Harassment and Work
As I read more about the harassment and abuse Harvey Weinstein has caused over many years in the States, it’s a stark reminder that women are being systemically harassed and intimidated in workplace’s all over the world regardless of age, fame, seniority or competence. If Angelina Jolie and Gwyneth Paltrow – arguably two very strong confident women, kept quiet about their own harassment experiences, we know many many others will have experienced the same and similarly kept it to themselves.
As an HR Consulting firm, we recruit people into organisations and coach them and their leaders how to engage with others. This involves ensuring we recruit people into roles who are going to add value to our clients. As a diversity recruiter, we place a high percentage of women, many into male dominated industries such as engineering and construction. We hope those we place will be psychological safe in their new work home. But how do we know this is going to be the case? As far as I know, we have never had a conversation such as “Hey, will the person we place into this role be safe or is their manager likely to feel them up or try and get them into bed?” We acknowledge we have a duty of care to ensure we enable them to make the best job choice for their career, but we have never asked this type of question and if we did I wonder would our clients give us a truthful response?
Selection Partners Opens Sydney Office
The rapid growth of Selection Partners continues in the Australian Market with the announcement of the new 99 Elizabeth Street Office. This follows the recent appointment of Gender Diversity Recruitment Expert Amy Cato to the Selection Partners team. Amy combines her business ‘Executive Women Shortlists’ into the Selection Partner’s fold, creating more reach and resources to service a wider audience of clients keen to source hard to find talent.
The partnership creates an exciting and innovative service offering for existing and new Selection Partners clients. Selection Partners and Executive Women Shortlists can supplement any recruitment process by using their exemption under that Equal Opportunity Act (exemption from sections 44, 107 and 182). The Executive Search offering now combines the recruitment experience of Director Danny Busija with the global search capabilities of Amy Cato to create a competitive, gender balanced shortlist.
As our five year lease comes to an end we are moving office into the city.
It’s a big and bold move for Selection Partners. You might ask why are we doing this? We had the choice to stay and renew the lease and that would certainly have been the cheaper option, however, our team in the majority wanted to be in the city.
What I have learned about leadership is to hire good people, listen to them, give them the tools they need, the environment they thrive in and get out of their way. Micro managing, KPI’s and having people jammed into a space is no good for anyone and it doesn’t build the fabulous and engaged culture I am proud to say we have.
As we increased the number of people in our SP family, the squashier it got. So we took a deep breath, delved into our pockets and have created what we hope will be a brilliant new collaborative space. We wanted to help replicate some of the great things the team does now in a better bigger space.
Age and Finding a New Job
As a ‘mature age’ worker, I get extremely frustrated with the stereotypes that are associated with people of my generation about our lack of ability or worth to employers. A recent study led by Melbourne University found three themes emerge when employing older workers.
- Older workers were referred to as ‘rusty’ – really rusty? I’d like someone to say that to my face! There is a perception that many recruiters view older workers as slow and unfit, a combination that leads many to believe they’re at risk of injury. This was particularly a point of view held by those who were once employed in blue-collar industries.
Quite a few of those in the study made reference to their skills, which had been made obsolete by technological advances. And then there were those who did retrain in a different field but had their job applications knocked back because employers “don’t want older people … they want young, youthful people, good-looking people.” AAArgghhh really this is 2017. Mature age workers can learn new skills, look at me I am blogging!!
Your career – it’s a marathon, not a sprint
I’m the first to admit that I am not a natural athlete, and do not have the skill nor mental capacity to run a marathon. Every day, in discussions with those I work with I hear talk of ‘going the distance ’ the ‘need to get moving’ and ‘stepping ahead’. These conversations are nothing to do with exercising or sport, they are about career aspirations. Some of the people I work with have career trajectories clearly focussed on getting to ‘C level’ positions, be that CEO, CIO, CFO or any Executive level role. This desire to succeed is admirable and one I feel should be encouraged. Others who have reached this level and are often looking for their next opportunity – and in so many situations, this next step can be challenging and will sometimes take a clever strategy to achieve.