectional study of barriers in STEM fields.

The concept of emotional labor, introduced by Hochschild in 1983, refers to the “process by which workers are expected to manage their feelings in accordance with organizationally defined rules and guidelines”. For instance, judges are expected to appear impartial, nurses—compassionate and police officers—authoritative.

This article describes ways you can add inclusive behavior to employee evaluations.

A well-written slate of alternate values for developers that don't reinforce current systems of oppression as "meritocracy" so often does. Readers are invited to sign on to the statement.

Companies for years have disregarded the needs of parents to have on site child care programs because they have spent more time skirting the issue than finding a cost effective solution. This had led to fewer women excelling into management positions and fathers finding it difficult to be a part of their children's lives while in a high demand position. The US does have FMLA but is the only country in the world that does not mandate paid leave for new parents.

It's time to create an intentional environment that promotes diversity and not make excuses about how our job descriptions or organizational positions hinder us from hiring and promoting work equity. We should admit our bias and use it to create awareness of the issues facing us in the workplace. We must combat the promotion of homogeneity and its culturally accepted normality because that prohibits us from accepting our differences and embracing such uniqueness as a quality and not a detriment to organizations.

Jenna Weiss-Berman’s, a radio host/producer wanted to create shows that altered from the traditional format that catered to white male views and instead have more inclusive radio programming that spoke to a variety of underrepresented demographics. Though her podcasting structure opened the door for new voices, she argues that the lack of financial resources allocated in public and college radio stations, further enables the inequity seen since the only members who can rise through the ranks of such a system are rich white people in radio.

Men are becoming more present in the feminist rights movement but the attitudes towards women have changed very little. The sexual harassment and traditional notion of women having a secondary voice if not role altogether, still permeates the progressive movement. This lack of understanding among male progressives represents a hypocrisy within the movement in general that represents equality and an end to socio-political and economic disenfranchisement. Such attitudes that marginalize the voice of women have been shown to only exacerbate the inequity women face in society.