Time’s Up: I am woman, hear me roar

by FordHarrison
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“So I want all the girls watching here, now, to know that a new day is on the horizon! And when that new day finally dawns, it will be because of a lot of magnificent women, many of whom are right here in this room tonight, and some pretty phenomenal men, fighting hard to make sure that they become the leaders who take us to the time when nobody ever has to say ‘Me too’ again.” – Oprah Winfrey at the 75th Annual Golden Globe Awards

Let’s be clear, 2017 was the year of the woman. From Wonder Woman becoming a blockbuster hit grossing over $100 million in its first weekend, women in the entertainment industry speaking out about sexual harassment and unsolicited advances in the workplace, to abiout 600 sister marches held across the country and the world to coincide with the Women’s March on Washington. One thing is for certain: Women and their stories dominated 2017. So much so that major news outlets devoted countless headlines and primetime news segments taking a closer look at these women’s stories and causing companies to become brutally aware of their own sexual harassment policies (see Matt’s post here: http://hrdailyadvisor.blr.com/2018/01/04/48033/ ).

There is no doubt that the rush of sexual harassment claims came to a head earlier this month during the blackout 75th Golden Globe Awards ceremony. Dressed in an embellished all black gown, Cecil B. DeMille Lifetime Achievement Award recipient Oprah Winfrey, gave a riveting speech that demanded for time to be up on the old way of doing business. Winfrey’s acceptance speech highlighted women who have endured years of sexual harassment on their jobs and called for a change in the gender disparities in representation, hiring, and pay in and outside of the entertainment industry.

In the age of #Metoo and Time’s Up, what are some things that companies can do to correct pay and gender leadership disparities in their organizations?

1) Transparency – Don’t’ just talk the talk, do the walk. Take a look at the data (examples: the number of women in leadership positions, promotion of women as compared to men, and compensation comparisons) and be honest with the executive team and the organization as whole. This not only gets down to the truth, but it also enables accountability. If the organization admits its shortcomings to its employees, it’s more likely to make some systemic changes. But don’t stop there. Salaries and promotions should be evaluated on a regular basis to ensure equal treatment.

2) Give women a seat at the table – This is an easy one, but ensuring that women are part of diversified hiring panels intrinsically ensures that women are selected for positions at a much higher rate. In 2015 study (http://time.com/4087813/female-directors-study/) of the entertainment industry, results showed that when women directors and executive producers were at the helm of hiring decisions, they served as entryway for more women to be selected for behind-the-scenes roles. Additionally, a diverse slate of candidates should purposefully be presented to the hiring panel. Of course, the goal is not to present women candidates just for the sake of presenting them, but to make sure there is access for the most qualified and diverse candidate pool.

3) Make gender equality part of training and education – All employees should feel equally supported in choosing jobs that support their talents and challenges them to learn new skills. These jobs should have clearly demonstrable goals, be future-oriented, and lead to long, promising careers.

4) Culture – This starts with reviewing the employee handbook and company policies. Make flexibility and work-life balance a part of the company culture. Oftentimes, though a company’s policies indicate that flexible work schedules are available, women employees are forced to specifically ask to work part-time or from home, which can lead to an uncomfortable conversation. Be proactive about welcoming women and supporting their career goals.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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