Nina Shaw Quotes

The problem in business isn't that women are overlooked because they are women, it's that most people subconsciously look to employ a mini-me. It's not a gender issue, it's about diversification full stop. It's hard to change that mindset and it hits women particularly hard because men historically have always been the recruiters.

As somebody who has been an executive producer on a television series, I can tell you that increasing director diversity is as simple as hiring more women and more people of color.

If we are to maintain a relevant and just industry, we must all open our eyes to the obvious lack of equality in wages, representation, and access.

I think women benefit from being in places and having positions where the quality of work is the criteria, not what you look like. Not every place is like that.

The people in the decision-making positions need to be thinking differently about who to hire, and looking more unsparingly at their choices. Why give this person a break over that person? Why give this person a second chance over that person? I do think that's where gender comes into play.

I don't like tokenism. I don't like the idea that somebody should just appear at a press conference or in a media interview because they are a woman.

It doesn't matter how many women we get into game production. If the only people evaluating the work we do continue to be men, women's voices will never be heard.

I want white men to look around in their office and say, 'Oh, look, there's a lot of white men here. Let's change this.'

Everyone in the semiconductor industry, everyone in the technology industry, would benefit from more diversity in the business.

I don't know how one would define an affirmative-action hire. I ultimately do not know what role race played in my hiring.

It's great that Maryland is tied for having the lowest wage gap between our working men and women of any state in the nation, but there's more work to do to eliminate that gap entirely.

CEOs of top companies could probably use a dose of not-asking-for-raise behavior and less self-entitlement, rather than us trying to change girls in order to fit into the common mold of what we think a CEO looks like.

I don't have one role that I want to play. I guess... I want to be a producer. I want to be an activist. I want to be proactive in bringing about work for men, women, boys, girls, everybody who is good at what they do and deserve a shot at it.

We've heard the excuses from those responsible for hiring that they don't want to take a chance on a new director. But the truth is that the industry hires new directors all the time; it's just that most of them are white males.

I'm always excited when I make it on anyone's list - even if it's for affirmative action. My attitude is, 'Am I the token woman on this list? Because I'll take it.'

It doesn't help to just get women's opinions and then turn them over to an all-white-male engineering team.

Ensuring fairness in the American workplace should be a cornerstone of our economic policy.

I have no fears that on a purely merit basis, we will have an embarrassment of riches from which to choose in order to reach gender parity.

Sexism is alive and well! We were saying this forty years ago. I'm an optimist, so I like to think we've progressed in some ways - in Australia, we get equal pay.

I've been lucky. I've been at a place that's a meritocracy. It doesn't really matter that much what your gender is if you do the work well.

There are certainly a lot of things that still need to change when it comes to women in the workforce.

I get the feeling that characters are written female when they have to be, and all the other characters are male, and it doesn't occur to somebody that the lawyer, the best friend, the landlord, whoever, can be female.

People at agencies and studios, including the parent boards, might look around the table at the decision-making level and feel something is wrong if half their participants are not women. Because our tastes are different, what we value is different. Not better, different.

The business world needs the best talent from both genders to compete in an ever-changing environment and drive innovation.

If you look at your companies, and half of your staff are not female, and a decent percentage of them are not people of color, then you are part of the problem because you need people working for you and you need people in positions of leadership who can exercise their bias and who can exercise their perspective.