Recently, Time magazine ran a feature article,  Women, Money and Power, about the rise of the female breadwinner in America, and why this phenomenon is good for everyone involved.

While at first glance I thought the article was going to simply discuss powerful female earners supporting lower-wage earning men, in truth the main point was focused more on the options available to modern families who are not solely dependent on the male for financial support in the way that the traditional American family was.  The article made a number of interesting points through several real-life examples, and made a strong case for the upsides of this economic shift.

What was even more interesting to me than the examples cited in the article was a related discussion that ensued on Facebook regarding the idea of the female breadwinner, particularly in the sense of what I initially thought the article was about – high income women supporting lower-income men.

There were several opinions expressed; it seems some women are quite comfortable with the idea of supporting a man who makes considerably less than them and choose not to limit their options in partners, while others have an expectation that a potential partner should be more or less of an equal contributor.  There was even a discussion of the perceived pitfalls of relationships in which the man doesn’t enjoy the same level of “success” (either monetary or intellectual) as the woman, and how some of those men have a difficult time relating to the career priorities and successes of the woman, dooming the relationship to failure.

I’ll admit that I’m personally in the camp of equal contributing partner.  I’m very comfortable with the success I’ve achieved thus far in my career, and I’m proud of what I see the amazing women around me achieve.  But I’m not comfortable with a complete role reversal in which the female takes over as the head of household and the primary financial supporter of the couple/family.  If I’m working hard for my money, I’d like a partner who works just as hard and contributes a similar amount.

As a modern, successful woman, should I be more comfortable with the idea of supporting someone?

The statistics are telling.  The percentage of women with college degrees in comparison to their male counterparts is increasing; the Time article cited that currently 60% of college students are women, and they now earn the majority of masters and doctorate degrees.    With that, it stands to reason that more and more women are or will be rising to higher power and earning positions within companies around the country and the world.  With this shift, will it become more necessary for a successful single woman to become comfortable with the idea of supporting a man who perhaps has not achieved the same level of success as her?  Or is it reasonable to still expect and hope for a more equal partner?

What do you think?

Photo credit iStockphoto

Have you heard the story about the gal who was fired from her full-time job as a reporter because she didn’t disclose to her employer that she was a part-time exotic dancer, er stripper?

She’s filed a complaint with the EEOC and is suing her former employer for gender discrimination.  When I first heard it on the news, my first thought was, “Good for her, I hope she kicks their ass and wins!”  After all, she’s a reporter, not a nun.  She’s earned a Master’s in Journalism and was paying off debt for her education — that ultimately benefits her employer.

Perhaps she was discovered by her stripper blog that had a photo and her real name on it.  Or maybe someone she works with happened to see her while she was on the clock at her part-time gig.

Back to the case.

If her employer argues they had a “no moonlighting” policy and employees were obligated to disclose where they worked, I wonder if she would have been fired if she was working at a pizza joint or the local gym.  I’m thinking they would have turned a blind eye provided it wasn’t affecting her work by day.  The general purpose of this policy is usually two-fold: employers want to make sure their employees aren’t working for a competitor and they also don’t want their employees’ work to suffer if they’re physically exhausted from working a second job.

But what really gets under my skin is something different.

The reason I want this gal to win this case is because a message needs to be sent to employers to get off their high, self-righteous horses and respect the private lives of their employees.  No laws are being broken.  Get out of the lives of people’s Facebook pages, asking for social media passwords, political beliefs, religious beliefs, sexual orientation preferences and yes, part time jobs.

It’s none of anyone’s business.

If an employee fails to perform, then step in.  Employees are people, just like you, and have a right to a life outside of work.

As an aside:  This gal’s attorney, Gloria Allred says, “Most exotic dancers are female, and therefore to terminate an employee because they had previously been an exotic dancer would have an adverse impact on women, since it is a female-dominated occupation.”

I agree with that and I still want her to win.

Photo credit: iStockphoto

Anyone who is of a certain age (or is a fan of the show Mad Men) likely knows how far women have come in the workplace over the past generation. We no longer are expected to work as secretaries and leave the office for good upon giving birth to a child. We no longer are openly belittled and objectified. While we may not yet make the same salaries or get promoted at the same rates, the gaps are narrowing and women have the ability to pursue almost any profession they desire.

But you’ve heard the old saying: two steps forward and one step backwards. That’s how I feel about our progress these days – in the digital age. The gains described above reflect the “two steps forward” that women are making each and every day. But new workplace realities in a virtual world often get delineated, as if by default, along crass gender lines.

A worker’s online reputation is a case in point. As the recent furor over companies asking job applicants for their Facebook password illustrates, no longer is it sufficient to consult references as part of a standard background check. Instead, that background examination now includes a close perusal of a person’s Twitter feed, Facebook profile, Pinterest page, and much more. Employers are also likely to “Google” a candidate’s name to see what comes up. Thanks to this practice, information about you that was public years ago can be viewed by bosses – and, of course, be preserved for eternity online.

What’s your online and social media record? Do you need to go about repairing your online reputation? These are important questions to ask, even if you’re currently employed. And especially if you’re a woman.

Not too long ago, I was working at a mid-sized firm while also being careless with my Facebook use. I didn’t take any pains to de-tag myself from compromising pictures – pictures where I was inebriated – and would occasionally Tweet about my company (although never in a negative way) while at work. If this sounds foolhardy to you, perhaps it was, but I had one strong factor in my defense: the male employees at the firm took no pains to manage their online reputation. I often saw “inappropriate” photos of them on Facebook – photos that our bosses could see, as well.

But that’s where the similarities ended. Although I ran into trouble among co-workers and bosses and was ultimately let go as a result of my online reputation, the men in my office were entirely immune. Nobody cared that they drank at outside functions. A woman, on the other hand, was fair grounds for censure.

Speaking with other women made me realize that this is too often the case. Whether employed or in the application process, fired or simply criticized, our personal lives tend to matter more than the personal lives of male employees. And, since our online reputation is often an extension (or at least a reflection) of our personal lives, we need to be far more cautious about it than the average man.

So my advice for workers: manage your reputation carefully. Don’t let your Facebook profile be viewed by non-friends and err on the side of disclosing less information online, not more. Conduct a Google search of yourself and try to assess the data out there when applying for any job.

And my advice for women: stay vigilant when it comes to discrimination in the workforce – even of the digital age variety. Although tremendous progress has been made new challenges only continue to arise, meaning that it is always important to be cognizant of the situation around you.

About the author: Samantha Peters enjoys writing on topics that relate to avoiding gender-based discrimination in the modern workplace.  With an ever-expanding accessibility to your personal information found on the internet, managing your online reputation must remain a high priority in order to successfully grow your career.

Often times the only difference between success and failure is confidence. It is the most beautiful attribute on a woman, and it’s necessary to be successful in the workplace.

A confident woman portrays strength, determination and persistence, and is not afraid to be herself. While we all know confidence is crucial in order to create a name for yourself in the office, actually obtaining it is another story.

Read these tips to help yourself be more confident at work, command the attention of your co-workers and gain their respect.

Redefine Your Picture of Confidence

Confidence is portrayed through more than just words. And contrary to popular belief, it doesn’t always mean being outgoing or boastful. Often it is just the opposite: meek and humble. When one is confident in their skills and abilities, they do not feel the need to continually convince others. Try instead to focus on being compassionate and eager to learn, yet strong. In doing so, you will portray power. You will show others that you have something to offer the world.

Speak Confidence

When you talk about yourself to others, what do you say? Do you continually criticize yourself or put yourself down? Or do you speak of your greatest achievements? Words are powerful, and whether we like it or not, they actually do have the power to hurt us. The things we tell others about ourselves generally become true sooner or later.

Pay attention to your self-talk. If you catch yourself harboring negative thoughts, replace them with positive ones. Remind yourself of your many strengths, talents, and achievements on a daily basis. You’ve worked hard to get to where you are – you earned it. You deserve the respect of your peers. You’ll find that focusing on constructive thoughts and language regularly will gradually begin to shift your self-perception.

Create an Image

Confidence is not the result of a first-class haircut or an expensive outfit. However, items that increase your feelings of self-worth can provide you with a temporary confidence boost. And when utilized enough days in a row, the self-image will start to become permanent.

If you feel more powerful in a certain suit, or gain assurance from your favorite pair of heels, take advantage of them. Capitalize on anything that contributes to a more positive, confident you.

Reflect

Take a moment to study yourself in the mirror. What does your image say about you? Do you look polished and put together? Do your eyes shine back with an intent gaze or are they shifty and downcast? Does it appear that you value your health and take care of your body, or do you seem to have let yourself go?

Even when your lips are sealed, your body is communicating hundreds of messages. Your physical appearance, posture, and mannerisms speak volumes as well. Focus on improving the shortcomings you spot in the mirror. Show others you value your body enough to take proper care of it. Practice good eye contact with yourself, and feel free to practice facial expressions as well. You may feel silly, but when the time comes to speak in front of a group, your muscle memory will spring into action- eliminating stress and anxiety.

Fake It Til You Make It

Keep in mind that no one is confident all of the time. Every single person has moments of weakness and doubt. The key is being able to recognize these moments and pull yourself out of them. When your assurance just isn’t there, fake it until you actually believe it. Close your eyes, take a deep breath, hold your head high, and smile.

Being confident at the office is often crucial to gaining respect, having your ideas heard, and improving your position within the company. Being more confident does take a bit a practice, but once you get the hang of it, it can become second nature.

About the author: Elli Bishop is a writer for Your Local Security. She was born and raised in Colorado and now enjoys skiing, playing tennis, and hiking in the mountains of Salt Lake City, Utah. Elli speaks from experience when it comes to overcoming shyness.

You studied what you love, right? And you want to find a job doing what you studied. You want to find a job that can utilize your talents and interests; one where you won’t be bored, underutilized or blown off.

But there is just one problem: there are no jobs in your field. Everybody is telling you to find a temporary position; something you can do until you find your elusive perfect job. No. You don’t want to do that. You don’t want to be stuck as a peon for the rest of your life. But you don’t want to starve either.

How can you find your perfect job? How can you resist the temptation to just find something, anything that pays? Here’s how:

• Don’t Settle. Don’t abandon your dreams. There is a perfect job out there for you; you just have to resist the urge to settle for the ‘okay’ job or the job that offers you tons of money. Better to be poor and content then rich and despondent, right? Don’t give in to cynics who predict your demise. Your perfect job will pay enough. You just have to find it.

• Keep Searching. Don’t give up. After four months, after seven months, heck, after a year, keep looking. You might have to work at the blood bank to make ends meet, but so be it. Better to find the perfect job then get stuck in one you despise but rely on for money. That doesn’t mean you can’t get a profitable job. Just remember to keep aggressively looking for your dream job even when you have stable work.

• Aim High, Search Low. Always keep your dream job in mind, but apply for ones below it. You’re going to have to work your way up. Don’t get disheartened, sometimes you will apply for the lesser job and get hired for the greater job. Take a gamble and don’t forget that almost everyone is flexible. They may offer a low wage but be willing to double it when they see your degree and enthusiasm. Nothing is set in stone.

• Discover. Don’t cage yourself. Stretch out and discover things that appear only marginally related to your field. You’ll be amazed at what the job actually entails. If invited, interview even if you are over-qualified or under-qualified – they might offer you another job you never even knew about. Discussing your interests and capabilities  can lead to new opportunities.

Above all, know what you want. If you don’t know what you’re searching for, how are you going to find it? Don’t trap yourself by centering just on what you majored in. You can find a job in something you are good at, something you have a passion for, or something you just by chance know how to do. Don’t pass up opportunities even if they don’t seem to fit with your dream job.  Any experience is good experience and can open the door to your perfect job down the road. You might find out your dream job is something you never imagined.

Don’t give up. Your dream job is out there. Keep looking, broaden your horizons, and find out what you are really looking for. You may run across adventures that you would have never had if you just settled for the first job that paid well.

Photo credit iStockphoto

About the author: This is a guest post from Laura Backes, she enjoys writing about all kinds of subjects as well as topics related to internet providers. You can reach her at laurabackes8@gmail.com.

“The balance what?” you ask.

I am referring to the burden and guilt trip we give ourselves each day over our attempt, and quite often failure, to balance all aspects (mom, caretaker, professional, student, friend etc.) of our lives.

I call it the Balance Burden and, truly, I spent my first year and a half of motherhood often riddled with guilt because I couldn’t seem to juggle it all.  It wasn’t until the birth of my second daughter (18 months after my first) that I finally threw my hands up and admitted defeat.

With the slow realization and acceptance that balance was unattainable came a sudden relief, and the mommy baggage was quickly lifted off my five-foot two-inch frame.

In the days (specifically 20 months) since becoming a mom of two amazing, extremely energetic, and willful little girls, I have learned a few things about the best approaches for me to manage my multiple roles.  I learned most of these lessons the hard way, as in coming home from work stressed about an undone project, only to be a bit cranky and short-tempered with my family followed by a sleepless night feeling downright crummy for not being a better worker, spouse, and namely mom.

Through trial and error I have discovered that these tips work for me and I hope they are of value to you:

• Create a priorities list and re-evaluate it monthly. Take stock of what you value and write it down.  Make choices on how you spend your time based on that priorities list.  This list can change as your work goals change, seasons pass and kids’ extracurricular activities and hobbies change.

• Take charge of your schedule.  I have been notoriously terrible at saying no. I am slowly learning the art, beauty and necessity in saying no.  Decline requests that don’t fit into your priorities list.  Say no kindly but firmly and embrace the freedom of not adding something to your plate.

• Give your kids uninterrupted kid time. When I got home from work, I would be greeted with a cluster of hellos, cries and questions. I tried to tending to my girls’ needs, inquiring about my husband’s day, and making dinner – all at the same time. How did that work?  Terribly. Now when I come home, I devote 30 minutes with my daughters. I then chat with my husband and think about dinner. This works much better.

• Give yourself “me” time. I am no pro at this and don’t practice it as much as I should but when I make time for myself, I am a better mom. I’m kinder and more patient and I feel like me. One piece of advice I received not too long ago was to put “me” time on the calendar. If my Outlook calendar says yoga, I am more likely to pull out my mat and work on my yoga warrior pose.

Above all, stop comparing yourself to others. Embrace and accept who we are as women, mothers, and professionals.  Unfortunately, girls are taught at a young age to compare themselves to the females around them from the classmate with the better math test grade to the supermodel on the cover of the tween magazines. This self-comparison carries itself into motherhood and we are constantly contrasting our mothering skills with those of the stay-at-home mom down the street or the VP who seems to have it all.

Stop it.  Embrace yourself in all your glories and flaws.  Your kids, your spouse, your boss only want you and no one different. Say goodbye to the balance burden and hello to you.

Photo credit iStockphoto

Imagine (which may not be too hard) that as a result of your team’s hard work and commitment, you reach a pivotal point – a point at which the future of your business could change for the better.

Now you are faced with the challenge of making important decisions, creating innovative plans and taking action. The most critical of these steps is the initial decisions you make, and I’m here to let you in on a secret to success – use your vision, 3-D vision, that is!

Unlike the Euclidean version that may come to mind, this 3-D experience is defined by three essential elements: discuss, debate and decide. Each element forms the foundation for execution success and goal achievement. Neglecting even one component will compromise the outcome of your opportunity.

Discuss

The most valuable discussions are those of dialogue as opposed to dissertation, and the most productive dialogues occur in two steps.

First, state the opportunity in clear, un-biased terms. With a mindset of respect and equality (organizational hierarchy has no place here), encourage free-thinking and sharing from the team members about how best to maximize this opportunity if it should even be pursued. Provoke constructive controversy and resist any propensity for judgmental commentary. Seek to stretch perspective beyond the status quo and mitigate potentially limiting beliefs. Doing this step first will engender thoughtful regard and trust among the team members and open the door to creativity and innovation.

Second, add structure to the dialogue. Take a closer look at each of the contributions to the discussion so far and apply objective questions to all of them. What are the potential consequences, intended and otherwise; who will be involved and feel the effects, for better or worse; what’s the value of the “extraordinary” opportunity to all those involved? Think of this step as a culling process where the most valid contributions are identified and clarified for subsequent debate.

Debate

Having shared an intellectually curious, thoughtful discussion, it’s time to take sides – literally.

Debate is essentially a well-reasoned, respectful, even passionate argument. Debate the proposed positions and discussion points from each plausible perspective. The goal is discovery. Through deep inquiry, clear and thorough presentation and thoughtful rebuttal, answers to questions that otherwise would not likely come to mind are brought to light. Perhaps even more revealing is the discovery of questions behind the questions – the things you were unaware you didn’t know. Debate where and how a proposed course of action might fail, how it might succeed, is it even feasible, and so on. And, above all else, listen with the same intensity others reserve for speaking. It will pay dividends even beyond the decision you choose.

Decide

Finally, after all the discussion and enlightened debate, it’s time to choose. This does not mean defeat nor acquiescence for anyone. For even those who “lost” the debate will ultimately win with a great decision made. It means to commit – completely and clear-mindedly for everyone. This is not a place for compliance. Commitment necessitates regard for the process you’ve completed and respect for the people with whom you’ve processed. What does this look like down the road? Unity of command – when in the moment the decision that was made is challenged by circumstances or individuals, you stand by the decision you made as a team and present it as your own, without caveat or condition.

How will you know your decision was the “right” decision and even a great decision? Fair question – perhaps not the best question, however. The more compelling question is, “How will you lead in the wake of the decision you made?” Great leaders do far more than make great decisions. They deal with consequences, they focus, they listen, they navigate the unpredictable course of life, and in so doing they inspire those they lead to make their own great decisions.

During a recent business trip, I passed five states and multiple cities between New York City and Washington, D.C. within a matter of 4 hours on Amtrak.

As my company breaks into new markets, I have expanded my recruitment portfolio along the Eastern Seaboard as well as into the Midwest.

Coming from the Midwest (Chicago, specifically), there are many things I’ve had to learn about recruitment and culture across state lines. For example, the rivalry between Cubs and White Sox fans will never amount to the hatred between Eagles and Giants fans. The appropriate toppings and bun for a hot dog vary from city to city, and residents of Virginia and Maryland in the Greater Washington, D.C. area will not visit each other for a BBQ let alone a job interview.

Food and sports aside, there are many peculiarities to each city, and understanding them is crucial to making a successful placement. When recruiting from a national pool of candidates, it is the HR professional’s responsibility to serve as the liaison between the candidate and company as well as be a representative of the state or city.

I would like to share some best practices for national recruitment that I have learned along the way.

• Know the public transportation system. Know what the public transportation system is in each city, how it works and and if it’s punctual: New York -  Subway, Washington, D.C. – Metro, Chicago – L, Philadelphia – SEPTA, and Baltimore – MARC Train.

• Visit the organization or company to know where it is located as well as to assess the culture.

• Know your candidates. For local candidates, know where they live in relation to the organization and be able to give them directions and key landmarks. For national candidates, include a Skype interviews as a preliminary search step in order to confirm a candidate’s interest before putting them on a plane or train. Skype is an incredible tool and it’s FREE!

• Understand tenure. A government contractor’s resume from Washington, D.C. make look choppy compared to other cities where contract roles are less frequent and retention is greater. It is the responsibility of HR to debrief the Hiring Manager during their review of resumes.

• Confirm and reconfirm a company’s relocation policy. Know whether is is a partial or full relocation package and exactly what it does – and does not – include.

It’s very easy for an unemployed applicant in California to apply to a position in St. Louis, Missouri but when push comes to shove, will they relocate? As a recruiter, it is imperative not to be overeager because you found the best Marketing Director West of the Mississippi on LinkedIn.  Try a Skype conversation first, and then proceed with caution. Roots are strong and they can impact a search’s success if the applicant is not committed – and fully prepared..

While I’ll never put ketchup on my hot dog, I have enjoyed some cheese wiz on a Philly cheesesteak from South Street. There is an incredible amount of talent available and very unique and interesting opportunities nationwide.

Happy Hunting!

Photo credit iStockphoto

About the author: Jessica Gross serves as the Lead Recruiter for a nonprofit staffing firm in Washington, DC where she performs full-cycle recruiting for entry level to C-level management roles. Jessica provides career counseling and job readiness assistance to individuals and nonprofits in the DC-area. Connect with Jessica on Twitter as Jessicas144 and on LinkedIn.

As HR professionals we often hear managers discuss their desire to develop their leadership skills, and take on more senior roles within the organization.

Yet many people managers fail to see or understand their responsibility in one of the most critical leadership areas – communicating the organization’s vision to employees. Or, conveying how the work of the team supports the strategic objectives of the organization. They get lost in the tactical execution versus seeing themselves as coaches mentoring their team to success.

So how can these managers expect to be the future leaders of your organization if they don’t recognize the importance of engaging and motivating employees to high performance – performance that helps the organization reach its goals?

While there are a number of skills an effective leader must possess, there are certain foundational skills that are absolute. For a manager to develop into a leader it requires a shift in his or her mindset and behavior, where activities such as motivating and engaging employees become innate. Almost like breathing.

These are the behaviors effective leaders don’t have to think about because they know these activities deliver results:

• Giving effective feedback on an ongoing basis, all year round not just at performance review time
• Aligning and managing employee goals
• Focusing on employee development to help build organizational bench strength
• Recognizing individual motivators to leverage stronger relationships with people

This transition to innate effective leadership behaviors doesn’t happen overnight. And it requires support from HR leaders in helping managers to stop focusing on the functional, and instead focus on helping your organization achieve its vision.

Here are four ways HR can support people managers develop these core skills and understand their role in motivating and engaging their teams.

Teach managers how to give regular, ongoing feedback

Ensuring managers are giving employees feedback on their performance all year round not only encourages high performance, it also increases employee engagement and retention. To be effective, feedback should ongoing, specific, timely, honest and helpful. Managers should be scheduling frequent formal and informal meetings with employees to discuss performance, check in on goals and development plans, provide coaching, etc.

If you have managers who don’t work closely enough with their employees to be able to provide this kind of regular, ongoing feedback, solicit 360 degree feedback from those who do (such as customer, peers, partners).

If your organization leverages a performance management framework, then your managers should be educated on on how to properly conduct performance reviews. Make sure they understand how to use rating scales, and the various levels of mastery to provide real differentiation in ratings and identify areas for development.

Give managers and employees annual training on how to write effective goals

Managers need to be clear about goals and expectations in support of the overriding organizational objectives. With this kind of goal alignment everyone knows exactly how they are contributing to the strategic corporate goals, and are engaged and accountable for the organization’s success.

If you want to help managers do a better job of writing and managing goals, give them the tools and resources to do so. Employees should have access to these tools and resources as well since they should participate in writing their own goals. Train them on how to write SMART goals (specific, measurable, achievable, relevant, time-bound) and, provide examples.

Also important: managers should regularly communicate to employees the progress and status for high level organizational goals. Effective goal management ensures employees know what is expected of them and helps them find meaning and value in the work they do.

Get managers to focus on employee development

By investing in your employees’ development you communicate to them that they are valued by the organization. So tell your managers that if they want a motivated and productive team, they need to keep the team learning. Are your managers aware of the programs your organization has in place to support employee development and career progression? You may be surprised by how many managers don’t know, and therefore don’t use the tools, resources and programs at their disposal for development.

Also teach your managers the difference between training and development. Development can take many forms: mentoring, job shadowing, volunteer work, lunch and learn sessions, reading books/journals/blogs, coaching, cross-functional team assignments, etc.

Support managers in making better compensation decisions

To effectively manage compensation and rewards so they motivate high performance, managers need training on how pay affects motivation and engagement and how to use data to make informed compensation decisions. They also need to know other ways to reward high-performance all year round, and how to communicate compensation philosophy and practices of your organization.

Employees need to feel that their company rewards performance fairly and equitably so make the process consistent and transparent. That said, sometimes the recognition an employee is looking for is simply a ‘thank you’ or ‘job well done’. Verbal praise is after all, a strong motivator.

Effective employee coaching is a cornerstone of high performance

Managers need to understand they are the stewards of your organization’s talent management strategy, which doesn’t equate to a once-a-year activity, dreaded and rushed through as quickly as possible.

To help your managers develop the skills foundational to effective leadership:

• Provide access to leadership training to develop your managers’ coaching skills.
• Provide your managers with the prerequisite tools, systems, policies, and best practices for managing feedback, evaluating employee performance, identifying potential skill, competency, and behavioral gaps that can be addressed through development planning.
• Give your managers resources on the link between employee engagement and improved performance.You might be interested in the Employee Engagement Center of Excellence our team just put together on this topic.

Photo credit: Halogen Software

About the author: Dominique Jones is VP of Human Resources at Halogen Software  and has over 15 years experience in the talent management industry both in Europe and North America. Dominique holds an M.A. Honours degree from St. Andrews University in Scotland, as well as the Institute of Personnel and Development (IPD) certification from the United Kingdom. Through her writing, Dominique offers practical insights that help human resources professionals positively impact business performance.

The days in which drug abuse was primarily associated with males are well and truly over. Nowadays, an increasing number of women are turning to recreational drugs and alcohol to relieve the pressures of everyday life. But these women aren’t the dregs of society, nor are they “on the streets” they are highly intelligent businesswomen in powerful positions with a lot of pressure on their shoulders.

A 2011 study from Cardiff University revealed that women with higher IQ’s were more likely to experiment with illegal substances during their thirties. As women have gained equality in society their positions within the workplace have become higher and more women are filling executive positions that were once dominated by male workers. The fact is, these jobs often carry immense pressure and women are turning to drugs and alcohol as a means of escape – often from the strains of working and family life combined.

Cocaine and Glamour

Cocaine is a particularly popular choice of drug for women, perhaps due to the fact it’s been glamorised. From Hollywood actresses to supermodels, it seems many female icons are indulging in the white powder. This is perhaps why middle-class women pick it as their drug of choice; it’s not seen as “dirty” like heroin and even marijuana, rather it’s seen as a drug taken by celebrities with a high social status and often comes with a high price tag.

Cocaine however, poses many health risks for its abusers and is a highly addictive drug. Some people go from success and power to ruin through drug use, much like the very recent death of the late Whitney Houston – a global superstar who lost everything through drug misuse.

Cocaine is a stimulant which produces a feeling of euphoria when snorted, smoked or injected. It’s incredibly addictive; many people chase the feeling of euphoria they get the first time they take the drug, with little success. Many users switch from snorting to smoking or injecting rather quickly as it provides a bigger “high” and larger problems.

Using illegal substances can bring about severe embarrassment and shame, particularly for women of success. Getting caught in possession of illegal substances can involve being arrested, fined and even imprisoned depending on the quantity found on the person. Aside from having to pay criminal solicitors  fees to help bail them out, they also have to endure the embarrassment and shame from family members, friends and colleagues.

Alcohol and the Workplace

It’s not just illegal substances that women turn to; a very much legal and mainstream substance also poses health threats to businesswomen: alcohol. It’s readily accessible and socially acceptable to drink, after work drinks or having a few glasses of wine at home hardly raises eyebrows from family and friends. But even minimal levels of alcohol can pose health risks.

Drinking alcohol affects the quality of sleep that the consumer gets, this can cause them to be tired the next day and increase stress levels and fatigue even further. It can also lower the immune system, making drinkers more susceptible to contagious viruses this may result in them taking time off work and can make workloads unmanageable for businesswomen with lots of responsibilities.

Alternative Methods of De-Stressing

There are many alternative methods of de-stressing for busy women who are trying to juggle their work and home lives. Yoga is an incredibly popular form of exercise (especially among females) and is renowned for relieving tension. It has long term health benefits, rather than health risks, for those who practice it so it’s a far better choice of hobby than drug abuse!

Seeking therapy or talking about past issues can help females to combat drug abuse. Many women who seek solace in alcohol and drug misuse have experienced abuse or bullying at some time in their lives. Therapy has helped many people to ditch the drugs and put their problems behind them. Anyone woman who is drinking as a result of workplace bullying should speak to their employer or trade union to resolve the matter and prevent further compromising their health.

About the author: Stephanie Staszko enjoys writing posts based on recruitment for both candidates and recruiters alike. Previous topics covered include job seeking advice for the unemployed, unemployment statistics and hiring strategies. You can follow her on Twitter @StephStaz for more recruiting and job seeking posts or just drop by for a chat!