Why Women in Power Keep Getting Interrupted

Disrespect toward women who had achieved the highest levels of power was rampant on Tuesday. At the Senate Intelligence Committee hearings, U.S. Sen. Kamala Harris (D-CA) was interrupted during her questioning of Attorney General Jeff Sessions by Sen. John McCain, who was frankly out of order. Meanwhile, at a meeting of board and employees to discuss sexist practices at Uber, a male board member tried to shut down a female. As Arianna Huffington discussed how one female director makes it possible for others, David Bonderman quipped, “more women means more talking.”

As Susan Chira pointed out in New York Times Business section, social media outrage ensued and Bonderman resigned from Uber’s board. But that doesn’t change reality—study after study proves that when women speak up they are shut down. Who can forget the fracas when Sen. Elizabeth Warren was determined to read Coretta Scott King’s letter on the floor of the Senate? Senate Majority Leader Mitch McConnell shut her down with a little-known rule.

“Sen. Warren was giving a lengthy speech,” he said. “She had appeared to violate the rule. She was warned. She was given an explanation. Nevertheless, she persisted.” Those last three words became a rallying cry—but as Tuesday showed, they’ve done little to move the bar toward equality.

The truth is that without a systemic change, no amount of public chastisement is going to help. I’ve seen this repeatedly in the corporations I’ve worked with—they throw millions of dollars at diversity programs, but little ever changes. Without a complete overhaul of the culture of a company, no amount of pithy sayings or public outrage will make the slightest bit of difference.

Photo credit: MMM

What it Really Takes to Demand Equality in the Workplace

I have written a lot about why diversity programs usually fail—you cannot overlay change on a culture that is rooted in discriminatory practices. The only way to make substantive and lasting improvement is to change the entire system, which I discuss at length in my new book, From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire. That’s exactly what the resisters of the championship U.S. women’s national hockey team did when they took the risk to demand equal rights from USA Hockey and began a boycott right before the World Championship.

I’m from Canada where ice hockey is practically a religion and I’ve been appalled at how the women’s team—which has won a medal in each Olympics since it became an official event in 1998 and finished first or second in every world championship since 1990—was mistreated. There were numerous injustices. The women’s team received half the meal money stipend the men were allotted ($24 vs. $50), they were only paid to practice right before the Olympics, which meant making $6,000 for six months of work, they received substandard travel and championship rings often took years to arrive. Many of the women had to hold second and even third jobs to make ends meet.

Like Matthew Christiansen who was profiled yesterday for his brave stand against anti-gay bullying at work, the women had to take a calculated risk to affect change. It was widely reported that USA Hockey was scouting for scrubs to replace them at the World Championship—and perhaps permanently—and vitriol was hurled at them on social media.

But they had their allies as well, something that is of key importance when dealing with toxic workplace culture. Players unions from the National Hockey League, the NBA, the WNBA, the NFL, Major League Baseball and the U.S. Women’s Soccer Team all rallied to their side. Twenty U.S. senators signed a letter of support.

Team veteran Hilary Knight told the New York Times, “We’re strong, powerful women, but it’s tough. Some of the comments were tough. Standing for what you believe in isn’t always the easiest thing.” 

Now these elite athletes can have the careers they’ve earned and be able to support themselves and their families. According to the terms of the agreement, they will now receive fair pay, be rewarded for winning championships, enjoy the same travel arrangements and insurance as the men, get maternity support, and pave the way for the great women hockey players of the future, thanks to the newly created Women’s High Performance Advisory Group that will help advance youth league  players.

I wish U.S. Women’s Hockey the best of luck in their careers and at the World Championship—after Canada, of course.  

Photo credit: The Nation/Reuters

She Won’t Be Silenced: Judge Refuses to Dismiss Discrimination Suit Against Ad Agency Exec

Legendary advertising agency J. Walter Thompson and its parent company WPP has failed in their attempt to silence a female communications officer who has accused JWT’s former chief of sexist and racist behavior, as discussed in this Wall Street Journal article: “Judge Denies WPP’s Motion to Dismiss Discrimination Lawsuit.”

Their motion to dismiss the discrimination lawsuit was denied by the court. By challenging the lawsuit WPP signals the attitudes that prevail in the old boy's club. Given that this advertising giant also helps organizations build brand and reputation values, and influences customer behaviors, they, rather than condoning abusive behaviors, should set an example of going above and beyond their duty to right what has gone wrong. 

Photo: Former JWT chief executive Gustavo Martinez in the Wall Street Journal; credit, D. Dipasupil/Getty Images

Have We Entered a New Age of Bullying?

More than a decade of bullying prevention in public schools is being undone by the messages spread by the American president-elect. The Southern Poverty Law Center has recorded the highest surge in reports of bullying, harassment and racist displays since 9/11. My fear is that bullies will also feel emboldened to bring this sort of behavior into the workplace. On a recent speaking tour in the Midwest, people came up to me afterward to tell stories of how employers used their “employed at will” status to remind them they could be fired at any time. This excellent article by anti-bullying author Emily Bazelon in the New York Times takes a closer look in Bullying in the Age of Trump. But it’s important to remember that one of the first steps in curbing bullying, especially in the workplace, is to find out how employees feel about their jobs and why they feel that way. This is why the Faas Foundation has partnered with the Yale Center for Emotional Intelligence to survey working people about their complicated feelings about their work. You can participate by taking this survey, and please share it with those you know. It’s only by making our voices heard that we will be able to create the psychologically healthy, safe and fair workplaces we so desperately need. 

Photo: BIGSTOCK

OHIO: In The Twilight Zone

Last week I spoke at the Women in Leadership Conference at Ohio's Bowling Green University. The theme at this conference was Pathways to Promotion and Leadership. 

I agreed to speak at the event on the condition that it would not be censored and that it “may offend some sensitive ears and sponsors of the event.” I clearly indicated that if the organizers of the event were uncomfortable with this, then I was the wrong person to give this talk.

The reason for my caution is according to the World Economic Forum, Ohio ranks 40th out of the 51 States in gender diversity. Despite billions of dollars being spent across North America on diversity, harassment, sensitivity and performance management programs over the past few decades by organizations and corporations, the results have been beyond dismal. Given that fact, I did not, and will not, give a motivational speech full of human resource gobbledygook that only provides false hope.

During my speech, the event coordinator approached Patrick Mundt, the Executive Director of the Faas Foundation who was monitoring the power point slides, and demanded he hook me from the stage. She indicated that a few of the sponsors had walked out in disgust. 

However, Patrick and I observed an engaged audience, many taking notes and nodding in agreement. Afterwards, I received not one but two warm and enthusiastic ovations and many came up and thanked me for my frankness. One person said that those who came up to speak to me afterward were brave to do so because they were likely being watched by their co-workers or supervisors in attendance, and it could be a career-limiting move for them. This was particularly significant as Ohio is, an “at will” state where employees without a contract can be fired without cause – something that was repeated by a number of people at this event and two others I spoke with in Ohio. 

The event organizers did not come to me to express their displeasure—nor did they thank me for giving the speech. In response to a note we sent thanking the event coordinator for hosting us and allowing me to speak, we also asked her to confirm that sponsors were upset with what I said, which she did. 

Reflecting on this experience, it became obvious to us that Bowling Green University is more concerned about their financial sponsors than changing Ohio's dismal standing in gender diversity. Leaving the state, I felt I was leaving the Twilight Zone!

 Credit: Jessica Vailat/The Red List

Trump 2005 vs. Today's Workplace

I feel as though a lot has already been said about Donald Trump’s 2005 comments on women, and about his response during last night’s debate. However, one element of this story that I think needs to be emphasized is the fact that the demeaning, horrible comments he made happened in the workplace. He was on that bus to film a segment for NBC to promote The Apprentice, as was Billy Bush. The woman they’re speaking about, Arianne Zucker, is there for work as well. When Trump gets off the bus and grabs the visibly uncomfortable Zucker for a hug-and-kiss greeting – that’s what an inappropriate workplace interaction looks like. Some might call the Trump tape a severe case of workplace sexism, but truly, it’s the sort of thing scores of women have to deal with at work on a daily basis. It’s sickening, yes, but what should be more sickening is the fact that this type of lewd objectification of women is not uncommon in the workplace. It goes without saying that this type of comment should disqualify Trump from the US Presidency, and that women, as Lindy West wrote in the NYT, should grab Republicans “where it hurts” – the ballots. 

Image: Ruth Fremson for NYT via NYT

The Plague of Ageism

Ageism in the workplace is something I’ve written about extensively. I wanted to highlight a letter to the editor of the New York Times on a recent piece they published on the subject. I completely agree with this letter’s characterization of ageism in the workplace as a “plague.” In the piece this letter responds to, I was startled to learn that data shows age 32 is when women start experiencing ageism in the workplace. This is a widespread, systemic problem that’s only going to get worse if we don’t address it head-on. Any stereotypes about “older workers” don’t really hold up when you look at the data – so why do so many employers scorn the prospect of hiring older employees? You can read that letter to the editor here.

Main Image: Ping Zhu via NYT

Taking a Closer Look at Gretchen Carlson and Fox News

I have been giving a lot of thought to the situation arising between Fox News, Gretchen Carlson and Roger Ailes. There seem to be many sides to this in media at the moment – from female colleagues of Ailes defending his impeccable behavior, to anonymous female Fox News employees coming out in support of Carlson’s allegations of a sexist workplace culture. However, I can’t help but draw parallels between Fox’s current situation and that of the CBC when the Jian Ghomeshi sexual harassment scandal came to light. The way the CBC handled the situation, with little transparency, not only damaged their journalistic integrity, but allowed Ghomeshi to claim that he was the victim in a situation where, eventually, it was clear that he was in the wrong despite his acquittal. Additionally, the CBC focused on the particular case of sexual harassment, rather than on addressing their endemic culture of celebrity that allows certain individuals to harass with impunity.

While the CBC’s scandal arose in the arts and entertainment section of their business, Fox News is faced with a scandal that can seriously damage their journalistic integrity if it’s handled incorrectly. In order to maintain any sort of credibility, they will have to seriously examine not only Roger Ailes, but the culture of sexism that may or may not be present in their business. While some employees, like Greta Van Susteren, have stated that they have never experienced sexism in the Fox News environment, others seem to be coming forward to corroborate what Carlson is alleging (albeit anonymously). Either way, the internal investigation will need to be objective, comprehensive, and most importantly transparent with the public that watches Fox News daily for information. If it turns out that these allegations are false, it will only embolden predators at the workplace to continue to sexually harass their colleagues. Conversely, if Fox News shoves this lawsuit under the rug, it’ll be damming to their reputation as a reputable news organization. Either way, it should not be left to the court of public opinion to decide.

Image Credit: Fox News

Sexism in the Workplace

Susan Credle, Global Chief Creative Officer at FCB, who was interviewed by NYT about sexism in the advertising workplace. Photo by Jesse Dittmar for NYT.

I’m not at all surprised by this headline. You’d think that, after a hugely popular show like Mad Men, which put the gender discrimination of the advertising industry on full display for public criticism, there would be more progress in the contemporary advertising workplace. However, by acknowledging cases of discrimination and harassment merely as things of the past, we’re doing at least half of the population a huge disservice. It’s “okay” to talk about diversity in terms of victories won, but leveling criticism against a decidedly un-diverse executive community, for some working women, is a recipe for inviting workplace bullying or mistreatment. While not contained to the advertising industry, systematic sexism in the workplace is an issue that’s mostly invisible to those with the most power to create positive changes. Read more on this at The New York Times.