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Women Don't Need Saving; They Need Someone in Their Corner

Greer Campbell • Mar 21, 2023

In the past 5 years, advocacy has been a loud buzzword in the professional world. However, as each month of observance comes and goes, it becomes more and more clear that some, most, may be confused about what it really means to be an advocate, an ally. A relevant example? Women.


Although advocating for women in the workforce should be a year-round responsibility, it is a trending concept during the month of March, Women’s History Month. Cute photos of organization’s female leaders are highlighted on social media, historic women figures are remembered, etc. etc. etc.


But where is the action?


To begin the journey to consider yourself an advocate for women, you must first understand what it means to be an advocate. Many confuse a hero/savior mentality for advocacy, where in actuality, that mentality is just as, if not more, condemning and demeaning.


What is a “Hero/Savior” Mentality?

Individuals with Hero complexes in the workplace essentially want one thing: recognition. They want to save someone from a situation, to be able to take credit for fixing the situation. You may think, “Well where’s the harm in that? The situation is resolved”, well not quite.


Situation: Cara is a Marketing Manager at a medium sized nonprofit. After Cara pitched a new campaign, she’s worked all quarter on to her Executive Director Phil, Phil shut down every detail of her idea and demanded she give the task away to Rob, who has a lower title, less experience, and has been at the company for less time than Cara. Rob takes notice of this conversation, and take notice of Cara’s defeated, angry energy, and decided to simply usher Cara out of the room, letting her know she doesn’t have to worry about it, he will take over. 


Don’t Stand in Front of Women, Stand with Them

To be an advocate is not to be a shield. Avoiding and shutting down a conversation allows neither party to learn and grow from it. Taking the above situation, if Rob was a true advocate for his team and his female peers, he would have held the Executive Director accountable for his insensitive remarks, and reminded him of Cara’s seniority, experience, and abilities. Rob would say, “I have no problem providing Cara assistance in any way she needs, but based on Cara’s skill sets, the campaign would only benefit from her direction”.


Where Do You Begin?

Knowing how to appropriately and effectively be an ally will not come overnight. If you are feeling ashamed of your lack of advocacy and don’t know where to turn and where to start, begin by reading. Educate yourself on the experiences of the individuals you are advocating for. Have a conversation with an individual and ask, “What can I do?”. Taking initiative is the first step in creating a comfortable and equitable experience for all.

Mid-Year Business Update

By Greer Campbell • 04 Sep, 2024
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024
Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.
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