June marks Pride Month for the U.K., U.S. and Australia. And yet, despite progress and increased public support for LGBTQ+ equality in recent times, many people who belong to the community are still discriminated against, in the workplace and outside of it.

In fact, according to data collected by the Human Rights Campaign Foundation, 46 percent of people are still closeted at work. Some of the main reasons for this are fear of being stereotyped (38 percent), worries over making others feel uncomfortable (36 percent), and concerns about losing friends (31 percent).

In many territories across the world, being or behaving in a way that implies you're LGBTQ+ can still have severe consequences. In fact, 71 countries still criminalize same-sex relationships, with eight countries even using the death penalty as a punishment. And in more than half of the world, LGBTQ+ people are not protected from discrimination by workplace law.

LGBTQ+ Equality and the Workplace

One of the few spaces that can have real impact in improving LGBTQ+ equality is the workplace. And unsurprisingly, being an LGBTQ+ inclusive employer is great for business too. It "positively impacts recruitment, retention, engagement and, overall, total revenue" according to the Human Rights Campaign Foundation. But it takes effort – and it's not only up to LGBTQ+ colleagues to change the workplace culture. It's up to the rest of us, too.

Often – far too often – we tend to tell ourselves, "What can I do?" or, "It's none of my business." We might think we're too ignorant or out of the loop to really understand the things that impact our LGBTQ+ colleagues. We might be worried that we'll make a mistake and cause offense, without intending to. We might even think that the war for equality has been won, now that same-sex marriage is legal (in some territories), and other rights activists are openly doing more to achieve equality in legislation.

But allies to the community are key to long-term transformation. This is particularly the case in workplaces, where co-workers and supervisors can use their influence to change mindsets, call out negative stereotyping and discrimination, and celebrate the uniqueness and diversity of colleagues.

Being an Ally to LGBTQ+ Colleagues

You don't have to be a member of the LGBTQ+ community to support it. It's not even difficult to do. It takes respect, and the ability to listen (properly listen without interrupting) and learn.

So, if you want to show your support but aren't sure how to do it, here are a few things you can do to become a true ally to your LGBTQ+ colleagues:

1. Learn About LGBTQ+ Life

Pride Month is a great opportunity to learn! So why not take some time to discover the story behind how Pride started? Or learn more about some of the key figures who changed the course of LGBTQ+ history?

Brush up on terms, too. We use the term LGBTQ+ frequently, but do you actually know what it stands for? LGBTQ+ is an initialism for Lesbian, Gay, Bisexual, Transgender, and Queer, while the "plus" includes other sexualities and identities, such as pansexual, intersex and asexual. While the term is relatively new, remember that LGBTQ+ people have always existed – from way before this term became popular!

Over the years, Pride has become much more diverse to encompass many different sexualities and identities, some of which are still not fully understood. This can at times feel confusing (there's a lot to learn!). To help out, we've produced a handy infographic that includes some of the different Pride flags and what they represent:

It's also important to remember that the LGBTQ+ community itself differs in opinions and beliefs, sometimes widely and strongly. Be open and respectful to these varied opinions. As long as they're not hurtful or abusive, they can tell you a lot about the unique perspectives of the LGBTQ+ community and the issues facing it.

2. Avoid Assumptions

Unless a colleague specifically mentions their sexual orientation, it's unprofessional and inconsiderate to make assumptions. After all, you may be wrong. There's no way of knowing whether someone is LGBTQ+ without asking them. Assuming that you have "gaydar" can actually perpetuate harmful stereotypes.

Even if you know that one of your colleagues is LGBTQ+, it's important to let them decide if and when they want to let others know. They may be very private. Keep in mind that they need to make this decision repeatedly – whenever they start a new job or meet new people.

Avoid putting your LGBTQ+ colleagues in the uncomfortable position of speaking for the whole group. Just because your colleague is transgender doesn't mean that they want to talk about transgender issues all the time, or that they're some kind of spokesperson for the transgender community.

3. Use Inclusive Language

Use language that recognizes that people have diverse lifestyles, relationships and families. For example, instead of asking about someone's "husband" or "wife," you could ask about their "partner." Or instead of "mom" and "dad," say "parent."

If you still aren't sure what terms you should be using, ask! This is a sign of respect and an easy way to demonstrate your support for LGBTQ+ colleagues.

No matter how well-intentioned you are, chances are you've used gendered words in the workplace. But using non-inclusive words regularly can have a negative impact on people who already feel that they don't fit in to what's perceived to be the "norm."

Just think about the following phrases:

• guys and gals.
• ladies and gentlemen.
• brothers and sisters.
• sir/madam.
• he/she.

The above are gender assumptive. They only recognize two main genders, but the truth is that some people don't belong to either. They might be gender fluid or non-binary. So try using more inclusive language instead, such as:

• friends and colleagues.
• esteemed guests.
• they/them.
• everyone.

4. Be Respectful of Pronouns

The pronouns that we use (he or she or they) are tied intrinsically to our identity. So it's important that we get these right – particularly when it comes to our colleagues.

Some people may be trans; others may be gender neutral. And yet, far too often people assume pronouns for other people. Often this is reflexive, but getting it wrong can cause people upset (even if it's unintentional). So, if you're unsure, ask someone, "What's your personal pronoun?" This is an open, low-pressure question that allows someone who's in the process of transitioning or has already transitioned to affirm their identity.

You can also do your bit by updating your own pronouns in visible spaces – for example, on social media profiles, or on internal communication platforms, via your IM profile and email signature. Doing this supports trans and non-binary people by normalizing gender identity and expression.

5. Tackle Discrimination and Harassment

Intolerance in the workplace can take the form of overt abuse or microaggressions. Obviously, overt abuse and harassment have no place in the workplace, and a zero-tolerance approach should be taken.

Pinpointing and dealing with microaggressions can be more tricky. According to professor of psychology Dr Kevin L. Nadal, microaggressions are "commonplace verbal, behavioral, or environmental actions that communicate hostility toward oppressed or targeted groups."

They might seem like small things; but, over time, they can have a serious impact on a person's physical and mental wellbeing. Furthermore, ignoring them can serve to perpetuate inequality and undermine inclusion.

Common examples of microaggressions are things like, "You don't look gay," or, "How did you turn gay?" They can also include misgendering, tokenization, failure to acknowledge LGBTQ+ relationships, or exclusion from social groups.

When perpetrators are called out on their behavior, they might qualify it with things like, "You're being oversensitive," or, "I was just joking." This can make it tricky to tackle this kind of behavior. Dr Nadal suggests victims or witnesses ask themselves five questions to help them decide how to respond:

• If I respond, could my physical safety be in danger?
• If I respond, will the person become defensive, and will this lead to an argument?
• If I respond, how will this affect my relationship with this person?
• If I don't respond, will I regret not saying something?
• If I don't respond, does that convey that I accept the behavior or statement?

If you do decide to take action, respond assertively rather than aggressively. Calmly talk to the person about how their words and behavior have affected you. Use "I" statements such as, "I think what you just said was very hurtful," instead of attacking statements like, "You're homophobic," which will likely cause the person to become defensive.

Finally, seek support! If you feel that microaggressions are constant and persistent, even when you've done your best to address them, you may need to make a formal complaint to HR. Also, talk to your allies – people who you know to be trustworthy and who will listen to you without judgment. Share with them the emotional impact of the situation and how it's affected you. This can be crucial in allowing you to work through negative feelings that the microaggression has caused, such as low self-confidence or self-worth, anger, and even depression.

Do you know of more ways we can support our LGBTQ+ co-workers? What do you expect from a good ally? You might be interested in the following resources:

Diversity at Work Video
Mutual Respect
Toxic: A Guide to Rebuilding Respect and Tolerance in a Hostile Workplace
The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy
Understanding the Bystander Effect

About the Author:

Lucy has over 10 years’ experience writing, editing and commissioning content. She has a keen interest in supporting inclusion and diversity, and chairs Mind Tools' neurodiversity panel. Lucy also heads up Mind Tools’ video learning series, and particularly enjoys exploring and experimenting with new video formats. When she’s not producing fantastic new learning content, she can be found enjoying nature with her two kids and delving into the latest book on her very long reading list!

The post 5 Ways to Support Your LGBTQ+ Colleagues appeared first on Mind Tools.

For over a century, women have been striving for equality. To be appreciated for their difference, given the same freedoms and opportunities to contribute and thrive as their male counterparts, and to receive equal pay. Women's suffrage resulted in some women receiving the vote, but that hasn't translated into equality in all areas of life and work.

There's no doubt that progress has been made. Fifty years ago, a woman couldn't wear trousers in the workplace or access birth control. And if she fell pregnant, she had no legal protection from being fired.

Yet progress is slow, and the COVID-19 pandemic set things back for women. Women have always had the double bind of caring and domestic tasks. And, during the pandemic, responsibilities such as homeschooling and elder care disproportionately fell to women. In the same period, layoffs most negatively impacted women-dominated professions. Flexible-working arrangements and work-from-anywhere policies have allowed many women to juggle work with care responsibilities.

But now women have to compete with proximity bias as a result. Because they're not physically present, more women than men are seen as less ambitious, and aren't being considered for career-enhancing opportunities. On top of setbacks like the Roe Vs. Wade overturn, it's easy to see why so many women are feeling disheartened with modern equality progress.

Moving Beyond Equality

In our evolving thinking over the last decade, we've realized that we need to move beyond gender equality – where men and women are treated the same. Instead, we must seek equity, which focuses on giving extra support to those who need it to achieve equal outcomes. This is the exact thinking behind the theme for this year's International Women's Day: "Embrace Equity."

There is much we can learn from racial equity and how it has sought to give a helping hand to those from the global majority. (People who are Black, Asian, Brown, dual heritage, indigenous to the global south, and/or have been racialized as "ethnic minorities.") This is achieved by noticing systems that disadvantage people, and by seeking to overcome them. To do so we need to take an individual approach, to lead, share power, and focus on outcomes.

Forward-thinking organizations create flexible-working arrangements for all staff, including those in senior roles, so that carers who work part-time aren't penalized. This way, all can benefit. Representation of women at the top of most organizations is low, but those dedicated to moving the dial on gender balance will have a sponsorship program, formalizing a relationship where a senior leader actively advocates for female talent, opens doors, and "wears her t-shirt." This has been proven to make a positive difference in combating affinity bias, where leaders endorse those in their own image.

Why Is Intersectionality Important?

Some organizations may think the work is done when it comes to gender equality. However, the progress is often unstable, with one or two women recruited into senior roles, and no sustainable pipeline of future talent being nurtured. Or sometimes women are well represented at senior level, but they all come from similar backgrounds. They don't represent all women.

The pioneering scholar and writer Kimberlé Crenshaw describes the need for an intersectional lens so that we see the way various forms of inequality often operate together and exacerbate each other. We tend to talk about gender inequality as separate from inequality based on race, class, sexuality, or immigrant status, but they intersect. Gender-equality initiatives may not take into account the challenges of women due to their ethnic backgrounds, such as accent or cultural discrimination, and stereotypes like being called angry or timid. Crenshaw describes the compound effect of ethnicity and gender as equaling more than the characteristics on their own.

Looking at the intersections can help us to understand where women are falling through the cracks. This includes the experience of Black women, women who identify as having a disability, or those from the LGBTQ+ community. For example, according to ONS data in 2021, the median pay for disabled women was 10.5 percent less than for non-disabled women. Other research has found that older female workers are more likely to remain in a low pay bracket than men. And over half of Black women report never having had an informal conversation with a senior leader at their company, thereby missing out on the opportunity to develop a relationship and receive sponsorship.

Final Thoughts on Gender Equity

Removing the barriers to success for women helps everyone. The more that we explore racial equity and its intersections with gender, the closer we can get to creating gender equality for all women. The goal isn't to just eliminate the gap between white women and women from the global majority, but to increase the success of all groups. Systems that are failing women and failing those from the global majority are actually failing everyone.

Instead of competing in the "Oppression Olympics" and arguing about which groups are more ill-treated, we can aim to understand the solutions that can create a fairer society.

In fact, what if we could hold the view that for everyone to win, no one had to lose? It might radically change things.

What can your workplace do to create fairer opportunities for staff? How does it already support its female workers? You may be interested in the related resources:

Our Separate Ways: Black and White Women and the Struggle for Professional Identity

Unleashed: The Unapologetic Leader's Guide to Empowering Everyone Around You

Bias Interrupted and The End of Bias

Striking the Right Gender Balance Infographic

Jenny Garrett OBE is an executive coach, leadership trainer, and diversity, equity and inclusion expert. Her latest book is "Equality vs Equity: Tackling Issues of Race in the Workplace."

The post Gender Equality Vs. Equity – What's the Difference? appeared first on Mind Tools.

If you think racism is a U.S.-only issue, think again. If you believe solving racism is best left to governments, think again. If you're under the impression racial equity is just a new twist on racial equality, think again. And if you think racial equity is just another training program to roll out, then, yes – think again.

Every society has centers of influence, such as education, religion, healthcare, and government. The workplace is another of these centers. From the industrial revolution to the digital revolution, the workplace has been where we experience change in the making.

Business leaders around the globe are now leading another transformation: creating a workplace that reflects the multicultural world in which we live.

Business Leads Change

For several decades, the global communications firm, Edelman, has conducted an annual trust and credibility study. They call it The Edelman Trust Barometer. Last year's results (of 38,000 respondents from 28 countries) found that "business," once again, is the most trusted source. Sixty-one percent of respondents said they trust business, ahead of NGOs at 59 percent, government at 52 percent, and media at 50 percent. This puts business leaders in the best position to advance racial equity in the workplace, and in turn, society.

What Is Racial Equity?

Through our own exploration, we define equity as a measure of diversity and inclusion, which together make DEI (or EDI). Neither finite nor absolute, "E" measures how and to what extent "D" and "I" are embedded into an organization’s business strategy and every business policy and practice. An organization's "E" perpetually monitors and, as necessary, recalibrates "D" and "I" to stay ahead of potential relapse and continually advance toward an antiracist workplace.

When something is a little tricky to understand, sometimes it's helpful to describe what isn't. Racial equity is not a Black Lives Matter statement on your company's website; it's not an addendum to your company's values statement; it's not checking a box for Human Resources that confirms you sponsored or attended a workshop on unconscious bias; it's not writing a check to your favorite non-profit organization. It takes more than that to embed equity in your organization.

Equity Versus Equality

We are often asked, "So what's the difference between equity and equality?" We believe that the Annie E. Casey Foundation describes it best:

"Equi­ty involves try­ing to under­stand and give peo­ple what they need to enjoy full, healthy lives. Equal­i­ty, in con­trast, aims to ensure that every­one gets the same things in order to enjoy full, healthy lives. Like equi­ty, equal­i­ty aims to pro­mote fair­ness and jus­tice, but it can only work if every­one starts from the same place and needs the same things."

The Racial Equity Continuum

Before you can embed racial equity into your business strategy, you must define what racial equity means for your organization specifically. Equity is a relative newcomer to the diversity and inclusion space. Many DEI professionals and business leaders alike are still wrestling with what it means and how to implement it.

Two internal DEI professionals, from two different global companies (one tech, one research), recently shared with us how their organizations define equity:

1. When there are no systemic biases that impact the employee lifecycle.
2. When race is no longer a predictor of our outcomes.

Notice how the first definition does not mention race, while the second one does.

By not specifically mentioning race in its definition, it may signal that this organization is “race tentative,” to use the term the Annie E. Casey Foundation uses in its learning continuum for race-focused work (see figure below). The continuum shows the stages an organization goes on in its journey toward embedding equity.

After decades of work, some organizations have moved from "color-blind" (avoids or shuts down conversations about race, believing it will only create unmanageable discord), to "diversity-only" (proposes universal strategies that are presumed to work for all employees), to "race-tentative" (employees or management has gone through antiracism or unconscious bias training, but the organization is still unclear about what to do next), and now to "equity-focused"(measures are in place for management accountability). This transformation doesn’t happen overnight. It requires intention, commitment and resources.

Conversation Is Key

Another DEI professional we interviewed for our book, The Business of Race, was Nereida Perez, from the global spice company McCormick. Perez believes that understanding workplace racial equity surfaces from cross-functional conversations about how your company will measure progress, like you do for any other strategic business priority. "What I've seen in the industry is the term 'equity’ being introduced, but these deeper conversations are not happening," Perez told us.

We agree. Your definition of racial equity will only surface through deep conversations – and not solely with your most senior team. One of the resounding themes from the more than two dozen business leaders we interviewed was that you cannot do this work in a vacuum: you must engage your employees and other key collaborators.

Racial Equity in Action

Once you commit to having deeper conversations on what racial equity means for your organization, you can then begin to examine your policies and practices to see how racially equitable they are. But don't try to tackle every policy and practice at once.

Instead, pick one. Then create a diverse, cross-functional team to examine the current state, define the desired state, set specific goals with clear accountabilities, identify measures, and then report on progress – just like you do for other strategic priorities.

Want to take it a step further? Tie a percentage of executive compensation to the achievement of your racial equity goals, like Starbucks, Prudential Financial, and other companies have done.

Closing the Wage Gap

Let's take a closer look at one thing that we can all relate to, regardless of where we sit in an organization: compensation.

A September 2020 report by the global banking and financial services company, Citigroup, found a plethora of inequities between Black and White communities in the U.S. Specific to the workplace, the economists found income levels peak for Black men sooner and lower (ages 45–49, $43,849) than for White men (ages 50–54, $66,250).

Pay inequities related to race are not unique to the U.S. According to the Resolution Foundation, Black male university graduates are paid 17 percent less than White male university graduates in the U.K. – the equivalent of £3.90 an hour, or £7,000 over a year. And Black female university graduates are paid 9 percent less than White female university graduates, or £3,000 less over a year.

Fixing Pay Inequity

To combat this trend, we recommend organizations conduct a pay equity analysis, that includes a focus on race, to establish a baseline. Be transparent in your reporting of where you are today and identify steps with clear accountabilities to close the gaps. Repeat the process annually to measure progress, just like you would for any other strategic priority.

What will you gain by ensuring your pay is racially equitable? A competitive advantage. You'll be more likely to attract and retain talent when they know there is fair compensation.

A growing number of U.S. federal states and local municipalities have passed laws requiring employers of a minimum number of employees (some as few as one) to disclose salary ranges or minimum/maximum wages for open positions and in some cases, current positions. Some innovative companies, like software development firm Truss, implemented pay transparency long before it was mandated. Why? Because they knew it would attract and retain more diverse talent.

If the state or city you do business in has not enacted pay transparency laws, get ahead of the curve and begin this work now. Competition for talent continues to be at or near the top of the greatest business challenges list of nearly every executive we work with.

The Journey to Equity

Embedding racial equity into your business strategy is a journey. A journey that will be both exciting and daunting. One that is fraught with missteps and filled with surprising giant steps. A journey that is both self-reflective and other-focused. What's one actionable step you can take to advance a more racially equitable workplace?

About the Authors

Margaret H. Greenberg and Gina Greenlee are executive coaches, organizational development (OD) consultants, and the coauthors of "The Business of Race: How to Create and Sustain an Antiracist Workplace and Why It's Actually Good for Business" (McGraw-Hill, 2021).

They recently added two more cohorts of their 6-part, live series, Embedding Racial Equity into Your Business Strategy. One cohort kicks off January 19th 4:00-5:30 pm EST (UTC -5) and the other on January 23th 7:00-8:30 am (UTC -5). See their website to learn more and reserve your virtual seat.

The post Embedding Racial Equity in Your Business Strategy appeared first on Mind Tools.

With Juneteenth 2022 fast approaching, we answer the top questions about the holiday and explore the history behind it.

When Is Juneteenth?

June 19 – hence the name! (June + nineteenth = Juneteenth.)

Originating in Texas, Juneteenth has been celebrated since 1879. And last year (2021) President Biden made it a federal holiday.

What Is the Juneteenth Flag?

The official Juneteenth flag (right) consists of the American flag colors, and two stars in the center. The five-point star represents Texas (as the Lone Star State) but also the freedom of enslaved people in all 50 states. The larger star around it signifies a new beginning for African Americans. In 2007, white text was added to the right side of the flag: June 19, 1865.

Many people also use the Pan-African flag (below) to represent Juneteenth.

History of Juneteenth

Juneteenth was founded at the end of the Civil War, when the Union (Northern states) wanted to abolish slavery, but the Confederates (Southern states) did not.

At the beginning of 1863, in the middle of the Civil War, Abraham Lincoln issued a piece of legislature that supposedly freed enslaved people in the 11 Confederate states. This was called the Emancipation Proclamation.

But it wasn’t until the end of the Civil War, when the Union military defeated the Confederacy, that enslaved people fully gained, and began to learn of, their legal right to freedom.

On June 19, 1865, Union General Gordon Granger arrived in Galveston, Texas, and shared the news with the African-American population. Word spread through the state, eventually reaching all 250,000 enslaved people there.

That December, slavery in America was formally abolished with the adoption of the 13th Amendment.

What Does Juneteenth Mean Today?

The holiday still commemorates the day that Texan slaves learned of their liberation, but in the wake of the murders of George Floyd, Breonna Taylor, Ahmaud Arbery, as well as those in the more recent Buffalo shooting, Juneteenth has added significance today. It has always been a time to celebrate life and Black culture with family and friends, and to remember the people who fought for Black freedom and rights, but now more than ever it is a time for reflection, too. To examine how far we have come – but also how far we have to go.

Systemic and historic racism has created a ripple effect that is still impacting Black lives today. We see it in the poverty divide, for example. In 2021, there were more than twice as many Black people living below the poverty line in the U.S. as there were white people in the same position.

Clearly, we still have a way to go.

You can read a personal story about the effects of racism in our blog, Racism, George Floyd, BLM, and Me.

How Is Juneteenth Celebrated?

Today, Juneteenth is typically celebrated with cookouts, rodeos, street fairs, performances and parades, picnics, and more. Historically, Juneteenth celebrations included political rallies and helping Black people to register to vote.

How to Celebrate Juneteenth as an Ally

Regardless of the color of your skin, it's important to know about Black history so that we can ensure a fairer future. And the more you understand about other people's struggles, the better an ally you can be for them. The simplest thing you can do to show your support this Juneteenth is to learn more about the holiday and about Black history.

Another practical step you can take is to support Black creators and buy from Black-owned businesses. You could also donate to non-profits and charities that support Black communities.

How We Are Celebrating Juneteenth

We wanted to know how our colleagues, friends and followers plan to celebrate Juneteenth. Here are some of the things they have planned for the holiday:

Sonia Harris – Coach/Moderator at Mind Tools and Owner of Vizbrandent, LLC

"I first learned about Juneteenth midway through college and still have mixed emotions about this important day. Juneteenth has largely been excluded from classroom discussions, the social studies curriculum that includes American history, and many textbooks in the United States.

"Juneteenth is an observance that has been around for decades in the United States, and our current president just signed it into law as a federal holiday in 2021. For me, this day serves as a regular reminder that my country has grown but still has a long way to go.  Though not mandated, there is a stronger opportunity for education now that the observance is official and national. I do enjoy learning history, but admittedly, I do not celebrate June 19th or July 4th."

Mike Barzacchini – Coach at Mind Tools and Director of Marketing Services at Harper College

"I work at a large community college outside of the city of Chicago. We commemorate and celebrate a number of equity and DEI holidays and observances throughout the year, including Juneteenth.

"For the first time, our state, Illinois, is recognizing Juneteenth as a state holiday. And each year, I've noted a growing number of celebrations, festivals, markets, and music and poetry performances in our neighborhood and nearby communities.

"Along with attending one or more of these, I'll also use my day off from work as a time of personal reflection about our country's history as well as how I can take personal responsibility and action to help create a free and equitable society now and in the future."

How are you celebrating Juneteenth? Whether you're doing something small or big, we want to know... so please share what you're planning for Juneteenth in the comments section, below.

The post What Is Juneteenth? – All You Need to Know appeared first on Mind Tools.

The bad news is that while there has been so much positive progress to combat discrimination in all its forms, bias and discrimination still exist within workplaces and societies across the world.

The good news is that anyone can become an active ally, regardless of ethnic background, sexual orientation, disability, sex, or age. It requires no special skills, just the right attitude and a willingness to listen, learn and act.

Stepping Up as an Active Ally

In my experience, allyship needs to operate on both an individual and collective level for it to have deep impact. Organizationally, it's about creating a workplace culture where people bring their whole selves to work. This has to be a good thing, not only for businesses but for society.

Workshops can be used to develop understanding, advocate more-inclusive behaviors, and highlight the benefits of a more-inclusive culture. And they give colleagues greater confidence to challenge negative behavior when they see it.

But creating an active allyship culture isn't really about workshops, policies and initiatives. Sometimes it's the simple things that make the biggest difference and allow people to feel comfortable and accepted as part of a diverse and inclusive workplace.

Using appropriate language and understanding terminologies both go a long way toward making people feel welcomed, and help to promote a sense of genuine belonging.

Active Ally Influencers

While it's important for allies to exist throughout an organization, allyship can be particularly influential when it's adopted by people at senior levels. This is about putting people at the heart of the business.

Without the right workplace culture, if people feel they can't be themselves they'll lack confidence and become less motivated. They may feel unable to do their best work, and be uneasy about using personal experiences to develop creative solutions.

Mind Tools coach Mike Barzacchini believes allyship is an undervalued leadership skill. He said, "Being an ally as a leader creates confidence, builds trust, and helps your colleagues and your team create a more human culture."

How to Be an Active Ally

On an individual level, being an active ally means demonstrating support when it's needed in both formal and informal ways.

Listening to individuals' day-to-day experiences of discrimination allows for better appreciation of the challenges and bias experienced.

That can help you to relate with empathy, and allow those who've been discriminated against to feel seen and heard.

Microaggression, Massive Impact

Somewhat counterintuitively, perhaps, blatant discrimination can be relatively straightforward to deal with. We see it, others see it, and we can challenge it for what it is. On the other hand, so-called "microaggressions" can be much trickier to call out.

These are the intentional or unintentional commonplace behaviors and language that communicate hostile, derogatory or negative attitudes toward particular groups.

We may worry that if we call out such "microaggressions" we'll be accused of being overly sensitive, or the comments will be passed off as a joke or banter.

We may be concerned that we'll get into an argument, or that it will affect our relationships with colleagues, and this stops us speaking up. These are all natural concerns, so how do we overcome them?

Wrong Steps, Right Direction

Three important questions inform my allyship and help overcome any fears that may prevent me from actively speaking out:

It's helpful to remember that, as an active ally, we may not always get it right. We may not always say the right thing, in the right way, at the right time. But what we can do is be committed to continuously listening and learning.

We can be committed to remaining respectful, diplomatic, empathic, and assertive. And know that people are forgiving of our mistakes when they know we're being genuinely supportive and authentic, and that we've "got their backs."

So, if you want to be an active ally what should you do?

• Be an active and visible ally.
• Use your voice to actively promote equity for all.
• Never be a bystander to harassment or bullying, bias, or negative language.
• Challenge inappropriate behavior.
• Celebrate the uniqueness and diversity of your colleagues.

"Do the best you can until you know better. Then when you know better, do better."

Maya Angelou, American poet, author, actor

Being an active ally could be the most important role you ever have.

About This Week's "Active Ally" Chat

It's easy to say, "I don't want to get involved" and walk away, but that's not helping anybody. During Friday's #MTtalk Twitter chat, we discussed what it means to be an active ally and why it's important. Here are all the questions we asked, and some of the best responses:

Q1. What's the difference between being an ally and being an active ally?

@TheTomGReid An ally might share your belief, but only an active ally will take positive action in support of the cause.

@MikeB_MT An active ally implies action. Am I taking action to support my ally? If so, I'm an active ally. There are also elements of courage, risk, voice that go into being an active ally.

Q2. When is it important to be an active ally?

@lg217 It is important to be an active ally when you can help take the burden off of someone. It is a necessity to work as a team. Don't make the person think and do everything. Doing nothing makes a terrible ally.

@Dwyka_Consult Whenever and wherever you see an injustice, or where someone's voice isn't just not heard, but actively "drowned out" by those in power for whatever reason.

Q3. Why get involved if you're not a victim? What difference can an active ally make that a victim can't?

@MarkC_Avgi Being a victim of anything is not by choice. Many times victims have no choice in what is happening to them. Thus they need someone who has the ability, or is in a position, to provide a choice or support.

Q4. When shouldn't you be an active ally?

@MindTools You shouldn't be an active ally if you're doing it just to be seen and not because you're truly devoted to the cause.

@SarahH_MT Perhaps if doing so would step on the toes of a victim, humiliate them or disempower them to act for themselves? But that's not really about not being an active ally, it's more about being an emotionally intelligent active ally.

Q5. How has an active ally helped you during your career?

@SoniaH_MT Someone whom I never considered an ally actually was. In late 1998 when I was between jobs, a former local org president connected me with a resource that enabled me to take continuing education classes (in my field) at no charge. I've been wanting to thank her a second time.

@Yolande_MT An active ally helped raise my awareness about racism to such an extent that it influenced my career path.

Q6. What fears may hold you back from speaking up?

@MikeB_MT That my actions may be misread either by the person I'm trying to be an ally to, or by others. That my actions may be too much or not enough.

@SoniaH_MT Some fears that may hold me back from speaking up as an active ally are: if there's a quirky area about the cause where I'm lacking enough education to adequately defend the victim; if intervening would jeopardize my life AND I'm not equipped to protect us both.

Q7. What skills or attributes do you need to be an active ally?

@lg217 Logical thinking, organizing as well being honest and someone dedicated in the task are key skills as well as traits to have to be a successful ally!!

Q8. What should an active ally avoid doing?

@MindTools An active ally should always avoid taking a victim's voice away. Don't speak for them unless they've asked you to do so.

@MarkC_Avgi They should avoid becoming confrontational and losing control emotionally. Being passionate and compassionate is one thing but one must always remain under control when becoming active.

Q9. How can you be an active ally in the face of potential harm to your career or person?

@Dwyka_Consult With wisdom. Pick your battles. Use your influence rather than direct confrontation (if that's at all possible and will be helpful).

@SarahH_MT All you can do is tune in to your core values and let them guide what you say and do. That way you will stay true to yourself and, if there are consequences to your career, you will be willing to accept them because you did the right thing. Easier said than done?

Q10. How can you encourage others to be an active ally?

@SoniaH_MT You can encourage others to be an #ActiveAlly THROUGH your consistent actions. Introduce them to the idea, show them, and let them decide to participate. No need to force-feed anyone.

@Yolande_MT Role-model using your voice and privilege for the greater good. Use it to be the best for the world, not the best in the world.

To read all the tweets, have a look at this chat over here.

Coming Up

There are times when, in hindsight, you realize you could have done better. However, the next time the same situation rolls around you don't do anything differently.

Next time on #MTtalk, we're going to discuss lessons identified vs lessons learned. In our Twitter poll this week, we asked in which area of your life have you most often identified a lesson, but not learned it? See the results here.

"Active Ally" Resources

Note that you will need to be a Mind Tools Club or Corporate member to see all of the resources in full.

What is Psychological Capital?

How to Keep Your Allies at Work Video

The Influence Model

Avoiding Unconscious Bias at Work

Minority Influence Strategy

Standing Up for Your People

Finding Your Allies

5 Ways to Support Your LGBTQ+ Colleagues

The post Are You an Active Ally? – #MTtalk Roundup appeared first on Mind Tools.

Celebrating Pride Post-Pandemic

We've not been able to celebrate Pride as we would pre-COVID. So, this year, we asked our colleagues and subscribers to share their favorite memories of Pride, as well as what the month means to them.

Rejoicing in Yourself and Celebrating Others

Erika Valenti, Regional Manager NA at Emerald Group put it perfectly, "Pride is celebrating the beauty of different but the same."

Jenny Chester, Journal Production Coordinator at Emerald also reflected on the happiness of Pride and the feeling of camaraderie and togetherness that it often sparked, "My favorite memory from Leeds Pride [in West Yorkshire, U.K.] is the members breaking out into a rendition of Bohemian Rhapsody as we marched down the bottom of The Headrow.

"To stand side by side with both friends and strangers, sharing a moment of joy and celebration was incredible. Singing together with one voice, as a community, was a powerful feeling. For me, Pride is that feeling of joyful celebration of yourself and others."

Remembering the Fight Against Social Stigma

Learning and Organizational Manager, Mike Shaw, shared a particularly poignant memory of Manchester Pride, in the north west of England. He also highlighted the part it's played in fighting the social stigma attached to being LGBTQ+.

He recalled, "I love Pride and particularly Manchester Pride, as it's great to see my city so energized celebrating LGBTQI+ with a city-wide parade, music, performance, etc.

"The part of the weekend I am most proud of though, is right at the end of the Bank Holiday Monday. After three days of partying, dancing and drinking, is the AIDS vigil. Set in Sackville Park, at the heart of the 'Gay Village,' which has the AIDS memorial, thousands of people come together to remember those who are no longer with us, the journeys that people have been on, and the impact of HIV and AIDS over the past 40 or so years.

"As emotional and hard as it is, it is also one of my highlights of the year – celebrating people's lives and fighting social stigma. I am proud and so moved that amid the celebrations, we can find time to stop, reflect, remember, and comfort. The sight of a candlelit sea raised high, is so beautiful... as you can see in the photo."

Being an Ally

For Donna Marie-Johnson, who joined the conversation on our Facebook Career Community group, Pride has been about allyship. And, most importantly, it's encouraged her to listen more to those that often feel unheard and unacknowledged.

She explained, "I had a co-worker who went through a name change after she transitioned [gender]. No one told me this before I did a company-wide search for her. I was shocked because I had never heard of that before. But, when I finally found her, I just listened. That's all she wanted, someone to listen to her. Because of this, I got an employee of the month award. It changed my whole perspective. I cannot judge what other people choose for themselves, that's not my place, but I can just listen. It's an honor to do so."

If you'd like to learn more about how to support your LGBTQ+ colleagues in the workplace like Donna, check out our blog post on the topic here.

Pride Is More Than an Event, It's a State of Mind

In a very moving and personal post, another of our colleagues, who wished to remain anonymous, reflected on their own personal journey. They talked about how far Pride has come in enabling people to live authentic lives, but also how far we still have to go to achieve true equality.

They commented, "Pride is more than a party – it's a state of mind, a way of walking. It's looking someone in the eye. It's not having to fight your demons every waking hour and some of your sleeping ones, too. Yes, it's the absence of shame, but something so much more. And it's the work of a lifetime for someone like me, who grew up in the 70s and 80s when U.K. newspaper headlines spiraled from 'lesbo affair' tittle-tattle to 'gay plague' hate.

"Alternately ostracized and terrorized by schoolmates, I knew of literally no one like me, in real life or fiction. Without the language to explain to myself what I was feeling let alone to anyone else, I quickly learned that to give even a hint of the turmoil inside would be disastrous, for my physical safety, for friendships, for family peace, and for any career prospects. So I shut up and shut down.

"My shell of denial and self-loathing began to crack toward the end of college when I met 'out and proud' gay and lesbian people for the first time (there was almost no recognition of B for bisexual then, let alone TQAI+). They didn't have two heads. They were just a lot more honest and non-judgmental than most of the determinedly straight set I hung out with!

"My first serious job was for an employer whose equality and diversity policy was streets ahead of most. First, they had one. Second, they lived it every day, in who they recruited, in how they treated clients. No empty words on a poster (of which there were many around the building), but somewhere to learn what respect really meant – a safe space for me to explore my own identity and a beacon to other organizations.

"Meanwhile, my lesbian and gay friends in the teaching profession hadn't been able to mention anything at work outside the heteronormative experience, for fear of legal action and public humiliation. Thanks to Section 28 of the Local Government Act, they lived strictly closeted lives, keeping secrets from colleagues and kids alike, and had to stand by while their students struggled with the very same issues.

"This oppression, combined with efforts to eradicate queer people from the police, military and civil service, blighted and distorted lives for decades – to this day, in fact – despite the eventual change of direction by government. Cruel and exclusionary legislation was gradually repealed, and replaced with overtly inclusive approaches, largely thanks to the campaigns of grassroots activists. But it had set a wider tone in workplaces that only shifted for some of my contacts in time for their retirement.

"And now? Well, I'm watching my younger co-workers' apparently casual approach to LGBTQIA+ lives and issues with fascination, envy and humility. One thing I'm learning is that they're not at all as offhand as I thought – rather, they're absolute in their expectation of choice, respect and pride.

"So, yes, party joyfully, if distantly, with your colleagues this Pride month! But history and current affairs tell us it's all too easy to return to grimmer, more dangerous times. So we all – gay, straight, cis, trans, and beyond – need to play our part in building safety, dignity and equity at work. Lives depend on it."

Pride is a Vacation From Feeling Closeted and Ashamed

For one of our younger colleagues – Content Assistant Alice Gledhill – Pride is about giving a voice to people who are often silenced, as well as a chance for others to listen to them and learn. As she explained, "For me, Pride Month is a number of things. It's an opportunity for everyone to listen to a group of people who seldom have a platform in mainstream media where they're not mocked or villainized. It's a chance for straight and cisgender people, in particular, to learn about queer history and modern-day struggles that LGBTQ+ people face. And, Pride Month is a time when LGBTQ+ folk can feel accepted and empowered. For one month of the year, we're embraced and celebrated.

"For many LGBTQ+ people, Pride Month is a vacation from feeling closeted or ashamed, free to be and to express who they are. It can even encourage people to embrace their true selves, like Raiders' Carl Nassib proudly did earlier this month.

"But Pride is still for those who are not publicly 'out' about their sexuality or gender. In fact, if you're not 'out' yet, Pride Month is especially for you.

"I have never officially 'come out' as queer, or really felt a need to. I've never sat my parents down and had 'the talk' with them, or pulled a friend or trusted colleague aside to get it off my chest. I've never felt isolated or discriminated against because of my sexuality. And my life, even my way of life, would be at no risk if I were to come out to my family or colleagues. (Though I guess I just have!)

"My experience comes from a place of privilege. For one thing, it's often easier for women to go undetected as queer than it is for men, as we have more freedom to express both feminine and masculine behaviors. For example, as a child, I would always prefer to play with toy trucks and diggers over dolls. And still, to this day, I would rather climb a tree than put on makeup. My parents labeled me a 'tomboy.' On the other hand, if a young boy plays with dolls and wears makeup, people will instinctively question his sexuality and/or gender identity. Note how there is no (inoffensive) male equivalent term for 'tomboy.'

"I also had the luxury of laid-back parents and of growing up in the U.K. As a result, although I am part of the LGBTQ+ community, I feel more of an ally. I already have it pretty good, so I stand up for those who don't.

"Pride Month is for the many people who lack the kind of privilege I have. We need Pride Month so that all LGBTQ+ lives are respected. Currently, LGBTQ+ people are criminalized in 71 countries. Trans people are twice as likely to be victims of crime in England and Wales than their cis counterparts, and more than 1.8 million LGBTQ+ youths in the U.S. seriously consider suicide each year. For me, Pride Month is an annual catalyst for progress and change.

"Pride Month's very existence acknowledges that there is still work to be done to make LGBTQ+ people feel welcome and safe in society and, indeed, to be proud."

What does Pride mean to you? And how have you celebrated it this year? Share your story in the Comments section, below.

The post What Pride Means to Us appeared first on Mind Tools.

Since then, I can honestly say the whole experience has been an emotional rollercoaster for me. I have been forced to contemplate:

• How fragile life is.
• How easily people can disregard the significance of a life.
• My awareness of the law, justice, and my rights – and if I am being deprived of them.
• How law is a set of rules created to regulate behavior, to keep the peace and security.
• Whether justice is about being moral, doing what is right or simply a case of upholding the law.
• That rights are my legal and moral entitlement as a human being.

I know. It's deep when you really think about it, right?!

Standing Up for Our Rights

The direct result I see following George Floyd's death is that people from all walks of life are standing up for, and speaking up on, the injustices that people of color face daily.

Major global brands, celebrities and politicians have publicly stated their position on this divisive subject. They have made it clear where they stand on the issue of racism.

Fewer people are now "sitting on the fence" about these topics. And now that more people are speaking up against failures in society, it is shining a light on willfully ignorant people with prejudiced beliefs. Beliefs that have been hiding in plain sight.

The outcry for change by the black communities, through well-informed and well-organized demonstration, using the power of social media, has made it possible for the BLM movement to reach 50 countries.

I mean, think about it, 50 countries. People in Norway and Syria are standing up for a message just because they know it is the right thing to do. That is so powerful.

Everyday Racism... and New Hope

For me, and for a lot of other people of color, these events have raised lots of questions in our minds. I think back to that time I was stopped, and my car searched by the police, while driving in the West End of London on a date night. Or when I am followed around by a security guard while in a store.

Then there's being refused entry into a club or a bar by security when I am in a group of all-black guys. Then witnessing an even larger group of white males let through without a second glance.

But this is not a new topic for us. We have been out here, so I just want to say, "Hey guys! Thank you for joining us, finally! We are so glad you could make it!"

The biggest change, I have to say, is the learning that is taking place. The willingness to learn, the transformative power of educating yourself. People are more empowered; they are exercising their right to speak out for justice, without breaking the law of the land.

When I Realized Racism Existed

Racism has been real for me from a very young age. I still remember seeing graphic scenes from South Africa during apartheid on TV. I also watched shows like Roots, watched films about Malcolm X and Martin Luther King Jr and the work they did. So, there has always been an awareness.

But my first personal experience was as a teenager representing my school in sports events and visiting other schools around the U.K. And I had a very unpleasant interaction, where one of the boys from the opposing side made monkey noises as a means of communicating with me and used the N-word.

When I reported the incident to my teacher, he simply said, "A big lad like you should have tougher skin." And I thought, "My teacher is right. Sticks and stones." Right?

Now, if I am honest, I don't know if my teacher, a man I respected, stood up for my rights without me knowing. But the young me took it on board as a lesson.

I was being taught to expect racism, and not respect, to simply be more resilient when faced with that type of behavior. That could be a positive spin on it. Consequently, it also normalized the behavior and led me to accept something that should be abhorred.

My fear is that my past experiences have taught me to tolerate overt racism. Now, when I am faced with micro-aggressions, targeted at the color of my skin, I am hardly fazed. Which is sad, upon reflection.

Systemic or Personal Racism?

To be honest, you will find systemic racism if you choose to look for it. I have mentioned a few instances already. It's obviously harder to spot it now that there aren't literal signs posted everywhere, saying, "No Blacks, No Dogs, No Irish."

Even so, I know people who, on the surface, believe in equality and social integration. But that only travels as far as their doorsteps. Families disowning family members because they chose to marry outside their race, for instance.

As for racism in the workplace... gladly, I can say no, I have not experienced it personally.

All Lives Matter

I would argue that some of the instances we have seen recently about people speaking out against BLM, coining the phrase "All lives matter" have very racist motivations.

To stand up against a group of people who are simply demanding the fair treatment they are entitled to, clearly indicates animosity toward that group.

Jeffrey Oshinyemi is a Client Success Manager with Mind Tools from Emerald Works.

What's your experience of Black Lives Matter? What impact has BLM had in your workplace? Add your comments below.

The post Racism, George Floyd, BLM, and Me appeared first on Mind Tools.

"There are two ways to be fooled. One is to believe what isn't true; the other is to refuse to believe what is true," Margaret Heffernan says in her book, "Willful Blindness."

It is often easier to ignore the truth than to look it squarely in the eyes. To stare reality in the face requires work. You can't see it and then conveniently "un-know" what you know. Your conscience wants you to correct the wrongs, apologize where necessary, and fight for the underdog.

Here's the problem: we often fail when it comes to fighting for the underdog. Discrimination in the workplace is, thankfully, decreasing. Yet it can still often be easier to look away and pretend not to notice when someone has been unfairly treated.

Looking away means you don't have to call out colleagues and friends about their behavior toward others. You won't become unpopular or be known as a troublemaker. It also means you don't have to acknowledge differences in others that make you uncomfortable, because sameness is just so much easier to deal with, right? Looking away shields you from having to examine stereotypes created by society, or your perceptions and assumptions.

Cosy World of Self-Righteousness

You can even justify your behavior by using phrases such as, "But everybody thinks that way," or "Everybody knows about it, why pick on me?" If you're feeling the heat, you can even blame an anonymous "them" and say something like, "They told me not to get involved."

You can choose to remain in your cosy little world of sameness and self-righteousness. While you look through the tiny windows of your world, you can keep judging the world of others – a world where you have an unclear and biased view.

Keep in mind, though, that looking away has a hefty price tag. Looking elsewhere means that an incident happened that you might have stopped, if you had dared to speak up.  It means that someone who doesn't have a voice experienced unjust treatment.

If we refuse to face the truth, and we're unwilling to confront the wrong behavior toward minority groups, discrimination will happen on the watch of good people. Will you be one of them?

Minorities Matter

During our #MTtalk Twitter chat last week we spoke about "Minorities Matter." Here are all the questions we asked during the chat, and some responses:

Q1 What/Who do we mean by minorities? And why does this matter?

@Yolande_MT Minorities are people that aren't part of the social power structures and that are often discriminated against.

@temekoruns  A minority represents the underrepresented across a certain spectrum of characteristics.

Q2 How fairly does your workplace treat minorities? Give examples.

We're happy that most of our participants seem to work in places that treat their employees fairly.

@MurrayAshley We are required by law to treat all fairly and without any form of discrimination. 

@SaifuRizvi They give equal opportunity to all. They only accommodate people on the basis of merit. They don't care about people's gender, cast, creed and religion.

Q3 What kinds of discrimination have you experienced or witnessed?

@yehiadief Cleaning that's assigned to female staff members!

@Midgie_MT I have witnessed discrimination of members from the LGBT community for reasons that "they did not fit in."

Q4 What is unconscious bias and how does it affect minorities at work?

@ShereesePubHlth I often tell my clients (and my friends); we all have bias & we all judge. It's what makes us human. But when you allow your biases to affect the pursuit of happiness of others, you need to examine your behavior.

@DreaVilleneuve Unconscious bias is our way of categorizing people based on what we think we know. It can lead to assumptions based on stereotyping, despite not believing in stereotypes.

How to Deal with Discrimination

Q5 If you experience or witness discrimination, how do you deal with it there and then?

A common theme that emerged here, is that you have a duty to take a stand and say something.

@BrainBlenderTec I point it out as often it's not realized, which is what allows it to continue. How can you change what you don't acknowledge?

@KasturiB25 Sometimes you are a minority because you speak up!!

Q6 How do you deal with discrimination in a wider/systemic way?

@OkemaForever In any situation you cannot change people's attitude, you can only do right and carry on.

@LorenMargolis Leaders are visible and set a spoken and unspoken example. As leaders, we have a responsibility in the workplace to set inclusive policies, model the celebration of differences. Also, to be clear about expectations, what’s illegal and not acceptable in company culture.

Q7 What's the business case for embracing minorities at work? Why does engaging minorities at work matter?

@maat333 It's not about the embrace of minorities, but the embrace of everyone as equals and according to their skills, and then we will see, sooner than we expect, that the concepts of minority and discrimination will disappear in relation to the social welfare status.

@harrisonia People are different but we don't have to treat them differently. Engage w/ others having differences at work to break down walls and learn about just how many common things are shared.

How to Engage

Q8 How well do you engage at work with people who are different from you?

@MicheleDD_MT I'm fortunate to have worked in an organization that embraced diversity. We examined & exposed privilege. If you don’t talk about privilege, you won’t get at discrimination.

@GattinaRosa Probably not as well as I should! My team is not the most diverse and we need to work closely together. I think I should seek out more opportunities to talk to people who are more different to me, even if it’s in a non work capacity!

Q9 What behaviors are necessary to have bold, inclusive conversations in the workplace?

@JKatzaman You shouldn't need bold inclusive workplace conversations if you've made a point from the start to include everyone in co-worker conversations. If it comes natural, you shouldn't have to think about it.

@harrisonia We must also WANT to have a fair and equitable workplace: where everyone understands the rules, consequences, and opportunities to advance. 

Q10 What can YOU do to make sure that everybody is treated fairly?
@GattinaRosa Become aware of your own personal biases and proactively work to stop them. Seek out people with different views and share your ideas and experiences.

@Midgie_MT Make a point of asking minorities for their input/ideas, including them in groups, and dealing with anyone who complains.

Next time, on #MTtalk...

Our lives are busy. We work hard to make ends meet. Electronic communication advances mean that work has invaded our home lives. We try to keep up on social media, stay fit, and spend time with friends. Here's the million-dollar question: do you spend enough time with your family? And what do you think interferes most with your family time? Please vote in our poll over here to let us know.

In our next #MTtalk on Friday, December 8, our topic is "Things That Interfere With My Family Time." To share your thoughts and ideas, please join us at 1 p.m. EDT / 6 p.m. GMT / 8 p.m. CAT / 11:30 p.m. IST.

To participate in our chat about things that interfere with your family time, type #MTtalk in the Twitter search function. Then, click on “All Tweets” and you’ll be able to follow the live chat feed. To join the conversation, simply include #MTtalk in your tweet and it will show up in the chat feed.

Resources

In the meantime, here are some resources that will help you to learn more about diversity and acceptance in the workplace:

• Mutual Respect
• How to Thrive in a Multi-Generational Workplace
• Cross-Culture Communication
• Avoiding Unconscious Bias at Work
• Beyond Bias
• Dealing With Discrimination
• Bad Behavior at Work
• The Five Factors Holding Women Back

Mind Tools Club members can also access the full versions of the following articles:

• How to Manage When Values Clash
• Cross-Cultural Leadership
• Avoiding Discrimination
• Avoiding Cognitive Bias in Meetings
• Making the Most of Employee Resource Groups

The post How to Ensure That Minorities Matter – #MTtalk Roundup appeared first on Mind Tools.

Tom Schuller’s book "The Paula Principle" picks apart why some women don't rise through the ranks as quickly or easily as their male peers.

As we will see, there can be many reasons for this, including the obvious one, discrimination. On that topic, Schuller ran into some discrimination of his own when he was looking for a publisher. Some passed on the book because of the topic. Others passed because of the author.

"With one particular publisher, a large publisher, the editorial team was very keen," Schuller recalls in our Expert Interview podcast for Club and Corporate readers. "We'd had a couple of meetings and they were talking, 'Should we have an autumn or spring publishing date?' Then, it all went silent. I contacted them to ask what was happening and a slightly shame-faced email came back saying, 'Well, we took it to our marketing team and they turned it down flat on the basis they couldn't sell a book on this topic by a man.'"

(You can hear a clip from the full interview at the foot of this blog.)

Comparing With the Peter Principle

But, Schuller wasn't convinced.

"If you extend that principle – that only people who belong to a category can write about that category – you're cutting out quite a lot of authors in the past and in the future," he reasons.

Scribe Publications agreed to publish this landmark book, which is a complement to the 1960s bestseller "The Peter Principle" by Laurence Peter. In that earlier work, Peter describes how men only stop being promoted when they can no longer perform well in their jobs – or, in other words, when they "rise to their level of incompetence." This means that when they start to struggle at work they cease to be considered for promotion and get stuck in that role that is just beyond their abilities.

The Paula Principle explores how and why women get stuck in their careers in a very different way – that is, just below their level of competence.

The Five Factors Holding Women Back

Schuller identifies five factors that contribute to this unsatisfactory situation. These are:

1. Discrimination and values.

2. Caring responsibilities.

3. Self-confidence and identity.

4. Social capital.

5. Choice.

The last factor – choice – has generated "the most push back from women," Schuller says. He's keen to stress that this is about "positive choice." Not the kind of choice that's really no choice at all. For example, when the long hours or travel commitments entailed in a job make it impossible for a woman with caring responsibilities to consider it.

"I'm talking about where things would have been OK in all the surrounding contexts, but a woman says to herself, 'Do I need the money? Do I need the status? Do I need the hassle? No, no, no. Am I enjoying what I'm doing? Am I still growing in what I'm doing? Yes, yes. So why should I go up or change jobs?' And that seems to me actually, intrinsically, a really sensible thing to do, and probably more of us, particularly more men, would be a little bit happier if we managed to do it."

I suggest to Schuller that there might be another factor at play. Organizations benefit hugely from the skills and intelligence of women working below their level of competence, whether it's the assistant who juggles the calendars of senior managers, or the secretary who keeps the stationery cupboard stocked. Why would employers encourage these women to advance, when it might risk the smooth running of their operations?

Schuller agrees that we need to ask the question: "Is that woman happy working at that level or is she actually prevented from making the choice to move up?"

Avoiding the Paula Principle Trap

In his book, Schuller outlines a possible way out of the Paula Principle trap – what he calls the "Paula Agenda." This is a wish list with six items:

• Reduce inequalities.
• Prioritize universal and affordable childcare and meet the elderly care challenge.
• Expand guidance services and mentoring networks.
• Enable learning throughout life.
• Design reward systems to more accurately reflect real value.
• Take a new approach to working time.

That final point, and the vexed issue of valuing and accommodating part-time work, comes up a few times in our Expert Interview podcast. In this audio clip, we discuss whether some jobs are only suitable for full-time workers.

Listen to the full Expert Interview in the Mind Tools Club ¦ Install Flash Player

Does the Paula Principle affect you or your workplace? How would you tackle it? Join the discussion below!

The post Why Women Work Below Their Level of Competence appeared first on Mind Tools.