“Don’t just stand for the success of other women – insist on it.” - Gail Blanke, President and CEO, Lifedesigns
Maybe being a man writing this undermines all credibility. My career has been all about embracing the importance and value of a diverse workplace. Having a silent or marginalized voice isn’t easy. Being an ignored or disrespected voice is soul crushingly depressing. I’ve long been having this conversation with my female colleagues about the importance breaking the silence and finding my voice.
Let’s not kid ourselves though, there’s still knuckledraggers wandering the workplace halls. The staff room at times is more like a locker room. You need hipwaders every time you pass the watercooler, because there’s so much BS and testosterone fueled bravado surrounding it.
There are talkers in your midst. They’re also getting ahead by only talking a good game. It’s time to rise above the bad smell, of less pay, less recognition, and lesser titles. You’re educated, you’re smart, you have skills, and you work harder than most. You’ve got game. Communicating a great game will raise the bar in your workplace.
Improving your verbal and non-verbal communication skills will get you noticed, will help get you ahead, and make for a better workplace. Here are some things to keep in mind.
- Being overly apologetic is undermining. It’s not your fault the network is down, or the caterer messed up the the lunch order. Working late to meet a deadline, don’t apologize for asking your team to join you.
- Your behavior shapes the universe. Your competence and confidence always need to be on display. Showing courage and conviction will inspire and mobilize others to take action. Turning your words into action will get you noticed. Remember the fine line between arrogance and confidence. Speak directly with authoritative tone. Being loud, condescending, or defensive won’t carry the day.
- Do not talk down your achievements or undervalue them when working in a successful group and alongside men. Teamwork matters. Undervaluing yourself in group situations, in front of co-workers or employers, will hold you back. Take the credit and recognition you’re due. Kudos aren’t just a man’s domain.
- Of course there’s merit in wanting to be helpful, and having the get things done attitude to achieve your teams goals. Remember the delicate balance between taking on meaningful tasks versus the busy grunt work nobody else wants to do. You want to be a meaningful and effective contributor. Communicate with the boss about projects that excite you. Let them know what you’d like to work on.
- Ideas are essentially gender neutral. Work at generating good ideas, communicating the value of those ideas, as well as helping others articulate their ideas.
- If direct and open feedback is constructive, don’t personalize or internalize it. Be direct and open in receiving it. Take action on it.
- Be authentic. Know and respect what you are about, and true to your beliefs. You’re more than just what’s on your resume.
- Focus on your own growth and contribute to the growth of the people supporting you.
A truly diverse workplace embraces different voices, with different perspectives. By making your voice is heard and your presence known, you’ll be making a difference.
“Don’t waste your energy trying to educate or change opinions; go over, under, through, and opinions will change organically when you’re the boss. Or they won’t. Who cares? Do your thing, and don’t care if they like it.” ― Tina Fey, Bossypant
About the Author: As VP of Marketing, Bimal Parmar manages the global marketing strategy and execution at Celayix. With over 20 years industry experience, Bimal is responsible for making sure the world learns about the benefits of Celayix’s solutions that include: advanced employee scheduling, time and attendance, employee communication as well as integration modules for payroll and billing. Before joining Celayix, Bimal was Vice President of Marketing at Faronics, a leading provider of IT solutions for the Education vertical where he helped grow revenue over 50% and launched exciting new solutions. Prior to that Bimal held senior marketing and product roles at technology companies such as Business Objects and McAfee Security where he gained significant international experience working with global companies such as Microsoft, Dell, Sony, HP, Orange, Telefonica and Ricoh.
Editor’s Note: Dr. Lois P. Frankel is the President of Corporate Coaching International , an executive coach, speaker, and best-selling author. She has just released an updated and revised 10th anniversary edition of her book Nice Girls Don’t Get The Corner Office: Unconscious Mistakes Women Make That Sabotage Their Careers. In it she reveals a distinctive set of behaviors that women learn in girlhood that ultimately sabotage them as adults and discusses how to eliminate those behaviors. Today, she has shared her Top 10 tips with us. Some you may agree with, some you may not. Let us know what you think in the comments below!
Top 10 Tips For Claiming the Corner Office
1. Body Art: Don’t get a tattoo or an unusual body piercing if you’d had even one drink, toke, or snort. You’ll be likely to regret it. Similarly, don’t be goaded into getting one by your sorority sisters, girlfriends, or someone you’re dating who thinks they’re hot.
2. Communication: Resist the urge that screams incomplete when you don’t say everything that’s on your mind. Women, fearing they haven’t explained well enough, can use about twice as many words per day than men (and then wonder why they’re not listened to). We think when we talk more, we make a better case – when in fact the opposite is true. This is a case where less is more.
3. Inappropriate Use of Social Media: Once you post something on the internet, getting it off is like trying to put the toothpaste back in the tube. You have no control over where it goes. Play it safe. Put nothing on the internet that could cause someone to doubt your values, your brand, or your reputation.
4. Giving Away Your Ideas: Get in the habit of asking a question after expressing an idea or making a proposal. Something like, “Are there any objections to immediately getting to work on this?” is ideal. This increases the likelihood of acknowledgement and discussion.
5. Feeding Others: Unless your name is Betty Crocker, don’t bring food to work or have it sitting on your desk. It softens the impression others have of you. Of course if it needs softening because you’re a tough broad, it could be a good strategy!
6. Skipping Meetings: If you think meetings are just a big waste of time, think again. They’re called “meet-ings” not “work-ings.” Even when a meeting seems unproductive, it provides you with the opportunity to market you brand, get information, and be on the radar screens of those who making decisions about your career.
7. Being a Doormat: Pablo Picasso said, “There are only two types of women – goddesses and doormats.” Avoid being the latter by learning to manage expectations about what you can and can’t realistically do (take a negotiations class if you have to), asking for what you want or need rather than waiting to be given it, and trusting your instincts. If you think you’re being taken advantage of or abused, you likely are.
8. Protecting Jerks: Women are like jerk flypaper. Not only do we attract them more than men do, we tolerate them longer than we should. Consciously distance yourself from jerks (and jerks can be men or women) so that you’re not found guilty by association, when you get blamed for the actions of a jerk re-direct the blame to where it belongs, and when the jerk is your boss it’s time to look for another job. You won’t change a jerk, so protect yourself.
9. Making Miracles: Miracle workers get canonized not recognized. In every organization there’s a baseline for hard work that everyone is expected to toe. If you consistently work beyond the baseline you’ll be seen as a worker-bee and just be given more work to do. Learn to not only do your job well, but also be strategic in how it gets done so that you’re seen as more than just a worker-bee. Use all the extra “free” time on your hands to build relationships that will serve you throughout your career.
10. Branding: We are all brands in the workplace. It’s what distinguishes you from everyone else. Write down 3 – 5 words you want people to use to describe you. Then identify the behaviors in which you must engage for others to actually see those traits. When you act in concert with your brand, people will come to trust you.
Several years ago I did a post on this site called Love, Marriage, and SEO. In it I talked about how through marriage I had lucked into a great new name because I was, and still continue to be, the only Shauna Moerke on the internet. That’s awesome SEO (Search Engine Optimization) right there. I was so confident that I would never change my name again. Ah, to be so young and so naive.
Flash forward a few years and with a divorce and a new marriage under my belt and I found myself with a conundrum. As I mentioned in that previous post, all my time in social media and even my professional HR career I was Shauna Moerke. Now I could keep Moerke as my last name. That was always an option and honestly, it was the easiest choice. And that may have been what I would chose to do if it had been my maiden name. Now, call me superstitious or sentimental, but I did not like entering into a new marriage and keeping my name from a previous marriage. So once again, I find myself running the name change gauntlet as I try to figure out what to do now.
Professionally, the effect can be rather minimal if you are prepared. Make sure you start reaching out to your professional contacts, starting with your references first, to let them know of your new name. This also has the added bonus of getting you to check in on how your network is doing, which is something we should all be doing on a regular basis but often forget to. And as you start changing your name in all the important areas (Driver’s license, passport, social security, voter registration, etc) take the time to update your resume and order personal cards (as opposed to business cards, though you will need those too) with your new name that you can start handing out. It is much easier for others to get in touch with you if they don’t have to figure out how your new name is spelled.
Social media, well, that is a harder problem. I have a lot invested in the name Moerke. Not only is my blog’s name officially “Shauna Moerke is…“, even if I still refer to it as HR Minion, but my whole social media identity is linked to it. So for my social media piece, I decided on a compromise. My blog’s name hasn’t changed. My name on this site and on twitter hasn’t changed. On Facebook and LinkedIn I have Moerke as my former name right next to my new last name and I haven’t changed the link addresses on either. If you found me before as Shauna Moerke, you can find me still. But now you can also find me as Shauna Griffis too.
Oh, did I happen to mention that my new last name is also pretty awesome? It turns out that I am the only Shauna Griffis on the internet, a fact that my new husband was very quick to point out to me long before we made anything official. Gotta love a man with a great name and a head for how this social media game is played.
About the author: Shauna is an HR professional with a diverse work history, a Master’s degree, and a PHR certification. She is also a huge geek, social media advocate, and infectious giggler. Besides being a co-founder of the Women of HR she also serves as the current Ringmistress of the Carnival of HR, is the former co-host of the HR Happy Hour blogtalk radio show, and blogs at her own site as the HR Minion.
Women in the workplace, and in particular acceptance of women in leadership roles has come a long way over the years. But despite the progress in this area, women in the workplace still face unique challenges, especially as they assume management roles. A good leadership training program can help give women the confidence they may be lacking due to these challenges.
Women Are Not The Same As Men
The gender difference goes beyond just the physical aspects. The talents, attitudes and problem solving skills differ significantly. So does language. Women find their strength in different ways, and good leadership training recognizes and develops this.
For example, women often have greater powers of persuasion than men. Women are great at absorbing information from multiple sources, and they rely heavily on intuition whereas men are more fact-based decision makers. Women are also more in tune with the emotional motives behind people’s actions. This wide perspective and insight into motivation are great assets when it comes to leadership situations requiring persuasion. Focused management training understands how to cultivate these skills.
Women are empathetic which serves them well in understanding, and overcoming, the prejudices that might present themselves in the workplace. Some men have great difficulty taking orders form women. With the proper management training, women can be equipped with the right skills to handle delicate situations without yielding their authority.
Strong Interpersonal Skills
Women in leadership roles can be trained to take advantage of the natural ability women have at being more flexible, social and empathetic. These are great team building skills that proper training help make even better.
Resistance and Resilience
Men have stronger egos than women in general. This doesn’t mean, however, that women have to transmit an inferior or weak self-image. In areas where women are naturally less skilled than their male counterparts, training pays off big time. Women can adapt to situations faster than men in general. So training them to have a stronger self-image is not only possible, but can bring stellar results to their leadership profile.
This might be a woman’s greatest strength. She is typically more inclusive which leads to strong teams since everyone feels like they are involved. Women are better listeners than men in general, and women like to hear all points of view before making a decision.
Some might find it surprising, but women are more likely to take risks than men. Men are more structured and cautious. Women on the other hand are often more innovative as they are willing to bend rules and not get caught up in worrying about details. Again, these natural skills might not be fully developed, and that’s where good management training can help.
Specific Objectives Matter
A general understanding of the female management psyche is only useful if we have clear objectives for better management skills. Some objects could be:
- Establish a clear picture of strengths and weaknesses
- Set definite personal and professional priorities
- Learn how to lead by providing and receiving feedback
- Decide where to invest energy based on personal cost and benefit
- Acquire networking strategies
- Understand the reach and limits of authority
- Learn how to ask for and interpret feedback
We have seen how women differ from men, and the special challenges that women face as managers. Specific training can help women no only fully develop their natural strengths, but also overcome developmental needs. All this leads to strong leadership in the workplace.
About the Author: Mark Arnold has many years of experience as a HR consultant. He enjoys sharing his perspective and experience with the business community. One of his favorites is focused management training, like that provided by K Alliance. He has worked as a HR manager and consultant for many online and brick and mortal companies. He focus on boosting company’s productivity and culture.
There are lots of ways to do it. You can book yourself into a training course, work longer hours, strive for top sales figures, or even use your network of contacts. Whichever way you decide to do it, managing your career advancement is an essential part of career progression. However, whilst your colleagues are working into the night, you can be more creative, and seize the opportunity of your next 360 as the key to unlocking your future.
As part of performance management, 360 degree feedback continues to increase in popularity, and there are five key reasons women should embrace it.
A comprehensive approach
In traditional appraisals, a boss would comment on an employee’s performance. However, with 360s, comments are considered from other colleagues, customers, and even suppliers. It is a more complete approach, and, as such, gives a comprehensive picture of you and your skills. As a result, you can easily identify any areas for development and act on them to improve your chances of career advancement.
Being comprehensive is good for everyone, but it’s particularly good news for women as it shows clear progression from the male-designed linear process that went before.
The 360 approach gives a more accurate portrait of you. Previously, the boss-versus-employee appraisal system was far too narrow. By involving those around you, 360 feedback gives a truer picture. Importantly, as it provides the participant with a wide-ranging set of views, it is unbiased.
360s provide real evidence. Participants receive hard and fast scores, which can be compared to other participants, so not only is it readily accepted as a valid input into your career development, but it also provides you with data to prove your track record of achievement.
The fact that 360s are accurate and trusted removes the potential for any favouritism based on gender. The 360-degree approach doesn’t entertain any notion of ‘jobs for the boys’.
It’s about how, not what
360s emphasise the importance of how you achieve your objectives. It’s an opportunity for your methods to be recognised, not just your results. Real leaders are identified and promoted not just because they can achieve, but also because they can marry this achievement with the kind of behavior that’s constructive and desirable.
If there is still a perception that men are more concerned with the ends and not the means, then the 360 system is a much fairer one.
What’s mine is yours
When a 360 degree feedback programme is implemented well, it should directly link with a company’s competency framework. There can be no easier way, therefore, of ensuring that your own personal targets directly tie in with a company’s requirements for its people. Career progression can more quickly be brought about when you can prove that your achievements are aligned with how a company wants its employees to behave.
Ensuring individual targets are in line with a company’s competency framework, through the 360, helps women to come to the fore, and is a further way in which balance in the workplace is being redressed.
360s are only the start of the process. If you are to achieve real career progression, the targets drawn up from such a process must be acted on. After all, in the words of Abraham Lincoln, “the best way to predict the future is to create it” and a 360 can help you do just that.
About the author: Samantha Arnold is a senior business psychologist at ETS, an HR consultancy. Sam works predominantly in the field of employee engagement for private sector clients and offers consultancy to support clients in utilizing the research to take engagement to the next level within their business. She is currently working towards Chartered status as an Occupational Psychologist, with a particular interest in organisational development.
And so it continues. Miley Cyrus, who has become everyone’s favorite person to trash on the internet over the last several months, popped up this past weekend on Saturday Night Live where she did her schtick (it has become a schtick, btw) of rolling her tongue around on the side of her mouth while flashing some sort of pop star gang sign with her long lacquered fingernails.
I still don’t get it although, to be fair, I think she does. It appears she’s moved into self-deprecating territory and, thankfully I guess, has quickly become a parody of herself.
One bit of good has arisen from all the Miley chatter though in that it has served as yet another catalyst for cultural discussions on feminism, women and the patriarchal culture in which we still live.
- Gloria Steinem has chimed in. A few weeks ago at the Women’s Media Awards, Le Steinem, when asked if she thought some of Miley’s recent activities were setting the feminist movement back, answered “I don’t think so. I wish we didn’t have to be nude to be noticed, but given the game as it exists, women make decisions.” (Blame to society)
- Sinead O’Connor, who learned that Miley claimed her “Wrecking Ball” video was based on O’Connor’s “Nothing Compares to U” video, wrote an open letter to Miley in which she said “Nothing but harm will come in the long run, from allowing yourself to be exploited, and it is absolutely NOT in ANY way an empowerment of yourself or any other young women, for you to send across the message that you are to be valued (even by you) more for your sexual appeal than your obvious talent.” (note – as of this writing, the open letter has been removed from O’Connor’s website but you can read the full letter here). (Blame to Miley. And sort of to society).
Now I don’t think many of us can argue that the global society in which we live is patriarchal; centuries and eons have laid that foundation. And while I’m all for making money and being a capitalist there is, at the core of capitalism, a whiff (just a whiff) of male privilege as evidenced by the fact that it’s usually a bunch of rich white men who are calling the shots. And those are the same dudes who dictate, to a fairly large extent, what women can and/or should do. Miley is just going along and playing the game the best she can in the world in which we live.
But should she? Or, perhaps the better question to ask becomes “is it even a game that’s being played?”
Feminism is about providing equal opportunities for women yet it empowers men as well as women by allowing all of us to cast aside pre-conceived notions of “the way things should be.” It allows us as women (not the men who are in power) to determine what is best for us and ensures that we all have the freedom to make our own choices. Sometimes it takes the collective group to get those options on the table in the first place (i.e., the right to vote, have equal funding for sports) and sometimes it’s individuals making a decision for themselves about how they want to live their lives. Shall I wear pants or dresses? Have short or long hair? Enter the workforce or be a stay at home parent? Use an IUD or the Birth Control pill?
While I wasn’t overly enthusiastic about Miley’s spank-fest on the VMA awards I fully supported her right to do it. She sparked some discussion. And while crappy teddy-bear costumes may not be cause for revolution one spark can start a fire – or at least keep it burning.
So yeah – if Gloria, Sinead and Miley walked into a bar I would certainly buy all of them a drink; and that’s not just a punch line.
Disclaimer: I am no fan of Ms. Cyrus although I do admit to finding “Party in the USA” strangely intoxicating and have, on occasion, found myself singing along.
You don’t have to be a woman to be a good human resources manager—but, according to research, you are more likely to be. Women are the ones most likely to bring emotional intelligence to the table, according to a survey of executives, and emotional intelligence is vital to HR. In fact, at least one study has shown that almost 90 percent of leadership success comes from emotional intelligence.
Wondering what exactly emotional intelligence is? Not sure why it matters so much in human resources? Let’s take a look.
What Is Emotional Intelligence?
Think of it this way: In a room full of people, those with emotional intelligence continually pick up social and behavioral cues that others miss. Did that girl really mean what she said about her job, or was she exaggerating? Did that guy want to leave early, or was a conflict brewing with another person? Noticing and then understanding these kinds of situations typically come more naturally to women, although men certainly are perceptive too in varying degrees. Such insights are particularly helpful in HR, where person-to-person dynamics, perceptions, and emotions play such a pivotal role.
How Does Emotional Intelligence Benefit an HR Manager?
In recruiting, hiring, managing, and working with personnel, emotional intelligence is so important that it may actually be the determining factor between a fine HR manager and a great one. As proof of that idea, consider the following benefits that come from emotional intelligence in HR.
An HR manager who understands the ways emotions operate is an HR manager better equipped to respond to an employee’s frustrations and concerns. Nobody wants to talk to an HR manager who belittles or ignores his or her complaints. When upset staff members come to an HR manager, they respond better to the person who shows empathy for what’s bothering them.
Because emotional intelligence means being able to discern the difference between real and fake behaviors, emotionally aware HR managers have a leg up in terms of perceptions. A manager who can tell when an employee is giving lip service is better able to avoid being manipulated or deceived.
Many, if not most, personnel conflicts happen because of misunderstandings. Being able to articulate emotions—both your own and your employees’—is incredibly helpful in working towards better understanding.
The truth is, managers’ and supervisors’ interactions with employees go a long way towards determining whether or not those employees are satisfied with their jobs and willing to stick around. HR professionals who can be both firm and caring build trust with their staff members. A happy staff means reduced turnover, which is good for everyone.
In your experience in human resources, have you seen ways in which emotional intelligence is an asset? What other benefits come to your mind besides the ones outlined above?
About the author: Shanna Mallon is a writer for Straight North, a Chicago Web design firm providing specialized SEO, Web development, and other online marketing services. Follow Straight North on Twitter and Facebook.
Photo credit iStockphoto
I was recently flipping through the stations on TV and stumbled across the 1997 “chick flick” Picture Perfect. For those not familiar, this particular movie stars Jennifer Aniston as an aspiring ad agency professional who finds her career, despite her obvious talent, slightly hampered by the fact that she’s single. Her lack of attachment (no husband, kids, or mortgage) is the basis of her boss and the agency’s fear that she’ll develop relationships with key clients and then leave, taking those clients with her elsewhere, without a second thought. She feels so hampered that it prompts her to concoct a story with a fake fiancé and wedding plans to prove her “commitment to the firm;” her plans to settle down reaffirm that she is in no hurry to make a move anywhere else.
Now this movie is slightly dated and the world of work has certainly seen changes since its release, but I wonder if in some cases these types of fears still exist? One might argue not. If fact, Time Magazine’s recent cover story “The Childfree Life” discussed couples who choose to not have children, and the career opportunities that are often available to childless women that they may otherwise have to forgo. And one of our Women of HR contributors, Kimberly Patterson, recently explored the subject, and possible fallacy, of loyalty here.
However, despite these arguments, you have to wonder if the sort of mentality presented in Picture Perfect doesn’t actually still exist in some places and some companies. There are still many organziations where longevity and loyalty is rewarded, where service recognition programs are a key part of employee recognition strategies. I’m not claiming that all companies that recognize and reward loyalty think like this; I’m just wondering if in some corners of Corporate America, there are still executives and leadership teams who maintain these biases.
Having been single in the professional world for many years, I’ve felt both sides of this: the Time Magazine cited opportunities to travel, and the freedom to be a part of projects that may have been more difficult with commitments at home. But there have also been occasions where I’ve experienced Jennifer Aniston’s character’s feeling that I’m not quite the same as everyone else who is settled down with a family. I’ve never felt it hamper my career, but there are times (especially when company and charity events are centered on couples and/or families) that there has been a slight feeling of not quite belonging.
So I ask you…what do you think? Do these biases still exist? Are there places where women may be held back as a result of not being “settled down?” And if so, do these biases affect men the same way?
Futhermore, as HR professionals, should it not be partially our responsibility to ensure our companies are not excluding single and/or childless women (and men for that matter) from development and advancement opportunities?
I’d love to hear your comments below.
About the Author: Jennifer Payne, SPHR has 15 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent management in the retail grocery industry. She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.
Photo credit iStockphoto
In a competitive business climate, retaining key employees is vital for the health of the company. But when these key employees are women, many corporations and industries continue to be befuddled as to how to retain this valuable cohort.
Indeed, it’s surprising how many supposedly modern institutions are caught in a time-warp. Unfair compensation, gender imbalance in senior management positions, inflexible schedules and even active discouragement of female employees continue to plague companies large and small.
The good news is, a few simple steps can vastly improve conditions for female employees. And the benefits of maintaining a women-friendly environment far outweigh the costs. Retaining employees – male or female – is just good business sense when you consider both the obvious and hidden costs of a high rate of employee turnover.
One of the more obvious steps is fair compensation. It should go without saying that, after years of being treated as second-class employees, women first and foremost want to feel as equally valued as their male counterparts. Fair wages are just a start.
Fair compensation should also include bonuses and benefits. And women don’t want to feel like they will be punished for wanting a work/life balance. The lack of a flexible schedule is cited as the number one reason employees leave for other jobs, so companies should ensure they are able to accommodate their workers’ need to spend time with family or on other projects. Telecommuting, a compressed work week, collaborative scheduling and self-scheduling can all factor into employee happiness and job satisfaction. Maternity benefits, childcare, and maternity leave should be included in employment packages.
Greater gender balance in the workplace, especially in leadership positions, can pave the way for women to feel that they too can succeed. When women see other women rising within a company, they realize that it is possible for them to rise to senior positions as well.
To this end, the smart employer will consider introducing mentorship programs to encourage high-potential female employees to aspire to senior leadership roles. Women’s networks can be critical retention tools as well, particularly for employees at their mid-career level. Retraining and re-entry training for women who have temporarily left the workforce are also valuable tools in your retention box.
Professional development, career coaching, and grooming for bigger projects and promotions, as well as guidance regarding each woman’s career trajectory, are invaluable in retaining female employees.
Executive presence training is one option to consider. A 2012 Forbes article cited a study by the non-profit New York organization Center for Talent Innovation that said being perceived as leadership material is essential to being promoted into leadership positions. The article went on to say that “the 268 senior executives surveyed said ‘executive presence’ counts for 26% of what it takes to get promoted.”
Women who are trained to develop an executive-type persona in terms of gravitas – that is, confidence, poise under pressure and decisiveness – as well as communication and appearance become more confident and are better able to command a room, thereby clearing a path to high-stakes and high-visibility positions.
By utilizing some or all of these ideas, companies can benefit from a healthier and more balanced work environment. It just makes sense.
As VP of Marketing, Bimal Parmar manages the global marketing strategy and execution at Celayix. With over 20 years industry experience, Bimal is responsible for making sure the world learns about the benefits of Celayix’s solutions that include: advanced employee scheduling, time and attendance, employee communication as well as integration modules for payroll and billing. Before joining Celayix, Bimal was Vice President of Marketing at Faronics, a leading provider of IT solutions for the Education vertical where he helped grow revenue over 50% and launched exciting new solutions. Prior to that Bimal held senior marketing and product roles at technology companies such as Business Objects and McAfee Security where he gained significant international experience working with global companies such as Microsoft, Dell, Sony, HP, Orange, Telefonica and Ricoh.
Photo credit iStockphoto
I got a tad worked up recently when I received some information about a local event that is being advertised as a “Job Fair for Women.” The employers participating are primarily in the retail and hospitality industry although there are other industries represented. The communication included the line “If you know any women seeking employment please refer them to our Job Fair. Bring copies of your resume and bring a friend.”
I pondered what would happen were I to show up, as a female job seeker, and bring a male friend? Would he be turned away at the door or would he be allowed to enter? Is the organizer (who shall remain nameless) implying, by lack of invite, that men neither want nor need jobs? Or is this an indication of a belief that men, for some reason, are neither equipped to perform these particular jobs nor will they deign them worthy of their efforts? And why, I wondered, are these high profile employers participating in an event that is excluding an entire gender?
Now I’m in a region of the country that has a very heavy petrochemical, gas and oil industry presence where, obviously, many jobs have traditionally been held by men. I worked in that industry for several years and had numerous conversations with Joe the Foreman and Bob the Unit Supervisor about providing the same opportunity for everyone – male or female – to apply for jobs and receive equal consideration. They went along…albeit grudgingly. So what, I wondered, would happen if Joe and Bob were to attend a “Job Fair for Men?” I’m convinced they would like that option…even as we sit here in 2013.
And then, as my mind went off on a tangent, I got to ruminating how we (the collective ‘we of society’ that is) determine that it’s okay to continue putting working women in one silo and working men in a separate silo.
Have you, as I have, ever received notices from certain training providers that offer courses designed exclusively for women? There are session topics like “Communication Skills for Women” and “Assertiveness Skills for Women” and “Conflict Management Skills for Women.” So this tells us what exactly? That men have the market cornered on these skill sets and won’t be interested? That women will be able to attend these sessions and not be ashamed when they get emotional or share their weaknesses or admit to, as one provider puts it, “… deal<ing> with trembling hands, “butterflies,” and other nervous symptoms?” What the hell is that? A 1931 pamphlet explaining menstruation?
I despise exclusion – based on gender, race, age, religion, etc. – in any form. Some will say that the gals want to hang with the gals and the guys want to hang with the guys. Fine – get your groove on and segregate yourself at the corner pub with the dudes or at the nail salon with the ladies after a long week of toil and labor. But please don’t bring that mindset to the workplace or professional environs.
Every time you do it makes me die just a little.
With 25 years of HR Management experience, Robin Schooling, SPHR, has worked in a variety of industries. In 2013, after serving as VPHR with a Louisiana based organization, she left corporate HR to open up Silver Zebras, LLC, an HR Consulting firm. She blogs at HRSchoolhouse and you can follow her on twitter at @RobinSchooling where, on football weekends, you can read all her #whodat tweets.
Photo credit iStockphoto