Over the years I’ve had a handful of people reach out to me to find out what my thoughts are on workplace flexibility–namely, for men. Many people still seem to be stuck in the thought process that women need flexibility for work and family time, but men don’t. And that sucks.
Do women think and behave differently than men when making ethical decisions? Are we really the exemplars of good decisions and good deeds when we occupy leadership positions? The practice of ethics takes a lifetime of learning and we are only as good at it as our history indicates. Those striving to be ethical start over every day, hoping to do it right.
The glass ceiling is a very real challenge that many professional women face at some point in their careers. Long described as an invisible cap on women’s earning potential in the workforce, it’s been a headline-making topic since the mid-50s – and for good reason. With the current shift in HR toward objective, automated assessments, the gender-based playing field may really start to level out.
As a woman in HR, gender pay equality is a topic that fascinates me. Pay equality should be a priority for women in HR, and one way to help aid the process, is including better paternity leave in HR’s discussion about employee benefits.
We all have random encounters and some impact us more than others. Inspired by Kristin Kaufman’s book, Is This Seat Taken?, Women of HR share encounters that impacted them.
Women, we have a vitally critical role that we must assert ourselves into now and for the long term foreseeable future. This role is hard to label and has many facets. We must take on this role. We must not shy away from it.
Remember when the exclamation “I’m engaged!” was almost always immediately followed by the question “when’s the wedding?” In today’s business environment, engagement takes on a whole new meaning, referring instead to how engaged, dedicated, and loyal employees are to their organization.
Engagement in the workplace may not be the same as a personal engagement between two people, but the key is that both are relationships, and relationships take work. Dedicating effort to understanding what engages your workers will allow you to create the most effective action plans to improve engagement. Don’t wait to engage your employees. Make the effort now.