Blog Articles By Topic
It’s common knowledge that employers and management teams see value in professionals who show up with a “can-do” spirit. But there’s more to being successful than just a positive attitude. It’s grit that other leaders appreciate. What is Grit? “Grit” refers to a person’s mental fortitude, in other words, their endurance and desire to pursue […]
You’ve been promoted. Or, maybe, you’re starting a new job at a new company. Either way, you have a fresh start– and a new set of challenges. Becoming the boss, it sounds exciting, it sounds challenging, it sounds frightening, and it comes with a variety of new responsibilities. You are moving from being responsible for […]
When you’re new to the professional world, it can be difficult to find your footing and the skills you need to have to progress. A mentor can help to guide you with experience and professional advice – building that connection could make all the difference in your advancement. What is a Mentor? A mentor is […]
A boundary is a figurative line an individual draws that makes the limits of what they will and won’t tolerate. Healthy boundaries directly improve your mental, physical, or emotional well-being and develop respect in the workplace. Setting Boundaries at Work To set healthy boundaries, you need to be aware of what you expect from other […]
Fostering high-quality women’s leadership opportunities should be a key goal for many organizations, especially those that are trying to bring diversity to their management teams. In today’s business climate, diversity is of utmost importance in the workplace. Despite the emphasis placed on diversifying leadership teams, the recent pandemic and its effects on the work environment […]
As many of you know, I like words, their meanings, and their use. And for those of you hearing me for the first time, I believe that words matter, so when I began the process of formulating my thoughts on the “inspiration,” I went to the dictionary. That is what I do. The definition that […]
Giving yourself time to recharge mentally, physically, and emotionally after a stressful week is a must. For some working professionals, though, it can be challenging to direct themselves toward an enjoyable activity. If you’re looking for new ways to engage in something you’ll enjoy while also maximizing your time, try these options. Read a Book […]
Working towards a goal is always a good decision, but it’s important to examine whether you’re taking time out of your busy schedule to focus on self-development. The Importance of Investing in Yourself Investing in yourself involves a system of processes that aim to improve some facet of your life. There are plenty of different […]
No matter where you are in your career, you’re aware of the challenges many women face as they try to advance their career into senior management. That’s why this initiative, which asks companies to sign a pledge to fast-track women’s progress up the corporate ladder, is a step in the right direction. Started by Frustrated […]
Want a way to close the pay gap in your own company? Pay transparency is one way. Yes, it can certainly pit employees against each other, but it could also be the answer to closing the pay gap between men and women. Citigroup, the fourth largest bank, just revealed that women earn 29% less than […]
Women in the World
If women must work twice as hard in the workplace, women of color must work twice as hard as that – and even then it may not be enough. Workplace discrimination is still prominent today, keeping success out of reach for many in the minority. Brenda Harrington, author of “Access Denied: Addressing Workplace Disparities and Discrimination” takes the opportunity to examine and bring forward the stories of people of color, including herself, who have been victimized by personal and procedural bias and outright discrimination in their careers. From insensitive comments and discouragement to blatant attempted career decimation and gaslighting, the systematic bias in today’s professional space continues to hold back people of color.
The true recollections of injustice in each chapter speak to readers with similar experiences who face these inequalities and are brushed off, told not to be offended, or said their experience was not how they lived it. Brenda says you are not alone, and you are not crazy! This experience is shared by many. But you are not powerless – Brenda says, “we cannot change the hearts and minds of those with biases that do not favor us, but we can make choices to better protect and advocate for ourselves and each other.”
Throughout the book, Brenda provides important strategies for overcoming the many roadblocks people of color face in the workplace to this day. Each chapter provides personal proof of workplace discrimination, lessons to be taken away, and thought prompts to help guide the reader through these challenges.
“Access Denied,” is a powerful read for any professional, but especially for those outside the dominant groups. The practical advice and strategies come from real experience, and the author’s own expertise, and aim to make a difference in the professional journey of the reader and offer perspective for those not facing the same challenges. Overall, it is a great read for any professional today.
Fostering high-quality women’s leadership opportunities should be a key goal for many organizations, especially those that are trying to bring diversity to their management teams. In today’s business climate, diversity is of utmost importance in the workplace.
Despite the emphasis placed on diversifying leadership teams, the recent pandemic and its effects on the work environment has compounded the challenges that arise when trying to make positive change. However, the past few years have also presented businesses with a unique approach to take as they continue to make efforts –
Hybrid work environments.
Hybrid schedules have provided working professionals with the ability to establish a more well-rounded balance between work life and home life. This solution isn’t perfect, though, as hybrid work environments also increase the likelihood that employees will struggle with burnout, a result that impacts women significantly more than their male counterparts. It is important to actively make the effort to get ahead of the challenges and provide equitable support to the women in your workplace.
Part of what makes hybrid work an overall benefit is the ability to adopt flexible scheduling. Flexible schedules can allow each employee to manage the responsibilities tied to work and home without forcing them to prioritize one over the other.
For the best possible results, flexible work scheduling should become the default work model, available to all employees regardless of gender or personal obligations. Doing so ensures that your work environment remains inclusive and each employee within the company feels that they have the opportunity for better work-life balance – whatever that looks like for each individual.
Acknowledge and Remedy Exclusionary Practices
While hybrid work should be available to all employees within an organization, the frequency at which each individual takes advantage of the option will vary between men and women in the workplace.
Men tend to work remotely less frequently than women, and because of this, women in the workplace may fall victim to exclusionary practices unless preventive measures are in place. Many working professionals believe that employees who are physically in the office have greater chances of being promoted, included in projects, and respected. As a result, women in the workplace are more likely to be disregarded even though they’re performing the same volume of work.
For hybrid work to be a success, there can be no room for proximity bias. Remote versus in-person work should not factor into a worker’s performance. It is worth the effort to acknowledge, recognize, and check in with your virtual employees as often as you would when you see them in the office.
Avoid Making Assumptions
The direction a working professional’s aspirations take should not be the main indicator of his or her desire to progress into leadership roles. In many situations, employees who want to be considered for leadership roles gradually take on more work and responsibilities before directly asking for a higher role. However, this outline shouldn’t be applied to everyone.
Women in the workplace, more often than men, approach leadership opportunities in diverse ways, such as following nontraditional career paths, taking breaks from work, and adjusting their goals in order to meet the demands of their life outside of the office.
For example, a woman in a professional role might take a year off of work to care for an ailing loved one or have a child. Upon returning to work, promotions become available. While she has every skill a promotion requires, management might skip over her as a candidate for the new position because they don’t believe she’s interested in progressing so quickly after her return from absence.
To avoid making assumptions about who wants to pursue a leadership position and who doesn’t, organizations need to expand their search parameters and include unique experiences, dynamic career paths, and measurable skill sets.
Celebrate Hard Work without Creating Toxic Competition
There’s a fine line between showing appreciation for an employee’s hard work and encouraging employees to overwork themselves in the pursuit of praise.
In some ways, hybrid work runs the risk of blurring boundaries between work obligations and free time, and again, women are disproportionately affected. Women are already in a position in which their efforts to perform at their greatest capacity aren’t as easily noticed by management.
To remedy this, employers need to take steps to reduce burnout among all employees by encouraging greater work-life balance and separation. Think about carefully evaluating the work model so the scope of the work performed prevents burnout from occurring among staff members.
Hybrid work environments have highlighted several gender-related challenges in many corporate settings, but it also presents business leaders with a variety of opportunities to improve. These changes can help to create a healthier, more cohesive professional environment.