When it comes to gender equity, the most elusive part of the problem is the invisibility of the real problem – the second-generation bias that pushes implicit bias underground. This kind of bias is the policy and procedure and the ‘way we do things around here’ that gets woven into the fabric of the organisational culture.
Implicit bias however remains in the shadows. Hard to spot until someone deliberately shines a torch on it. It’s time to get our torches out and shine a spotlight on the hidden obstacles for women. Those that are stuck in the systems, ingrained in our cultures and waiting to create confusion about what’s really going on for women at work.
The upshot of the distinction between closed and open questions, is that it can tell us if we are actually coaching our people to explore their own ideas and solutions, or if we are feeding them answers they can try, through closed questions.
Communication is a critical workplace skill. It is a way to contribute value, demonstrate knowledge, influence outcomes, build relationships and build your leadership brand – unless you’re a woman. Then it’s not so straightforward.
Enter the Gender Penalty….
When men speak up, their voices are valued. When women speak up, their contributions are often challenged. This makes being seen and heard a constant battle for women in the workplace.
This dynamic means men are likely to speak up and women are likely to be shut down. Not only are women silenced in their speech and discounted in their contributions, they are accused of not ‘sounding like a leader’. When women communicate, their voices, styles and speech patterns are unconsciously compared to the male model – and often come up lacking in credibility and authority.
Why are women’s voices overlooked and undervalued? Why does society hear women differently when they speak? What can we do about it?
In the workplace, women are routinely interrupted, talked over, ignored and overlooked. Women’s ideas are discounted, and their competency is assumed to be lacking compared to men.
Contrary to the common perception that women talk more than men in the corporate setting, the reverse is true. In mixed groups, women speak less than men. This isn’t because they don’t have anything of value to say, it’s because they can’t get a word in edgeways. Men are given more space to talk, and they take up more space when they do talk.
OMG OMG OMG!!!
On the 7th October I attended the gala event for the ABLE awards (Author Book Launch and Expo). The night was a celebration of books launched this year as well as the announcement of their annual book award winners.
I entered three categories. And...I WON THREE CATEGORIES!!!! Can you believe it??!! I’m still pinching myself. I am over the moon!
Women who have children are more likely to be the primary caregiver. As such, they will either take a career break or work part-time in order to raise their kids. This means less money comes in each week, lower pay and less superannuation. I mean it literally when I say care is costing us.
Now we are back in the office (in some way, shape or form) we need to decide what comes back with us, and what stays on line. This is particularly important for training and development and team building. Over the last few years, we have proven that not only can we work remotely, we can also learn remotely.
So, should we go back to doing these things in person now that we can?
Read the full article to know more.
The secret to getting people back to the office, is not to get them back to the office. Yep. You read that right. It might not be the answer you want to hear, but it’s the reality.
Of course, there’s a little more to the story but let’s start by ripping the band aid right off. Blanket mandates forcing people to come back to the office, will have dire consequences. Not only will your people resist coming back, they are likely to leave altogether.
Thankfully, over 15 years of studying human behaviour and obsessing about why people do what they do, has shown me that there are other options.
