Take a page out of the Civil Rights Movement Handbook
Over the weekend I was talking to a good friend of mine about subtle sexual harassment in the workplace. Like most men I talk to, he did not feel it is as prevalent as I do. Perhaps I am oversensitive to the issue, but as a woman I know that I am treated differently because of my gender – I see it all the time. Women with children are treated differently than men with children. They are “mommy tracked”. The question isn’t “does it happen?” the question is what to do about it.
The baby boomer generation tends to be more confrontational about issues such as sexual harassment and equality in the workplace. When an employer discriminated against them they made sure management knew about it and if that didn’t work they would sue for equal pay, sexual harassment or other infractions. My generation is a little different. We do not expect to spend our entire career, or even the majority of our career at one organization. In fact Millennials feel no guilt about switching jobs. We watched as our parents dedicated themselves to their employer only to be laid off at a moment’s notice to save the company a few thousand dollars. So, if we feel an employer isn’t treating us well, for whatever reason be it our gender or our age, we leave.
There is something to be said for sticking it out and trying to bring about change from within, but in my experience this is a very slow process. What I propose is for Millenials and really all career women, to follow the examples of the Civil Rights Movement *. Instead of trying to convince your current employer that their family leave policies are discriminatory or are detrimental to women’s careers, or try to lobby for flexible work hours without damaging your career at a company with a rigid time policy – leave.
Here is the concept – if intelligent, accomplished and talented women choose to only work for companies that are supportive of women in the workplace then, not only will these companies continue to thrive (because they are attracting the most talented and career minded women); it will send a message to those companies that do not consider work place equality or policies helpful to women a priority. Just like the boycotts of the Civil Rights Movement sent the message that if you don’t treat African-Americans like everyone else, then we won’t buy your services, eat your food, or purchase your goods, this tactic will show organizations that if they do not treat women well, pay them fair wages, and stop telling women with children that a you can’t have a serious career and children, then we won’t work here. Why will this bother these companies? Because all organizations, no matter what their business is, want to make money. And how do businesses make money? They hire the best employees they can find so that their business runs more efficiently and there is more innovation. If all the most talented and intelligent women chose to work for companies who value women as employees, then other companies will be forced to do the same. So, look at Working Mothers Magazine’s list of Best Companies 2009 for working mothers, and as your career blossoms and you become an in-demand employee, make it a point to work for one of these companies. And when you get there, take advantage of the policies they have – but also continue to work hard, continue to shine, and your career will too!
*Before I receive any comments about comparing women’s struggles in the workforce to the struggles African-Americans faced in this country let me say, I am not suggesting that women today are suffering as much as African Americans did before or during the Civil Rights Movement . I’m only suggesting that we use some of the same tactics they did to get their point across and affect change.
August 31st, 2009 at 10:26 AM
What you are proposing is a Market Driven approach, also known as a boycott. I am all for that, as long as it is a voluntary action.
If people only worked for certain kind of companies, then other companies will adapt their policies to make themselves more attractive to employees.
It has happened, to an extent, in the US. For example, there is no law requiring paid vacation on the US on most states. There isn’t even a law requiring paid sick leave on most states. However, I haven’t met a company that didn’t offered some kind of paid leave. They do because the market has forced them.
There are some detrimental market forces for employees as well. Some that must be accepted if you follow a Market Driven (a.k.a. boycott) approach. For example, when there are plenty of people available for work, then companies can offer less salary and benefits in exchange for allowing more employees to work. This is limited in our country because people still have one option: deciding not to work at all. Which brings us back to the beauty of the Market Based Approach suggested (Boycott companies that do not follow policies that you do not like).
August 31st, 2009 at 10:33 AM
@Jose – I agree there are risks to the Market Driven approach, especially when there are a lot of people unemployed. That is why you need to keep yourself indemand by aquiring new skills, creating great contacts and being an excellent employee!