Balancing the Books

I was fortunate enough to attend the Women, Research and Enterprise Forum. An impressive gathering of local businesswomen and female researchers, marking National Women & Enterprise Day. We listened to Erika Watson, of WEETU and Prowess fame; Erika asked the question - ‘Was the financial crises manmade?’

Erika has an MBE in deference to her contribution to enterprise and equality promotion and a wealth of knowledge at her fingertips.

Erika suggested that we take a step back and consider how differing gender values affect our behaviour at work. A good example would be to visualize a City Trader for instance - immediately you are thinking; male, suit, high octane-testosterone fuelled - ambitious and impatient. Contrast that with the image of an Earth Mother; whose main focus is the well being of others, the home and the long term well-being of her family.

Most of us are a mixture of both; I know there are days when my behaviour resembles more of a Trader than a Nurturer, but it is fact that the sexes have recogniseable gender traits.

The current fiscal fiasco was undeniably orchestrated by the very masculine measure of achievement that is; the fast acquisition of economic growth - at any cost. It is now commonly accepted that the plan, if indeed there was one, lacked sustainability.

Experts, including Erika argue that the solution can be found in balance; the employment, quite literally of opposites; the yin and yang of the working world, that is the different values brought to the workplace by men and women. However, before we can start to redress the problem we have to see a cultural change. A complete move away from the current way of thinking that tolerates inequality.

By way of example, a recent financial services inquiry revealed that in the City of London women earn 55% less than their male counterparts - the largest pay gap of any UK industry. Alarmingly the pay difference is as applicable to newly appointed females - as to those who have been there a while.

Moreover, of the bonuses paid - the rights and wrongs of which is a separate debate - women receive just one fifth of that ‘trousered’ by their male colleagues.

Some countries have woken up to the fact that long term ‘finance with feminine values’ is the way forward. Iceland for instance has more women in significant financial roles than anywhere else in the world. They recognise that the employment of overtly feminine values will work to recover the country’s shattered finances and lead to a balanced economy. The real difference is that the focus in Iceland is ‘how’, rather than ‘whether a feminine approach can help the recovery.

Another enlightened country is Norway who introduced it’s own ground breaking legislature that by 2008; 40% of all company board members would be female. Initially the initiative was to be voluntary and private firms were given until July 2005 to increase female board representation. When the response was lack lustre the government took the bull by the horns and simply introduced legislation that ensured compliance; the penalties for noncompliance were severe: firms were penalised with fines, then deregistration from the Oslo Stock Exchange and finally dissolution. Karita Bekkemellem, Norway’s Minister for Children and Equality, stated, “The government’s decision is to see to it that women will have a place where the power is, where leadership takes place in this society.”

Let’s be clear, the driver behind these initiatives is economical, not political. Ernst & Young recently released a report, highlighting the significant and proven contributions women make toward economic growth, concluding:

“The crisis makes us focus and look at first principles: the important role women play in advancing economic opportunities and how critical it is for a country’s prosperity and economic growth to invest in women and ensure they’ve got a level playing field. We have studies and empirical data that support this point, but often don’t have the will to do what needs to be done. “

I rest my case. M-J

A critical friend is a true friend

Over the past weeks I have become aware of the phrase ‘critical friend’. It has frequently popped up during conversations with like minded businesswomen. At first I took it at face value - having thought about it, I realise the inherent power of the true ‘critical friend’.

We all tend to seek the approval of others; women do so more so than men, simply because of the way we relate to one another. Woman are naturally more attuned to the reaction of others and innately sensitive to the interdependence of our lives. The ideology of the critical friend is defined, not by the one who takes delight in belittling your efforts on a regular basis; rather someone who will strive to help you achieve the best possible outcome; reviewing your continuing progress and using their unique experience to your advantage.

The simile of a dive buddy serves well to demonstrate this approach. No matter how experienced the diver, most prefer to have another looking out for them; they make their dive safe in the knowledge that a colleague is monitoring their progress and will always react in their best interests.

The wider application of the critical friend has manifested in the field of education for many years; in recognition of the fact that a solitary, disconnected approach to issues which affect establishments with a common aim, simply fails to make sense . The ideal of this methodology has gained momentum in commercial circles and can be applied to organisations as well as individuals. The critical friend has many guises.

I last heard the phrase at a reception recently, held by a relatively new enterprise the Norfolk Knowledge. Started by the Norwich Business School and supported by Norfolk County Council, the main purpose of Norfolk Knowledge is to develop a network that offers local business, commercial and voluntary, access to the untapped experience of a collective of individuals living within the county.

Like many new, successful innovations, it provokes a 'slap your forehead' type response. Of course, we all possess a body of unique and useful experience. A working woman who has already navigated the deep waters of career and family knows a thing or two about keeping all the balls in the air and not dropping one; she is likely to have a view about best practice. She has developed strategies for coping, which might just prove invaluable to someone else.

This is one reason why networking is so important. A strong network of like minded individuals may also have the potential for building a body of ‘critical friends’. Since I have taken over as Chair of the Norwich Businesswomen’s Network, I have found myself explaining the benefits of women only networking. There is a school of thought that suggests that organised groups of working women are taking an insular stance against the wider business community; the antithesis of a critical friend approach perhaps?

I disagree. You cannot argue against the fact that women’s clubs are thriving - and for very good reason. Women are natural networkers, yet, the structure of many business clubs curb this instinctive talent. Women flourish in environments that are supportive and offer a positive forum to make connections that are both enjoyable and beneficial. In most female networking environments, egos are left at the door and there is space to learn from others and forge valuation relationships.

Whether you need the helping hand of a critical friend or are able to offer your own special brand of expertise - I have no doubt that we all benefit from the experience.

You can contact Mary-Jane at mary.jane.kingsland@gmail.com. See her website at www.green-light.uk.com

Where are the Ladies in the League !

The Future50 is a cause for celebration. East Anglia is a hot bed of talent and entrepreneurism - but come on ladies where were you ??

The EDP’s Future50 is a splendid collection of local entrepreneurs, all of whom, apart from Claire Martinsen and Kate Gaskin, are male. Why?

Given that there are more women than men in the UK and 70% work for a living, the disproportionate representation is difficult to reconcile. I know, as I am sure you do, that there are plenty of inspirational women working hard and very successfully in our region. So why are they not in the listing?

One answer may be that there persists an intrinsic complacency in the UK which suggests that the battle for equality has already been won. Nearly three-quarters of a representative sample of women surveyed for recent research stated that they agreed with the statement: `Women today have as much chance of succeeding in the workplace as men'.

Phooey I afraid. The facts tell a different story. According to the Government's Equalities Office, women remain the largest under-represented group in the UK in terms of participation in enterprise.

Many women also encounter particular barriers in accessing business support focused on their needs, supportive business networks and access to business mentors. Women are also less likely than men to believe they have the confidence and skills to start a business.

True, there are more women in positions of power and authority than there were 30 years ago, but only 11.7% of FTSE 100 directorships are held by women. Yet girls continue to out perform boys throughout their schooling and although there are fewer female undergraduates in some of the more traditional 'male' subjects of science, engineering and technology; the women who study these subjects often come out on top too.

So why do women; at least as well educated and qualified, become invisible when they leave education?

To find out where the answer lies, I did a little survey of my own - these were some of the comments:-

"Women make lifestyle choices and set up business that work’s around the demands of their families".

"Women don’t tend to go into manufacturing and make big sellable companies that hit the headlines."

“I find it difficult to know where to go for independent financial help”

"Women feature highly in the service industries and their success is not seen."

“We just aren't very good at chest beating”

This leads me to my next question - does it matter that we do not feature highly in the league tables? Well yes and no.

Yes it does matter if your success is not properly recognised. Most working women I know go about their daily lives at work and at home with remarkable fortitude and good humour; but their achievements often pass without acknowledgement.

And of course no; it doesn’t matter in the great scheme of things - as my mother used to say, “No one died..”

So where does that leave us? Nominations are now being taken for the 2010 Future50. The absence of females the ratings for 2009 has raised a few eyebrows - not only mine - so please if you would like to nominate a woman whose business acumen you admire - they can be from any background or industry; please email, future50entries@archant.co.uk. The judges are looking for entrepreneurs - they don’t need to be heading up multinationals - but perhaps, like the first black president, Barack Obama, they would say - “Yes we can”.

Bullies in the Work Place

Watch out for the energy vampires !

Sometime ago, a good friend of mine left a well paid, well respected job because of workplace bullying. It took sometime for her to regain her self-confidence but I am happy to report that she is now fully recovered.

Sadly, her experience of bullying at work is far from unique. I met with a former colleague recently and we recalled encounters with a particularly unpleasant individual. Our experiences were mirror images, in that the same type of repeated passive aggressive manipulation had managed to gnaw away at us. We agreed that the experience was a contributing factor to our leaving to work elsewhere.

It’s as well be be aware that bullies adopt many different guises. Don’t expect the stereo typical thug who repeatedly steals your lunch money. The colleague who talks platitudes whilst stabbing you in the metaphorical back in the one to watch.

Surprisingly perhaps, recent research supports the view that women who are the subject of workplace of bullying/discrimination are not the vulnerable, weak prey you might think. They are more likely to be high achievers; competent go getters.

One reason is that although legislative improvements since the 1970s have gone some way to even out the playing field; gender stereotyping is still alive and well. The women who have broken through the ranks and achieved success are often treated differently from those that have not - the assumption being that they must be aggressive, ball breakers.

With this in mind I would like to draw your attention to a particular strain of bully the insidious and aptly named: ‘energy vampire’. A relatively new phenomenon, deserving of an entry in Wikipedia. The aim of the energy vampire is to leave it’s victim drained and vulnerable.

You may have met one already? At first they seem merely annoying and you laugh it off - in fact you probably feel sorry for them and humour them a little; but beware, the daily drain can wear you down. The effectiveness of the vampire lies in repeated attack. It may take the form of nit-picking, snide comments veiled in a joke or out and out rudeness. As with all bullies it’s about control and in this case, control over you.

Of the cases that see the light of day, the majority of workplace bullies are people who have managerial positions, both men and women. However the greater number of those bullied are women. I fear that as the recession bites harder bullying will increase.

So how to combat it? First step, be a slayer not a victim. Bullies, particularly the energy vampires are weak, frightened individuals who like to bully others because it makes them feel better about themselves. For whatever reason they are incapable of relying upon their own attributes to get ahead and need to bring others down to their pitiful level.

Once you see them for what they are you are free of their grasp. The next step is to expose them in true slayer style - a vampire will wither in the sunlight and a bully cannot operate effectively when everyone knows what they are doing - they rely upon a veneer of respectability.

The bully never wins in the end, because like any addict they are trapped in their cycle of destructive behaviour - they have to feed their habit to keep themselves satisfied.

The rest of us we have a choice - we can step into the sunshine. M-J

The Dorothy Affect

I was fortunate enough to be invited to an event which discussed our region in the context of the global market place.

Hosted by MBA students of the UEA’s Norwich Business School and held at the Dragon Hall, the event encapsulated all that is good about business in the Eastern region.

Guests were invited to ask questions - I asked the panel for a view on whether business women were advantaged or indeed disadvantaged in the current global market.

I deliberately phrased the question with caution; I could equally have asked why, in their view, women are noticeably under represented in the majority of senior roles in our sceptred isle - and indeed everywhere else on the globe?

The answer from the floor was unambiguous and made reference to the natural talents of women playing their part and contributing to the mix.

I believe that the answer to the unasked question may lie in women’s failure to embrace the notion of self worth. I give you an example: Dorothy from the Wizard of Oz. Probably not the first person to spring to mind, but think about it; Dorothy was a true leader. She identified the tasks at hand, formulated a plan and overcame considerable obstacles to facilitate what her team lacked; a brain for the scarecrow, a heart for the tin man and courage for the lion.

The point is that Dorothy already had what she needed all along, magical silver shoes - but she didn’t realise it. In addition to excellent footwear, a staple for any woman; she already possessed a good brain, the heart of a lion and enough courage to carry on when most fair weathered friends would quite frankly, have thrown in the towel!

Some might say Dorothy's behavior represents the stereotypical female approach to nurture the progression of others and leave their own reward in the lap of the gods. However research shows that there are companies who take gender difference seriously and employ innovative and diverse ways to recruit female talent and support their aspirations.

Empirical research has shown that companies who invest in their staff reap benefits and antidotal evidence proves this to be the case. Further evidence confirms that understanding the way women work and facilitating opportunities for personal growth are keys factors to personal and company success.

Robin Smith, Director of Global Diversity for Nortel, a communications company says: “The underlying principle is that if we help our people to succeed, we help our business to succeed." Nortel helps women employees by sponsoring women’s business councils, forming part of a global network that links women through common interest and events. The women benefit from the opportunity to network and increase their global profile.

Other employers could take a leaf out of their book. By recognising that women like Dorothy are natural facilitators, but reluctant chest beaters.

Your Country Needs You !

Chatting to colleagues and clients recently I discovered that despite economic pressures - and the ever present threats to health and safety; it would still appear that a lot of us are feeling rather upbeat. Bearing in mind that most of us are battling with all the daily rigors of work, family, et all - it set me wondering why this should be.

On the back of this I did a little research and found that, according to the pundits, British office workers are happier now than at anytime since the recession started - even to the extent that a staggering 78% of female workers report high levels of happiness; higher than in the previous year. These figures originate from ‘The Happiness at Work Index’, prepared by Badenoch & Clark, based upon a quarterly review of 1000 workers. The figures reveal that women say they are happier than men; women between the ages of 35-44 years appear to be more happy than most - but top of the league are women who work flexible hours.

Neil Wilson, managing director at Badenoch & Clark, has this to say: "The Happiness at Work Index is an important barometer of the mood of the nation. We spend most of our waking life at work and so happiness and morale levels in the office give an important insight into the general outlook of the population.” 

This reminds me of a conversation I had years ago with a much put upon friend - who was so adept at juggling she could have been in the circus. She told me that she often felt like ‘the family barometer’, in that if she was content, so was the family - and visa versa.

The point being that if we are happy - and it would appear that we are relatively content - the family is happy. To expand this theory would suggest that the happiness of the nation depends heavily upon the female contingent feeling a certain level of well being.

Well, if that’s the case, there is even more argument for keeping us happy at work; given the fact that study after study has shown that a happy employee is also a productive employee; thereby suggesting that any positive measures employers take to ensure happiness amongst their female employees will not only increase productivity, but may well have a much desired increase in contentment all round.

Any employer worth their salt should take stock of their female staff and consider ways in which they can work to improve participatory working practices; such as flexible working; thereby acknowledging the real need for a balanced working life. Research demonstrates that work satisfaction directly correlates with overall life satisfaction.

Equally, now is the time to decide what you need to improve your own working life - and plan how you are going to get it. I would not suggest that this is easy - the current climate of economic uncertainty challenges us all emotionally and financially, but you can buffer the effect by building upon what you have.

This is definitely a good time to look to your strengths and encourage others to do so too.  It is generally assumed that high achievers set themselves higher goals whilst low achievers set themselves lower goals, or don’t bother. However, research indicates that top achievers know their capabilities and set goals slightly above their current level of performance - we’ve all heard of ‘moving the goal posts’ - well that’s what high achievers do; when they reach their goal, they move the marker slightly out of reach and strive again. Furthermore they learn to recognise their talents, develop them further and find the occupations that suit them best. I would suggest that this is the way forward.

If one of your roles is that of familial matriarch, in whatever sense it may manifest, I encourage you to recognise the importance of your efforts. 

In the immortal words of Lord Kitchener, “Your Country Needs You’!  

Embrace the difference

I was lucky enough to hear Wilfred Emmanuel-Jones the other week at the Norfolk Network’s 6th birthday party - and I am still suffering from an insatiable craving for his special ‘Black Farmer’ sausages!

 

Wilfred claims to be the UK’s only black farmer and has marketed his brand of meat products accordingly; adorned with a likeness of him in a rather large hat. He is a powerhouse of optimism and cheekiness that belies his humble background. Wilfred came to Birmingham from Jamaica in the 50’s and like many others suffered poverty and disadvantage – but unlike so many – he dared to dream and now he is living proof that dreams can come true.

 

Not only that, but he has used the one thing he could not change; being black - and made it work for him in a remarkable way. As a result of Wilfred’s pioneering spirit he achieved his dream; to own a farm – but perhaps more importantly he has facilitated his working life. “Work and love”, are happiness encapsulated; according to Sigmund Freud - and for once I agree with him.

 

Whether you describe what you do as ‘work’, a job or a career, it is so much more than just a vehicle for earning money. Ideally it also offers a sense of self-value, interest; challenge and community. Yet, a lot of us are guilty of the other definition of ‘career’ and let ourselves progress in an uncontrollable fashion throughout our working life; never having any particular goal and not particularly enjoying what we are doing.

 

You may argue that circumstances are such that you just need to get food on the table and if that it the case then so bit it – but if you follow Wilfred’s example, no disadvantage, be it race or gender or otherwise, is a good reason for failing to following your dreams.

 

I thought when the Equality and Human Rights Commission formed in 2007 and lumped together the three old commissions for equal opportunities, racial equality and disability rights that they were curious bedfellows. The grouping suggested to me that the likelihood of my being discriminated against - simply because I was a woman was higher than I had thought. The blustering around the governments renewed efforts to bring a woman’s pay in line with her equivalent male colleague merely bore this out.

 

It is demonstrable fact that women have spear headed and helped reshape major workplace trends that have transformed organisations. Take for instance the old chestnut of work life balance – up until very recently it was considered to be a problem for women only - when women came to work they brought the necessity of flexible working – organisations had to rethink their rigid one-size fits all career routes. Career path customisation is now de rigueur.

 

Let us turn to religion. As I have already highlighted the thorny issues of sex, colour and disability there seems no reason to leave it out. Wilfred made the point that the old fossils in your organisation (and we all have them) who refuse to embrace change, will ultimately become relics. Relics of course have historically carried a religious significance and if you think about it, our daily activities at work are merely an extension of what we have been taught to believe is right.

 

My belief is that the time is ripe to wholeheartedly embrace femaleness, just as Wilfred has defiantly embraced blackness. Rather than attempt to be a ‘token’ female, I will set myself apart by the mere fact that I am a woman. I may stop short of being photographed in a big hat, but I am going to welcome in the zeitgeist

Coaching is sometimes described as a hero's journey. It is often through the crises in our lives that we find the strengths that define us.