Dr. Suzette Sutherland

You want to be effective in what you're doing, but you can't do it in too aggressive manner, right? or you're labeled, and then suddenly all these negative connotations are attached to you as a leader, right? And it becomes really difficult. So that's another hard one. And we just need people to wake up to that, right?

And to understand, and they can see that in the boardroom as an example, and recognize we have a very decisive woman here, giving great advice as opposed to being really pushy.

And to understand, and they can see that in the boardroom as an example, and recognize we have a very decisive woman here, giving great advice as opposed to being really pushy.

And to understand, and they can see that in the boardroom as an example, and recognize we have a very decisive woman here, giving great advice as opposed to being really pushy.

Yeah, that's a great point. So let's move on to the third myth, the big one. We call it the pipeline issue. You hear this term often. And what's really meant by that, the pipeline issue?

Yeah, that's a great point. So let's move on to the third myth, the big one. We call it the pipeline issue. You hear this term often. And what's really meant by that, the pipeline issue?

Yeah, that's a great point. So let's move on to the third myth, the big one. We call it the pipeline issue. You hear this term often. And what's really meant by that, the pipeline issue?

Right. With that example, whether it's male or female, you know, in academia, yeah, there are people that seem to stay in these positions for so long. And if you're going to change a culture and bring it up to date, you have to do it from within.

Right. With that example, whether it's male or female, you know, in academia, yeah, there are people that seem to stay in these positions for so long. And if you're going to change a culture and bring it up to date, you have to do it from within.

Right. With that example, whether it's male or female, you know, in academia, yeah, there are people that seem to stay in these positions for so long. And if you're going to change a culture and bring it up to date, you have to do it from within.

Yeah, that's really a great point, right? So we know that there's the stepping stones that have to happen, but who made those rules?

Yeah, that's really a great point, right? So we know that there's the stepping stones that have to happen, but who made those rules?

Yeah, that's really a great point, right? So we know that there's the stepping stones that have to happen, but who made those rules?

A big thing that you were talking about, you put it on the list of things, but I just want to go back and touch a little bit more about this because I think it really needs to be emphasized is the difference between changing a culture so that people feel that they are included, and they feel like they're part of that whole process, as opposed to the word we use is tokenism, right?

A big thing that you were talking about, you put it on the list of things, but I just want to go back and touch a little bit more about this because I think it really needs to be emphasized is the difference between changing a culture so that people feel that they are included, and they feel like they're part of that whole process, as opposed to the word we use is tokenism, right?

A big thing that you were talking about, you put it on the list of things, but I just want to go back and touch a little bit more about this because I think it really needs to be emphasized is the difference between changing a culture so that people feel that they are included, and they feel like they're part of that whole process, as opposed to the word we use is tokenism, right?

I have a very diverse department, says the head of the department. Look at my picture. It looks like a picture out of the colors of Pendleton, right? But do all those people feel like they truly belong and their voices are all heard? That's such an important thing. What can we do to really ensure

I have a very diverse department, says the head of the department. Look at my picture. It looks like a picture out of the colors of Pendleton, right? But do all those people feel like they truly belong and their voices are all heard? That's such an important thing. What can we do to really ensure

I have a very diverse department, says the head of the department. Look at my picture. It looks like a picture out of the colors of Pendleton, right? But do all those people feel like they truly belong and their voices are all heard? That's such an important thing. What can we do to really ensure

that you've hired these people, all of these different types of people, and how does everybody feel engaged?