By Bernice Ledbetter, Michael Kinsman
Feb. 28, 2019
Progress has been made in terms of women’s equality and protection over the past 10 years.
In fact, it was recently the 10th anniversary of the Lilly Ledbetter Fair Pay Act, the first bill signed into law by President Barack Obama in 2009.
While there have been significant strides in reducing gender bias, harassment and sexual misconduct, clearly there is still work to be done. The #MeToo movement has been an important driver in bringing to light numerous cases of sexual abuse and misconduct.
However, it has also had the unintended consequence of causing men to refrain from interacting with women for fear of retaliation. Considering that male executives play a key role in advancing women into higher levels of leadership, this fear must be taken seriously because if unaddressed it leads to workplaces where there are fewer opportunities for women’s career advancement and informal coaching. Bloomberg recently conducted interviews with more than 30 senior executives that suggest many are startled by the #MeToo movement — some for good cause while others succumb to fear and retreat from supporting leadership diversity.
This is a huge problem for women, men, the companies they work for and society as a whole. When men shy away from mentoring women and helping them advance in their careers, it hurts everyone. Likewise, it is shameful and unacceptable when women are objectified, threatened or harmed.
In both cases no one wins. The outcome of the #MeToo movement should not be that we reverse progress on increasing diversity in leadership but that we are creating opportunities for women and men to thrive.
This shift needs to happen at the organizational level with changes implemented by leaders so that men can invest in the career advancement of women without fearing they will be classified as #MeToo participants and so that women will have confidence that they are working in a safe environment. These changes should include:
Men and women are asking some important and tough questions about the workplace. Women have earned a seat at the management table and are rightfully demanding it. The #MeToo movement has been a powerful force for change in bringing to light sexual harassment and misconduct and removing perpetrators from positions of power. It’s time to capitalize on that momentum and change our workplace policies — starting from the top down — so that we can turn the #MeToo era into a movement that is constructive, encourages human interaction and supports appropriate career advancement.
We build robust scheduling & attendance software for businesses with 500+ frontline workers. With custom BI reporting and demand-driven scheduling, we help our customers reduce labor spend and increase profitability across their business. It's as simple as that.
Workplace Culture5 lunch break statistics that shed light on American work culture
Summary Research shows how taking lunch breaks enhances employee engagement and productivity. Despite t...
lunch breaks, scheduling, statistics
Workplace Culture6 Things Leadership can do to Prevent Nurse Burnout
Summary Nurse burnout is a serious issue in the healthcare business and has several negative consequenc...
burnout, Healthcare, hospitals, nurses
Workplace Culture5 tips to reduce employee no call, no shows
Summary No call, no shows are damaging to businesses. High no call, no show rates could suggest problem...
absence, attendance, no call, no shows, time