Improving Gender Equity in Reviews. In this Short Talk episode Judith Germain speaks to Julianna Newland on gender dynamics in workplace performance management. Julianna advises that women need to be proactive in promoting and marketing themselves, finding opportunities to demonstrate their capabilities, and ensuring their managers are aware of their skills and accomplishments. She also suggests that women seek out mentors, especially at higher levels, who can help advocate for them.
You can listen to Episode 459 on any of the popular podcast platforms or apps (including Spotify, and Audible). If you prefer to listen to your browser you can do that below. Enjoy!
Key Takeaways
- Women face unique challenges in performance management, often lacking equal promotion opportunities
- Male managers tend to promote men more, while female managers promote more equitably
- Women must actively self-advocate and seek mentorship to overcome workplace barriers
- Employers should drive gender balance from the top-down, reinforced by HR and line management
Topics
Gender Disparities in Workplace Advancement
- Harvard study: Female managers promote men/women equally; male managers favour men
- Root cause: Tribalism and ingrained male support systems
- Women often excluded from career-advancing projects/teams
- Soft skills and communication abilities of women undervalued
Strategies for Women to Overcome Barriers
- Self-promotion crucial: Market skills to managers and decision-makers
- Proactively seek high-visibility projects and team opportunities
- Find mentors (director-level+) for guidance and advocacy
- Clearly communicate value and accomplishments to leadership
Employer Responsibilities for Gender Equity
- HR departments must educate management on fair, non-tribal reviews
- Executive leadership should model equitable treatment
- Implement top-down messaging supporting gender balance
- Ensure line management executes on equity initiatives
Julianna’s Book: “All Up in Your Bizness: Managing Your Business Crap”
- Tongue-in-cheek guide to managing workplace issues
- Topics: performance reviews, pay raises, interdepartmental teamwork, office affairs
- Key advice:
- Office affairs: “Don’t do it” – always discovered, never ends well
- Personal use of office equipment: Avoid unless explicitly approved
Personal Lessons from 24-Year Corporate Career
- Self-advocacy critical, especially in male-dominated environments
- Mentorship (both receiving and giving) invaluable for career growth
In this conversation Judith and Julianna focus on how men and women tend to interact differently in the workplace, particularly when it comes to performance management. Pat notes that women often face unique challenges, such as not being given the same opportunities as men to showcase their skills and be promoted. She cites a Harvard study showing that male managers are more likely to promote other men.
Julianna Newland has more than 30 years in the management/executive field with 24 years for a Fortune 500 company. She has written a witty book called All Up in Your Bizness: Managing Your Business Crap.
Julianna Newland can be found on LinkedIn here.
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