-
Navigating Workplace Politics as a Manager
Navigating workplace politics is a reality that every manager will face at some point in their career. It's a delicate dance to balance the needs and desires of individuals within the team while working towards the larger goals of the organization. Workplace politics can manifest in many different ways, from subtle office gossip to outright sabotage. Regardless of the form it takes, it can be incredibly disruptive to the work floor and have a significant impact on team harmony. Left unchecked, workplace politics can lead to high levels of stress, decreased productivity, and even cause talented employees to leave the organization. Therefore, it's crucial for managers to understand how to navigate these politics and keep their team working effectively together. In this blog, we'll explore some tips for navigating workplace politics while maintaining team harmony.Be transparent and honest One of the best ways to navigate workplace politics is to be transparent and honest with your team. Let them know what's going on and what decisions are being made. If they understand the reasoning behind your decisions, they'll be more likely to support them. Transparency and honesty also build trust and credibility, which can help you navigate workplace politics more effectively.Build strong relationships Building strong relationships with your team and other stakeholders in the organization can help you navigate workplace politics more effectively. When you have strong relationships, people are more likely to trust and support you. It's easier to communicate and negotiate with people when you have a good rapport with them. Take the time to get to know your team and other stakeholders in the organization, and build relationships based on trust and mutual respect. Listen actively Active listening is a crucial skill for any manager who wants to navigate workplace politics effectively. When you listen actively, you can understand different perspectives and concerns. You can identify potential conflicts and work to resolve them before they escalate. Active listening also shows your team that you value their input and opinions, which can boost morale and engagement.Manage conflict proactively Conflict is inevitable in any workplace, but as a manager, it's your job to manage it proactively. When conflicts arise, address them immediately and directly. Don't let them fester or escalate. Encourage open communication and collaboration to find a resolution that works for everyone. If necessary, seek the help of a neutral third party to mediate the conflict.Lead by example As a manager, you set the tone for your team. If you want them to navigate workplace politics with integrity and respect, you need to model those behaviors yourself. Lead by example, and demonstrate the values and behaviors that you want your team to emulate. When your team sees you leading with integrity, they'll be more likely to follow your example.
-
5 Issues Female Leaders Still encounter in the workplace
Despite progress in promoting gender equality in the workplace, women continue to face significant challenges in leadership positions. These challenges can range from unconscious biases and microaggressions to structural barriers that make it difficult for women to advance in their careers. Here are five issues female leaders still encounter in the workplace:Gender BiasOne of the most significant challenges that female leaders face is gender bias. Women may be held to higher standards than their male counterparts or be judged more harshly for their assertiveness or ambition. In addition, gender stereotypes can make it difficult for women to be taken seriously in male-dominated industries or leadership positions.Lack of RepresentationDespite progress in recent years, women continue to be underrepresented in leadership positions. This can make it difficult for women to find mentors, sponsors, and role models who can help them advance in their careers. It can also perpetuate gender bias and reinforce stereotypes about women's leadership capabilities.Work-Life BalanceBalancing work and personal life is a challenge for everyone, but it can be especially difficult for women in leadership positions. The expectations and demands of leadership roles can make it difficult for women to find time for their families, hobbies, and other interests. This can lead to burnout and can make it difficult for women to sustain their careers in the long term.Pay GapThe gender pay gap is a persistent issue that affects women in all industries and at all levels of leadership. Women are often paid less than men for doing the same job, and this can make it difficult for them to feel valued and recognized for their contributions. It can also make it difficult for women to negotiate for better pay and benefits, which can limit their career advancement opportunities.MicroaggressionsMicroaggressions are subtle, often unconscious behaviors or comments that can make women feel unwelcome or undervalued in the workplace. Examples include interrupting women in meetings, assuming that women are responsible for administrative tasks, or making comments about women's appearances or personal lives. These behaviors can contribute to a culture of sexism and can make it difficult for women to feel comfortable and confident in their roles.In conclusion, while there has been progress in promoting gender equality in the workplace, female leaders still encounter significant challenges. These issues can range from unconscious biases and microaggressions to structural barriers that make it difficult for women to advance in their careers. By acknowledging these challenges and working to address them, we can create a more equitable and inclusive workplace for everyone.
-
Is the hybrid work model receiving backlash?
With the ongoing COVID-19 pandemic, many companies have shifted to a hybrid model where employees work both in the office and remotely. While this may seem like a win-win situation, there has been some backlash towards the hybrid work model.One of the main concerns is the potential for a two-tier system to emerge. Those who work remotely may be at a disadvantage when it comes to promotions, training opportunities, and visibility within the company. This can lead to feelings of isolation and disconnect from the company culture.Another concern is the impact on teamwork and collaboration. When some team members are in the office while others are remote, it can be challenging to maintain a cohesive team dynamic. Communication can be difficult, and it can be harder to build trust and rapport with colleagues who are not physically present.Additionally, there is a potential for burnout with the hybrid work model. When employees are working from home, it can be difficult to switch off and disconnect from work. This can lead to employees working longer hours and feeling like they're always "on". The lack of separation between work and home life can lead to stress and fatigue.Despite these concerns, the hybrid work model does have its benefits. It can provide employees with more flexibility and autonomy in their work, which can lead to increased job satisfaction and work-life balance. It can also reduce commuting time and costs, which can have a positive impact on the environment.As with any work model, there are pros and cons to the hybrid model. It's important for companies to listen to the concerns of their employees and find ways to address them. Whether it's through improved communication, training opportunities for remote workers, or policies around work hours, there are ways to make the hybrid model work for everyone.
-
Tech Layoffs and Diversity: A Troubling Trend
In recent years, tech layoffs have become all too common. Companies in the industry frequently restructure and cut jobs in an effort to streamline operations and cut costs. While these layoffs can have a negative impact on workers and their families, they can also have a significant impact on diversity in the tech industry.The tech industry has long struggled with diversity, with many underrepresented groups being underrepresented in the workforce. This lack of diversity is not just a problem for those who are excluded, but for the industry as a whole. Diverse teams have been shown to be more innovative and make better decisions, leading to better outcomes for both the company and its customers.Tech layoffs can exacerbate this problem by disproportionately affecting underrepresented groups. For example, if a company lays off a large number of workers, those who are the last to be hired may be the first to be let go. This can disproportionately impact newer employees, who are often from underrepresented groups. In addition, layoffs can disrupt the pipelines that bring diverse talent into the industry, such as internships and entry-level positions.So what can be done to address this issue? One solution is targeted hiring and retention efforts. Companies can actively seek out and hire diverse candidates, and implement policies and practices that help retain them. This can include things like diversity and inclusion training, fair and transparent promotion processes, and supportive workplace cultures.Another solution is to invest in diversity and inclusion initiatives that go beyond just hiring and retention. This can include things like mentorship programs, professional development opportunities, and partnerships with organizations that support underrepresented groups in tech.In conclusion, tech layoffs can have a negative impact on diversity in the industry. To address this issue, companies need to take proactive steps to hire and retain diverse talent, and invest in initiatives that support and advance underrepresented groups. By doing so, the tech industry can build a more diverse and innovative workforce, benefiting both the industry and its customers.
-
Burnout warning: 10 signs you're at risk
Burnout is a state of physical, emotional, and mental exhaustion that can result from prolonged periods of stress or overwork. It's important to be aware of the signs of burnout and to take steps to prevent it, as it can have serious consequences for your health and well-being. Here are 10 signs that you may be at risk of burnout:ExhaustionIf you're feeling constantly tired and lacking energy, it could be a sign of burnout. Exhaustion can be a result of prolonged stress and overwork, and can make it difficult to perform daily tasks and responsibilities. Find ways to manage stress and setting boundaries.Loss of motivationFeeling unenthusiastic or unmotivated towards your work and other activities can be a sign of burnout. When feeling burnt out, people often lose the sense of passion and interest towards their work, which can be a critical sign of burnout. Taking a break, pursuing new opportunities, and finding new ways to regain motivation can help you regain motivation. Decreased productivityIf you're struggling to get things done or are noticing a decline in your productivity, it may be a sign of burnout. The constant stress and pressure can make it difficult to focus and complete tasks, which can lead to decreased productivity. Recognizing this sign and taking steps to address it, such as finding ways to manage stress and setting boundaries, can help improve productivity.Increased absenteeismIf you're taking more time off work or are having difficulty showing up on time, it could be a sign of burnout. Burnout can make it difficult to function in daily life, and taking time off work may be a sign of an effort to escape the stress. It's important to recognize this sign and take steps to address it, such as finding ways to manage stress and setting boundaries.Difficulty concentratingBurnout can make it hard to focus and concentrate. It's common for people experiencing burnout to have trouble remembering things and completing tasks, as well as a feeling of being scattered. If you're having trouble focusing or are experiencing forgetfulness, it could be a sign of burnout, and it's important to take steps to address it.Increased irritabilityFeeling more short-tempered or easily annoyed can be a sign of burnout. Prolonged stress and pressure can make you more sensitive and reactive to situations that wouldn't have bothered you before. It's important to recognize this sign and take steps to address it, such as finding ways to manage stress and setting boundaries.Physical symptomsPhysical symptoms such as headaches, stomach problems, and sleep disturbances can also be signs of burnout. The constant stress and pressure can take a toll on your physical health, leading to a variety of symptoms. It's important to recognize these physical symptoms as a sign of burnout and take steps to address them, such as finding ways to manage stress and setting boundaries.Negative outlookFeeling more pessimistic or negative about your work or life in general can be a sign of burnout. The constant stress and pressure can lead to a negative outlook and make it difficult to see the positive aspects of your work and life. Recognizing this sign and taking steps to address it, such as finding ways to manage stress and setting boundaries, can help improve your outlook.Loss of interest in hobbies or activitiesLosing interest in activities that you used to enjoy can be a sign of burnout. The constant stress and pressure can make it difficult to find enjoyment in things you used to love.Decreased satisfactionFeeling less satisfied with your work or life in general can be a sign of burnout. The constant stress and pressure can make it difficult to find fulfillment in your work and life.If you're experiencing any of these signs, it's important to take steps to prevent burnout, such as finding ways to manage stress, setting boundaries, and taking breaks. By taking care of yourself, you can avoid burnout and maintain a healthy and fulfilling career.
-
7 signs you're working in a toxic environment
A toxic work environment can be harmful to your physical and mental health and can make it difficult to be productive and happy at work. If you're not sure if your workplace is toxic, here are seven signs to look out for:Constant criticismA toxic work environment is often characterized by a culture of criticism and blame. If you feel like you're constantly being criticized, whether it's by your boss or your colleagues, this could be a sign that you're working in a toxic environment.Constant criticism can lead to feelings of inadequacy, low self-esteem, and a lack of confidence in one's abilities. It can also lead to an increase in stress levels and a decrease in job satisfaction. If you find yourself constantly being criticized, it's important to take note of this and address it with your manager or HR department.Lack of supportA healthy work environment is one in which employees are supported and encouraged to succeed. If you feel like you're on your own and that there is no one to turn to for help or guidance, this could be a sign of a toxic environment.This can manifest in a number of ways, such as not having access to the resources you need to do your job, or not having someone to turn to for help or guidance. A lack of support can lead to feelings of isolation and make it difficult to be productive and happy at work.Poor communicationPoor communication is a common problem in toxic workplaces. If you feel like you're not being kept in the loop or that important information is being withheld from you, this could be a sign of a toxic environment.This can include not being informed of important decisions, not being included in meetings, or not having access to key information. Poor communication can lead to confusion, frustration and a lack of trust in management.Unhealthy competitionA little bit of healthy competition can be a good thing, but in a toxic work environment, the focus is often on one-upping your colleagues rather than working together towards a common goal.This can lead to feelings of resentment and mistrust among colleagues, and can make it difficult to collaborate and get things done. If you find yourself in a situation where competition is unhealthy, it's important to speak up and remind your colleagues that working together is more productive than competing against one another.No work-life balanceA toxic work environment can often lead to employees feeling overwhelmed and burnt out. If you feel like you're constantly working and that you have no time for anything outside of work, this could be a sign of a toxic environment.A lack of work-life balance can lead to feelings of exhaustion, and can affect your mental and physical health.Harassment or discriminationA workplace that tolerates harassment or discrimination is toxic and unacceptable. If you feel like you're being mistreated or unfairly targeted because of your race, gender, sexual orientation, or any other factor, this is a clear sign that you're working in a toxic environment.The effects of harassment or discrimination can be wide-ranging and can include physical and mental health problems, such as anxiety, depression, and stress. It can also lead to decreased job satisfaction, decreased productivity and an overall negative impact on the employee's work performance. In extreme cases, it can lead to the employee leaving their job or even developing post-traumatic stress disorder (PTSD).Lack of transparencyA toxic work environment is often characterized by a lack of transparency. If you feel like things are being kept secret or that there is a lack of accountability, this could be a sign of a toxic environment.If you're experiencing any of these signs, it's important to take action to protect your own well-being. This may involve speaking up, seeking support, or considering finding a new job. Remember that you deserve to work in a healthy and supportive environment.
-
The "hustle" work culture isn't for you? How to break out of it
The "hustle" work culture, characterized by the belief that one must work constantly and tirelessly in order to succeed, is not for everyone. If you find that this culture is not a good fit for you and is causing you stress or burnout, it's important to take steps to break out of it. Here are a few tips for breaking out of the "hustle" work culture:Set boundariesIt's important to set boundaries around your work and to prioritize self-care. This may include setting limits on your work hours, taking breaks, and finding ways to disconnect from work when you're not on the clock.Communicate your needsDon't be afraid to communicate your needs and boundaries to your boss or colleagues. Let them know what you are and are not comfortable with, and be open to finding ways to work that align with your values and needs.Find a balanceTry to find a balance between your work and other aspects of your life, such as your personal relationships, hobbies, and self-care. This can help to prevent burnout and ensure that you have a well-rounded, fulfilling life.Seek supportIf you are struggling with the "hustle" work culture, it can be helpful to seek support from friends, family, or a therapist. They can provide a listening ear and help you to find ways to manage your stress and take care of yourself.Consider a changeIf the "hustle" work culture is causing you undue stress or is not a good fit for your needs and values, it may be time to consider a change. This could mean looking for a new job or finding ways to change your current work situation to better align with your needs.By taking these steps, you can break out of the "hustle" work culture and find a more sustainable and fulfilling way of working.
-
Common struggles of women in the workplace
Women have long faced unique challenges in the workplace, despite significant progress in recent decades toward achieving gender equality. Despite the fact that women have made significant strides in the workforce, they are still faced with obstacles that prevent them from reaching their full potential.Some of the most common struggles faced by women in the workplace include discrimination, harassment, and a lack of representation in leadership positions.Discrimination and bias are still prevalent in the workplace, and women often find themselves facing discrimination based on their gender. This can take many forms, from subtle microaggressions to outright discrimination in hiring, promotion, and pay. Women may also face discrimination based on stereotypes, such as the belief that women are less capable or less committed to their work than men. This can lead to women being passed over for promotions, or not being offered the same opportunities for advancement as their male colleagues.Harassment is another common struggle faced by women in the workplace. Women may experience harassment in the form of unwanted advances, comments, or gestures, which can create a hostile work environment and make it difficult for women to do their jobs. Harassment can also take the form of sexual assault or rape, which can have devastating effects on a woman's mental and physical well-being.A lack of representation in leadership positions is another issue that women face in the workplace. Despite the fact that women make up a significant portion of the workforce, they are underrepresented in leadership positions, particularly at the highest levels of corporate and government organizations. This lack of representation can make it difficult for women to advance in their careers, and can also lead to a lack of diversity in decision-making processes.To combat these struggles, companies should implement policies and procedures to address discrimination, harassment and bias. Employers should also provide training on these issues and hold those who engage in this behavior accountable. Furthermore, initiatives such as mentorship programs, sponsorship, and leadership development opportunities can help to support the advancement of women in the workplace.In conclusion, despite progress made in recent years, women in the workplace continue to face discrimination, harassment, and a lack of representation in leadership positions. Employers can take steps to address these issues, from implementing policies and procedures to address discrimination and harassment to providing training and leadership development opportunities for women. Through these efforts, we can work towards a more equitable and inclusive workplace for all.v
-
Stereotypes of Women in Technical Roles, And Why they Shouldn't Matter
Women in technical roles have long faced stereotypes and biases that have hindered their professional growth and advancement. Despite the fact that women have been making significant strides in the tech industry, these stereotypes and biases persist, and it's important to understand why they shouldn't matter.One of the most prevalent stereotypes of women in technical roles is that they are not as capable as men in math and science. This stereotype is not only false, but it also ignores the numerous studies that have shown that there is no significant difference between men and women in terms of aptitude for math and science. Furthermore, it overlooks the fact that women have made significant contributions to the field of technology, and continue to do so today.Another stereotype is that women are not as interested in technology as men. This is also false. Studies have shown that girls and women are just as interested in technology as boys and men. However, societal and cultural factors can discourage girls and women from pursuing careers in technology, which can lead to fewer women in these roles.A third stereotype is that women are not as ambitious or driven as men. This stereotype is also not true. Many women in technical roles are highly ambitious and driven, and are just as committed to their careers as men. They are often just as motivated to succeed and advance in their careers, but may face additional barriers and challenges in doing so.It's important to recognize that these stereotypes are not only false but also harmful, as they can discourage girls and women from pursuing careers in technology, and can also discourage employers from hiring and promoting women in technical roles.One way to combat these stereotypes is to increase representation of women in technology. When more women are in technical roles, it can serve as a powerful counter-example to the stereotypes that have been perpetuated for so long. Additionally, it can help to create a more inclusive and welcoming environment for women in technology, which can lead to more women choosing to pursue careers in this field.Another way to combat these stereotypes is to ensure that women in technical roles are treated fairly and equitably. This includes providing equal opportunities for advancement and ensuring that their contributions are recognized and valued. Additionally, it's important to create a culture where women feel comfortable speaking up and reporting discrimination or bias.Ultimately, stereotypes of women in technical roles should not matter. Women are just as capable and interested in technology as men, and should be given the same opportunities and support to succeed in these roles. By recognizing and challenging these stereotypes, we can create a more inclusive and equitable tech industry that values the contributions of all individuals, regardless of their gender.
-
Why does gender bias persist in the workplace? A closer look
Gender bias, or the unequal treatment of individuals based on their gender, persists in many workplaces around the world. This bias can manifest in a variety of ways, including discrimination, unequal pay, and the lack of opportunities for advancement. Here are a few reasons why gender bias persists in the workplace:Unconscious bias One reason why gender bias persists is because of unconscious bias, or the unconscious attitudes and stereotypes that we hold about certain groups of people. Unconscious bias can influence how we perceive and treat others, and it can be a major barrier to gender equality in the workplace.Unconscious bias can also manifest in more subtle ways, such as assuming that women are not as competent or capable as men. This can lead to women being overlooked for important projects or assignments, which can limit their career growth and development.To address unconscious bias in the workplace, it's important for employers and managers to become aware of their own biases and make a conscious effort to counteract them. This can include providing training on unconscious bias, increasing diversity and representation within the workplace, and implementing policies and practices that promote inclusivity and equity.Lack of diversityAnother reason why gender bias persists is because of the lack of diversity in many workplaces. When a workplace is dominated by one gender or demographic, it can be difficult for people who are different to be heard and valued. This lack of diversity can contribute to a culture of gender bias.For example, in a male-dominated workplace, women may struggle to be taken seriously or to have their ideas heard. This can lead to women being overlooked for promotions or other opportunities for advancement.To promote diversity and inclusivity in the workplace, employers should actively recruit and hire individuals from underrepresented groups. They should also create an environment where people from different backgrounds and perspectives are encouraged to speak up and share their ideas.Stereotypes and cultural normsGender bias can also be perpetuated by stereotypes and cultural norms that dictate how men and women should behave and what types of work are appropriate for each gender. These stereotypes and norms can limit the opportunities and choices available to men and women in the workplace.Similarly, the stereotype that women are not as good at math and science can limit the opportunities available to women in these fields.To combat stereotypes and cultural norms, employers and managers should actively work to create a culture of inclusivity and equity. This can include providing training on diversity and inclusion, implementing policies that promote gender equality, and challenging stereotypes and cultural norms when they are encountered.Systemic issuesGender bias can also be perpetuated by systemic issues, such as policies and practices that disproportionately disadvantage one gender. For example, policies that make it difficult for women to take time off for child care or other family responsibilities can create barriers to their advancement in the workplace.To address systemic issues, employers should review their policies and practices to ensure that they do not perpetuate gender bias. They should also work to create a more flexible and inclusive work environment that takes into account the needs of all employees. This can include offering family-friendly policies, such as parental leave and flexible work arrangements, and providing support for employees who are balancing work and family responsibilities.Overall, gender bias persists in the workplace because of a complex combination of factors, including unconscious bias, lack of diversity, stereotypes and cultural norms, and systemic issues. To address gender bias and promote gender equality in the workplace, it's important to be aware of these issues and work to create a more inclusive and equitable environment.
-
Do I have the right to disconnect after work hours?
As technology continues to advance, the lines between work and personal time are becoming increasingly blurred. It's now easier than ever for people to be connected to work at all times, which can make it difficult to disconnect after work hours. But do you have the right to disconnect after work hours? The answer is: it depends.In some countries, there are laws in place that protect the right to disconnect after work hours. For example, in France, employers are required to establish rules around the use of electronic communication devices outside of work hours. This includes setting clear guidelines on when it is appropriate for employees to be expected to respond to work-related communication after hours.In Germany, employees have the right to disconnect from work-related communication outside of working hours unless there is an exceptional need. This includes the right to not check work-related emails or messages outside of working hours.In other countries, the right to disconnect after work hours is not explicitly protected by law, but many companies are starting to adopt policies around the use of electronic communication devices outside of work. These policies may include guidelines on when it is appropriate to expect a response to work-related communication or ways to limit the number of notifications employees receive after work hours.Additionally, it is important to note that the right to disconnect after work hours is not just about protecting employees' physical and mental well-being, but also about protecting theirprivacy. With the rise of remote work and the blurring of boundaries between work and personal time, it can be difficult for employees to separate their professional and personal lives. This can lead to a loss of privacy as employers may have access to personal information and communication outside of working hours. It is important for employers to respect their employees' privacy and not use any personal information or communication for any purpose other than work-related matters.Furthermore, it's also important to note that the right to disconnect after work hours is not just about ensuring that employees have time to rest and recharge, but also about fostering a culture of trust and respect. When employees feel that their employer respects their time and privacy, they are more likely to feel valued and motivated to work. This can lead to increased job satisfaction and productivity.Even if your company does not have a specific policy in place, you still have the right to set boundaries around your work and personal time. It's important to communicate your needs and expectations to your employer and to be clear about when you are available and when you are not. This can help to prevent burnout and ensure that you have a healthy work-life balance.The right to disconnect after work hours is an important issue and it's important for both employees and employers to be aware of and respect each other's boundaries. While the specifics may vary depending on your country and company, it's important to communicate your needs and set clear boundaries in order to achieve a healthy work-life balance. This can help to prevent burnout and ensure that you have the time and energy to pursue your personal interests and relationships outside of work.
-
The many disguises of sexism in the workplace
Sexism in the workplace can take many different forms and can be difficult to recognize and address. From stereotyping and bias to harassment and inequitable treatment, women may be subjected to a range of discriminatory practices in the workplace. In this article, we explore a few examples of the ways in which sexism can manifest in the workplace and discuss steps businesses can take to create a more inclusive and equitable environment.Here are a few examples of the many disguises that sexism can take in the professional world:Gender-based expectations and stereotypesThese can manifest in a variety of ways, such as expecting women to be more nurturing or supportive, or expecting men to be more ambitious or competitive. These expectations can limit opportunities and career advancement for individuals who do not fit the mold.Unequal pay and promotions One of the most well-known forms of workplace sexism is the pay gap, where women are paid less than men for performing the same job. This can also extend to unequal opportunities for promotions and leadership roles.Sexual harassment This can range from inappropriate comments or jokes to unwanted physical contact, and can create a toxic and intimidating work environment. It's important to remember that harassment is not limited to men harassing women, and can happen between any gender.TokenismThis occurs when a company or organization makes a token effort to diversity by hiring one or a few people from underrepresented groups, but fails to take meaningful steps to create an inclusive culture. This can result in these individuals feeling isolated or unsupported in their roles.Maternal discriminationPregnant workers and mothers may face discrimination in the form of being passed over for promotions or job opportunities, or being treated unfairly because of their parenting responsibilities.AgeismAgeism can affect both older and younger female workers, with older workers facing discrimination based on stereotypes about their abilities or younger workers being passed over for opportunities due to a lack of experience.Appearance-based discriminationThis can include discrimination based on physical appearances, such as weight or height, or based on clothing or grooming choices that may be perceived as not fitting with traditional gender roles.MicroaggressionsThese are subtle forms of discrimination, such as condescending comments or being excluded from opportunities or conversations, that can have a cumulative effect on the well-being and career advancement of individuals.It's important to recognize and address these various forms of sexism in the workplace, as they can have a detrimental impact on the well-being and opportunities of individuals. Employers can take steps to create a more inclusive and equitable workplace by implementing policies such as equal pay and promoting diversity and inclusivity in hiring and leadership. It's also important for individuals to speak up and advocate for themselves and others when they experience or witness sexism in the workplace. By being aware of these disguises and taking action to address them, we can work towards creating more equitable and inclusive workplaces.
-
Beyond Stereotypes: The Importance of Diverse Representation in Media
Representation in media is important because it shapes how we see ourselves and the world around us. When we see people like ourselves represented in the media, it can be empowering and help us feel seen and understood. On the other hand, a lack of diverse representation can reinforce harmful stereotypes and contribute to a lack of understanding and empathy among different groups.One of the main reasons that diverse representation in media is important is because it helps to challenge and break down stereotypes. When we see a narrow range of representations in the media, it can lead to the perpetuation of harmful stereotypes and a lack of understanding of the complexity and diversity of real people. This can have serious consequences, as these stereotypes can influence how we think about and treat others. By including a wider range of perspectives and experiences in media, we can help to challenge and break down these stereotypes and promote a more nuanced understanding of the world.Another reason that diverse representation in media is important is that it helps to create a more inclusive and welcoming society. When we see people from different backgrounds and experiences represented in the media, it can help to create a sense of belonging and acceptance. It can also help to promote understanding and empathy among different groups and foster a more inclusive and welcoming society. This is especially important in today's world, where there are many issues related to discrimination and inequality that need to be addressed.In addition to these broader impacts, diverse representation in media is also important for individual well-being. When people see themselves and their experiences represented in the media, it can help them feel validated and supported. It can also provide role models and inspire people to pursue their own goals and dreams. On the other hand, a lack of diverse representation can lead to feelings of invisibility and marginalization, which can have negative impacts on self-esteem and well-being.Diverse representation in media is also essential for accurately reflecting the diversity of society and the world as a whole. By only including a narrow range of perspectives and experiences in media, we risk creating a distorted and incomplete picture of the world. This can have serious consequences, as it can lead to a lack of understanding and appreciation for different cultures and communities. In order to create a more accurate and complete representation of the world, it is important to include a wide range of voices and perspectives in media.Furthermore, diverse representation in media can also have economic benefits. According to a study by the UCLA Ralph J. Bunche Center for African American Studies, films and television shows that feature diverse casts and crews have consistently outperformed those with less diversity at the box office and in ratings. This suggests that there is a significant demand for diverse representation in media and that catering to this demand can be financially successful.Despite the clear benefits of diverse representation in media, there is still a long way to go in terms of achieving true inclusivity and representation. Many media industries continue to be dominated by a narrow range of voices and perspectives, and there is often a lack of representation for marginalized communities. This is why it is important for media consumers to support and amplify diverse voices, and for media companies to actively seek out and include a wider range of perspectives in their content. By working towards more diverse representation in media, we can create a more accurate and inclusive portrayal of the world and promote understanding and empathy among different communities.Overall, diverse representation in media is important because it helps to challenge and break down stereotypes, promotes understanding and empathy, and creates a more inclusive and welcoming society.
-
10 ways to make the wrong impression on your first day in your new job
Your first day on a new job can be nerve-wracking, but it's also a critical opportunity to make a good impression on your colleagues and superiors. Make sure to avoid these ten things that make the wrong impression on your first day: 1. Showing up lateArriving late to your first day of work sends the message that you're not punctual or reliable. Make sure to give yourself plenty of time to get to your new workplace, and consider setting an alarm for an earlier time to allow for any unexpected delays.Further, your first day is an opportunity to make a good impression on your employer and coworkers, and being late does not reflect well on your professionalism or work ethic.2. Dressing inappropriatelyIt's important to dress appropriately for your new job, as the way you present yourself can speak volumes about your professionalism. Make sure to research the company's dress code before your first day and dress accordingly. Avoid clothing that is too casual or revealing, and avoid wearing strong fragrances.3. Being rude or disrespectfulIt's important to be polite and respectful to everyone you meet on your first day, from your colleagues to the receptionist. Avoid making rude comments or gestures, and remember to say please and thank you.Speaking to coworkers or customers in a disrespectful or condescending tone is definitely not a good thing you should be showing on your first day of work or EVER. It reflects your professionalism and your personality. 4. Being too shy or introvertedWhile it's natural to be nervous on your first day, it's important to make an effort to engage with your new colleagues. Don't be afraid to introduce yourself and start conversations, as this will help you to build connections and make a good impression.Being too introverted is not necessarily "bad" for an employee, as introverted individuals can bring unique strengths and perspectives to the workplace. However, it could be a challenge to collaborate in a team setting. 5. Not paying attentionIt's important to pay attention on your first day, as you'll likely be learning new information about the company, your role, and your colleagues. Avoid distractions such as checking your phone or daydreaming, and make an effort to listen and ask questions.6. Being overly aggressiveWhile it's important to be proactive and enthusiastic about your new job, it's also important to avoid coming across as aggressive or overbearing. Be mindful of your tone and body language, and try to be open and approachable.7. ComplainingComplaining on your first day, whether about the job itself or something unrelated, can be a major turn-off for your new colleagues and superiors. Make an effort to stay positive and focus on the things you're looking forward to about your new role.8. Being unpreparedShowing up unprepared for your first day, whether by not having the necessary tools or not having a good understanding of the job duties, can be a red flag to your new employer. Make sure to do your homework and come prepared to make a good impression.9. Being too familiarWhile it's important to be friendly and approachable, it's also important to avoid being too familiar on your first day. Avoid using casual language or touching colleagues in a way that may make them uncomfortable.Also, if you are overly friendly on your first day, it may come across as forced or insincere, as people may question whether you are genuinely interested in getting to know them or just trying to make a good impression.10. Being dishonestLying or exaggerating on your first day can come back to haunt you later on. Be honest about your skills and experience, and be upfront about any gaps in your knowledge or experience.By avoiding these mistakes, you can make a good impression on your first day and set yourself up for success in your new role. Remember to be punctual, respectful, and prepared, and you'll be well on your way to making a positive impact.
-
Business case for a diverse board is irrefutable
A diverse board means diverse perspective and increased social acceptability, ensuring that the board conducts itself appropriately.It is important for companies in Singapore to challenge the traditional ways of sourcing directors (that is, through personal networks), and focus on acquiring skills, experiences and a diversity of thought.DIVERSITY on boards and management teams is increasingly and deservedly gaining prominence in Singapore. Organisations such as the newly established Council for Board Diversity and Singapore Institute of Directors' Diversity Committee are championing more diverse representation on boards across the public, private, and charity sectors. Their tireless efforts have resulted in a considerable improvement in the number of female non-executive directors (NEDs) within the top 100 companies listed on the Singapore Exchange(SGX), growing from 7.5 per cent in 2013 to 15.2 per cent last year. However, there is still a long way to go in achieving the stated targets of 20 per cent by 2020, and 30 per cent by 2030.Board diversity is often viewed as a societal issue. Half of our society and half our workforce are women, so it makes sense that the board and management teams should also have stronger representation of women.Enlightened companies and board chair view gender diversity as something more than a societal issue - they see it as the right business decision as well. These companies understand that women directors bring different skills, attributes and stewardship styles to the board, which ultimately enhances its effectiveness.We should also understand that gender is just one dimension of diversity. In the context of board diversity, it will be meaningful to expand the definition of diversity to cover board independence, as well as age, tenure, ethnicity and domain expertise.In a recent study, Willis Towers Watson conducted research to assess the importance of board diversity and business performance of companies in Singapore. Through empirical analysis, we found that companies with more diverse boards generate stronger business results.Our hypothesis was that high-performing companies with a diverse board are higher-performing financially than companies without a broadly diverse board. Having NEDs with a diverse mix of skills, experiences and expertise ensures that probing questioning, constructive criticism and challenging debate can take place. The resulting decisions will be based on varied perspectives, and in turn, will have higher success rates.We analysed the top 100 SGX-listed companies and tested the relationship between board diversity and the companies' latest three-year financial performance measured as revenue growth, profit growth, company valuation measured as price-to-earnings ratios (P/E), return on equity (ROE), economic value add (EVA), and total shareholders returns (TSR).Independence: Boards with a majority of independent directors should have unbiased decision-making aligned with shareholders' interests. Independent board members can bring external expertise, which can reduce agency costs and improve performance. However, they may also operate at an information disadvantage and may lack institutional history, thus limiting their effectiveness.Consequently, our hypothesis was that there ought to be a positive relationship between a board with a majority of independent members, and company performance. Based on our study, companies which had a board with 75 to 90 per cent independent directors tended to have the strongest performance, compared with those with fewer independent directors. At less than 10 percent of the overall sample, these companies had higher TSR, ROE, P/E ratios and EVA performance than those with fewer independent directors.This corroborates the principle that boards with the optimal balance between independent and non-independent representation are likely to outperform all others.Gender: Women often bring different competencies and approaches to stewardship, different risk-reward orientations, and consequently may provide more balanced perspectives to decision-making. Female board members may also be able to represent the views of the wider employee base, and hence lead to enhanced understanding of broader customer preferences. Nearly a third of the companies in our study had no women directors. Companies with at least one female on the board out-performed in terms of TSR, ROE and revenue growth. Companies with two or more female directors also out-performed those with no female directors, but did not see a material upside compared to those with one female director. Boards with two or more female directors were valued at a premium (that is, higher P/E ratios). This supports the hypothesis that companies with at least one female director have stronger business performance.Age: The 2018 revision of Singapore's code of corporate governance, for the first time, called out age as an important attribute of board diversity. The premise is that directors of different age groups bring different life experiences and perspectives to the board, enhancing its decision-making effectiveness.Our analysis shows that only around 2 per cent of NEDS within the top 100 Singapore listed companies are below the age of 40 years old, and around 2 per cent are above the age of 80. However, our study revealed that the age of directors did not have any material correlation to company performance. Instead, there was a strong relationship between company performance and age differential among board members.Companies with at least one generation difference - with between 20 and 35 years separating the youngest and oldest director - tended to outperform in terms of ROE, P/E ratio and revenue growth.This emphasises the importance of younger directors who can bring fresh ideas, as well as older directors who often offer a wealth of experience.Tenure: Routine turnover and board refresh is necessary to introduce new ideas, experiences and to keep up with the dynamic needs of the business. This is particularly relevant in Singapore, where the revised Code sets a nine-year term limit beyond which a director may not be considered independent.We analysed the correlations between different average NED tenures and company performance, and the findings were inconclusive. However, similar to findings for age diversity, our research shows that companies with a tenure spread of more than eight years exhibited higher TSR, EVA and revenue growth.This supports the principle that having board members with varying lengths of tenure provides diverse perspectives, and a healthy balance between fresh ideas and institutional knowledge, presumably leading to more measured decision making, and consequently stronger company performance.Ethnicity: Greater ethnic diversity on boards should bring stronger inclusiveness, creativity and acceptance to innovative ideas, which may improve strategic decision making. And similar to gender diversity, ethnic diversity may allow the board to better understand and consider the company's employees and customers. The hypothesis is that an increase in the number of ethnic minorities may lower barriers to interaction, allowing for a wider range of skills and perspectives to be shared. To this effect, we tested whether a higher proportion of ethnic-minority board members would result in better company performance.Our analysis suggests that about two-thirds of the top 100 companies do not have ethnic diversity on the board and are culturally homogeneous. However, there is no conclusive evidence to suggest that culturally diverse boards result in stronger financial performance. It is interesting to note though, companies with ethnically diverse boards had an around 10 per cent higher P/E multiple.This shows a positive relationship between ethnic diversity in the board and the firm's reputation, and in turn, its valuation.Expertise: One of the more important traits of diversity is the variety of domain expertise of board members. A majority of the board members in Singapore tend to have accounting / audit, legal, or commercial (that is, P&L management) backgrounds. However, our hypothesis was that a broader range of expertise (for example, technology, risk, human capital, organisational development, marketing and public relations) would provide more domain knowledge to the board's decision making, leading to stronger company performanceOur analysis suggests that only 20 per cent of NEDs within the top 100 companies had experience other than accounting, legal, or commercial. The findings reveal that companies with directors that have at least four areas of domain expertise perform better in terms of TSR, ROE, P/E ratio, EVA and revenue growth. Interestingly, companies which had five or more functional skills represented within their NEDs saw a 28 per cent higher valuation premium.This highlights that companies with directors who have multiple functional disciplines and are able to provide varied domain expertise to the board's proceedings will perform more strongly.The analysis of the top 100 Singapore listed companies illustrates a strong relationship between board diversity and company performance. Nomination committees should critically review their board compositions and work towards achieving more diverse representation on boards, such that:A majority of directors should be independent, balanced by at least one non-independent director (usually the CEO and MD);There should be at least one female NED, but ideally two or more - and eventually there should be equal representation;At least one director should be below the age of 40 or 45 years old to provide a generational difference between the youngest and oldest director;Boards should have a strong spread of tenures with eight years or more between the newest and oldest serving board member, even if that means that some directors exceed the nine-year rule and may no longer be deemed independent;At least one board member should come from a cultural minority;Directors should represent at least four functional expertise areas such as audit and accountancy, legal backgrounds, human resources, risk management and technologyIt is important for companies in Singapore to challenge the traditional ways of sourcing directors (that is, through personal networks), and focus on acquiring skills, experiences and a diversity of thought. Boards may fail tomorrow if they fail to change today. Progressive companies are beginning to appreciate the importance of diversity, and have tailored their nomination and appointment priorities accordingly.In a diverse society, a diverse board can provide multiple perspectives, helping increased social acceptability and, in turn, ensure that the board conducts itself appropriately. It is critical for boards to ensure they have diversity of experience, background and thought.Indeed, the numbers speak for themselves; the business case for board diversity is irrefutable.Our Guest Contributor -Shai Ganu is currently the Managing Director, Rewards Business Leader for Asia Pacific at Willis Towers Watson. Shai is a seasoned business leader, published author, non-executive director, and board advisor. This article was first published on June.7th, 2019, for The Business Times. Enjoyed this article let us know your thoughts comment below:
-
Ericsson | HTS: Negotiating Flexibility in the Workplace 2021
Half the sky is partnering with Ericsson on this panel to share with you practical tips on how to negotiate for flexibility either in your current or future roles. The current Covid-19 pandemic has led to the building of a business case around remote working and the need for broader, flexible working options. As companies start to adopt remote and hybrid working models, the demand for flexibility is a key factor in talent movements across the world. On average, 95% of employees will look for a new role if their employers do not make arrangements to accommodate requests for flexibility working. As an employee, where do you start if you want more flexibility at work? In this session, we will explore practical tips on how to initiate the conversations with your current or future employers, around the ask for flexible working arrangements. Half the Sky and Global ICT leader Ericsson, invite you to join a candid discussion on how to speak up and navigate the topic of flexibility. Are you ready to have greater control on how and when you work? Watch this video and learn from Ericsson Inclusion champions;Andrew Thuan (Vice President of DGS)Ivy Chia (Customer and Program Excellence Director and Co-chair of Women of Ericsson)Lakshmi Sajeev (Account Manager and Ascent Program Graduate)What to expect: Defining the different types of flexible working Discussion around the need for flexible working. Is it for everyone? Career journey stories and career advice How to support your teams and peers to work flexibility
-
HTS Masterclass: Sara Cheng, Former Managing Director, Greater China at Twitter
Catch the replay of our fireside chat with Sara Cheng, global multi-lingual C-level executive hailing from Taiwan, and Sabrina Ho, CEO-Founder of Half the sky, Asia’s leading career platform for women.
-
I Almost Gave Up on My Tech Career But Found New Hope in IBM
After not having a job for almost 6 months, I was at a low point in my life. I was so discouraged that I was ready to give up and find something outside of the career and industry that I had initially chosen. Little did I know that there was something else in store for me.In early 2019, a friend of mine who was working at IBM pushed me to apply for a job opening as an Advanced Programming Specialist. I didn’t really want to go, but there was something in the back of my mind that pushed me to give it a try. So the following day I printed out my resume, psyched myself up and went to the IBM Recruitment Hub. The recruitment process was so different from the other interviews I had in the past – it was so laid-back and the recruiters were so accommodating that I never felt nervous. Days later, I received a call telling me that I passed the interview process and would be moving on to the next step, a two-month training in Java Fullstack.During our training, I reviewed the basics I learned in college and learned new information about Java. The trainers were eager to teach us, even working with us individually to make sure we understood what we needed to know, and the other trainees helped each other move forward through the program. I was introduced to people who helped however they could and who, I felt, truly wanted me to succeed. Sure enough, I passed the training for Java Fullstack and now had a new goal: to become an IBMer.There was a month between my training and my start date with IBM. To utilize that time, I was placed in another training for multi-cloud. Here I met another group of IBMers that were so encouraging, inspiring, and so much fun to be with that I enjoyed every single day. In addition to multi-cloud, we also learned about the IBM ways of working such as agile, design thinking, growth mindset, and many more. With all this learning it was impossible not to feel motivated.When I finally started my new role, I experienced a welcoming environment. No one made me feel like a new hire. Instead, my team accepted every opinion and ideas that I had and even encouraged me to speak up and not be a “Yes, that’s right,” kind of employee.Now, as an IBMer, I am surrounded by people who inspire and help me, and who have really changed my perspective in life. From being discouraged and ready to give up, I became a motivated IBMer focused on moving my career forward, having a growth mindset and becoming essential in every way I can. Now I am excited about my journey, about the things IBM has to offer and the things that I can do with IBM.About the Author: Paula Dichoso is a graduate of Information Technology at FEU Institute of Technology who underwent the all-female NHT Brighter Blue Program. She had the privilege to be part of the first batch of multi-cloud trainees in the Philippine Client Innovation Center (CIC).The original article was published here.
-
Equinix | HTS: Ready, Set, Re-launch: Navigating your career into the Technology Industry
half the sky is partnering with Equinix on this fireside chat to share with you tips on helping you re-enter the working world and navigate career opportunities in the booming technology industry so that you can take your tech expertise to the next level.Are you ready to relaunch your career and bring your experience, knowledge and creativity to the tech sector?Watch this fireside chat to learn from our female tech experts from Equinix:Hong Zhu - Senior Sales EngineerJennifer Koo - Senior Manager IBX OperationsKay Liao - UX Manager
-
Let’s talk about privilege in the workplace
Privilege is everywhere. To understand how privilege works is to know how it exists and who holds it and how this affects the people around us. Privilege exists everywhere and there are no exemptions. To talk about privilege is to delve deep into its meaning, to know its dynamics and who holds it and who doesn’t. In a society where various forms of inequality continue to persist despite the changing times, we need to know how privilege plays a role in this.The thing about privilege is that it’s invisible, and especially so when you’re the one who has it. You can’t easily point it out and think you can escape it. It’s the elephant in the room that needs to be addressed, because to ignore it means to let it continue existing, not minding how it directly affects how people are treated and given opportunities in society. Privilege has a systematized way of favoring specific social identities over others.Privilege in the workplaceIt is through privilege that oppressive age-old beliefs continue to persist in society and disenfranchise people. However, it is important to understand that privilege doesn’t come in black and white. It is multi-dimensional and it takes various forms that are rooted in deeply-held biases about gender, age, race, disability, language, educational attainment, ethnicity and more.Privilege in the context of the workplace aids in sustaining inequalities that affect how people are given the rights and opportunities to work. It paves the way for biases, both conscious and unconscious, to be kept in place. This is why in order to overcome privilege is to be self-aware--that you need to keep yourself in check if you hold privilege, that you must question yourself with how your advantage impedes the growth of others especially in a space like the workplace.On genderThere is no denying that despite the continuous progressive changes we see in society that there are still hindrances that keep us from having a workplace environment that is truly diverse and inclusive. Due to deeply entrenched patriarchal ideas in the public consciousness, there are still so many women who are not given the same treatment and opportunities as men in the workplace. Women are deemed subordinate to men just because men hold more power in so many industries than women. The privilege that men have been holding all throughout history over women still deeply and obviously affects how women live today.One big issue that shows the privilege of men in the workplace is how women can be discriminated against simply because they go through motherhood. Some companies see childbearing as a disadvantage because it can keep women away from their work. However, how can you deprive women of work opportunities because of something as natural as motherhood? This begs the question; how can men hold more privilege simply because they don’t go through something that women do?On age and hierarchyThe case for many organizations is that hierarchy is assigned based on age over competence. Even if an individual who is young is seen as more competent over someone who is older than them, the older employee is usually favored more. And this is because of how power and responsibility are usually given to senior workers. The belief that older individuals hold more wisdom gives them more power which ends up minimizing the voices of the younger generation who may possess great wisdom and insights of their own.Privilege in the workplace in the context of age and hierarchy can hinder the growth of younger members of the workforce. This can make them discouraged and this can also make it seem that their voices and efforts are not as valid as those who are older and are positioned higher up in the hierarchy ladder of an organization.On ethnicityIn Singapore and other multi-racial South East Asian countries, there is a longstanding debate on Chinese privilege in the workplace. With those within the largest ethnic group in Singapore perceived to be favored more in organizations which puts individuals of other ethnicities at a disadvantage. In this scenario the value of diversity is ignored and the workplace becomes restricted. Instead of being a space where everyone can grow regardless of their ethnicity, it becomes a breeding ground for racial antagonism that can heavily affect how an organization functions and presents itself to the public.How do we address privilege in the workplaceTo properly address privilege in the workplace is to find ways to dismantle it. Since privilege is systemic, which can be seen especially in the structure of the workplace, it should be recognized and talked about. Those who hold privilege in an organization, whether because of their gender, age, sexual orientation, ethnicity, or others, should be made aware of how their privilege affects others around them as well as the entire workplace. Through this, a more efficient system that is self-aware and reflexive with regards to privilege can be put in place. Further, it is time to consciously get rid of biases and to understand how these play a role in cultivating toxic work environments that deprive workers of equal opportunities towards the career growth they deserve.Privileged and intersecting identitiesWhen we say that privilege has many aspects, we recognize its complexity. As we contextualized privilege in the context of gender, age, and ethnicity in the workplace setting, it is now to further consolidate how privilege works. While a woman can be seen disadvantaged compared to men, a woman can still hold privilege over other women based on her age and ethnicity. Furthermore, a young male worker may still hold privilege over a young female worker in workplace even if they may faceThis is because a privileged identity is not singular--it holds intersecting identities that determine an individual’s position in society, and in this context, the workplace. To hold privilege is to hold power, whether you are aware of it or not. It’s a process of reflecting and learning about oneself against the backdrop of society in order to know how much privilege you hold and how this affects other people around you.Even beyond the workplace, empathy is key to understanding how privilege works. In order to build a world that is less harsh, that is somehow more giving to each and everyone, no matter their place in society, we must first and foremost recognize that privilege exists and each of us are carrying different experiences and taking on different paths as we go through life.
Search by
Search by topic