The Fix

Welton Media Limited

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The Fix is a podcast that shares stories of women and men who are taking action and innovating to advance equality in the workplace and beyond.

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156 episodes

Eve Rodsky – How To Find Greater Meaning In Life And Work

Aside from sleep, work is where we spend most of our waking hours over our lifetime. How we experience work is how we experience a considerable amount of our lives, which is why managing the meaning we derive from work is essential to our overall life satisfaction. Knowing how your workplace works is how we can begin to make it work for everyone. Most of us want more meaning at work and badly. A 2018 study by BetterUp surveyed 2285 American professionals and found that 9 out of 10 employees, regardless of their job level, tasks or salary, are willing to trade a percentage of their lifetime earnings for greater meaning at work. Moreover, participants were willing to forego 23% of their total future earnings (almost as much as people spend on housing) to have a job that gave them meaning!  On this weeks episode I am interviewing my friend and New York Times bestselling author Eve Rodsky on how we can find greater meaning in life and work.      Eve Rodsky https://www.everodsky.com/ Find Your Unicorn Space https://www.everodsky.com/unicorn-space How Work Works https://www.michellepking.com/how-work-works/  

29m
Nov 08, 2023
Michelle King – Do You Trust Your Workplace?

The degree to which we feel like we belong at work depends on the nature of our relationship with our workplace. We don’t often think about our job as a relationship, but it is, at least in a sense. Your job is a reciprocal relationship. You exchange your time, energy, and expertise for money, advancement, and fulfilment at a basic level. The exchange can happen only if both parties trust each other, which is why I refer to the relationship between workplaces and employees as a trust exchange. The challenge we have today is that so many people don’t trust their workplaces, this is why we see the rise of quiet quitting or the lazy girl jobs phenomenon. People want to come into work do the bare minimum and go home, because workplaces are not meeting their needs beyond a paycheck. The problem is next to sleeping, work is where we spend the most number of hours over our lifetime. We cannot afford to not care about work or ignore our need for meaning and belonging. Our experience of work makes up a huge proportion of our experience of life.   Michelle King https://www.michellepking.com/ How Work Works https://www.michellepking.com/how-work-works/

25m
Nov 01, 2023
Minda Harts - How To Write A Book That Gets Published

The publishing industry is notorious for a lack of diversity. In 2016 The Bookseller examined the lists of the UK’s most established publishing houses and found that there were fewer than 100 books published by authors of colour.   In 2021, out of a total of 4,017 authors and illustrators featured across 33 catalogues from the UK’s top five publishers and selected independent presses, 2.5% were Black British, when compared to the overall output.   These numbers speak for themselves.  In this episode I am interviewing my friend and three times published bestselling author Minda Harts on how to write a book and get it published. We will also be unpacking how to tackle inequality in publishing.   I really think we all can play a role in either perpetuating or tackling the inequality in publishing through the books we purchase the content we consume. All of our choices either disrupt or contribute to the inequality in publishing. If we truly want to consume the best content, then we need to level the playing field so that all the talented voices can be heard.     Minda Harts https://www.mindaharts.com/ Michelle King - How Work Works https://www.amazon.co.uk/How-Work-Works-Science-Yourself/dp/0063224577#:~:text=In%20How%20Work%20Works%2C%20King,and%20ultimately%20thrive%20at%20work.    

23m
Oct 18, 2023
Michelle King – How To Close The Graduate Skill Gap

It's that time of year again; companies are adding new graduates to their ranks and training them, much like they always have. According to a National Association of Colleges and Employers report, despite a slower job market, hiring projections indicate that companies plan to hire 4% more graduates in 2023 than in 2022. While employers continue hiring graduates, many are unaware of the specific skill gaps graduates face and what managers can do to solve these challenges. Companies often sell the idea that an employee’s potential is determined by the skills they can list on a resume, but this isn’t true. Just take a look at the way companies promote employees within an organization. Every year, managers will meet to discuss which employees have the potential to move to the next level. Leaders will debate people’s different skill sets to try and achieve consensus on the final list of candidates for future leadership positions. What leaders are assessing isn’t the technical or soft skills an employee has; instead, it’s their ability to learn on the job. In this weeks episode, we share what skills graduates need to thrive in the new world of work but to maximize their potential we need graduates to take ownership of what they learn and how they learn it. How Work Works https://www.amazon.co.uk/How-Work-Works-Science-Yourself/dp/0063224577 Tool kit for advancing your career https://www.michellepking.com/how-work-works-toolkit/  

28m
Oct 11, 2023
Michelle King - How To Advance At Work Without Losing Yourself

Based on my work, I know for sure that at one time or another, most of us have lost our belief in work. We have felt the pain of being excluded from informal networks, the stress of trying to keep up with the pace of change, or burnout after putting in countless hours to get the next promotion, only to be overlooked or disillusioned with cut-throat corporate cultures. We are tired of accepting the myth that individual advancement must come at a cost to ourselves and the people we work with.  Aside from sleep, work is where we spend most of our waking hours over our lifetime. How we experience work is how we experience a considerable amount of our lives, which is why managing the meaning we derive from work is essential to our overall life satisfaction. Knowing how your workplace works is how we can begin to make it work for everyone.   Michelle King https://www.michellepking.com/how-work-works/ How Work Works https://www.amazon.co.uk/How-Work-Works-Science-Yourself/dp/0063224577/ref=sr_1_1?crid=3FCCQX71A24SG&keywords=how+work+works&qid=1696415419&sprefix=how+work+works%2Caps%2C79&sr=8-1  

34m
Oct 04, 2023
Charlie Sull - Is Your Workplace Toxic?

According to the most recent “Women in the Workplace” report from LeanIn.Org and McKinsey, the gap between men and women leaving their jobs is the largest it has been since the report was first published eight years ago.  For every female director who is promoted, two women at the same level of seniority choose to quit. The report states that women are leaving companies that fail to deliver on “the cultural elements of work that are critically important to them.” Culture is our lived experience of work, and for women today, the lived experience of work isn’t great. For example, the Women at Work report by Deloitte published this year finds that 10% more women are experiencing; harassment, microaggressions and exclusion at work compared to a year ago. Overall, this is an increase from 51% to 59% of women.  To understand how pervasive toxic cultures are, Charles Sull, cofounder of CultureX and Donald Sull, senior lecturer at the MIT Sloan School of Management and cofounder of CultureX analyzed the language that 3 million U.S. employees used in Glassdoor reviews to describe their employer between 2016 and 2021. What they found is a gender gap in men and women’s experiences of toxic workplace cultures. Overall Women spoke more negatively than men about most elements of culture, including work-life balance and collaboration. The largest gap between the genders however, is for toxic culture, which they define as a workplace culture that is disrespectful, no inclusive, unethical, cutthroat, or abusive. On todays episode Charlie Sull joins us on the show to discuss these issues. Even if employees don’t quit, employees in toxic environments are more likely to disengage from their work, exert less effort, and bad-mouth their employer to others. Sustained exposure to a toxic culture increases the odds that employees will suffer from anxiety, depression, burnout, and serious physical health issues. Given the impact toxic workplace cultures can have on our mental and emotional wellbeing, it is important we understand how to solve this issue. Here Charlie shares what we can do. Action One: Be nicer to people - dilute the toxic culture. Action Two: Report toxic behaviour to HR, if you witness it or it is happening to you. Action Three:  Take reliable data to senior leadership and keep talking about it to ensure senior management realize that this is a problem and place the item on the agenda of the CEO.  Don’t lose your voice.   CultureX https://www.culturex.com/

18m
Mar 23, 2023
Aneeta Rattan & Lily Jampol – Feedback: What’s Really Holding You Back At Work

For most people we want feedback at work, but it is also something we dread. Unless feedback is actionable and helpful, it just feels like unnecessary criticism or a way for organizations to try and get people to fit into toxic workplace cultures. In the HBR article entitled Women Get “Nicer” Feedback — and It Holds Them Back authors  Lily Jampol, Aneeta Rattan and Elizabeth Baily Wolf shared how their research finds even if their male and female employees perform at exactly the same level, managers tend to prioritize kindness more when giving feedback to women than when giving the same feedback to men. Across a series of studies, we asked more than 1,500 MBA students, full-time employees, and managers based in the U.S. and the UK to imagine giving developmental feedback to an employee who needed to improve their performance. The employee was described in exactly the same way to all participants, except that half were told the employee’s name was Sarah, while the other half were told the employee’s name was Andrew. We then asked the participants about their goals going into this conversation, and while they all said they wanted to give candid feedback, those who were told the employee was named Sarah were significantly more likely than those who were told the employee was named Andrew to prioritize being kind as well. This was true regardless of the gender or political leanings of the person giving the feedback: Whether they self-identified as male or female, liberal or conservative, our participants consistently reported being more motivated to be kind when giving feedback to a woman than when giving it to a man. Joining us on the podcast today is Lily Jampol, Partner and Head of People Science and Services at ReadySet and Aneeta Rattan, Associate Professor of Organizational Behavior at London Business School, where we will unpack all things feedback related.   In their article for HBR, Lily, Aneeta and Elizabeth share that constructive feedback is essential for anyone’s growth. Most of what we learn at work – around 70% happens informally and on the job. We learn through the feedback we get, it is literally how we develop our social and technical skills. But as a manager, it can be challenging to get the balance right between being kind but also clear and firm.   Given the important role that feedback had on an employee’s development, engagement and performance, we need leaders to understand how to get it right. Here Lily shares four actions we can use to improve the feedback we give:   Action One:   Create a culture of feedback systems and behavioral approaches.   Action Two:   Establish common touch points so early intervention takes place when employees seem to be struggling.   Action Three:   Prepare your feedback sessions, what are the three things you want to get across in your feedback?   Action Four:   Review the feedback which has been given, take an audit to use for future feedback sessions.   Lily Jampol https://www.linkedin.com/in/lily-jampol/   Aneeta Rattan https://www.linkedin.com/in/aneeta-rattan-2538b3148/?originalSubdomain=uk  

32m
Mar 14, 2023
What Not To Do This International Women’s Day

For many people International Women’s Day has lost its way. It is too readily used by corporates as a day to provide lip service to gender equality and women’s advancement at work. But women don’t need one day of celebration, we need companies to take action every day to remove the barriers to women’s advancement and fulfillment at work. Without action it is too easy for men, women and all individuals to become fatigued, disengaged and disillusioned with efforts to advance gender equality. To prevent this, we wanted to share our list of dos and don’ts to help people celebrate IWD in a meaningful way. Joining us on the show today is guest host Selina Suresh. Selina works with Michelle at The Culture Practice and she also worked for UN Women in New York and Nepal. We need workplaces to look at the ideal worker behaviors they reward, endorse and support that create cultures of inequality at work. We need workplaces to make significant, meaningful efforts to change their cultures, so that they work for everyone. Often around IWD time, you might hear a few men say, what about men?! Why don’t we have a day specifically dedicated to men’s advancement? Well that's simple, men already dominate most leadership positions, they don’t face the same degree of discrimination and marginalization that women do. Workplaces already work for men. The real reason this question is asked, is all too often IWD initiative's can forget about men, and the important role they play in advancing gender equality at work. Action: Don’t get sucked into performative events or platitudes or pink merchandise (no matter how enticing it might appear)! Recognize that this day was created by advocates and for advocates dedicated to advancing women, all women in all areas of life. It’s a day of meaningful action and the best way to celebrate it is by challenging yourself to do more. Visit https://onehundredactions.com/ use these actions to make change today.

16m
Feb 10, 2023
Lanaya Irvin: Who Benefits from DEI?

  Every year companies spend about $8 billion on DEI initiatives in the United States, according to research conducted by the consulting firm McKinsey. With all this money and attention given to DEI efforts we need to ask ourselves an important question: Who benefits? A 2019 report entitled Being Black in Corporate America: An Intersectional Exploration released by the consulting firm Coqual, finds that black professionals are more likely to encounter prejudice and microaggressions than any other racial or ethnic group. They are less likely than their white counterparts to have access to senior leaders and to have support from their managers. Yet few white professionals see what their black colleagues are up against. 65% of black professionals say that black employees have to work harder in order to advance, but only 16% of their white colleagues agree with that statement. The study also finds that black professionals are more likely than white professionals to be ambitious, and they are more likely to have strong professional networks.   In this episode, Lanaya Irvin, CEO at Coqual, explains Coqual’s report findings in more detail.    Coqual recently launched a study around black talent in the UK.  We saw a similar perception gap.  There's this material gap in perception that makes overcoming this, these hurdles of retention, development, advancement that much more difficult.  This happens because the gap between what employees are experiencing and what their peers or their managers understand or believe, is really wide. The starting point is recognizing that we must account for all areas of difference and different lived experiences in understanding inequality and addressing the issues it creates.   Here Lanaya shares with us three actions we can all use in bridging this gap: Action One: Lift up the ideas of others in order to foster a sense of belonging. Action Two: Have clear expectations around how you can advance or gain promotions at work. Action Three:  Embrace all differences of those around you whether it be a person’s skillset, their unique contributions to work or their challenges.   Lanaya Irvin https://www.linkedin.com/in/lanaya-irvin-mba Coqual https://coqual.org/team/lanaya-irvin/

16m
Jan 26, 2023
Emma Codd: While We Love Hybrid Working, We Can’t Ignore The Costs

Research is telling us is that hybrid working is something most employees want, it does increase our productivity because we don’t have to commute, and most companies are likely to keep it in place, but it comes at a cost. We need to be aware of these costs so we can manage them. Hybrid working does increase stress, loneliness, isolation, and disengagement. In many ways it is culture eroding. That doesn’t mean we get rid of hybrid working. I believe it is here to stay. Rather it means we need to be aware of these challenges so we can take action to solve them. The consulting firm Deloitte has for the second year released its Women @ Work 2022: A Global Outlook report, a survey of 5,000 women across 10 countries The survey provides a unique glimpse into the lives of women in the workplace amid the COVID-19 pandemic. The responses from around the globe made it clear that women’s “everyday” workplace experiences were having a detrimental impact on their engagement and that the pandemic was having a severe impact on women’s lives and careers, including their work/life balance and wellbeing. Emma Codd, Global Inclusion Leader for Deloitte joins me on the podcast today to discuss the report’s findings in more detail. We discuss the issues women face with hybrid working, flexible working and overcoming the barriers to their advancement at work. Emma states that women that work in a hybrid manner which was around half of the respondents that can work in a hybrid way, of those respondents, 60% said they'd experienced exclusion in the past year.  Around 50% said they weren't getting the access they needed to leaders which we all know how important sponsorship is for anybody that is in an underrepresented group is so important.  Suddenly that's not there anymore. Emma states there are four questions every organization globally should be asking; often only needing tweaks to resolve the outcome, but still action taking place:   Question One: Does your culture allow employees to feel safe when asking for flexible working? If not, how can it change? Question Two: Do all employees feel connected?  If not, why not? Question Three: Do all employees belong? Why do employees feel isolated? Question Four: Does each employee have equal access to support?  How can this access improve?   Deloitte Women @ Work 2022 Survey https://www.deloitte.com/global/en/issues/work/women-at-work-global-outlook.html   Emma Codd https://www.linkedin.com/in/emma-codd-b8bb7111/?originalSubdomain=uk

23m
Jan 19, 2023
Sarah Wittman: Why Changing Jobs, Changes How You See Yourself

Making a career change is important because outside of sleep, work is where we spend the greatest number of hours over our lifetime. Work plays a huge role in shaping our identities, relationships and sense of belonging. On today’s podcast we are joined by Sarah Wittman, Assistant Professor of Management at George Mason University’s School of Business, who has conducted research into how work shapes our identity. In her article for Harvard Business Review she shares how thanks to major shifts in the labor market, workers are switching organizations, functions, and even industries much more frequently than past generations. Consequently, our sense of self at work is constantly changing too. We do tend to be on these career treadmills. What can I get? What's the next position? All of these other things. And even when we're jumping industries, we say, okay, this is a great opportunity for me. I'm going to be increasing maybe my status, my pay etc, maybe my work life balance. But when we really get down to it, I think we need to take into account that identity long angle. Identities, if we want to define them, are these self-definitions; what we use to describe ourselves. This can be personal characteristics, such as, I'm hardworking.  Or it can be role related. I am a professor or relational. I'm also a spouse, I'm a teacher, I'm a mentor. Or when we talk about the gender angle, it can be social identities.  When we think about what comes with us, and this is where lingering identities come in, it's essentially what do we carry with us when we leave one job and enter another?   Managing our work identity is important, especially when you are looking to change jobs or careers. In addition to using the VME (Value, Meanings and Enactment) framework, Sarah says there are three actions you can take to ensure your success in a new role, company or career path: Action One:  Understand your current work identity well enough to use it as a filtering device for available opportunities. Action Two:  Only pursue job opportunities that offer a good enough match for your identity. Action Three:  Understand how your identity will change in your new role. Changing careers or jobs can be difficult. To give yourself the best possible chance of success you have to assess if the job will add and enable your sense of self.   Sarah Wittman https://www.linkedin.com/in/sarah-wittman/ George Mason University https://business.gmu.edu/profiles/swittman

25m
Jan 11, 2023
Dr Michelle Harrison – Why Progress For Women Leaders Has Stalled

Successful women often disregard gender roles, which makes people uncomfortable. For female leaders, managing this is critical. Having people support you determines how well you can build relationships and influence people, in other words, how well you can lead. Leading through backlash can be an incredibly difficult thing to do, as it takes a toll on women’s self-esteem and relationships. Backlash results in people disliking successful women and preferring male leaders. As society doesn’t associate women with power, employees don’t either, which is why it’s acceptable to push back on women leaders and question their legitimacy. On today’s podcast we are joined again by Dr Michelle Harrison Global CEO of Kantar Public, who is going to be discussing the recently published findings of the fifth and extended edition of The Reykjavík Index for Leadership, which highlights entrenched prejudice towards women leaders.  Launched in 2018, The Reykjavík Index for Leadership measures and tracks progress in society’s perceptions of women and men’s suitability to lead across 23 economic sectors. Together with Women Political Leaders, Michelle and her company conducted this groundbreaking research, and together we will unpack why societal attitudes have stalled when it comes to women in leadership positions. If we take the five year view, there's been no improvement, but there was a period when things looked like they were, and then there's been a quite a sharp reversal.  Let’s think about those two particular measures. We ask people, and it's a percentage, do they feel very comfortable with the idea of a female CEO of a large corporation. And we also asked the same question about a Head of State. The data on female CEOs for the G7 group go back five years and it was 46% of the population who felt very comfortable. So the majority of people, in the G7 group of countries are not feeling entirely comfortable with the idea of a woman being in charge of a country or a large organization. To create workplaces that work for everyone we need to understand how they are broken. Here Michele shares specific actions we can take to tackle gender inequality:   Action One: Keep striving for change: we do need to just keep going. We have to create workplaces where people are rewarded fairly and with as much inclusivity as possible, this will benefit us all.   Action Two: Stop trying to fix women, we don't need to fix women. The issues are about the way organizations, companies, and societies work. All of our work about inclusivity and diversity is for everyone and moving sharply away from the idea that we're trying to help women deal with these issues. Action Three: Keep calling people out.  We all need to take a stronger view about all of the actions, behaviors and microaggressions that women and other groups experience every day in the workplace. We need to put the onus on correcting the people who do these things and not on the people who previously we might have been training to better manage being on the receiving end of that.   Dr Michelle Harrison https://www.linkedin.com/in/michelleaharrison/?originalSubdomain=uk   Kantar Public https://www.kantarpublic.com/about-us/our-experts  

24m
Dec 07, 2022
Lisa S. Kaplowitz – The Five Ways Women Lose Themselves Trying To Fit Into Workplaces

Our expectations of leadership are masculine, when we evaluate men’s potential, we are much more likely to see them as a good fit. Women do not meet our masculine expectations, therefore the projection is never triggered. This male bias in our cognitive processing of leadership potential is powerful. “Think manager, think male” means we can fail to see women’s leadership potential. In fact, research suggests that men and women behave very similarly in senior roles, but men routinely receive higher leadership ratings. On today’s podcast, Lisa S. Kaplowitz, Executive Director at Rutgers Center for Women in Business will be joining us to discuss the harmful ways women have to change themselves to fit the ideal worker image, and organizations that devalue anyone who differs from it. In an article for Harvard Business Review entitled, 5 Harmful Ways Women Feel They Must Adapt in Corporate America Lisa and two co-authors share findings from their research, Lisa outlines what these adaptations are and why they are ultimately harmful. She also leaves us with some actions to implement into our workplaces in order to bridge the gap in the devaluing of difference:   Action One: Be aware – Know what an ideal worker looks like when they show up in your workplace.   Action Two: Ask – Do not assume.  Ask an employee how you can support them, what additional resources they might need and what help they may need to advance in their career or to get a project to completion.   Action Three: Ensure interactions are authentic, genuine and informal conversations.   Action Four: Give feedback.  Honest feedback, without sugar coating.  Allow feedback to be a conversation where all can have their say.   Rutgers Center for Women in Business https://www.business.rutgers.edu/faculty/lisa-s-kaplowitz   Lisa S Kaplowitz https://www.linkedin.com/in/lisa-kaplowitz/

23m
Dec 01, 2022
Dorie Clark – How To Change Your Career And Find Meaning At Work

Today is a special episode, we are going to unpack how to make a career change. Whether that is starting a new job or building your own business, at some point most of us will want to make a change, the problem is it can often feel overwhelming when you do. However, you might be surprised to learn just how many of us experience career changes on a regular basis. According to the latest findings from the Pew Research Center approximately 53% of employed U.S. adults quit their jobs in 2021 and changed their occupation or field of work at some point last year. Additionally, Research by the online career platform, Zippia finds that in the United States, 37% of the labor force changed or lost their job in 2020.  The average American worker has 12 jobs throughout a lifetime and an average tenure of about 4.1 years. Learning to manage your career is a critical skill. On today’s podcast, Dorie Clark, author, consultant and keynote speaker will be joining us to discuss how you can make a career change and find meaning at work. While most of us can identify a meaningful goal we want to pursue, there isn’t always an equal opportunity to realize these ambitions. Men and women do not have the same access to purse their passions, hobbies and interests outside of work. In the United Kingdom the office for National Statistics data has found that men spend an average of four hours and 39 minutes every week on hobbies, computing and games. In comparison, women spend just two hours and 38 minutes on the same activities. Men were found to spend more of their hours on leisure time than women in almost every category, including watching TV, hobbies and eating out. When not in leisure, women were more likely to be performing unpaid work. This may include dependent care and housework.   In order to reach a point of fulfilment Dorie leaves us with some actions from the podcast. Action 1:  Avoid burnout – Get to know yourself, understand how your body feels, don’t get to the point of burnout as the recovery is long. Action 2: Don’t fight reality – Push yourself when necessary but know when to stop, this is not sustainable. Action 3: Take the survey – If you answered no to at least half of these questions, you may not feel as engaged or fulfilled in your current role.  Something may need to change.   Dorie Clark https://dorieclark.com/   Dorie Clark - LinkedIn https://www.linkedin.com/in/doriec/  

25m
Nov 24, 2022
Lily Zheng: The Three Reasons DEI Efforts Fail – Fatigue, Backlash and Denial

Joining us on today’s episode is Lily Zheng author of DEI Deconstructed and a sought-after diversity, equity, and inclusion speaker, strategist, and organizational consultant who specializes in hands-on systemic change to turn positive DEI intentions into positive DEI outcomes for workplaces and everyone in them. Why do DEI efforts fail, is a question asked by many leaders. Why is it that companies claim to be invested in advancing DEI, launching one initiative after another, yet research finds at any one point in time roughly 50% of us feel isolated, excluded, devalued and disengaged at work? There are three reasons why DEI efforts fail, these include fatigue, backlash and denial. When DEI efforts, don’t address the root cause of inequality people become tired with all the lip service. This fatigue leads to backlash as people resist effort and initiatives that aim to address discrimination and inequality at work. And when resistance isn’t enough, people may resort to denying that inequality exists at all, examples of this include managers simply not believing inequality is a problem in their workplace. Lily explains that it’s not that people are tired of doing DEI work, it's that they're tired of doing DEI work that doesn't achieve anything. To address that kind of fatigue we need to be rethinking all of our in initiatives, potentially even doing less, but making sure that we can directly tie every single thing we're doing into the outcomes we're trying to create. Fatigue backlash and denial create the DEI death spiral because it leaves people feeling powerless to affect change. There is nothing I can do to change my workplace, but this simply isn’t true Lily gives us these actions to take away. Action One: Get to know the difference between the types of power; formal, reward, coercive and expert power.  Know that everyone within an organization has power, you just have to know how to use it. Action Two: Be strategic in how you use your power and think of your connections within an organization to use your unique power as a tool to make change.  Back this up with expert ideas to aid change to take place. Action Three: Organizing is really powerful. You can organize as part of an employee resource group. You can organize as part of a DEI council or committee, you can organize to encourage and highlight the workforces strengths. All of these are really powerful.   Manifestations of collective power, collective organizing, collective advocacy. They’re all tools that all employees have at their disposal to make change within workplaces   Lily Zheng https://lilyzheng.co/home/ Dei Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right https://www.amazon.co.uk/Dei-Deconstructed-No-Nonsense-Guide-Doing/dp/1523002778

20m
Oct 26, 2022
Colleen Ammerman: 3 Workplace Biases That Derail Midcareer Women

In today’s episode of The Fix, we are going to unpack the specific challenges that women face at the midpoint in their careers, with Coleen Ammerman, the director of the 'Gender Initiative' at Harvard Business School and coauthor, with Boris Groysberg, of 'Glass Half-Broken: Shattering the Barriers That Still Hold Women Back at Work'. Colleen shares why the barriers to women’s advancement at work are greatest around the midpoint in their careers. Inequality is particularly challenging for women managers because of the continued acceptance and denial of negative gender norms at work. For example, according to one study outlined in Michelle’s book, 'The FIX: How to Overcome the Invisible Barriers That Are Holding Women Back at Work', about 82% of the 350 male CEOs surveyed agree that the key barrier women face at work is a lack of general or supervisory experience. However, only 47% of the 461 female leaders surveyed agree that this is a key barrier. This difference comes down to the widely held belief, established through the patriarchy and that women are simply less capable than men. This shows up when men say things like “She needs more time to round out her experience” or even “She needs more time to prove herself”, about women who are just as experienced as their male colleagues. Experience is not the issue here. Women must overcome the widespread belief that they are just not as competent as men. Colleen explains the scrutiny women encounter at the midpoint in their careers when it comes to performance. During our discussion, Colleen shares with us some key actions she believes we need to take to remove the barriers women face at work.   Action One: Acknowledge that inequality is a workplace issue. We need to fix the processes and systems that create inequality by removing the biases in how companies hire, develop, reward and promote women.   Action Two: We need managers to be committed to being objective and making decisions which both recognize and remove their own biases. This starts with leaders becoming aware of how their beliefs about competence and leadership could negatively impact the judgments they make about women at work.   Action Three: You have the power to advocate for yourself and your colleagues. When decisions are made in your workplace about women or minorities that limits them or their advancement, always ask why. Why is this requirement used for promotion decisions? Why are we not asking the same of men? Why do women need to do more to be considered for a promotion? Why can’t mothers lead? Why are there so few women leaders in our organization? If you are ever unsure about whether to ask why or whether the situation is an example of an invisible barrier, consider if the situation is something a man is likely to experience. Would men’s promotability be limited if they got married? Is a man’s leadership capability questioned when he becomes a father? If the answer is no, then push back. Keep asking why until the real problem surfaces.   Colleen Ammerman https://www.linkedin.com/in/colleenammerman/ Glass Half-Broken: Shattering the Barriers That Still Hold Women Back at Work.  https://www.amazon.com/Glass-Half-Broken-Shattering-Barriers-Still/dp/163369593X

24m
Oct 19, 2022
Laura Bates: How To Fix Systems Of Inequality

This week’s podcast features a former guest Laura Bates, who is the founder of the Everyday Sexism Project, an ever-increasing collection of over 200,000 testimonies of gender inequality, with branches in 25 countries worldwide.  Laura writes regularly for the Guardian, Telegraph and the New York Times amongst others and won a British Press Award for her journalism in 2015. She has written numerous books, and her latest Fix The System Not The Women is near and dear to our hearts with its message.     When it comes to gender inequality, most people can agree that we need to tackle obvious forms of discrimination, like sexual harassment and sexual assault. But this agreement doesn’t always extend to covert forms of discrimination, like consistently devaluing women’s contributions in a team meeting, or only asking women on a team to take notes. But we have to appreciate the interrelationship between different forms of sexism and discriminatory systems. As Laura put it in a piece for the Guardian “It is vital to resist those who mock and criticize us for tackling “minor” manifestations of prejudice, because these are the things that normalize and ingrain the treatment of women as second-class citizens, opening the door for everything else, from workplace discrimination to sexual violence.” If we are going to solve inequality, we have to address the various ways that it shows up, at work and the workplace is a really important part of this equation.   Discussions like today’s can feel overwhelming but there is always something we can do to effect positive change. Yes gender inequality is a systemic issue, but it’s created through the beliefs, behaviors and interactions we each engage in, which means we have the power, collectively, to dismantle it.  Laura shared some important actions we can all do more of.   Action One:  Raise our voices and demand the system needs to change. Too often inequality is taken for granted as the way things are, but when we question this and call it out we raise awareness of what needs to change.   Action Two: Lend your voices to support active change, place your signature on that campaign.  For example, Laura shared that the Center for Women's Justice is running a campaign where they are pushing for a statutory inquiry into misogyny within policing. So that's something that all of us can support and lend our voices to, our signatures to that petition.   Action Three: Stop blaming others within the workplace and focusing on individuals when things happen, to dismantle inequality we all need to take small consistent acts each and every day.   The Everyday Sexism Project https://everydaysexism.com/ Fix The System Not The Women https://www.amazon.co.uk/Fix-System-Not-Women-womens/dp/1398514330/ref=asc_df_1398514330/?tag=googshopuk-21&linkCode=df0&hvadid=570288699507&hvpos=&hvnetw=g&hvrand=15551975465828008861&hvpone=&hvptwo=&hvqmt=&hvdev=c&hvdvcmdl=&hvlocint=&hvlocphy=1006884&hvtargid=pla-1571464537862&psc=1&th=1&psc=1  

29m
Oct 12, 2022
Dolly Chugh: How To Confront Whitewashed Histories

On this weeks episode, we’re excited to feature our guest, Dolly Chugh. Dolly is an award-winning psychologist and the Jacob B. Melnick Term Professor at the Stern School of Business at New York University. She studies how and why most of us, however well-intended we are, are still prone to race and gender bias. In Dolly’s brand new book “A More Just future”, she shares the psychological tools we need to confront the white washing of our history so we can build forward better.  In our wonderful conversation with Dolly she shared specific actions people can take to engage with the paradoxes that exist so we can avoid getting stuck and instead keep moving forward to a more equitable future.  Action 1: It is important to think about whatever media you consume whether it's social media, books, podcasts, movies, music, video games. We can each review the content we have consumed, over the last week, and evaluate how much similarity there was in the voices that were centered and in the creators’ voices as well. We can then reflect on how similar those voices were to our own? Very much like an echo chamber audit.  Action 2: Building on the above audit. Think about how you might broaden and diversify that content. Simply by adding more diversity to the information we consume, Dolly points out that we will hear perspectives about the past and the present that are new. This alone she believes will set us on the path of being able to be more attuned to situations where we may be consuming racial fables or even perpetuating them ourselves.   Action 3: Try to notice the paradoxes where information exists and hold space for conflicting ideas, realities and perspectives to be true at the same time. We are often confronting together the reality that DEI is full of paradoxes – one being that one person can experience work as a meritocracy while another quite the opposite. Both experiences can exist in parallel without cancelling each other out. The gamechanger is being able to understand what creates those different realities and how the gap can be closed in the future. The more we can accept paradoxes with an open mind then the more we understand how inequalities are created and perpetuated and the better equipped we will be to tackle them.    Dolly Chugh https://www.dollychugh.com/ Book - A More Just Future https://www.dollychugh.com/book/a-more-just-future  

23m
Oct 05, 2022
Political Masculinity: Why Women’s Rights Are Under Attack - Susanne Kaiser

Though the reality of women’s rights varies hugely across the world, by country, by geography, by ethnicity, by socio economic circumstance - in recent decades, more and more women have won rights and spaces like never before: like the right to choose for themselves and to autonomy over their bodies, to have a career, not to have children, to have abortions, to love other women. On today's episode we are joined by Susanne Kaiser - author of “Political Masculinity”. She warns that some men feel their masculinity is threatened by these shifts and grieve the loss of male privilege. They share a sense of being entitled to women’s bodies and sex, attention, affection, and recognition. According to Susanne they want to force women back to a subordinate position in the social hierarchy, and make the needs and privileges of men dominant once again by turning masculinity into a political program. Susanne’s work highlights the mysoginistic and sexist views she says are shared by many right-wing extremists, religious fundamentalists and male supremacists coming together in a global backlash against Western democracy. Feminism is the belief that men and masculinity are just as valuable as women and femininity, and that every individual deserves the freedom to be themselves and to be valued for that. The fight for control over women’s bodies is a fight against feminism.   Political Masculinity https://www.goodreads.com/book/show/59794519-political-masculinity  

18m
Jun 29, 2022
All Talk and No Action: Why DEI efforts are falling short - Ann Francke

One thing is clear to me. The progress of DEI efforts in organizations has stalled. New research findings released by the Charted Management Institute or CMI, in the United Kingdom last month reveals a growing sentiment towards DEI efforts. People are growing weary of DEI. In the Managers Pulse Point Survey, CMI found that despite ongoing efforts and activity towards gender equality, workplace gender equity remains elusive. The research has also revealed that employees, particularly men are either passive and or actively resisting DEI efforts. These findings highlight for me the current state of DEI, which is fatigue. While there has been huge amount of inequality, awareness raising with things like the 'me too' movement and the 'anti-racism' movement, when this is not met with tangible action it can lead to feelings of exhaustion, isolation, frustration and sometimes skepticism about DEI efforts.  People from typically underrepresented groups experience this as all DEI talk and no action, which leads to disengagement. But the reverse is true for people in dominant positions in workplaces, typically white men. They perceive all the DEI talk as action and believe activity is underway to address the issues, even though very little changes actually take place. So consequently, they feel left out, disengaged and disillusioned with DEI efforts, believing too much focus is being given to these topics. Joining us on today’s episode is Ann Francke, Chief Executive of CMI, to discuss these findings and share why we need to fight DEI fatigue if we want to meaningfully advance diversity, equity and inclusion at work.   Ann Francke https://www.linkedin.com/in/ann-francke-obe-a1a87546/?original_referer=https%3A%2F%2Fwww.google.com%2F&originalSubdomain=uk Chartered Management Institute (CMI) https://www.managers.org.uk/   https://www.linkedin.com/in/ann-francke-obe-a1a87546/?original_referer=https%3A%2F%2Fwww.google.com%2F&originalSubdomain=uk

18m
Jun 15, 2022
If You Can See It You Can Be It - Dr. Tarika Barrett and Denise Lintz

Time and time again, studies have shown that math and science are perceived to be male arenas and that scientists are perceived to be predominantly men. To advance more women into STEM fields, not only do women need to know about the career options available to them but they need to believe its possible for them to have a fulfilling career in these fields. A 2019 study published in Frontier Education found that gender-science stereotypes of math and science influence young women's and men's aspirations to enrol in a STEM major at university. For example, by showing adverts for STEM careers that feature men and women, and promoting a less masculine image of science in university recruitment efforts has the potential to increase the likelihood of STEM career aspirations for young women and young men. It stands to reason that the more exposure young people have to STEM the more likely they are to view STEM as a potential career path, whether they are male, female or any other gender. On this podcast we are excited to have with us the CEO of Girls Who Code, Dr. Tarika Barrett and USCellular’s Vice President of Enterprise Portfolio Management and Technology Shared Services, Denise Lintz. They will share how they are tackling increasing children’s access to STEM education and why awareness of STEM career paths is critical to advancing diversity in STEM.   Girls Who Code https://girlswhocode.com/ USCellular https://www.uscellular.com/ Dr.Tarika Barrett https://twitter.com/DrTarikaBarrett  

20m
May 18, 2022
Why the future of gender is non-binary : Christy Pruitt-Haynes

As an employer, it is important to understand gender and non-binary inclusion and what it means for your company – for the way you manage your people and for the way your people interact with each other. There are lots of brilliant resources out there to help with this including the 'Genderbread Person' which is described as a teaching tool for breaking the big concept of gender down into bite-sized, digestible pieces. Language really matters when it comes to supporting non-binary employees. The use of gender binary language is common in everyday life and conversation. Individuals regularly utilize gendered language like ladies and gentlemen, or mankind when referring to others, but greetings friends, folks, y’all, you, all, and everyone ensure we are including all employees when saying hello or opening a meeting. While many use these terms without the intention to exclude others, gendered language does not acknowledge or validate the existence of those who identify outside of the gender binary.  Saying an individual’s correct name and pronouns is an important way to demonstrate respect and courtesy towards non-binary employees in the workplace. To help us understand how to navigate and prepare for a non-binary future, we are joined by Christy Pruitt-Haynes, a consultant from the NeuroLeadership Institute, a global neuroscience consultancy.    NeuroLeadership Institute https://neuroleadership.com/personnel/christy-pruitt-haynes/ Christy Pruitt-Haynes https://www.linkedin.com/in/christypruitthaynes/

19m
May 06, 2022
Empathy: How to build and use it at work – Rob Volpe

We all know that demonstrating empathy is critical to developing relationships, but it is also critical for business. A study by the consulting firm Catalyst examining 889 employees found that when leaders were empathetic, 61% of employees are able to innovate compared to only 13% of employees with less empathetic leaders. They also found that 76% of people who experienced empathy from their leaders reported they were engaged compared with only 32% who experienced less empathy. When people felt their leaders were more empathetic, 86% reported they are able to navigate the demands of their work and life, successfully juggling their personal, family and work obligations. This is compared with 60% of those who perceived less empathy. Clearly there is a link between empathy and better workplace cultures. The challenge is how do we make empathy a regular business practice? In the book Tell Me More About That, brand strategist and thought leader Rob Volpe draws on his years of research conducting thousands of in-home interviews with everyday people to illustrate the 5 Steps to Empathy. These are the actions you and I can take to build a strong and reflexive empathy muscle.  Rob is joining us on today’s episode to share these insights, explaining what empathy is and what it is not and the different kinds of empathy we may experience.   Linked In https://www.linkedin.com/in/rmvolpe/ Purchase his book https://www.amazon.co.uk/Tell-More-about-That-Conversation/dp/1774580896 About Rob https://www.ignite-360.com/book#tellmemoreaboutthat  

21m
Apr 13, 2022
How to be anti-racist in business – Trudi Lebron

Leaders have a difficult job when it comes to leading on DEI, are you equipped for challenging conversations to arise, do you have enough knowledge yourself and do you have the answers?  A leader’s job is to build and maintain cultures that value difference because this is what it means to lead. Valuing difference is a practice. Anti-racisim, anti-ableisms, classims, sexisim and homophobia are all practices. Educational programs, workplace training, books, podcasts and courses are all resources that we can use to build our muscle when it comes to valuing difference. There is no end to this work, because this is how workplaces need to work. When we don’t treat DEI as a practice, we don’t engage in the action necessary to truly create workplace cultures that value difference. In the book How to be an Antiracist, Dr Ibram X. Kendi says that ““racist” and “antiracist” are like peelable name tags that are placed and replaced based on what someone is doing or not doing, supporting or expressing in each moment. These are not permanent tattoos. No one becomes a racist or antiracist. We can only strive to be one or the other.”  What can we do within our organizations to strive towards antiracism? To help us with that question Trudi Lebron, author of The Antiracist Business Book: An Equity Centered Approach to Work, Wealth, and Leadership, will be joining us on the show today to discuss how organizations can make anti-racism a fundamental way of working.    www.trudilebron.com https://trudilebron.com/ The Antiracist Business Book https://www.amazon.co.uk/Antiracist-Business-Book-Centered-Leadership/dp/1955905010 @trudilebron https://www.instagram.com/trudilebron/?hl=en  

24m
Apr 06, 2022
Why AI treats men and women differently and what to do about it - Alexandra Ebert

Is AI inherently sexist? Or are we building AI with the biases we are still struggling to root out of our human interactions? And is a lack of diversity in the innovation process translating into the technology? AI is built and maintained by data, and if the data collected only represents the view of one type of individual or overly weights the importance of this information then the decisions AI makes will reinforce this inequality.   In a 2019 article for Sandford Social Innovation Review, entitled 'When Good Algorithms Go Sexist: Why and How to Advance AI Gender Equity', the co-author Genevieve Smith shared how she and her husband applied for the same credit card. Despite having a slightly better credit score and the same income, expenses and debt as her husband, the credit card company set her credit limit at almost half the amount. Customer service employees were unable to explain why the algorithm deemed the wife significantly less creditworthy.  What is most likely to have happened in this case is that AI was to blame as Genevieve shares in her article many institutions make decisions based on artificial intelligence (AI) systems using machine learning (ML), whereby a series of algorithms takes and learns from massive amounts of data to find patterns and make predictions.  Yet gender bias in these systems is pervasive and has profound impacts on women’s short and long-term psychological, economic and health security.  On today’s episode we welcome Alexandra Ebert who will share what AI is and how it will impact our jobs but also why you don’t need to be scared of it. Most importantly, Alexandra tells us why we need to manage AI carefully to ensure equitable outcomes and so as not to exacerbate or perpetuate existing gender inequities.   Alexandra's Story https://mostly.ai/team/alexandra-ebert/ LinkedIn - Alexandra Ebert https://www.linkedin.com/in/alexandraebert/

28m
Mar 31, 2022
The Pro’s and Con’s of Diversity Targets: Michelle King and Kelly Thomson

Diversity is simply good for business. Companies with greater gender diversity in their leadership outperform their less diverse competitors, having higher returns on capital and credited with better employee engagement and retention. These companies have loyal customers, are more relevant to a broader customer base, are more innovative and are better at problem-solving. The same goes for companies that are more ethnically and racially diverse.  Almost no companies are reflective of the diverse makeup of their country despite a spend of $7 billion a year on DEI efforts.  Part of the problem is that the fixation on diversity numbers dominates the dialogue around diversity and inclusion. While the numbers are incredibly important they provide a needed snapshot of how an organization’s employee base is made up and can measure things like attraction, retention and promotion. A focus on diversity numbers alone can create dangerous tunnel vision. By only targeting diversity numbers, businesses can end up failing to deal with the underlying causes of how an organization’s diversity makeup came to be and what the culture of the organization is like. In order to ensure you have the whole picture, we are going to discuss the pro’s and con’s of having diversity targets.  Specifically Kelly is going to share the argument for having diversity targets and Michelle will share why she doesn’t believe that they work and then we will look at how you can try and use them in the right way if you have to have them within your organization.  

31m
Mar 25, 2022
If Companies Want To Keep Black Employees They Need To Support Their Side Hustle - Rosanna Durruthy

The Great Resignation, has seen employees  leaving their jobs at unprecedented rates. According to the US Labor Bureau in November 2021 alone, 4.5 million employees quit Reports by the online media publication The Plug states that workers across the U.S. are finding more reasons to leave their jobs than having reasons to stay, citing burnout, being overworked amid shortages in some industries and pay that hasn’t kept track with inflation. But for Black workers, unaddressed racial issues in the workplace are among the long list of causes, directly fueling the Great Resignation.  Black employees simply don’t feel like they belong and consequently they are turning to entrepreneurship. The number of African American business owners in operation surged to almost 1.5 million in August 2021, up 38% from February 2020. LinkedIn surveyed over 1,000 Black entrepreneurs to uncover why professionals are starting their own businesses, the factors prompting professionals to leave the corporate workforce and the challenges Black professionals often face when launching a business. Some of the highlights of their research findings include: __ __ On today’s episode we discuss these findings and more with Rosanna Durruthy, Chief Diversity Officer for LinkedIn. Rosanna shares with us why Black employees are leaving their workplaces to start their own businesses.   https://www.linkedin.com/in/rmdurruthy/   https://twitter.com/talentalchemist   https://dileaders.com/blog/speakers/rosanna-durruthy/

22m
Mar 10, 2022
How To Check Your Privilege - with Myisha T. Hill

Being unaware of people’s experiences of inequality like racism or sexism, often inadvertently and unwillingly leads to behaviors that are racist and sexist. We are simply blind to inequality. Being able to learn about inequality without ever having to experience it, is really the ultimate privilege. But just like inequality, when we deny our privilege we are blinded by it. Privilege makes it easy to deny other people’s experiences of inequality and keeps us from seeing the workplace in the way others see it. Denial is what keeps inequality alive in workplaces today. When leaders and employees see how being a part of the dominant group gives them access to power and privilege, they will also become aware of the unique position they are in to dismantle the very inequality they benefit from. In 2018, anti-racism guide and mental health activist Myisha T. Hill launched the Check Your Privilege movement on Instagram. This is a global movement that supports individuals on their journey to becoming actively anti-racist. In just over three short years, it amassed 750,000 followers and became a sought-after hub for interracial activism during 2020’s ongoing wave of civil unrest. In her upcoming book, Heal Your Way Forward: The Co-Conspirator's Guide to an Antiracist Future, Myisha shares her perspective and asks this critical question of antiracism work: what do we want the world to look like in 7 generations? On today’s episode, Myisha shares how we can all take action to check our privilege and tackle systemic racism and prejudices.   Instagram: @myishathill https://www.instagram.com/myishathill/?hl=en Website: checkyourprivilege https://checkyourprivilege.co/about-myisha-t/      

25m
Mar 02, 2022
Why more men than women have opportunities and are rewarded for being creative at work - Eve Rodsky

Today on the show my dear friend Eve Rodsky is joining us! Eve has been featured on the show before, with her New York Times best selling book, Fair Play and now Eve is here again with her new book, 'Unicorn Space', which is all about making time for your creative pursuits. As a researcher, I was intrigued with this idea that men and women have different opportunities to pursue creative interests, which makes sense. Women disproportionally undertake domestic chores and child care requirements, therefore leaving less time to pursue interests outside of work and home life. For example a study by LifeSearch found that among working women, half (50%) still say they do the majority of household chores, in comparison to men where just one in four (25%) of all working men, spend an average of 7.6 hours on housework per week – almost equivalent to a typical working day – on top of their paid job. This isn't just that women have less time to be creative and innovative, workplaces in particular de-value women’s creativity.  A 2015 academic study published in the journal Psychological Science, finds that creativity itself is gendered.  The paper states that organisations increasingly reward those who are seen as true “innovators.” Surveys of top business executives have identified “creative thinking” as the ability most valued in employees and one of the most important skills for the future. However, stereotypical expectations of men and women’s creativity shape how creativity is judged and acknowledged. This paper finds that creativity itself is more strongly associated with stereotypically masculine characteristics and that a man’s work is more likely to be deemed creative. The research also finds that men’s ideas are more often deemed “ingenious” than women’s even when it’s on the same topic. In particular, supervisors assess their female employees as less creative, even when they are exhibiting more of the stereotypically masculine behaviours associated with creativity. Creativity is gendered. We value men’s creative time, ideas and outputs more than a woman's. Therefore it is no surprise that we make more time for men to be creative because we believe it's more valuable. This is inequality, the belief that men and masculinity are somehow more valuable than women and femininity. And this plays out in all aspects of life, even how we spend our creative time as Eve explains in today's episode.     Website: everodsky.com https://www.everodsky.com/ Book: Unicorn Space https://www.fairplaylife.com/unicorn-space Instagram: @everodsky https://www.instagram.com/everodsky/?hl=en

25m
Feb 23, 2022
The Real Reason You Are Struggling To Hire Diverse Candidates - Michelle King and Kelly Thomson

This podcast is dedicated to the topic of hiring diverse talent whilst also looking at what businesses can do to really try and value difference.  Research states that 46% of people’s experiences of inclusion at work are down to their manager’s behavior. So, 46% of your experiences of whether you feel included or not are attributed to your manager’s behavior. So when I hear “not my workplace, I’ve done everything I can. My workplace is a meritocracy. These hostile work environments might be true for some people. It’s not true for my workplace”. I need you to take a breath and accept the fact that because your workplace works for you, you are probably not aware of the ways in which it doesn’t work for other people. We need to believe people when they tell of their lived experience in your workplace and actually their lived experience of you and understand that actually women might not feel safe to speak up.   Listen in to find out more about how you can hire smart and also listen better to those already hired.

51m
Feb 09, 2022