Linked: Women in the Workplace
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Linked: Women in the Workplace

This is an acute problem for many of us, who want to participate in doing the work of promoting diversity and inclusion but are still getting measured by everything other than that. And, as the survey points out, it is oftentimes women who take on this work, in an effort to help other women and minorities achieve.

But, as much as the C-Level folks talk about the importance of this work, it is not a part of the job performance, nor is time and effort really allocated for it.

How many of you volunteer to take on this work, running an employee resource group, putting together presentations, leading group discussions, often at the behest of top management, and then when it comes times for performance reviews, the only thing that matters is time spent on bringing in revenue?

The message seems to really be, “It’s great that you want to do this work for us, but make sure you do it on your time because your productivity will be measured against the people who don’t spend any time at all doing this work”

Linked: Will mental health resources evaporate post-pandemic?
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Linked: Will mental health resources evaporate post-pandemic?

It just goes to show what I’ve always said, your company is not your family, it’s not even a friend, and it will always do what is good for itself first, second, and always. If something also happens to be good for you, great, but that’s never been the goal, so you have to make decisions based on what is good for you, not the company.

If you think that’s an overly negative thing to say about CEOs and upper management, go read those percentages again, and consider how many of those same people expect your loyalty, and your dedication during difficult times, without offering the same in return. Also, consider how many HR people have proclaimed themselves as being there for employees, and yet also think employees expect too much. It’s not overly negative when it’s true.

Linked: We’re still making terrible choices with passwords, even though we know better
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Linked: We’re still making terrible choices with passwords, even though we know better

Most people do the right thing with passwords for financial accounts, but all the websites that make them create an account just to read an article? Who really cares if that account gets hacked? Why not just use the same password for all of them? What’s the hacker going to do, read USA Today as them? Who cares?

That is all just normal, human, behavior. The thing that should scare the hell out of security professionals is how many people view their work access the same way. They don’t care. It’s not their data, it’s just the place where they happen to work, for now. This shows in the low number of people creating a strong password for their work accounts. (It also shows how making them change it every few months really just backfires.)

Quick Thought – Should we Expect Employees to Always be All-Stars?

Quick Thought – Should we Expect Employees to Always be All-Stars?

Over the weekend, the wife and I had BBC World News on the TV while we both were catching up with the virtual world in our living room, and they were doing an investigation into maternity and paternity leave in European countries as opposed to the US.

I’m not getting into that debate, but there was a point where they were interviewing a Dutch mother about her career, and the leave she took both pre and post-birth. What made my wife and I both stop what we were doing was her admission that she didn’t see why it was necessary to always “excel” at her career, but that just being OK was enough. She didn’t consider being outstanding at her job to be anything that was all that important in the grand scheme of things.

Linked: Work burnout rises despite company investments in mental health
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Linked: Work burnout rises despite company investments in mental health

As I’ve said before, many employers did the easy stuff. They invested in some mental health tools, promoted using employee assistance programs, talked more about mental health, heck they even gave people more time off or at least pushed people to actually use the time off they hadn’t been. And yet, here we are. Why?

Because they haven’t yet done the hard work of making the workplace not the place that hurts mental health to start with. There’s no easy fix for that. It won’t happen in a few weeks, but if you don’t start looking at it, you’re going to find yourself without many employees to keep going. Because in 2021, people have options, and those options are only going to keep growing as younger generations make very different decisions about their careers than those of us in older generations are used to.

The workplace will change one way or another. If your’s doesn’t want to, it will be killed.

Linked: 4 video meeting rules that should follow us back to the office
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Linked: 4 video meeting rules that should follow us back to the office

I agree, I have noticed that people do seem to be more aware of when someone else is trying to talk and how they might have interrupted or stepped over them. We absolutely should make time for just socializing. One of my biggest pet peeves about the argument that remote workers just don’t connect as a team and collaborate is that it is possible if you simply intentionally create the space for it. We should trust our employees enough to multitask during the parts of meetings that aren’t really relevant to them, and by all means, we should consider having fewer meetings.