The Insidiousness of Hidden Ageism Can Destroy Careers and Lives

There was a time when the companies believed in “last hired, first fired.” The reasoning was that these new hires were usually younger, so it was easier for them to find new employment, and had less training, so the company would retain the experienced heart of their workforce.

Those days are no more. Now my generation, the baby boomers, are the first to go when companies seek to cut costs. According to this article by Elizabeth Olson in the New York Times’ DealB%K, older workers cost the company more money so they’re the first to go regardless of the fact that it is increasingly hard for them to find new jobs—a fact confirmed by AARP. Ironically, companies who indulge in ageism also find that they no longer have competent, experienced employees as a foundation of good operating practices.

I wrote about this at length in my book, From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire, where I shared the case of William, who was systematically forced out of his job after restructuring to save costs. Ageism is a particularly insidious form of discrimination that makes little sense: we will all be old one day—if we’re lucky.

Photo credit: BIGSTOCK

Issues at Uber Debunks Study that Social Responsibility is Bad for Business

It’s time for Uber to move out of the line of fire or risk losing the company. There’s a reason that I used that phrase in the title of my book, From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire. Too often when companies install a culture of bullying and personal harassment they need to get rid of the bullies at the top in order to survive. 

Uber has given me no end of issues to write about recently and today isn’t any exception; the New York Times reports that 20 employees have been fired following a sexual harassment investigation. The outside law firm Perkins Coie was hired to look into 215 allegations of harassment, discrimination and bullying and found reason to take action in 58 cases. According to the Times, former U.S. Attorney General Eric Holder is also looking into workplace culture as part of a larger investigation.

When you add these firings to the massive exodus of top executives, including the company president, the heads of finance and product, the East Coast general manager and high-level engineers, Uber begins to look like a car wreck. This news follows shocking revelations about sexual harassment revealed by a former female engineer and the suicide of an African-American engineer.

Uber’s troubles directly contradicts studies such as the one conducted by Florida Atlantic University College of Business that report corporate social responsibility as bad for shareholders. Consistent malfeasance and bullying in the workplace doesn’t seem to be doing much to bolster Uber. Isn’t it time to set aside the teachings of Milton Friedman and Harvard Business School that only shareholders count and start building psychologically healthy, safe, fair and productive workplaces?

Illustration credit: MMM

She Won’t Be Silenced: Judge Refuses to Dismiss Discrimination Suit Against Ad Agency Exec

Legendary advertising agency J. Walter Thompson and its parent company WPP has failed in their attempt to silence a female communications officer who has accused JWT’s former chief of sexist and racist behavior, as discussed in this Wall Street Journal article: “Judge Denies WPP’s Motion to Dismiss Discrimination Lawsuit.”

Their motion to dismiss the discrimination lawsuit was denied by the court. By challenging the lawsuit WPP signals the attitudes that prevail in the old boy's club. Given that this advertising giant also helps organizations build brand and reputation values, and influences customer behaviors, they, rather than condoning abusive behaviors, should set an example of going above and beyond their duty to right what has gone wrong. 

Photo: Former JWT chief executive Gustavo Martinez in the Wall Street Journal; credit, D. Dipasupil/Getty Images

OHIO: In The Twilight Zone

Last week I spoke at the Women in Leadership Conference at Ohio's Bowling Green University. The theme at this conference was Pathways to Promotion and Leadership. 

I agreed to speak at the event on the condition that it would not be censored and that it “may offend some sensitive ears and sponsors of the event.” I clearly indicated that if the organizers of the event were uncomfortable with this, then I was the wrong person to give this talk.

The reason for my caution is according to the World Economic Forum, Ohio ranks 40th out of the 51 States in gender diversity. Despite billions of dollars being spent across North America on diversity, harassment, sensitivity and performance management programs over the past few decades by organizations and corporations, the results have been beyond dismal. Given that fact, I did not, and will not, give a motivational speech full of human resource gobbledygook that only provides false hope.

During my speech, the event coordinator approached Patrick Mundt, the Executive Director of the Faas Foundation who was monitoring the power point slides, and demanded he hook me from the stage. She indicated that a few of the sponsors had walked out in disgust. 

However, Patrick and I observed an engaged audience, many taking notes and nodding in agreement. Afterwards, I received not one but two warm and enthusiastic ovations and many came up and thanked me for my frankness. One person said that those who came up to speak to me afterward were brave to do so because they were likely being watched by their co-workers or supervisors in attendance, and it could be a career-limiting move for them. This was particularly significant as Ohio is, an “at will” state where employees without a contract can be fired without cause – something that was repeated by a number of people at this event and two others I spoke with in Ohio. 

The event organizers did not come to me to express their displeasure—nor did they thank me for giving the speech. In response to a note we sent thanking the event coordinator for hosting us and allowing me to speak, we also asked her to confirm that sponsors were upset with what I said, which she did. 

Reflecting on this experience, it became obvious to us that Bowling Green University is more concerned about their financial sponsors than changing Ohio's dismal standing in gender diversity. Leaving the state, I felt I was leaving the Twilight Zone!

 Credit: Jessica Vailat/The Red List

Using the Workplace to Prevent Mass Violence

The recent events in Orlando are tragic, unprecedented, and were entirely preventable. I’ll be writing more on this soon, but I believe that workplace indicators could have kept Omar Mateen from following the path of violence he chose. It’s been a hard day for both the LGBT and Muslim communities, in addition to the USA at large, but we all have to believe in the ability of compassion to overcome hate. My thoughts are with the families and friends of those who died. I hope the national conversation turns away from marginalization, blame and politics, and begins to focus more on the preventative mental health perspective that could have stopped Mateen in his tracks. You can read more about Mateen in the workplace in this Daily Beast piece.

Photo: Hilary Swift for NYT

Sexism in the Workplace

Susan Credle, Global Chief Creative Officer at FCB, who was interviewed by NYT about sexism in the advertising workplace. Photo by Jesse Dittmar for NYT.

I’m not at all surprised by this headline. You’d think that, after a hugely popular show like Mad Men, which put the gender discrimination of the advertising industry on full display for public criticism, there would be more progress in the contemporary advertising workplace. However, by acknowledging cases of discrimination and harassment merely as things of the past, we’re doing at least half of the population a huge disservice. It’s “okay” to talk about diversity in terms of victories won, but leveling criticism against a decidedly un-diverse executive community, for some working women, is a recipe for inviting workplace bullying or mistreatment. While not contained to the advertising industry, systematic sexism in the workplace is an issue that’s mostly invisible to those with the most power to create positive changes. Read more on this at The New York Times.

Leadership in Unique Workplace Cultures

It’s no secret that discrimination is not at all foreign to the workplace – but this particular case, with women integrating into Marie Corps Combat Units, is unique in that the cultural ideas about gender seem to operate differently in a workplace structured around traditionally male tasks. The women working to join these units are admirable, as are the leaders who try their best to keep harmful hazing and bullying from occurring. However, the negative reactions many soldiers have had to the integration cited in this article are cause for concern. This extreme case is evocative of a larger trend in the workplace at large – discrimination, preconceived notions, and bullying are oftentimes not discouraged by people in leadership positions. With stronger and more empathetic leaders at the helm of military and private industry cultures alike, there’s a chance that workplace (and societal) discrimination can erode for all historically disenfranchised groups of people. Read the full story at the New York Times.