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The book centers role models and “firsts and onlies,” using Karen Korellis Reuther’s career journey from industrial design to executive leadership to show how persistence and intentional social design help open barriers and create new 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\nCover  \nTitle Page  \nDedication  \nForeword  \nAuthor ’s Note  \nIntroduction: One Size Does Not Fit All  \nPart I: Death by Design  \nOne: Insulting  \nTwo: Expensive  \nThree: Uncomfortable  \nFour: Dangerous  \nFive: Deadly  \nPart II: Destiny by Design  \nSix: Firsts and Onlies  \nSeven: Knights of the Roundtable  \nEight: Secret Messages  \nPart III: Inclusion by Design  \nNine: The Measure of Woman  \nTen: Power Moves  \nEleven: The Business of Inclusion  \nTwelve: Intentional Design  \nConclusion: Above All ...  \nEpilogue  \nAcknowledgments Notes  \nIndex  \nAbout the Author Copyright  \nAbout the Publisher  \n[OceanofPDF.com](OceanofPDF.com)  \nForeword  \nHannah Riley Bowles  \nCo-Director of the Women and Public Policy Program and Roy E. Larsen Senior Lecturer in Public Policy and Management at the  \nHarvard Kennedy School  \nA conversation with Karen Korellis Reuther is like an invitation to look atthe world through a prism. With a slight shift in perspective and a flush of color, the ordinary and familiar are set into sharp relief. Suddenly everyday objects are revealed in a new light.  \nFor more than twenty years at Harvard I have used a gender lens to research and teach about women’s career and leadership advancement. I say“gender” because my primary focus has been on social dynamics, as opposed to sex-linked biological factors. For instance, my early work helped explain why women are sometimes more hesitant than men to ask for higher pay—not for some innate reason (such as lack of skill, entitlement, or confidence) but because they tend to receive more negative reactions to their negotiation attempts.1 Self-advocating for higher pay fits the masculine stereotype but violates social expectations that women put others before themselves. Importantly, my colleagues and I have illuminated principles for engineering social situations to reduce the likelihood of gender effects, both in negotiation2 and other domains, such as leadership emergence or evaluation.3  \nLiterature on the social construction of gender and work has long sought to explain why women are underestimated or negatively evaluated in traditionally male-dominated work realms, including organizational leadership, despite performing as effectively as men.4 A prominent theory is that the traditionally gendered division of labor—men as breadwinners and women as caregivers—informs gender-stereotypic expectations about the broader social roles men and women will and should play.5 As a result, women entering male-dominated fields evoke a sense of “lack of fit” with the traditionally male inhabitants of their roles.6  \nAn emblematic figure for me has been my mother ’s close friend, Dr. Sandra Thompson.“Sandy”(as we knew her) launched her career as an orthopedic surgeon in the 1960s. Glamorous, athletically built, and approaching six feet in height, Sandy had wry observations about men who questioned whether a woman could handle the physicality of orthopedic surgery that made us little girls smile admiringly. Sadly, Sandy had long passed away by the time I recognized the personal, as well as physical, strength it must have taken to defy her colleagues’ expectations. To this day, orthopedic surgery is characterized as a “boys’ club,” with less than one woman for every ten men in practice.7  \nKaren Korellis Reuther knows the resilience it takes to lead apathbreaking career. A “first and only” many times over, she shares in ManMade some of her own stories of rising up from the male-dominated profession of industrial design to become a C-suite executive in the maledominated sport footwear and apparel industry. Sketching the arc of her leadership journey, Karen fills readers with admiration and empathy as she describes times when she strived to contribute and achieve meaningfully yet was repeatedly met with the demoralizing sting of underestimation and rejection.","cbCaicWO3DWQOFo7","https://ap.wps.com/l/cbCaicWO3DWQOFo7","pdf",2138252,"English","# Foreword\n## Hannah Riley Bowles\n# Introduction\n## One Size Does Not Fit All\n# Part I: Death by Design\n## Insulting\n## Expensive\n## Uncomfortable\n## Dangerous\n## Deadly\n# Part II: Destiny by Design\n## Firsts and Onlies\n## Knights of the Roundtable\n## Secret Messages\n# Part III: Inclusion by Design\n## The Measure of Woman\n## Power Moves\n## The Business of Inclusion\n## Intentional Design\n# Conclusion\n## Above All ...\n# Epilogue\n# Acknowledgments\n# Notes\n# Index","[{\"question\":\"What perspective does the foreword use to frame the book’s message?\",\"answer\":\"The foreword presents a gender lens focused on social dynamics rather than biological explanations, highlighting how expectations shape outcomes in negotiation and leadership.\"},{\"question\":\"How does the book connect gender stereotypes to women’s workplace experiences?\",\"answer\":\"It explains how traditional divisions of labor inform gender-stereotypic expectations, creating “lack of fit” when women enter male-dominated roles and leading to underestimation or negative evaluation.\"},{\"question\":\"What role do “firsts and onlies” play in Man-Made?\",\"answer\":\"They illustrate how pathbreakers persist through underestimation and rejection, offering models for professionals from underrepresented backgrounds and guidance for managers.\"}]","Man-Made - Karen Korellis Reuther | PDF",462]