Tag Archives: Commentary

#WE: celebrating the Women’s Equality Party online today

19 Aug

WEP membership cardMy shiny new Women’s Equality Party “Founding Member” card arrived last week, just in time to join in today’s online celebrations for #WE and to get #WeAreWe and #WEPnesday trending.

The card arrived with a matching WEP sticker and we were asked to “put the sticker on your phone, take a picture in the mirror and post the picture on Twitter and Facebook as the clocks strike noon. If WE all post at the same moment – WE will be noticed!”

I have zero talent for taking selfies, with or without stickers, so I did my own take on the suggestion:

WEP launch selfieAnd indeed, we are being noticed – #WE is trending, alongside the announcement of the latest recruit to this year’s Strictly Come Dancing celebrity roster.

Great people to follow on Twitter for more WEP (@WEP_UK) details include founders @catherine_meyer, @sanditoksvig and leader @sophierunning – and there’s lots more detail about the WEP (the what and the why) on my blog post from last month and their website.

On ruling against banter

15 Aug

Professional contrarian Katie Hopkins is currently appearing on a little watched TV channel called TLC, sort-of-but-not-quite (because Mark Dolan is really doing it) hosting her own chat show called “If Katie Hopkins Ruled the World”. This rather laboured format sees Ms Hopkins and her guests propose assorted laws which they’d implement if they had the power to do so – thus, the studio audience can vote on such proposals as:  only men should propose marriage (to women), “if you’re not groomed, you’re doomed” and, a particular favourite of Katie’s, anything to do with being overweight, because she’d actually like to ban the existence of people with a BMI of 25+.

Along similar lines and when I was recently asked to draft my own updated 100 word bio in which I was asked to indicate a light hearted point of view, the idea that I would also like to ban Something came to me.

And the Thing that I would like to ban is the use of the word “banter” in the workplace – in one particular context.

I’m not in any way a killjoy and of course chat, wit and humour between peers is a great thing and is often what people miss when they move jobs, change offices or even work from home.

However.

My “gripe” is that is that the concept of “banter” is  often used as a dismissive term to disguise the fact that people use it as a shield to hide behind when they’re making remarks (at work, specifically but also in social media posts, emails, text messages or on a football pitch) which others may find offensive. So sexist, racist or homophobic comments are cloaked as “banter” and then when the recipient of said remark objects, they’re often told “it’s just a bit of banter” and are accused of having no sense of humour, taking themselves too seriously or (the horrors) being politically correct.

“Sheer bant”, as my friend’s teenage daughter refers to it, between friends/peers = no problem, but as a device to allow people to say what the hell they like to others and pass it off as “banter”? No.

And,  if we don’t hold people’s feet to the fire and call them out when they come out with utter rubbish and hastily re-badge it as “banter”,  how will we ever effect change in our language, customs and behaviours?

The People Stuff blog covered this from an HR perspective last year – take a look; Gemma makes a lot of sense.

(Image (c) @the100)

Banter_(c) @100

“Here’s the thing. Banter is never, ever a defence or an excuse for discrimination, bullying or harassment. Not in the employment tribunal, not anywhere. … Instead of the banter justification, I would instead advocate using the complete pillock defence. As in admitting you have behaved like one. Followed by a grovelling apology. You can’t undo harassment or bulling once it has taken place. But you can avoid pointless legal expense, or the implication that you just don’t care about equality, by leaving this particular word where it belong. With The Inbetweeners.” 

#WE: I’m in.

27 Jul

#WEP logoTo possibly the surprise of, oh, pretty much nobody,  I’ve just joined the newly-minted Women’s Equality Party as a founder member. After a year out of work,  I haven’t yet started earning again (that comes next week,  when I start my new job)  but somehow,  paying to support and join a party which has women’s equal participation as its sole manifesto feels likes something that I want to do now that I’m in a position to do so. I felt so frustrated and disillusioned with the way in which the main political parties approached gender issues during the most recent UK election that being a positive part of a different way forward feels like something that I can really get behind.

One of the things that I didn’t predict happening when I moved out of London in 2013 was how very isolated I would feel, politically. I’ve gone from living in one of the most diverse cities in the world, in a Labour held constituency with female and Asian candidates on not only my own constituency’s candidate list but also on the lists of the adjacent constituencies,  to being an invisible resident in a location where every single candidate who was fielded here on May 7th 2015 was a white man.  My general voting approach,  if I’ve been after a tactical plan rather than voting for the majority candidate,  has been to consider voting for the female candidate on the docket – but here,  for the first time in my entire voting life that I can remember,  there was no female.  I did get quite excited when I saw that the Labour candidate was called Kim – but no, Kim was a bloke too. I did vote for him,  as it happens,  along with a few hundred others but it made no difference,  either to Kim, the constituency profile or of course,  the majority Government.

So. A new way forward.  Although I loathe everything they stand for,  UKIP have shown us that being a single issue party can be a platform on which to build success and a profile and what could be a bigger single issue than bringing about more equality for 51% of the population?

Repeat after me: “Women are not a minority …”

Here’s the link to the BBC story on the party being set up by Sandi Toksvig in May. And here’s the #WE party objectives:

Our objectives

#WE are pushing for equal representation in politics, business, industry and throughout working life. 

#WE are pressing for equal pay and an equal opportunity to thrive. 

#WE are campaigning for equal parenting and caregiving and shared responsibilities at home to give everyone equal opportunities both in family life and in the work place. 

#WE urge an education system that creates opportunities for all children and an understanding of why this matters.  #WE strive for equal treatment of women by and in the media. 

#WE seek an end to violence against women.

Why women? A few suggestions

17 Oct

Yes – still here,  still blogging and prompted to do so again by noting that there’s a link to the Gender Blog on my new employer’s intranet – so hello, new colleagues from the Women Professionals Portal!

Here I am in my new hard hat,  as handed out during induction on Day One a couple of weeks ago.

My next post will be about what I’ve been up to in recent months but here in the interim is a useful reminder,  courtesy of Forbes Women, as to the value women bring to leadership positions.

List compiled by Magus Consulting.

• “…. Companies with three or more women in senior management functions score more highly on average (on nine dimensions of company excellence). It is notable that performance increases significantly once a certain critical mass is attained, namely, at least three women on management committees for an average membership of 10 people. “ (Women Matter, McKinsey 2007)

• “Fortune 500 companies with the highest representation of women board directors attained significantly higher financial performance, on average, than those with the lowest representation of women board directors.” (Catalyst, October 2007)

• “A selected group of companies with a high representation of diverse board seats (especially gender diversity) exceeded the average returns of the Dow Jones and NASDAQ Indices over a 5 year period.” (Virtcom Consulting)

• “An extensive 19-year study of 215 Fortune 500 firms shows a strong correlation between a strong record of promoting women into the executive suite and high profitability. Three measures of profitability were used to demonstrate that the 25 Fortune 500 firms with the best record of promoting women to high positions are between 18 and 69 percent more profitable than the median Fortune 500 firms in their industries.” (European Project on Equal Pay and summarized by researcher Dr. Roy Adler in Miller McCune).

Women and the 1911 census

28 Mar

If you’re in the UK,  did you fill in your census form this weekend?  I did,  and it made me think … about how much my life has changed in the last 10 years (I got married,  moved to my current house, have done all sorts of things in work terms) and also about what stories my house could tell if it could talk.

It was built in 1909 (here’s a rather wonky photo of the street from an old book of the era)  and so the house would have been quite “new” at the time of the 1911 census.  I wonder who lived here then and what they did for a living? How many people lived in this house and how did they keep warm? What did they wear, what did they eat?

Of course,  assuming that there were female residents,  one thing they couldn’t then do (or, indeed do for between the next seven and seventeen years) was to vote,  given that women were then denied that right and the UK was in the grip of the suffrage movement. My friend Rachel shared a link to this fascinating article from The Times,  published back in the glory days of 2009 when access was free,  which details how some 1911 women used the census forms to make a protest, as part of a coordinated boycott over their continuing lack of the right to vote.

“The documents show how women refused to fill in their names and left comments in the margins. One suffragette taking part in the boycott arranged by the Women’s Freedom League wrote: “If I am intelligent enough to fill in this paper, I am intelligent enough to put a cross on a voting paper.”

“Another glued a poster over the form stating: “No votes for women, no census.” A piece of paper stuck to the form suggests that the women stayed away from households where the census was taken to attend a protest in Trafalgar Square.”

As I often do when considering history, progress and change, this has made me reflect upon the privileged era in which we live. How lucky we are today that we can use the 2011 census form as just that – a tool to capture socio-economic data about the world in which we live.

“Feminism is the unfinished revolution …”

13 Mar

– declared Natasha Walter in The Guardian earlier this week,  in her column about the centenary of International Women’s Day. Meanwhile,  back in my spiritual home of India, Dr Elizabeth Menon‘s piece in The Hindu reminded us that equality for some is still very elusive.

For me,  IWD was all about spending the day at a university,  at which I spoke and chaired an event called “Breaking Glass”.  I heard about the glass ceiling as it exists within academia and learned,  not altogether surprisingly,  that the issues faced by female staff at universities (reasonably high numbers at entry level, falling away at a career mid point,  subsequent difficulties in progressing to the top tier) mirror almost exactly those faced by their sisters in the corporate world.

I used the centenary of IWD to structure my talk around the way in which the world has changed for women since 1911 and the key events and people who have made those changes come about.  My brief had been to “make it light”,  so I peppered my slides with a few key quotations – some of which I share now.

“There’s a special place in hell for women who don’t help other women …”

– Madeleine Albright, the first female US Secretary of State, 1997 – 2001

“I myself have never been able to find out precisely what a feminist is.  I only know that people call me a feminist whenever I express sentiments that differentiate me from a doormat.”

– Rebecca West, writer, 1913

“Well behaved women seldom make history …”

– Laurel Thatcher Ulrich, professor at Harvard University

“I wanted to work there because I wanted to become a writer. I was quickly assured that women didn’t become writers at Newsweek. It would never have crossed my mind to object … It was a given in those days that if you were a woman and you wanted to do certain things, you were going to have to be the exception to the rule.”

– Nora Ephron – writer, novelist, film director [on starting her career in 1962]

My favourite quotation,  which I didn’t use because I hadn’t then read the originating article,  comes from Mariella Frostrup in The Observer,  who,  in a blistering and truly excellent piece of journalism, reminded us that the struggle is far from over and that,  within the closed world of UK politics:

“… there are more blokes called Dave and Nick in government than there are women MPs. Women continue to hover at a steady 19% in the chamber, put off perhaps by a testosterone-fuelled climate where the last two prime ministers’ wives have given up high- flying careers to support their husbands or simply to satisfy the perceived demands of middle England.”


Check it out – one of the best and most impassioned articles on feminism you may read.

Guest post: Three Big Questions: Expose gender stereotypes in your business

11 Feb

This is a guest post from Christina Ioannidis, an international speaker, consultant and seasoned entrepreneur.  Christina is the author of the recently published “Your Loss: How to Win Back Your Female Talent”.  She is a thought leader on the subjects of gender-savvy leadership and talent management, employee and customer engagement, effective product development and marketing, as well as innovation and intrapreneurship.

When writing Your Loss: How To Win Back your Female Talent, we asked professional women to share their thoughts on gender stereotypes and how to retain women in business. Here are the three Big Questions we heard.

1) Do you hear ‘Is management really a woman’s thing’?

36% of the skilled, professional women we questioned in Your Loss left the corporate environment because they did not feel fulfilled in their role. Statistics of women in business make this the biggest single push factor. Are you addressing gender stereotypes within your management team and on your board of directors? Women’s management style may not be your norm, but it could just be your saving grace. Read more about nurturing female management styles in my blog post.

2) Is flexible working or working from home considered “skiving”?

The traditional gender stereotype is that women leave the corporate environment for more flexibility to juggle work with a hectic home life. The big question is how to retain women by making remote working acceptable in your corporate culture ? First, make sure everyone is fully aware that this is a real option. Then, update your communication systems and support line managers in running their teams remotely. Finally, don’t forget to evaluate how it’s going, tweak it a bit and reward good performance. Read my blog on flexible working for more extensive hint and tips.

3) Would you promote her if you heard she wanted another child?

It’s oh-so-familiar: the stereotypical professional women in her thirties who is passed over for promotion (because the male management think things will fall apart once she goes on maternity leave). Do not underestimate the benefits of having a satisfied, loyal, long-term employee who appreciates having a great job whilst still being able to pick her kids up from school.

* * * * *

Read more about “Your Loss” on the Recommended Reading tab, above.

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