Oh Look Someone On Wall Street Doesn’t Understand How People Learn

Oh Look Someone On Wall Street Doesn’t Understand How People Learn

Let me fix it for you, what JPMorgan is really doing, is weeding out anyone who might actually want to work differently than the way Wall Street has always worked.

It’s almost like they have no interest in actual diversity, employee mental health, or work-life balance. Of course, we know they don’t. Wealth Management isn’t about the people who work for you, it’s about how much money they bring in, period.

Quick Thought – How Diverse Can Your Organization Be When You are Trying To Force Everyone to be Like You?

Quick Thought – How Diverse Can Your Organization Be When You are Trying To Force Everyone to be Like You?

So look, if you are craving being back in the office, and miss the small talk and gossip, great go on with yourself. But, also understand that there are a growing number of people who are perfectly happy not hearing the gossip and the small talk. (Personally, I have not missed fake small talk, gossip, and office politics for a second.) Others might want something in between. We’re all different. If you want to be an inclusive workplace, you’ll figure out how to accommodate everyone , with solid culture, good communication, and by valuing each of every one of your people, no matter where they get the work done.

As a Straight, White, Male – Why Now is a Great Time to Attend Employee Resource Group Meetings
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As a Straight, White, Male – Why Now is a Great Time to Attend Employee Resource Group Meetings

Luckily, with everything having remote options now, it’s actually pretty easy to pop in and simply listen without really being noticed, or at least, feeling a bit better about not being noticed.

And, really, you should. Everyone should. Not because you necessarily have anything to add, but because you have an opportunity to listen.

Listening to different groups of people talk about their issues will open your eyes to the things that we, as white men, don’t notice. It gives us the opportunity to hear about racism and sexism that still happens to real people that we know and interact with every day. The stories about things like street harassment aren’t happening to random women complaining online, they are happening to the same women I just spent hours working through a project with, the people who’ve been victims of racist violence aren’t random names in the news, they are the folks we were just chatting about the weather with before a conference call, and collaborating with on documentation for the last week. The things we might read about adding pronouns to an email signature make it sound like a decent thing to do, but hearing someone you work with talk about how life-affirming it is to not be the “one” person at the company doing it? Yeah, it hits different when you hear that from someone you know.

So, as much as I have gone about my professional life glad that there were resource groups available but not really paying much attention to them, I’ve recently made a change and tried to drop in and listen where I could. It’s been a challenge. These are not fun, light, conversations. They shouldn’t be.

Linked: McKinsey’s diversity lead: Too many companies focus on hiring women, but not on keeping them
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Linked: McKinsey’s diversity lead: Too many companies focus on hiring women, but not on keeping them

The interview below is about the technology industry, but I do believe it applies to a wide range of industries, especially the legal profession. With the women you do have, are you investing in them, not only to stay, but get promoted in your company? There are many jobs available in the technology market right…