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Because I am a woman, I must make unusual efforts to succeed. If I fail, no one will say, "She doesn't have what it takes." They will say, "Women don't have what it takes."
Clare Boothe Luce
"We've chosen the path to equality, don't let them turn us around."
-Geraldine Ferraro
(The first woman to be nominated as Vice President of the United States) | |
| Is there a value to Personal Effectiveness Training for Women? |
Organisations have made significant efforts to recruit and retain women over the past few years, currently highlighted through the talent management remit. This initiative aims to help ensure a steady supply of trained, competent staff with a level playing field between men and women at all levels. One approach taken by organisations to tackle the current imbalance between men and women, particularly at more senior levels, is organising personal development programmes to develop women's personal skills and competence both in and for the workplace.
Having led personal development training programmes over recent years, it is apparent that these sessions have consistently had huge, positive impacts on the personal and professional lives of the women concerned. Typical course elements resulting in this positive outcome include assertiveness training, as well as effective communication and presentation skills cont.
These programmes 'allow' women the space and time to reflect on their goals (and dreams) and establish new strategies in pursuing these. This is supported by the empathy and good humour of fellow participants and understanding of the difficulties / obstacles encountered. Women feel better able to discuss these difficulties, saying that they would feel anxious and vulnerable in discussing these with (male) colleagues, the perception being, that, in sharing their difficulties (with colleagues), they might be seen as 'unable to cope under pressure'.
By the end of a programme a support system is created among participants through a networking process that develops naturally into long-term friendships. An added value is a better work-life balance for the women who feel they have more options and better choices.
Sylvia, a 43 -year-old woman, attended a programme initially battling with the angst that "she did not have any skills" and had been 'plodding along in life', focusing on her daughters and their development. Over the course of the programme, Sylvia's confidence increased and she was able to realise (with some pride) her nurturing skills and that she had been a capable driving instructor in a previous job. She later - sheepishly - confessed that both her daughters were at Oxbridge - the electrifying response to this in the group together with working through her limiting beliefs gave Sylvia the confidence to pursue her dream of doing a PhD. She assertively asked her organisation to support her in a postgraduate course whilst working at the same time. Sylvia has now progressed to Director level within the same company and is a published author of a book on effective management. Sylvia claims that her loyalty to the organisation is fundamental and has valued their support; they, in turn, have benefited from Sylvia's personal development and progression into a senior role.
"Other women sharing their experiences and how they overcame challenges was not just motivational but inspirational'- Quote from a Participant
Organisations who make the effort to reflect on, and evaluate, women's experiences have a valuable insight into how well they 'do difference' in all aspects of the organisational structure. By focusing on recruitment, retention, promotion, development, there is a better understanding of how equality is managed and implemented effectively. At a practical level, an organisation can reap benefits not only through the reduced costs of fewer grievances; but by a greater number of women applying for promotion or seeking further professional qualifications after attending a personal effectiveness training programme. By maximising employee potential, it has a direct impact on employee and organisation effectiveness, productivity and profitability. It is more cost effective to maintain and develop a satisfied employee than to hire a new staff member
And what of the women who attend these programmes? Women feel more confident in confronting sexist comments from work colleagues, as well as more competent in dealing with any incidents of bullying and harassment.
Rachel, a tall majestic woman, was visibly distressed during her programme when she told of her experience of being shouted at by her manager. The same manager regularly swore and criticised her work publicly, with the result that Rachel dreaded going to work. Her dread was so bad that, at the start of the day, she would often sit in her car, overcome with anxiety and unable to go through the door. Through a combination of support from fellow participants and coaching from me, she was able to deal with the situation effectively. The change in Rachel was amazing - I didn't recognise her when I saw her a month later - she looked radiant.
Other women participants have greater confidence in setting boundaries, often seeking out an internal mentor who can support their ongoing personal development.
Overall, there are very few women - I have yet to meet one - who regrets attending a personal development programme or feels they've not benefited from such a valuable opportunity to reflect and re-focus on career and life issues. |
| Essence of Equality - One Year On |
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Some of the Topics Covered over the year:
- Cultural Diversity and Inclusion
- Working with Interpreters
- Playing the Race Card
- Facts and Figures
- Cross Cultural Blunders
- 'Am I too sensitive with the jokes and banter in my team?'
- Definitions
- History of Racism
- What is it about Political Correctness
- Facts about Mental Health in the work place
- Top 50 Employers for Gay People in 2009
- Minority Support Group - Necessity or Indulgence
From next week (week begining June 15 2009) all the newsletters will be archived through Blue Tulip Training website and can be accessed via www.bluetuliptraining.co.uk
Comments from Readers:
Only newsletter I read from beginning to end - Donna - Managing Director - Hertfordshire
Thoroughly enjoyed reading through your news letter. Profound messages across various contexts. Excellent case studies as well. Radhika - Senior Manager Dubai
Many thanks for this latest edition of your newsletter. As usual, another excellent and highly informative read. Well done and thank you very much. Derek Equality and Diversity Officer, Harlow
I wanted to tell you how much I enjoy your newsletters. Interesting and informative, they always contain practical and down-to-earth advice that I think is often missing in the equality and diversity arena and have recommended you as someone who makes real sense of this area. Hilary - Slough
Very thought provoking! Thank you - Ravi - Manager, London
Find your newsletter useful for team discussion - Teri - Manager Hertfordshire
I want to express my joy and appreciation to you for helping me grow through the knowledge gain from reading the Essence of your Equality Newsletter. It has been very educational, especially the outcomes of court/tribunal cases. Promise - Enfield
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| Interesting Case Law - Cost of Lying - Pursing a claim on grounds of racial discrimination |
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Daleside Nursing Home v Mathew
Ms Mathew issued claims of direct race discrimination, unlawful deduction from wages and constructive unfair dismissal. In particular Ms Mathew alleged that her manager had called her a 'black bitch' when frustrated at her poor attitude.
The tribunal found that Ms Mathew's manager had not said the alleged words, and as such, her claim failed. Daleside made an application that Ms Mathew should pay their legal costs on the basis that she had acted unreasonably by pursuing a claim that was based on a lie.
The tribunal decided that Ms Mathew and her representative 'genuinely felt they had a claim but were merely wrong and they lost' and therefore did not order Ms Mathew to pay Daleside's legal costs.
This decision was declined by the EAT. It held that where central allegation is found to be a lie, tribunals should conclude that the claimant (in this instance Ms Mathew) was acting unreasonably in bringing this claim. The Employment Tribunal has the power to award costs against Ms Mathews which could be £25,000 |
| Diversity Dilemmas - What is the Correct Terminology? |
I am a manager of a small reputable charity and manage 20 women. Somehow I am the only man in the team (another diversity dilemma which we are working on). I am rather confused in terms of the correct terminology in referring to my female colleagues. When I call them 'Girls', some staff giggle in response and thank me for the compliment. Other staff are absolutely furious and find it patronising. When I use the term 'ladies' a couple of women have responded that it is a Victorian term and used as a way of demeaning women. I noticed that Jo Brand in the Apprentice did highlight to Adrian (the presenter) that she did not wish to be called lady but prefers the term 'women'. I could not refer directly to any of my staff members as 'women', that would be crass.
What is the correct terminology - Help! |
| Women of Worth - Personal Effectiveness Training for Women - Three Day Programme |
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Programme Aim
Take an pro-active, creative approach to career / personal development
Develop a vision and plan for the future
Overcome personal barriers and capitalise on opportunities for success
Receive job satisfaction
Review progress towards goals creatively
Programme includes NLP (Neuro Linguistic Programming) techniques
Dates:
Tuesday 23, Wednesday 24 and Tuesday 30 June or
Thursday 16, Friday 17 and Wednesday 22 July
9.30am- 5pm
Venue:
Kings House Business Centre
Kings House
Home Park Estate
Station Road
Kings Langley, Hertfordshire WD4 8DH (20 minutes direct train from London Euston, Near MI and M25)
For Further information contact:
Blue Tulip Training - info@bluetuliptraining.co.uk
Tel: 077 88 44 6191 |
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Our sponsors |
Blue Tulip Training is affiliated with Asian Women Enterprise - A networking solution, bring Asian Women together to share, inspire and motivate
www.asianwomenenterprise.com
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| Sunday 7 June |
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| Parinirvana - Buddist
Lord Buddha's birth, enlightenment and passing away (Tibetan tradition). | |
| Tuesday 16 June |
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Sikh - Martyrdom of Guru Argan Deviji
He was the fifth Sikh Guru (1563-1606) and the first Sikh Martyr. He laid the foundation for the Golden Temple in Amritsar with doors facing all four directions to emphasise that the Sikh way was open to all, regardless of caste. He also compiled all the Guru's writings in one scripture, now the Holy Scripture - the Guru Granth Sahib.
Gurpurps are festivals, which celebrate the lives of Gurus. They celebrate through the akhand path, which is a reading of scriptures that takes 48 hours to complete. Gurdwaras are decorated and people wear their smartest clothes and come together to eat special food.
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| Sunday 21 June |
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Pagan - Summer Solstice (the sun stood still)
It is the longest day of the year and when the sun is at is maximum elevation. For some, this marks the marriage of the God and Goddess and sees their union as the force that creates the harvest's fruits.
Many Pagans go to ancient religious sites such as Stonehenge or Avebury to see the sun rising on the first morning of summer.
Fathers Day
This day honours all fathers in the world. Louise Dodd of Washington began the tradition in 1909. |
| Friday 27 June |
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Duan Wu - Dragon Boat Festival (Chinese)
This day honours the patriot poet Chu Yuan who drowned himself in the Milo River, south of China in protest of the political injustice in 277BC. The villagers raced to the river and jumped into dragon boats but never found him. It is a holiday celebrated by boat races in the shape of dragons. Boat Festival - On the fifth day of the fifth month of the Chinese calendar.
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| About Blue Tulip Training |
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Its diversity focus has developed into four strands:
Training - Cultural diversity, Working with Interpreters, Equality and Diversity
Consultancy - Research based or specific development focus E.g. Conducting diversity audits
Independent, impartial and independent Investigations into allegations of bullying and harassment
Coaching - For staff from a Black or Minority Ethnic background or for managers who wish to implement diversity, good practice and effective working practice.
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| Due to popular demand - Cultural Differences |
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Numbers, Colours and Images |
In some cultures there are lucky colours, such as red in China and unlucky colours, such as black in Japan. Some colours have certain significance; green is considered a special colour in Islam and some colours have tribal associations in parts of Africa.
Many hotels in the USA or UK do not have a room 13 or a 13th floor. Similarly, Nippon Airways in Japan do not have the seat numbers 4 or 9.
Images are also culturally sensitive. Whereas it is common to see pictures of women in bikinis on advertising posters on the streets of London, such images would cause outrage in the Middle East.
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