Thread by @usnehal

Chatting with my dad about his first job out of his masters program from @USC @USCViterbi - he would interview, get really positive feedback,no offer. Years later his boss admitted he had called potential competing offering companies to say "I need him, don't make an offer."

Fast forward he saw the same being done to other people and he wanted out from under that boss who was controlling. So he put in for an internal transfer. He had to take his case to his boss's boss who did side with my dad on making sure an internal asset (my dad) could be shared

So, if too good at what you do but work within systems of "old boy" networks: then lack autonomy or ability to generate own options to bargain the best situation for yourself.

Then you have to find a more powerful patriarch to address unfairness.

Have external mentors.

I have always, always had mentors and sponsors outside my own department, institution, even my field.

I create bridges for myself and others and I insist on transparency.

When I find folks who do things secretly, build walls, block, suppress: not a person I should trust.

Some day the powerful person may not be a patriarch. We aren't there yet. This @nature paper should NOT have been retracted. Is an unfortunate reality that young women who align with male mentors are going to do better because of current power structures
nature.com/articles/s4146…

Many mid career #womeninSTEM face this. I know I am slowed down by it. I do know that I am an unusually empathetic mentor but I also know that being told empathy is the answer is hogwash. What my mentees need is publications, grants, committee assignments

insidehighered.com/news/2018/01/1…

Besides being high empathy, I also am very strategic. But which one is perceived gender-congruent? Which one do mentees seek me out for?

How much of my strategic thinking is spent down just maneuvering around barriers that others don't even face?

hbr.org/2018/09/how-we…

Have been very intentional in recent years to control own value, whether seeing how my dad was treated as a new immigrant within old boy network or my experience as a midcareer BIPOC woman.

Women who take control of own value often perceived negatively

nehalgroup.com

An established #equity approach is to write down what people do. I get that "we are all one team" is often heard. But who on a team gets credit? I have followed what I've seen female bosses do: give everyone written credit for what they do. Don't subsume.

hbr.org/2016/02/proof-…

Grateful @MITSloan was supportive of #equity ....messaging this past #hackathon out as a female led event

As a picture speaks 1000 words, then photos of #blackexcellence and #womeninleadership & #womeninSTEM matter

These are #DEI best practices

mitsloan.mit.edu/press/mit-sloa…

I appreciate in this case @techreview returned the convo back to the intellectual content and thought leadership that @timnitGebru was producing (not nitpicking the internal email/message as others have done). Too often we become defined by our barriers.

technologyreview.com/2020/12/04/101…

Having #ADHD traits, daily I face barriers doing the most simple tasks.

In the past I worked in systems that created efficiencies or handled details, following a path like my dad's of being employed.

Realized: I am best suited for #Entrepreneurship

forbes.com/sites/dalearch…

When too many external constraints slow you down, others' perceptions are the barriers more than actual barriers, then you need to find a place that celebrates pushing boundaries/limits to advance #innovation like at
@MITSloan @MIT @techreview

https://twitter.com/usnehal/status/1265425020551077888?s=20

Just had a 93 minute conversation with my dad about being a woman with a career in America and #womeinSTEM navigating patriarchy. Pretty cool. Earlier in life had many classic South Asian and Muslim issues with family. Super grateful now. Did pretty well in the lottery of birth

But should it really require being a lucky zygote or fetus? Shouldn't more people be able to access their innate talents to deliver value in the world?

Shouldn't we create less pressure that people must prove their value? How do we reduce this trauma?

greatergood.berkeley.edu/article/item/w…

I am fascinated by story of Amelia Earhart. She came from a family of status/privilege, fell on hard times, then inherited money, then again hard times. Is it a combination of privilege and hardship that builds this kind of grit, determination, courage?

pbs.org/wgbh/americane…

I’m so curious what makes some people more resilient vs others, even with similar genetics or environments.

What caused Earhart able to persevere to be such a pioneer? (Albeit she was selected to fly across the Atlantic. Family status?)

#WomenInSTEM

vm.tiktok.com/ZMJsGbSfC/

It is interesting Earhart’s mom had them wearing bloomers as kids while other girls were in dresses.

= Not limited. Fewer boundaries on behavior & dress.

@MIT too, design/form for fewer boundaries

Compare to usual socialization of women:

On @MIT “function follows form” - intentional #design of buildings and campus

@threadreaderapp please unroll