By Aimee Hansen
With the recent International Women’s Day 2019 mantra being #Balanceforbetter, we have proof that giving less of yourself at work could be the best move for you and your career.
Being overly conscientious and accommodating in your work approach – which women are far more likely to be – may diffuse your energy and impact, without helping you advance in the office.
Overcoming the compulsion to overwork is about more than being mentally strategic and discerning with the work you do, though changing behaviors can change beliefs. The hardest part of choosing not to do too much may be riding through the emotional discomfort of not being as overly conscientious as you’re used to.
As girls and women, we’ve come to believe we have to work very hard not even to get ahead, but just to stay safe.
What did we really learn as girls at school?
“What if those same habits that propel girls to the top of their class — their hyper-conscientiousness about schoolwork — also hold them back in the work force?” writes Dr. Lisa Damour in the New York Times.
At school age, girls have the edge on performance and they also work harder, have greater discipline and perform better. Damour finds that girls are more likely to grind away and to leave as little as possible room for error. Anecdotally, it’s observed that boys are more likely to up their game if something slips, while girls are less likely to allow the possibility of slippage, holding the energy of maximum effort.
Damour writes, “We need to ask: What if school is a confidence factory for our sons, but only a competence factory for our daughters?” She asserts that with girls, we need to stop applauding ‘inefficient overwork’ and start rewarding ‘economy of effort’.
Part of this is encouraging girls to acknowledge how much they already know and then where to focus their mastery building, as opposed to only building up capacity for work. The confidence gap and stress gap between genders is only widened when girls and women put disproportionate stock in their ability to work extra hard, as opposed to their innate abilities to deliver good results.
We think we have to work harder (and we do) at work.
A study designed to monitor the impact of privacy filters on productivity at 3M also verified the suspicion that women employees work harder. “During a ten minute experimental trial, female employees worked longer without (2.5 minutes vs 2.1 minutes) or with (4.9 minutes vs 4.3 minutes) a privacy filter. 52 percent of male workers walked away during a waiting period while only 38 present of women did.
Across three decades of studies, professional women in both Britain and the United States are also significantly more likely than male peers to agree to the statement “My job requires that I work very hard.”
“Between a man and a woman who hold the same job, shoulder the same burdens at home and have the same education and skills, the woman is likely to feel she must work harder,“ said co-researcher and sociologist Elizabeth Gorman.
The researchers speculate that “the association between gender and reported required work effort is best interpreted as reflecting stricter performance standards imposed on women, even when women and men hold the same jobs.”
Being too conscientious adds up to emotional exhaustion.
Women tend to experience more stress in the workplace – and a UK survey found up to 67% higher stress levels for women between 34 and 44 compared to men.
Research on organizational citizenship behavior (OCB) explored five types of behavior for impact on individual well-being: “altruism (helping a colleague), conscientiousness (going beyond the minimum), civic virtue (involvement in the organisation), courtesy (avoiding work-related problems with others) and sportsmanship (tolerating inconveniences and impositions of work).”
The research showed that employees who regularly put in hours and effort beyond the call of duty experience more emotional exhaustion and work-family conflict – especially for those who carry out responsibilities at a high level.
The study also found “employees who already performed well in their job and had a high level of conscientiousness also suffered significantly higher emotional exhaustion and work-family conflict. Those who exerted greater effort in their work and family roles, with a general sense of not wanting to let people down, found they had little left in reserve, increasing the challenges of balancing work with a healthy family life.”
Doing well at work, not surprisingly, leads to more work: “Managers are prone to delegate more tasks and responsibilities to conscientious employees who are likely to try to maintain consistently high levels of output.”
If you get hooked to hyper-conscientiousness as your success card, you’ll feel you have to keep it going, even when it grows.
What if we just cared less?
Beyond the external demands, clinical psychologist Dr Jessamy Hibberd, co-author of This Book Will Make You Calm, notes the internal demands that we create for ourselves on top of external demands. “These are the pressures you place on yourself,” Hibberd told The Guardian. “For example, checking and rechecking work, spending too long on each task, taking work home and setting excessively high standards.”
As Lauren Bravo writes in the same piece, “As promising students we were told ‘aim high! Join in! You can do anything!’ – but nobody thought to mention we could also aim lower, opt out or do exactly what our pay cheque required and no more.”
“The happiest people at work seem to be the ones who don’t care as much,” writes Bravo, “they might just be on to something.”
How do to less and more.
University of California, Berkeley professor and author of Great at Work, says our approach to work is “broken.” He said to Forbes, “We pursue a paradigm of ‘more is better’ — but more hours doesn’t lead to better performance. And it leads to worse work/life balance.’”
From a survey on what really drives performance, Hansen found some secrets behind doing less to create more impact:
Do Fewer Things: Top performers are very selective in what they do and don’t scatter their efforts too much across too many tasks or too many meetings. Hansen says, “It’s counterintuitive. It’s not how much you can get done in a day, but how few things you have to do in order to excel.”
Sarah Knight, author of “The Life Changing Magic of Not Giving a F**k,” encourages us to declutter our mind and care less. She also suggests ditching corporate formalities like conference calls, when the time can be used more productively.
Push Back: If you’re asked to stretch yourself across too many things, Hansen suggests pushing for prioritization. “Say: ‘You asked me to do two things last week and now you’re asking for a third. Which should I prioritize? I can do all three, but it won’t be high-quality work.’ You’re not saying ‘I don’t want to do it.’ This requires some courage and tact.” Another tip: Say no to additional responsibilities with low visibility that won’t truly advance you.
“Do Less, Then Obsess”: Hansen suggests to do less tasks, but put attention into doing the things you commit to with excellence. Take time putting the attention into the details and making the work you commit to high quality. Do less, and do it better.
Women have been devalued in the workplace. You can stop devaluing yourself by finding ways to trim away the work that’s draining your energy more than its advancing you towards your own career desires.
Author Bio:
Aimee Hansen is a writer here at theglasshammer.com.
Voice of Experience: Becky Lindahl, Head of Litigation, Charlotte, N.C.; Katten Muchin Rosenman LLP
Voices of ExperienceOnly through experience did she come to realize that it was unrealistic to expect a young lawyer, fresh out of law school, to deliver solid business prospects. It turns out that some of the steps she was taking were the right ones and they ultimately put her on a path to success: making contacts in-house and keeping in touch with peers at law firms.
Now, Lindahl encourages younger associates to first focus on getting basic core skills, such as writing and reviewing and analyzing documents, down pat. “I see how they want to advise clients right away, and I can sense the frustration when they don’t have the opportunity to immediately sit in the first, or even the second, chair,” she says. “But the only way you learn is through mastering the fundamentals and observing senior attorneys to gain the experience you need. Eventually it all clicks.”
Earning Litigation Credibility
That savvy advice comes from experience and is the foundation for Lindahl’s impressive career rise. After joining Katten as a summer associate in 2005, she became a full-time associate following her graduation from Wake Forest University School of Law and federal clerkship. She was elevated to income partner in August 2014 and became Charlotte’s litigation head in January 2018.
Over the years, she has amassed numerous successes. One of her most notable was the first major case she managed from start to finish as lead counsel in a four-week federal jury trial during the summer of 2017 in Greensboro, N.C., representing a leading manufacturer and innovator in LED lighting technology. Under Lindahl’s leadership, with tens of millions of dollars in damages on the line, she scored a courtroom victory when the jury sided with her client on every issue.
“While the case was obviously high-stakes for the client financially, it also had great reputational risks and industry-wide concerns, so it was incredibly satisfying to lead the team to success,” Lindahl says. She found an affinity for bigger impact litigation and is currently lead counsel in two other similarly high-stakes lawsuits within the industry.
Concerning industry trends, Lindahl is concerned with balancing the risks and rewards of technology-assisted and automated discovery, which is becoming more prevalent in litigation. As she notes, automation of operations and services can lower costs for firms and increase efficiency. However, she also sees potential challenges in relying too much on innovating tools for tasks and processes when diving deep into cases, particularly in cases that may reach a jury. For example, lawyers might spot patterns in emails that emerging technology could miss, such as a meeting place that pops up regularly and corroborates timing of key events. “We have to be smart about managing litigation in a way that’s cost-sensitive and effective, and when you are preparing for a high-stakes trial, there is no substitute for having a comprehensive knowledge of the details of critical documents,” Lindahl says.
Advocates at Home and Work Help Bring Balance
Lindahl brings that same measured vision to her own work/life blend. With little control over your schedule in federal court, the unpredictability can be challenging for trial lawyers who are also trying to manage a family.
An understanding firm culture can help. For example, she says that she trusts her Charlotte associates to appropriately prioritize client needs and works with her associates on a one-on-one basis to provide necessary flexibility to accomplish that goal.
For her, having an understanding spouse is vital, and she encourages women who are starting in the industry to consider the importance of surrounding themselves with compassionate people in their corner. “The job is hard enough as it is, but it would be impossible to sustain without a supportive partner, if you choose to have one,” Lindahl said.
While some women have struggled over having a perfect balance or being able to “do it all,” she appreciates advice she received early in her career from a fellow female attorney at Katten who suggested she be kinder to herself and give herself some grace when things are challenging either at work or home.
Now, Lindahl passes on that same philosophy to younger associates in her current role as the Charlotte co-chair of the firm’s Women’s Leadership Forum. The group offers a national mentoring panel where senior women serve as mentors to younger women, whether for practice- or career-related topics or even personal issues.
For example, before Lindahl and her husband adopted their daughter, they went through years of infertility treatments. She said she appreciated how generous women at the firm were with their advice as she balanced the rigors of the time commitment, and that the firm’s benefits provided insurance coverage for the expensive treatments. When the couple made the decision to adopt a child, Lindahl reached out to another attorney to talk about the adoption process and managing parental leave on the short notice at which adoption sometimes occurs, and now offers her insight to women facing similar scenarios and seeking advice.
Today, she is mom to a 13-month-old daughter.
Lindahl is committed to variety of causes and sits on the board of directors for Safe Alliance, which provides wraparound support services for victims of domestic assault and sexual assault.
As an avid sports fan, she is looking forward to moving her family to Charlotte’s center city, within walking distance of the Spectrum Center, home to the NBA’s Hornets and other entertainment acts.
“There is no perfect balance between work and home, but I have had some success managing my practice and family by simply focusing on the most important task—whether client or family-related—before me at any given time,” Lindahl says.
Why Less Is More: Advice for Female Overachievers Everywhere
Career AdviceBy Aimee Hansen
With the recent International Women’s Day 2019 mantra being #Balanceforbetter, we have proof that giving less of yourself at work could be the best move for you and your career.
Being overly conscientious and accommodating in your work approach – which women are far more likely to be – may diffuse your energy and impact, without helping you advance in the office.
Overcoming the compulsion to overwork is about more than being mentally strategic and discerning with the work you do, though changing behaviors can change beliefs. The hardest part of choosing not to do too much may be riding through the emotional discomfort of not being as overly conscientious as you’re used to.
As girls and women, we’ve come to believe we have to work very hard not even to get ahead, but just to stay safe.
What did we really learn as girls at school?
“What if those same habits that propel girls to the top of their class — their hyper-conscientiousness about schoolwork — also hold them back in the work force?” writes Dr. Lisa Damour in the New York Times.
At school age, girls have the edge on performance and they also work harder, have greater discipline and perform better. Damour finds that girls are more likely to grind away and to leave as little as possible room for error. Anecdotally, it’s observed that boys are more likely to up their game if something slips, while girls are less likely to allow the possibility of slippage, holding the energy of maximum effort.
Damour writes, “We need to ask: What if school is a confidence factory for our sons, but only a competence factory for our daughters?” She asserts that with girls, we need to stop applauding ‘inefficient overwork’ and start rewarding ‘economy of effort’.
Part of this is encouraging girls to acknowledge how much they already know and then where to focus their mastery building, as opposed to only building up capacity for work. The confidence gap and stress gap between genders is only widened when girls and women put disproportionate stock in their ability to work extra hard, as opposed to their innate abilities to deliver good results.
We think we have to work harder (and we do) at work.
A study designed to monitor the impact of privacy filters on productivity at 3M also verified the suspicion that women employees work harder. “During a ten minute experimental trial, female employees worked longer without (2.5 minutes vs 2.1 minutes) or with (4.9 minutes vs 4.3 minutes) a privacy filter. 52 percent of male workers walked away during a waiting period while only 38 present of women did.
Across three decades of studies, professional women in both Britain and the United States are also significantly more likely than male peers to agree to the statement “My job requires that I work very hard.”
“Between a man and a woman who hold the same job, shoulder the same burdens at home and have the same education and skills, the woman is likely to feel she must work harder,“ said co-researcher and sociologist Elizabeth Gorman.
The researchers speculate that “the association between gender and reported required work effort is best interpreted as reflecting stricter performance standards imposed on women, even when women and men hold the same jobs.”
Being too conscientious adds up to emotional exhaustion.
Women tend to experience more stress in the workplace – and a UK survey found up to 67% higher stress levels for women between 34 and 44 compared to men.
Research on organizational citizenship behavior (OCB) explored five types of behavior for impact on individual well-being: “altruism (helping a colleague), conscientiousness (going beyond the minimum), civic virtue (involvement in the organisation), courtesy (avoiding work-related problems with others) and sportsmanship (tolerating inconveniences and impositions of work).”
The research showed that employees who regularly put in hours and effort beyond the call of duty experience more emotional exhaustion and work-family conflict – especially for those who carry out responsibilities at a high level.
The study also found “employees who already performed well in their job and had a high level of conscientiousness also suffered significantly higher emotional exhaustion and work-family conflict. Those who exerted greater effort in their work and family roles, with a general sense of not wanting to let people down, found they had little left in reserve, increasing the challenges of balancing work with a healthy family life.”
Doing well at work, not surprisingly, leads to more work: “Managers are prone to delegate more tasks and responsibilities to conscientious employees who are likely to try to maintain consistently high levels of output.”
If you get hooked to hyper-conscientiousness as your success card, you’ll feel you have to keep it going, even when it grows.
What if we just cared less?
Beyond the external demands, clinical psychologist Dr Jessamy Hibberd, co-author of This Book Will Make You Calm, notes the internal demands that we create for ourselves on top of external demands. “These are the pressures you place on yourself,” Hibberd told The Guardian. “For example, checking and rechecking work, spending too long on each task, taking work home and setting excessively high standards.”
As Lauren Bravo writes in the same piece, “As promising students we were told ‘aim high! Join in! You can do anything!’ – but nobody thought to mention we could also aim lower, opt out or do exactly what our pay cheque required and no more.”
“The happiest people at work seem to be the ones who don’t care as much,” writes Bravo, “they might just be on to something.”
How do to less and more.
University of California, Berkeley professor and author of Great at Work, says our approach to work is “broken.” He said to Forbes, “We pursue a paradigm of ‘more is better’ — but more hours doesn’t lead to better performance. And it leads to worse work/life balance.’”
From a survey on what really drives performance, Hansen found some secrets behind doing less to create more impact:
Do Fewer Things: Top performers are very selective in what they do and don’t scatter their efforts too much across too many tasks or too many meetings. Hansen says, “It’s counterintuitive. It’s not how much you can get done in a day, but how few things you have to do in order to excel.”
Sarah Knight, author of “The Life Changing Magic of Not Giving a F**k,” encourages us to declutter our mind and care less. She also suggests ditching corporate formalities like conference calls, when the time can be used more productively.
Push Back: If you’re asked to stretch yourself across too many things, Hansen suggests pushing for prioritization. “Say: ‘You asked me to do two things last week and now you’re asking for a third. Which should I prioritize? I can do all three, but it won’t be high-quality work.’ You’re not saying ‘I don’t want to do it.’ This requires some courage and tact.” Another tip: Say no to additional responsibilities with low visibility that won’t truly advance you.
“Do Less, Then Obsess”: Hansen suggests to do less tasks, but put attention into doing the things you commit to with excellence. Take time putting the attention into the details and making the work you commit to high quality. Do less, and do it better.
Women have been devalued in the workplace. You can stop devaluing yourself by finding ways to trim away the work that’s draining your energy more than its advancing you towards your own career desires.
Author Bio:
Aimee Hansen is a writer here at theglasshammer.com.
Get Profiled on glasshammer2.wpengine.com
NewsOver 12 years we have profiled nearly 1,000 women! We have certainly honored our mission of telling people’s stories and continue to do so…we quite possibly could be the longest running online magazine in existence that has focused on career advice for professional women!
The important work continues, and it starts with you!
If you would like to be considered or have someone to nominate please let us know by emailing nicki@glasshammer2.wpengine.com.
We do have criteria: Voice of Experience (our Monday column for the past 12 years without fail) is for women in financial or professional services firms or in Fortune 1000 firms who are Managing Director/SVP and above.
To be considered as a Mover and Shaker, Rising Star, Intrepid Women or Men Who Get It, please tell us more about you.
We also have a thematic calendar to tell deeper stories regarding the many identities we all hold. We are welcoming suggestions for these months now:
In addition, we accept guest pieces and op-eds where appropriate.
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Thank you for reading us.
Remember, we coach individuals, train, and consult on networks and diversity programs as well! Get in touch if you want to hire us.
Cryptocurrency needs women to reach a tipping point
Guest Contribution, Op-Ed“How can I start a career in crypto when I know nothing about it?” A bright-eyed student asked bravely but timidly.
I’d just completed a talk about my career journey that led me into the wild and wonderful world of crypto and blockchain to a group of about 80 Wharton business school students.
She emphasized “nothing” in her question and I knew exactly the sentiment behind the question – self-doubt. It’s all too familiar in my regular interactions with people on the outside looking into a still nascent but burgeoning industry, especially with women.
Very smart women say things like this to me all the time when I prompt them to get involved after they express interest in the space:
“I don’t get it.”
“I don’t have a finance background.”
“It’s SO confusing and complex.”
Like so many finance fields before – investment banking, hedge funds and trading – women are bowing out of opportunities in crypto, sidelining themselves from career-defining opportunities and major financial upside, all because of intimidation.
While the number of women in blockchain and crypto is growing, women are seriously underrepresented on teams and in executive roles. A December 2018 report detailed women comprise 14 percent of blockchain startup teams and 7 percent of executive roles. In contrast, women typically represent 25 percent of the workforce in otherwise notoriously male-dominated Silicon Valley big tech companies.
The industry needs women and greater diversity to reach the tipping point on the adoption curve. Team diversity is key to the success of any business in any sector.
Here’s my best advice to that Wharton student based on my experience.
Quiet the Gremlin
That little gremlin had a big voice in my head: “Don’t do it! You’ll fail!” It was August 2013 when I reconnected with Chris Larsen. I first worked with Chris when he was CEO of Prosper, the online person-to-person lending marketplace, supporting Prosper’s public relations efforts. I shared Chris’s passion to fight for “the little guy” – to give the financially underserved greater, fairer access and freedom.
In that August meeting, Chris shared his vision to use the innovations in blockchain and crypto to enable the world to move value like it already moves information, creating an “Internet of Value.” He was electric, saying he thought this was fintech’s most important breakthrough. Following our meeting, Chris offered me a position at his new company leading communications.
I was excited… and intimidated. I didn’t understand the details of what Chris described. Market making, consensus algorithms, settlement processes – it was all foreign to me. With this role, I’d assume responsibility to communicate this business to the world. Yikes.
I took the leap. I believed in Chris and he believed in me. The worst that would happen is I’d try and fail, learn and move on. The reward far outweighed the risk.
Step one is to get out of your own way and quiet the gremlin. Know you can learn it.
Find Your Passion Project
A major reason this space is so confusing and complex is many projects are purely tech-driven. They’re untethered from a use case.
Blockchain and crypto suddenly become more sensible, approachable and viable when a project clearly defines the problem it’s solving.
In the case of Ripple, we’re removing friction from global payments – making them faster, cheaper, more reliable. Hundreds of millions of people work abroad and send money home to their friends and family. Getting as much of their paychecks home as quickly and reliably as possible is critical to their ability to support their families. Ours is a mission I care about deeply.
Make Contact
While you can learn a lot about this space crawling press articles, forums and social media, misinformation and noise abounds, which may hurt more than help. I learned the most by talking to people I knew and trusted in the space and unabashedly asking question after question. The adage “there is no stupid question” is certainly true ramping up in this industry!
If you don’t have friends or professional contacts in the industry, do a little research to identify a few people you’d like to connect with based on common interests in projects or use cases. You may be pleasantly surprised by the willingness of strangers to help you out – it’s a supportive community.
Men led the Internet Age; they reaped the glory and the gains. Blockchain and crypto represent the dawn of the next big Internet revolution. We women have the chance to lead. Let’s not miss our chance to break the cycle of underrepresentation in tech.
Author Bio:
Monica Long, SVP Marketing and Communications at Ripple
Monica Long is SVP of Marketing and Communications at Ripple. Ripple is removing friction from global payments, connecting banks and payment providers to provide one frictionless experience – that is faster, cheaper, and more reliable – for sending and receiving money globally.
Throughout her career, Monica has helped technology companies drive fundamental change in the financial industry. At Ripple, Monica has built a team responsible for Ripple’s go-to-market strategy, lead generation, corporate communications and branding. Together, they tackle the challenge of ensuring all audiences – from the cryptocurrency community to financial institutions to regulators – understand the transformative potential of the growing blockchain industry.
Voice of Experience: Diane Ramirez, Chairman and CEO of Halstead
Voices of ExperienceAs chairman and CEO of real estate firm Halstead, she knows that it takes an entrepreneurial bent to be successful in the business. “You’re not going to sit back and have someone guide you—you have to own who you are going to be, and it can be easy to forget that,” she says. But those who understand the business side of real estate will find themselves successful.
The Ideal Time for Each Step of Her Career
Ramirez came to this success via a path and timeline different from most women. While she started her career in marketing and advertising, she had two children quickly, and her focus turned to being a wife and mom for her young family. As she notes, most women tend to delay a family, which means they are often at the pinnacle of their careers and have to downshift, but hers was the opposite.
That’s because it wasn’t long until Ramirez realized she wanted and needed the passion that a career provided, and she found she was attracted to the entrepreneurial pace of real estate.
When her kids were in elementary school, she started as an agent, and as they got older and needed less hands-on attention, she was able to devote increasingly more time to building her career, eventually opening her own firm.
She started with a vision of three offices, and since then it has continued to grow to 36 offices in three states and more than 1,400 agents. But while the growth has been extraordinary, the professional achievement Ramirez is most proud of is that they are known for their culture, which while not easy to maintain throughout the growth, has been crucial to their success.
A Place To Belong
The firm underwent a rebranding last year, and she has been delighted to see that both her customer base, and, more importantly, the agents, have embraced it. One of their signature perks is access to a tailor who helps them procure a high-quality professional, yet affordable, wardrobe. The company included the new logo as the lining in the overcoats it designed and Ramirez has been happy to see that the agents are so proud of it that they’ll give a peek to a fellow agent, much like a secret handshake. The rebranding also included regional colors, which have also been well-received—in fact, she said that it has been gratifying to see each region’s agents believe they have the best colors.
Another important upgrade they’ve completed recently is a substantial technology initiative that has made it easier for agents to be more productive and keep up with advances that are important to their clients.
Ramirez finds real estate to be a fantastic field for women because of the flexibility it offers, but she also underscores that they need to realize that it can also be a 24/7 business, which is why it’s crucial to have support at home.
As she sees more women enter the industry, she encourages them to embrace fellow colleagues and be willing to share knowledge, with men and women alike. “The more we share, the more it will come back to you,” Ramirez says, adding that it’s important to remember that you’re not necessarily competing against each other for the same property, but rather competing to succeed in the business.
She finds that women frequently say they are excited to work for a woman. “It makes me really proud that they are looking for the support of someone who’s been there,” Ramirez says. And, she adds, not by design as her only goal was to seek the best talent, but her executive staff is half women and half men.
Family has always been important to Ramirez, and she makes certain that whatever part of her day she’s in, she is 100 percent present. “They know they can call me if they need something, but work is work, and then family time is family time,” she says. “That has always served me well because you can’t be both places at once or both will suffer. You have to find the ‘soft barrier’ between the two to make sure that everyone is taken care of at the right time.”
An avid traveler, she goes on trips with her family as much as she can and just took her children and grandchildren ages 11 to 21 on a safari that she says was “pure magic.” And while that was a marquee adventure, she makes the time to do frequent relaxing vacations so they can spend ample quality time together.
Equal Pay Day or Groundhog Day?
Career Tip of the Week!Groundhog day? Same old, same old? Seems to be that way because the advice given yesterday is the same advice we have seen for the entire lifespan of theglasshammer (12 years and counting).
Now, we all know that many of our readers work in Wall Street and industries that feed from it, so at what point is this a non-issue? We work all the hours in the world available and we earn the big bucks, right? Yes, but even at this level and in this profession, the bias around just who you are born as body-wise does effect your paycheck and promotional track; if it wasn’t true, your executive committees and partners wouldn’t be sending me press releases for having 10-30% women on it. It would be anywhere between 50-100%. When companies get floated (IPO’ed) you see how much directors get paid – often shocking to see who gets paid the most overall and a clue is, it isn’t all the women, ever.
I have nothing to add as after seeing the same (non-) discussion happen for the full twelve years of running the glasshammer.com I can only share five pieces of advice:
1. Research and awareness seems to be changing nothing.
2. Instead of spending a day writing and reading about it, spend the day building your business and make money if you are in a revenue role.
3. Ask for as much money and bonus and equity as you can next time you change jobs as payment is definitely an art as well as a science, and on a scale (I see this very much as an executive coach, where you ask and you get it).
4. Ask for transparency where you can get it and by doing that, yes, work for good companies. But, ultimately, fight for your best deal.
5. Do not waste your time speaking with people who do not get it. They do not want to get it when they throw up arguments around parenting, maternity, etc. They merely want to maintain the patriarchy and status quo which makes us believe white men and their needs are worth more than the rest of us. This great study called “Still A Man’s Labor Market” measures the pay gap over time and therefore includes time off which results in women being paid anywhere from 30-70% less than men over time due to the gap. Therefore the 87% often quoted is when factors are equal such as same work hours, same job, same education, same ethnicity (which is a whole other topic as intersectionality drops wages further). Catalyst, the gender think tank, back in 2010 produced a great piece of work on “Pipeline’s Broken Promise” which is worth a look, still.
Last time I checked university degrees cost the same for both genders, and food, gas and housing does too.
Money talks.
Here is a round up of great articles from us over the years on this topic, in case you missed them, because if we do not learn and instead keep doing the same thing over and over again and expect different results, then we are plain crazy.
2008: Equal Pay Day Draws Attention to Wage Inequality
2012: The Wage Gap Explained
2012: He Said, She Said: Recalculating the Gender Wage Gap
2013: What to Do on Equal Pay Day
Solutions
2016: How Digital Could Deliver Workplace Gender Equality in 25 Years
2018: Hidden Truths About Making Gender Equality Possible for Ambitious Dual Career Couples
2018: Tips for Women on Negotiating Salary Now That Equal Pay is Mandated
Enjoy!
If you need a career/executive coach to get you to your next job and secure the best deal, work with us!
Nicki@thglasshammer.com – empowering women one at a time while fixing the systemic inequities, as that will take a while.
The Importance of Not Losing Yourself – in Work or Motherhood
Career Advice, Guest ContributionAttending the needs of our children and responding to the demands of work may leave us with a sense of stripping us apart – especially when there can seem to be so many demands of both, often times appearing to be in conflict.
In the effort to manage and give your energy to both, you may begin to wonder where time and energy for you are in the middle of all of it.
How do you give your best to your career and motherhood and not lose yourself in the process?
You don’t have to lose yourself nor make sacrifices in your career or parenting to have fulfillment and enjoyment of all elements of your life.
If you have a sense that you are losing touch with yourself amongst the roles of parent and worker, there are some simple steps you can take to function a little differently and have greater success (and enjoyment) in your commitment to your kids, your career, and have a strong and healthy connection with yourself.
One important element to accomplishing this is choosing to be more present in your life. Contrary to what you might believe, being present is not about excluding one element or one part of your life in order to focus on another. It is being willing to be engaged with what is in front of you, while not dimming your awareness of everything else. You don’t have to put aside your role as a mother to do well at work, and you don’t have to forget your career skills and abilities in your parenting, and you do not have to exclude your own needs to successfully raise kids or have a career.
Here are three simple ways to invite more moments of presence and avoid losing you as you navigate the challenges of work and motherhood.
Start every day being present with you
One simple yet effective method to begin being more present with yourself is to consciously and regularly give you your undivided attention throughout the day.
This could begin by waking 15 minutes earlier each morning. In that time, give yourself some attention: “check in” with yourself. Take a moment to look in the mirror have a moment of gratitude for you (no judgment or criticism!). Use those minutes to have some fun. Play with what you are going to wear that day, read something that really inspires you, write something in a journal, or take some time to set some personal targets. Whatever you do, the point is to take that time to be with you first instead of rushing into the day’s activities. Use those moments to relax and be fully present with you and see the changes it starts to create in your day.
Choose some fun and lightness in moments throughout the day
When you have activities where you are on your own, where does your mind go? When you visit the gym, go to the supermarket, or drive, why not use those moments to do something for you, in your favour? Instead of repeatedly running through a to-do list, playing a movie of complaints or resentments, or fixating on things that have gone wrong, use those minutes to your advantage. Listen to music you like, take time to breathe and clear your head. Have fun with yourself. Tell yourself a joke or find something to laugh about. Even amid the most boring activity, what could you choose or put your attention on that would create some fun and lightness for you?
Be present with whatever comes your way
When you catch our mind wandering off-task, you may assume the remedy is to push those thoughts aside in attempt to narrow your focus. Rather than focus, be present with what is in front of you. The difference with being present is you can be there for the task at hand, but, unlike focus, you do not have to cut away anything else in your mind not related to that activity. It actually takes a lot more energy to exclude and focus than to be present and allow.
For example, if your child is coming to your mind while at work, allow it to be there. Allow the feelings you have for your child to be there, too. When you allow all of it to be there as part of you and your day, there is no need to put any energy or attention toward trying to avoid it.
What if the different areas of your life could contribute to each other and making you whole instead of split apart?
Losing yourself occurs when you believe you have to exclude any other part of you in the roles you play. By allowing yourself to bring all of you to work and motherhood, choosing to be more present with you in the moments of daily life, and by including your personal in the picture of your day, you will begin to have a greater sense of yourself in all elements of life, and you may find that you have a lot more energy and resourcefulness available to you than ever before.
Norma Forastiere is a business mentor, natural therapist and a self-proclaimed seeker, Norma began practicing mediation at an early age and then went on to study metaphysics and several energy healing and natural therapy modalities. A native Portuguese speaker with a proficiency in English and Spanish, Norma offers workshops and consultations for those willing to explore greater possibilities in life, communication and business. Follow Norma.
Voice of Experience: Satyavati Berera, Chief Operating Office, PwC, India
Voices of Experience“There will be times when something will have to take precedence and something else might take a backseat, but that’s natural and expected.”
Making Her Mark
Berera joined PwC more than three decades ago as an intern after graduating from Lady Shri Ram College, University of Delhi. During her tenure, she’s had the opportunity to work in a wide variety of positions as she built her career trajectory, from her first role as an auditor, then moving to Risk Advisory, becoming Managing Partner for North in 2011, Consulting Leader for PwC India in 2013 and eventually taking up the COO position in 2016.
She takes pride in several milestones as she made the most of the multiple opportunities offered by the firm, assuming various roles that enriched her professional journey. But of course, nothing surpasses the fulfillment she feels in the honor of being the first woman partner in 100 years in the Audit practice of the India firm (then Price Waterhouse) and subsequently becoming the first woman COO in Big 4 in India in 2016.
Currently she is leading the transformation agenda for the firm, working to increase collaboration among its people and with the network, and spearheading programs to meet the expectations of a younger than ever workforce. “As COO, to be in the center of all these changes is frankly very exciting,” Berera says. “It’s a thrilling opportunity to lead these initiatives to drive meaningful change and help break barriers to make PwC and our people more future-ready.”
And she notes, she personally has benefited from a great deal of learning, both in this role and throughout her career. Berera also embraces her role as a change agent as the firm continues to enmesh technology and digital strategies, making it central to everything they do.
Berera says that “Today clients are increasingly looking to firms to provide specialized integrated offerings, where they take more than one competency to the client, thus providing holistic solutions to larger business problems. Technology is no longer the solution only to a CEO’s technology problem, it is at the centre of their business strategy. Therefore, we have to create an ecosystem for our people to really think like that.” Encouraging innovation and improving digital acumen of its people is firmly rooted in the firm’s strategy and Berera is committed to making it a success.
Continuing to Create Equal Opportunities
Success paths for women continue to be an issue throughout most organizations in India, which largely lacks an enabling culture for women in the middle to senior management areas. While all firms are working to establish programs and initiatives that address the void, she believes the country is a few years behind. “The sponsorship opportunities for women and custom development programs are still not enough, given the demands of their personal lives,” Berera says. “We still lose women in the mid- to senior-management levels because of personal needs, and it is unfortunate that we’ve not been able to plug this leak.”
But as she notes, PwC is a leader in this arena, having pioneered a number of initiatives to help support the advancement and retention of women. Some of the most noteworthy ones include a generous sabbatical policy and the “full-circle” program, which allows women employees to take a break for family reasons or to pursue other dreams, and then later re-join the firm. Additionally, high-performing employees can retain their last year’s rating if they have worked for significantly less time during a performance year due to a leave of absence or extended leave for maternity or other personal needs.
The firm is also proud to support mentoring programs for women at the manager level and above, where they can spend time with senior leadership, which can provide a boost to their career development journey. Other small, yet very powerful, actions include providing flexibility to women employees to address challenges that arise from working at home or reduced hours, as well as additional support for expectant mothers in the last trimester.
Finding Balance in Her Own Life
Berera prioritizes spending time with her husband and son. They all love to travel, which helps them de-stress, and wellness is important to her, so she starts each day with yoga.
She also likes to spend time organic farming on a small piece of land about 45 minutes from her home, where she grows seasonal flowers and produce.
“It’s a very soothing experience, as it teaches you to be calm, patient and to stay invested for the long term,” Berera says, adding that farming has also taught her to appreciate that success is not always predicted solely by the effort you put in. “Sometimes outcomes are beyond your control, due to factors like environmental conditions. You learn to take it in stride and move ahead.”
And of course, that philosophy bears fruit for all aspects of life.
Intrepid Woman: Noha Waibsnaider, Founder & CEO, GatheringUs
Intrepid Women SeriesShe yearned for a simpler way to find support, conduct all the necessary tasks and purposefully commemorate a life. That was the catalyst for the website GatheringUs, a lasting online space that brings communities together after a death to support each other and celebrate the life of their loved ones.
As part of a large family, she has organized many memorials and funerals, and so knew firsthand the challenges of coordinating family and friends—trying to keep everyone in the loop while planning multiple events and logistics, and doing it all through the emotional roller coaster of mourning.“I was grateful for the outpouring of support from my community, and I realized many wanted to help, yet struggled to find ways to be supportive. I created GatheringUs to provide resources and a simpler way to mobilize everyone and commemorate loved ones,” Waibsnaider explains.
The need is so clear, she says, noting that after launching the site just three months ago, they have already had 30,000 visitors and memorials from all over the world, representing diverse groups of different ethnicities, religions and generations.
“Death scares people, and they don’t want to talk about it, and then you add in the preconceived notions about how funerals are supposed to be. Our goal is to empower people to celebrate and honor their loved ones in a meaningful and personal way that helps them process the loss.”
An Impressive Pedigree
This latest venture sprang from a personal, relatable need, but Waibsnaider already possessed the business acumen that has allowed her to build it so successfully. A serial social entrepreneur and brand builder, she holds an MBA from Columbia Business School and started her career in brand management at Unilever for consumer staples such as Ragu and Lipton. She parlayed that success into a new venture and founded Peeled Snacks, an organic food company, in 2004. She grew and ran the brand for 13 years—vaulting it into the upper echelon by raising $20 million in equity financing and bringing healthy fruit and vegetable snacks to millions of consumers nationwide.
“When I started my last company, I was in a rush to grow and sell within a very short time. I wish in retrospect that I had set my sights on a longer-term horizon,” she says, which would have made it easier to ride the highs and lows and put less pressure on immediate results. Nevertheless, even with that perspective, there’s no denying the impact she made on the business world with her ambition and ingenuity.
Along the way Waibsnaider has been honored with numerous awards, having been recognized as a White House Champion of Change; one of the “Women to Watch,” from Jewish Women International; named to the list of “50 Fastest-Growing Women-Led Companies” by the Women Presidents’ Organization; recognized as a Columbia Business School Distinguished Alumna; and received the Ecademy Award for Entrepreneurship, also from Columbia Business School.
She advises other would-be entrepreneurs to identify a cause or void that they are passionate about, which will allow you to sustain meaning and purpose over time. However, you also have to make sure it has a viable financial model because you can only keep doing it if you can support the business. In addition, she urges entrepreneurs to ask for help from their community. “They want to be there to support you and be part of your success story,” Waibsnaider says.
While she builds her new company, she is in a mode of continuous education and outreach. Notably, she is a 360° Council Member of Reimagine, a nonprofit that hosts a public conversation around death and life celebrations, including a week-long festival in various cities on the topic. The festival in New York in October included 350 events that ranged from presentations by end-of-life doulas and palliative care physicians to art, music, comedians and more, in an inspiring collaboration designed to help others in their stages of grief.
If You Have a Disability and Want to Work, You Need the Help of an Employment Network
Guest Contribution, NewsA new report found that companies who hire people with disabilities outperform their peers, and the U.S. Department of Labor found employers who embrace disability in their talent acquisition strategy have higher retention, employee productivity and workplace safety.
Despite this hard evidence and compelling statistics, the workplace landscape is still disappointingly homogenous when it comes to disabilities. Many hiring managers harbor misconceptions and subscribe to inaccurate stereotypes about people with disabilities and what they are capable of with their conditions. Some of our clients say they wanted to return to their former employer once they medically recovered, but their job was no longer there. Others make the mistake of disclosing their condition during the interview process for a new position and never hear from a potential employer again. Still others don’t believe they can ever go back to work because they don’t realize accommodations can be made for them.
10 million former workers and their dependents currently receive Social Security Disability Insurance (SSDI) benefits, a type of income replacement insurance that is paid by the federal government when workers experience severe health conditions. These benefits help individuals and families survive when the salary stops coming in.
In the first several decades of SSDI’s inception as a program, its beneficiaries were overwhelmingly men. Women were not as prominent in the workforce, and therefore were not as likely to be insured for these benefits through their employment (FICA) taxes. In fact, in the 1970s, researchers found that women reported higher rates of disability but were less likely to apply for SSDI. They also found that compared to men with disabilities, women with disabilities were more likely to rely on a spouse’s earnings instead. Now, women are nearing equity with men when it comes to being awarded the benefits they deserve.
Many of us think we’ll never need to take advantage of such a program — we are healthy, fit and successful, right? But the truth is, the odds of experiencing some sort of debilitating medical condition are higher than you think. The Social Security Administration (SSA) estimates one in four twenty-year-olds will be disabled before reaching age 67, and for those who aren’t in their 20s, the chances are even worse. It pays to be prepared.
If you’ve gone through the SSDI process, you know how complex and lengthy it can be — tons of paperwork and an average wait time of 600-800 days. While waiting, dangers are everywhere: you can easily slip into poverty, lose your assets, and deplete your savings while trying to make ends meet and continue paying to treat your newly acquired condition. Due to lack of funds, many people with disabilities are even forced to file for foreclosure on their home.
Whether you have been collecting SSDI for a long time or got awarded benefits recently, it’s crucial to consider getting help to go back to work as quickly as possible. Key to this decision is your long-term financial picture. You’ll simply be better off if you can work and generate additional income. Should the unthinkable happen, research shows the longer that someone with a disability is out of the workforce, the harder it becomes for them to re-enter. The market changes, you lose skills, and the gaps in your resume become more and more prominent.
Unfortunately, the unemployment rate for this population is twice as high (7.9 percent versus 3.5 percent) as it is for those who are able-bodied. Getting hired with a disability is no easy task, even though it’s proven to be good for business.
If you find yourself on the job hunt without a plan for success, you need to contact an Employment Network as soon as possible. Employment Networks help thousands of people with disabilities across the nation find or return to jobs by streamlining the process, offering valuable resources and keeping your SSDI benefits safe while you try to work again.
Former workers on SSDI benefits can access free help through SSA’s free Ticket to Work program, which protects SSDI and Medicare benefits as participants transition to full-time work. If you find that you are unable to go back to work or experience a medical setback, the Ticket to Work program acts as your safety net — you won’t lose the benefits you waited years to receive. Employment Networks help coordinate your benefits as you re-enter the working world, alerting SSA to your change of work status and helping you achieve the accommodations you may need to do your job to the fullest extent, perhaps through a flexible work schedule or a remote work arrangement.
For corporate women, every day can be a struggle, but even a severe disability cannot keep them from experiencing the personal and financial rewards of returning to work. Employment Networks can help them create an Individual Work Plan, start the Ticket to Work program and get back to climbing the career ladder.
Paula Morgan has more than 18 years of public and private experience helping people successfully navigate Social Security Administration (SSA) disability programs. She is a return to work case manager for Allsup Employment Services (AES), a national, SSA-authorized employment network (EN). Morgan works with former workers with disabilities to help them navigate the SSA’s Ticket to Work (TTW) program. She focuses on education and early intervention of social security disability insurance (SSDI) applicants as they move through the insurance program and identifies opportunities for returning to work should their condition improve.
Paula Morgan has more than 18 years of public and private experience helping people successfully navigate Social Security Administration (SSA) disability programs. She is a return to work case manager for Allsup Employment Services (AES), a national, SSA-authorized employment network (EN). Morgan works with former workers with disabilities to help them navigate the SSA’s Ticket to Work (TTW) program. She focuses on education and early intervention of social security disability insurance (SSDI) applicants as they move through the insurance program and identifies opportunities for returning to work should their condition improve.
Guest contributors views are their own.