Thanks to my local public library, I recently had the opportunity to read Morra Aarons-Mele’s new book Hiding in the Bathroom: An Introvert’s Roadmap to Getting Out There (When You’d Rather Stay Home). As I’ve discussed on this blog previously, I’m not a fan of most popular-press career and business books, but the title of this one drew me in. It suggested vulnerability and something less than overwhelming self-confidence, and that’s far more representative of many people’s workplace reality than (more…)
In January I made an unexpected trip to Edmonton, where I lived in the early ‘90s while I attended the University of Alberta. Some things have changed, some are the same – like -30C weather that time of year – and some have adapted, like the student newspaper the Gateway. When I was a U of A student the Gateway was a once-weekly newspaper, but it now posts most of its stories online, and the print version is a monthly magazine.
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.
This past weekend, Christy Clark, the former premier of British Columbia, wrote an opinion article in The Globe and Mail newspaper, titled “Turning #MeToo into a tangible shift for female leaders“. Here’s some of what she said in that article:
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…)
When Mary Tyler Moore passed away this week at the age of 80, the world lost a very talented performer. But the world also lost a woman that made a difference for other women. In the 1970s, through her TV show The Mary Tyler Moore Show – which she co-created and co-produced, as well as starred in – Moore helped to change attitudes about workplace equality.
Dan McGarry, who teaches human resource management at Seneca College in Ontario, sent me this post, which he also put on his course website. He wanted to tell his students how important Moore’s television show was in depicting the barriers that women faced at work.
Mary Tyler Moore’s name may mean very little or nothing to most of you, except that you heard that she passed away yesterday. However her television show, which used just her name, was a groundbreaker when it was first aired starting in 1970. Her character of Mary Richards was the first ‘career woman’ portrayed as the primary character in a TV show. 30-something, unmarried and unattached, she demonstrated something new in the mass media: a woman who could ‘make it on her own’. (more…)
At the start of a new year, a lot of people make resolutions for what they want to achieve in the next twelve months – and often those resolutions have something to do with work. The resolution could be to choose a new career, to get more education, or to look for a new job. So now is a particularly appropriate time to look at two recent studies about bias in employers’ hiring processes. The results of these studies demonstrate that job applicants can often be rejected for reasons that have absolutely nothing to do with their ability to do the job. And the studies also suggest that biased hiring has effects that go way beyond individual careers or workplaces.
These two studies used essentially the same methodology, which is (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.
Statistics Canada collects data on gender diversity among post-secondary instructors, but it doesn’t collect data on racial, ethnic or international diversity in that occupation. So I was very interested in (more…)
At the end of April, Margaret Wente, a columnist for the Toronto-based Globe and Mail newspaper, was accused of plagiarism for the second time. Her column temporarily disappeared, and Globe editor David Walmsley stated that “[t]he Opinion team will be working with Peggy to ensure this cannot happen again”.
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…)
Nearly every organization has a code of conduct for its employees. These codes are usually explicit rules about what the organization’s members are and aren’t allowed to do, including the penalties – from reprimands to firing – for breaking those rules. Often there are also statements of the organization’s guiding values and principles, which employees are expected to uphold in carrying out their work or making decisions. But when employees go to professional events like conferences – events related to work but which take place outside the workplace – the rules of behaviour aren’t always as clear.
Behaviour at conferences is something that I’ve been thinking about as conference season is starting for me. Every year, away from the watchful eyes of their supervisors and their human resources department, some people act like idiots. They might do things like ask questions during a seminar or presentation with the sole intention of making the presenter look bad and making themselves look good. Or they might harass other conference attendees, usually at social events, by doing things like looking down women’s tops, making inappropriate comments about how someone is dressed, or uttering racist or sexist insults (I’ve personally witnessed all of these).
Surprisingly, though, many conference organizers are reluctant to crack down on these kinds of behaviours by attendees. (more…)