Humane Treatment & Environments at Work: Hopefully, this will be the next human rights issue
December 11,2020 at 4:41PM UTC (Edited)
Unfortunately, I am (and I note others are) posting anonymously. And, we all know why: The retaliation and retribution that is real; has done real damage to bright, talented, capable women (and others); and has real long-term detrimental effects on one's finances, retirement, benefits, ability to obtain other work, let alone one's psyche.
And, this type of unprofessional, non-leadership, abusive, hostile, degrading, demeaning, bullying stuff is disproportionately done to women and other vulnerable groups.
It is past time that there be a STRONG movement that calls this stuff out and firmly and definitively deals with it--and not just in the executive suites as the people who many of us knew were "essential" (yet, are jacked around with part-time hours necessitating working multiple part-time jobs, no benefits, no health insurance, no bonus or recognition for a job well-done, etc.), experience this type of damaging treatment on a daily basis.
Equally unfortunate is the fact that many hiring practices still employ the use of checking with prior bosses or supervisors. When my staff wanted to do this, I said "absolutely not!" as I bore witness to a boss sitting there telling someone who was checking a reference that the employee was "lackadaisical" which was a bold-faced lie. The employee was stellar and the boss did not want to lose her. Because of that boss' lie, the employee did not get a better job with better pay and better benefits. I am totally against US citizen's giving up their rights to legal redress because hiring systems demand that potential employees give up the right to hold someone accountable for falsehoods when references are checked.
I feel for this person as I have witnessed, stood up for, and helped people in these types of positions. It is devastating to have something like this happen then to try to put on a brave face, hide how you are feeling (angry, sad humiliated, etc.) during interviews, especially when HR is astute at picking up on demeanor, attitude, feelings, etc.
And, it is also tragic that some in HR now protect rogues like this--that is until a tell-all book that names names is published or a post on social media gets the higher ups to finally do something. So, I am concerned that if this person goes to HR or someone higher up, if this type of behavior has not been reined in, perhaps it is part of the destructive culture. Also, in some companies, if they find out you are looking for another job, they fire you which is ridiculous!!!!
Another troubling strategy some rogue bosses, departments, and organizations use is to give someone so much work that they cannot possibly get it done. Then, they write the person up and begin a campaign of hostility (also known as "constructive discharge).
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I just started a new job last month where you only move up by applying for a job.
A job above me was open and I applied for it and got it after only being on the job two weeks. An associate has been going around telling anyone who will listen that I was not qualified for the higher position and that I must have done something manipulative to get the promotion. She even reached to former employees to tell them about the promotion. I have been told that I have a defamation case. I have confronted this employee and explained what happened but it has not stopped her. We do have union representation. Should I approach my union rep? I did bring it up to my supervisor but as far as I know she did approach the subject with the employee.
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"I did a TON of work leading an ERG!
But I have no idea how to put it on my resume, or if it even belongs there..."
Oooo, my friend! Your ERG leadership role absolutely, 100%, should be on your resume if you are seeking out a new leadership/management role.
Now that THAT is out of the way, let's talk about HOW to include that role on your resume.
1️⃣ List it out as its own role.
Just because your ERG leadership position wasn't your Full-Time job, does not mean it hasn't earned its own place on your resume!
You can include your ERG leadership role as a separate role with overlapping timeframes (totally fine) so that you can give it the real estate it has earned for accomplishment-driven bullet points.
2️⃣ Include your ERG role within a leadership subhead of your current role/company.
If you've been in a role for a long time OR if you are looking to switch into a new function or industry, I like to break up bullet points into a few subheads.
Think about the key skills and experiences you are utilizing in your current role that are RELEVANT to your next target role. If leadership or project/program management are on your list, you can include your ERG leadership role and key accomplishments under one of those subheads.
3️⃣ Focus on quantifiable accomplishments.
Metrics, please! People, money, scale, scope. Numbers help tell your story.
Start here: Did you grow your ERG membership? Did you secure funding to host events or programs? Did your ERG touch an increasing number of folks within your businesses through your activities? That's gold!
4️⃣ Double down on those accomplishments.
If you're getting stuck on your accomplishments as an ERG leader, list out the responsibilities of the role. But don't stop there!
Take that list of responsibilities and then ask yourself - because I did THIS responsibility well, what was the positive outcome?
OR if I didn't do this responsibility well, what would have been the negative result?
Either question can help you turn responsibilities into accomplishments.
5️⃣ Include ERG Leadership as an area of expertise.
I love a good Skills or Areas of Expertise section on a resume, and I especially love a really TARGETED Skills/Areas of Expertise section.
ERG Leadership itself can be listed as an area of expertise but you can also break this down further. What skills/experiences did you build in this ERG role that would be highly valuable to your target companies?
To make sure you're including the right stuff here, review job postings, LinkedIn company profiles, and company websites.
✍ Ready to get writing? ✍
Off you go!
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How did the patriarchy actually begin?
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I am new here but curious because I have heard so much about the community from the book Comeback Careers. For the veterans here, please recommend where to start. Thank you in advance!
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I have been job searching since Feb and my previous year of employers I can’t get recommendations because I’ve had to take them to court to get payment.
I’m trying to break into a new industry in which they are from. I also had a long sabbatical during Covid so I’m not sure what to do she. they ask for recommenders or if my previous unscrupulous employers are causing a done of issues. I’m getting interviews and moving to the presentation round, two jobs have been leading me on for 4 months for a different role they have yet to post. References is a challenge.
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I was in a job for 7 months and left for a higher paying temporary position which is ending soon.
Should I leave it off my resume? The company was mad that I quit so I worry that they will leave a bad reference if they are contacted for employment verification.
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