The hottest Gender bias Substack posts right now

The myth that true artists don't sell their work leads many women and marginalized writers to fear being seen as sell-outs, resulting in lower sales.
Scarcity mindset conditions creatives to accept low pay and resist self-promotion, inhibiting them from knowing and declaring their worth.
Shaming creatives for valuing self-promotion implies it's wrong to recognize and assert your own value.

Feeling like you're not 'technical enough' often comes from biases and stereotypes, especially in gender. It's important to remember that everyone's skills and roles can vary greatly.
Your worth and skills in tech should be measured by how well you understand your job, not just by coding abilities. Everyone has different strengths that contribute to success.
Confidence in your abilities is key. Feedback can sting, but it's crucial to assess it within context and not let others' opinions define your self-worth.

The essay/post explores AI fantasies and their significance in education.
People tend to relate to synthetic models as if they have agency, even though they don't.
Big tech industry creates a narrative around AI as gods or monsters, while in reality, these AI systems are often designed to serve in subservient roles.

Many experimental studies show that men face more bias than women in academic hiring. This means that when faculty evaluate job candidates, they're often less favorable towards male applicants than females.
The data from a major study indicates that women are hired more than their numbers in the applicant pool would suggest. This suggests that hiring practices might favor women in certain areas.
There's a big gap in how research about gender bias is cited. Studies that find bias against women get talked about much more than those that find bias against men, even when there is more evidence for the latter.

A study found that there might be a subtle gender bias against men in science faculties. This is a surprising shift from what people usually think about gender bias.
This finding goes against an influential earlier study that suggested biases favored women instead. It's important to keep checking our assumptions.
The research highlights the need to understand all kinds of biases in academic environments. Both men and women can face challenges based on gender, and we need to address this fairly.

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Analysts treat male and female CEOs differently, based on gender stereotypes.
Female CEOs using 'uptalk' may face negative reactions, while using a more masculine tone can lead to better outcomes.
Unconscious bias against female CEOs affects how analysts view them, which is frustrating and unfair.

Gender discrimination in scientific credit can impact academic careers, especially for collaborations involving women.
Research suggests a systemic bias in scientific credit, with women being denied full credit for collaborative work with men.
Theoretical models and empirical results reveal complexities in understanding gender biases in scientific credit allocation.