Some of the most insightful observations about the comparative workplace experiences of men and women have come from people who have gone through a gender transition. Paula Stone Williams recently gave an excellent TED talk about what she learned as a man and as a woman, and she has now written a blog post on the same subject. Her perspective is very enlightening, particularly in showing how men and women can be treated differently in small or subtle ways – but all those little incidents add up to create big power imbalances that can be damaging to individuals and to organizations.
In a Q&A session after a keynote presentation earlier this month, I was asked about my personal discoveries related to gender inequity. Off the top of my head, I could not formulate a list. It did not take long to do so afterwards. In no particular order, here are 12 of my discoveries: In a […]
And, um, I’d like to suggest that we should pay more attention to it?
A recent discussion on Twitter raised some provocative points about communication norms in workplaces, especially those norms associated with gender. The research of linguists and sociologists such as Deborah Tannen has shown that men and women communicate differently, especially in the context of work. Men tend to present their views and opinions directly, while women tend to frame their statements with qualifiers such as “I think” or “in my opinion”.
In any workplace, the dominant group’s norms – both linguistic and behavioural – usually become (more…)
The #MeToo movement has generated a lot of discussion, not only around the numerous revelations of sexual misconduct, but also around what organizations can or should do to prevent those incidents from happening in the first place.
I have been in politics for more than 30 years…Over those years, I saw plenty of men behaving badly. It made me promise myself that I would do things differently should I ever get the chance to lead…Our Speaker was a woman, our government caucus chair was a woman and our Lieutenant-Governor was a woman. The two first female attorneys-general in BC history were appointed, Our 125,000+ civil service, finance ministry and largest Crown corporation were run by women, and more than a third of our government board appointees were women.
Appointing women to high-profile positions has a lot of symbolic value, and having women in those positions is certainly better than not having any women in power at all. But here’s the thing: (more…)
The last couple of weeks have been full of news about workplace abusers and harassers being called out. It seems that every time I look at Twitter there’s a link to yet another story about an accusation of inappropriate behaviour. It’s good that this behaviour is being brought into the open. But two decades ago there was also a huge uproar about harassment when Supreme Court nominee Clarence Thomas was accused of harassing the staff in his office.
So it puzzles me why we apparently need to have this same conversation all over again – especially when most organizations now have statements or policies about zero tolerance for workplace harassment or abuse.
These discussions of high-profile incidents of obvious harassment also have another effect. They distract attention from other forms of harassment. Harassment isn’t just the big incidents; it’s also the little things that happen over and over again.
Earlier this year, a study pointed out some very good examples of smaller, ongoing harassment. Alice Wu, the author of the study, was (more…)
Autobiographies by professional wrestlers tend to be read mostly by wrestling fans. As a wrestling fan, I get that people who aren’t interested in wrestling probably aren’t particularly interested in reading about it either. But a recent book by a former professional wrestler has a lot of profound insights that I was reminded of when the Harvey Weinstein scandal erupted. In his role as a producer and studio head, Weinstein allegedly assaulted or harassed numerous women – but there are other, more insidious ways that the entertainment industry demeans women, both as participants and as consumers. AJ Mendez Brooks, who wrestled as AJ Lee in WWE, brings some of those anti-women forces into the light in describing her own experiences in the wrestling industry.
Far too many female wrestlers are hired because (more…)
The Emmy Awards ceremony is usually an evening of fun and frocks, during which some awards are also handed out. But this year’s ceremony in mid-September came under fire for starting things off with a comedy skit featuring former White House press secretary Sean Spicer. Some commentators argued that, in his former job, Spicer regularly defended his boss’ racist and xenophobic decisions, so they wanted to hear him apologize before they were willing to listen to him tell jokes. Others argued that it was just a comedy skit, and Spicer deserved a second chance – particularly since he was fired from the White House, rather than quitting – and that like any other disgraced public figure he should have the opportunity to rebuild his reputation.
My feelings lie toward more toward the “not ready for jokes yet” perspective. I’m a big fan of Stephen Colbert – and his principled and honest attitude toward his work – and I’m also a viewer of his show who really appreciates him calling out the ridiculousness of the actions of the Trump administration. So I was quite disappointed to learn that Colbert was apparently responsible for arranging Spicer’s Emmy appearance. There are likely larger issues of forgiveness and redemption going on in this situation that would take a very long time to pick apart here. But I’ll just say that, given Colbert’s insightful commentaries on the serious implications of Trump’s conduct, I would have thought that Colbert would have anticipated the potential for negative blowback from Spicer’s participation in the show.
What particularly troubles me about the decision to feature Spicer on the Emmys is how it demonstrates “normalization”. This is the phenomenon in which (more…)
I wasn’t quite sure what to expect of the Mexico City parade – how big it would be, how many people would show up. Well. I watched the first part of the parade, went off to do some other sightseeing, and then returned four hours later to find the parade still going on. According to the local media, 350,000 spectators showed up to the event – and I can testify that the Paseo de la Reforma was jammed full of all kinds of people, all having a great time. Here’s a few scenes from the parade. (more…)
Diversity in the workforce is a challenging issue for many organizations, but it’s particularly critical for universities. This is partly because many universities are publicly funded, which might imply that they have a larger responsibility to represent the population that financially supports them. And universities that teach about inclusivity and equality should surely be expected to live those values in their own operations.
But another reason is that universities are large and very visible organizations. Unlike workers at companies whose operations are largely unseen, workers at universities interact with large numbers of people – students, communities, governments – every day. So if there is a lack of diversity in the workforce at universities, it will be far more noticeable than it might be in other types of organizations.
Wente’s column started showing up again on the Globe’s editorial pages in mid-May. If her June 11 column is an example of her rehabilitated writing, it looks like Wente might have learned not to plagiarize – but she continues to express opinions that don’t fit the facts.
The column in question pooh-poohs the idea of “quotas for women” to encourage more equitable gender representation in leadership positions. Wente states that “in business circles, it is now conventional to declare that companies with more women on their boards are more socially responsible and tally better financial results”. She then proceeds to attack that idea by citing this recent academic article by researcher Alice Eagly, presenting it as proof that a diverse board of directors does not improve a company’s financial performance or the board’s own effectiveness.
I’m not sure where Wente is finding these “business circles” that believe in diverse board membership. (more…)