Resources

Stereotype Threat Cover Image

Talk with Faculty Colleagues About Stereotype Threat

This Talking Point Card explains stereotype threat and how it is triggered, shares examples of effects from stereotype threat, and suggests ways to create a stereotype threat-free environment for attracting able and diverse students to computing.

Stereotype Threat Cover Slide

Stereotypes and Stereotype Threat Affect Computing Students

This slide deck is a companion piece to the NCWIT Talking Point Card Talk with Faculty Colleagues About Stereotype Threat (www.ncwit.org/stereotypethreattp). You can hand out the card to your colleagues and then share these slides at a faculty meeting. 

Male Advocates and Allies (report cover)

Male Advocates and Allies: Promoting Gender Diversity in Technology Workplaces

This report, sponsored by NCWIT's Workforce Alliance, provides an inside look into how men think about and advocate for diversity in the technical workplace. Drawing from interviews with 47 men in technical companies and departments, this study: 1) Identifies the factors that motivate or hinder men in advocating for gender diversity, 2) explores what diversity efforts men have experienced as successful or unsuccessful, and 3) identifies specific strategies to increase men's participation in advocacy.

Supervising-in-a-Box Series: Supervisors as Change Agents

Supervising-in-a-Box Series: Supervisors as Change Agents

Supervising-in-a-Box Series: Supervisors as Change Agents is for supervisors who wish to become change agents in their organizations. The materials are focused on actions that you as an individual supervisor can take to raise awareness and motivate change. Of course, supervisors cannot “do it all,” but these individual efforts are often what it takes to spark change. The materials here also point to other NCWIT resources that can help with planning more systemic, department, or company-wide change at later stages.

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How Can Reducing Unconscious Bias Increase Women’s Success in IT?

Research shows that even individuals committed to equality harbor unconscious biases that impact everyday decisions and interactions. In the IT workplace, unconscious gender bias can mislead employers, both male and female, to make inaccurate judgments in hiring, performance reviews, and promotion.

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Supervising-in-a-Box Series: Performance Review/Talent Management

Supervising-in-a-Box Series: Performance Review/Talent Management

Supervising-in-a-Box: Performance Review/Talent Management provides supervisors with resources for reducing biases in performance evaluation and talent management systems. This “Box” includes tip sheets, resources for identifying and reducing biases, templates, evaluation tools, key takeaways, and background information on unconscious biases.

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How Do Stereotype Threats Affect Retention?

Stereotype threat harms both performance and motivation by reducing our feelings of competence, belonging, and trust in our colleagues. However, careful thought, education, and regular assessment of diversity practices can help minimize incidents of stereotype threat.

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Supervising-in-a-Box Series: Team/Project Management

Supervising-in-a-Box Series: Team/Project Management

Supervising-in-a-Box helps establish supportive and effective relationships with a diverse range of employees. This box explores ways to reduce or remove unconscious bias, discriminatory practices, and institutional barriers while performing supervisory job functions – including recruitment, project management, performance evaluations, feedback processes, and everyday communication. Team/Project Management focuses on running an effective, innovative, and productive team.

How Can Unbiased Software Facilitate Girls’ Interest in IT?

Educational software can increase students’ motivation, interest, and academic achievement in science and math. To do so, it must be selected and utilized properly to avoid gender bias. A sample tool for guiding software selection is provided.

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