Join our discussion about how to manage clients and work/life balance at the same time.
How to build your client base, and break the mold in this evolving industry.
Mentoring. Women in Tech in particular - does your company offer any female to female mentoring, up or down? If not (most don't), how have you been able to find female trusted mentors who can relate to your position and team dynamic and the challenges it may offer?
I've worked for 5 different companies and none offered this. On the other hand, I"m not sure how I would feel if I was matched to someone...doesn't mentorship have to involve a genuine rapport? Hard to imagine this being constructed artificially.
None, I think this is a big issue. My company has an employee resource group but unless you find someone on your own, there's no formal pairing or matching...
There seem to be a lot of communities for women in tech? Which ones have you found to be helpful? I know there are many local meet-ups but it's hard for me to go to events with the hours I work so I'm looking for digital communities...many of them seem to be for entrepreneurs which is great, but that's not really what I'm looking for.
Tech Ladies has expanded beyond NYC globally and is a very active facebook group. New job board hiretechladies.com lists direct connections to the company, and is vetted for companies that support females.
Ada's List is very good. Sign up today. Everyone is very friendly and very supportive.
I've seen a few on LinkedIn but they aren't terribly active. Let's start one!
I've heard good things about Ada's List...I just applied to join recently and there's a good Global Women in Tech FB group (private but just apply). The FB group is less about community but you do get some good content there.
Get in contact with your local Society of Women Engineers (SWE) chapter and start one up! I am in the leadership and we are always looking for new and better ways to serve and support members. Maybe you could even turn it into a business or non-profit someday.
Hi, I've worked in Fortune 500 companies in marketing communications leadership roles and have been a consultant since the Recession, after being laid off in the sale of my previous company. I'm also a journalist and have a media profile, especially in energy, sustainability and diversity-related management issues. I am now interested in rejoining a company (or college/university or appropriate non-profit) in a related role. I'm a great networker, but haven't closed on anything yet and been rejected a few times too many. I'd be a great Corp Comms head, especially in an org with a strong "thought leadership" angle. I could also be a head of a Corp Responsibility program for a national or global company (one that has impact). Or, I'm open to other ideas. Any suggestions? Thanks!
Thank you for your note. Yes on all counts. I currently have a "'job" it's just a different structure than one in a traditional company or organization. When I've gone for lower level jobs, those told me I'm too overqualified and need a senior role. They understand that I'm flexible. Thanks very much!
I don't know how long it's been btw your last job and how long your search has been going on but I think maybe aiming for the top job always makes the job search difficult (or at least longer than normal) unless you're sure you are qualified and have reasonable comp/benefits expectations. Have you considered a growing startup that might need help?
Hi all - I'm in a bit of sticky situation. I just found out I'm pregnant yesterday and am expecting a job offer in the next 24-48 hours. The company I'd be joining offers 16 weeks of paid maternity leave for mothers who have been at the company for at least 1 year. We know that FMLA covers 12 weeks of unpaid leave for mothers who have been a the company for at least 1 year. So, given that I'd be giving birth before one year, I'm concerned that not only will I be entitled to no maternity leave whatsoever (paid or unpaid) but I could be in jeopardy of the company not holding my position for me. So my questions are:
- Would I need to take disability in order to pull together some sort of maternity leave for myself?
- Am I crazy to even take this job? I don't like my current position but I am comfortable and would be entitled to 12 weeks of paid leave here.
Husband thinks job happiness is critical and is encouraging me to take the job if I get the offer. He is confident we can figure out the maternity leave piece of things and make it work - and thinks that in NYC it's highly unlikely that a big, female-friendly company would not hold my position.
What do you think? Super anxious about this! I suppose if I do get an offer I need to ask at that point for more details on the mat leave policy (without giving away that I'm pregnant) so that I can figure out if *perhaps* they do offer some leave to women who have been at the company for less than one year.
This would be a great position and really advance my career so the timing is a real bummer.
Thanks for your insight!
Regarding the requirement for large employers to offer FMLA - an HR or legal professional should correct me if I'm wrong, but I believe an employee is only automatically eligible for FMLA after being at the company for one year prior to going on leave. So I understand the dilemma here! I would advise calculating the financial impact of unpaid leave on your family and if it's doable, go for it and ask about benefits and how they support families (remembering that FMLA is also used for situations other than pregnancy, such as caring for a sick spouse, parent, or child). I agree that it's worth a shot to bank on a female friendly company holding the job for you.
I thought all large companies over a certain size had to offer 12 weeks unpaid FMLA? I also thought it was irrespective of length of time worked at the company, but could be wrong. Check the FMLA provisions out - it's federal law, should not vary by employer.
That's great! Good luck and don't forget that when the time comes, you can always try to negotiate for mat leave (something I wish I had done b/c even if they say no, it's not a hard-and-fast rule as so many people assume)
Thank you so much for your insight. I got an offer today and asked about mat leave policies. Seems like my friend who works there who told me they provide 16 weeks paid was misinformed. They simply offer 4 weeks paid on top of FMLA (with the usual 6 weeks of disability for vaginal birth / 8 weeks for c-section, and the ability to use vacation to add onto the mat leave). Sounds fairly typical of large corporations. The HR person did say they have been flexible in honoring FMLA for employees who have been at the company for under one year--so that sounded very promising.
If your new employer really does offer 16 weeks paid leave for moms who have been there one year, my guess is that there is a high likelihood they will make an exception for you b/c they are on the spectrum of employers that are generous about paid leave. Of course there is no guarantee but it seems to be in the "spirit" of the rule (esp since you literally just found out you were pregnant). IMO, short-term disability is def an option if you'er really worreid about pay for your leave and you are not crazy to take a job you like more than your current one (I tend to agree with your husband but i'm a work-gives-life-meaning-kind of gal). I think your idea of asking about benefits / maternity leave policy is a good one and I would even consider going a step further and possibly share the news if you'er comfortable...whether that's at month 3 or whatever point you want. I also think you can just ask about it as a new starter without any of those assumptions, b/c it's becoming more acceptable for women to ask those quetsions about policies. Good luck!
My boss is not a native speaker of english and struggles tremendously with the correct context of my communications. This is causing lots of frustration for me - should i just look for another job?
Be open and politely assist as needed otherwise let it go! As a teacher of English to students who speak other languages I know how frustrated they can get in not knowing how to say something; they're brilliant but their lack of command of English makes them sound less intelligent. Be helpful but not preachy. Or, if the errors are too much for you, then yes, please find a new job! And most respectfully, I'm sure your boss would rather have someone around them who is understanding and realizes that learning another language, especially beyond simple "tourist-spreak", is difficult and can be embarrassing; maybe they would even be open to gentle assistance.
I think you should sit down with your boss and explain that you feel like communication isn't working well. See if you can iron things out. after that, if things really aren't working then it's prob time to look for a new job.
Unfortunately, she is the owner and I am the second in command. I am looking for any tips or whether I just need to leave the company
Can you change managers rather than leave the company? It must be very bad if you can't communicate -- that's something you can't even really talk about....
Is it possible to change a review I've left here?
Has anyone else seen Marissa Mayer's comments about how the media coverage of her and her time/leadership at Yahoo is sexist? Does anyone else agree with it or do you think that her denial that her gender matters at all is more the issue?
Does anyone recommend the best way to find a recruiter to help with job search? Or does anyone recommend a specific recruiter - would love to find one that specializes in finding employers that are cutting edge with equal pay, work/life balance, remote work, etc.?
We're in a salary freeze, meaning that our yearly raises have been put on hold (for the 2nd year in a row). Is anyone else in this situation, and do you know if that usually means you can't get market adjustments or raises outside of the normal yearly process? I took a promotion at the beginning of this year with much more responsibility and did not receive a salary increase for that. I've been very loyal to this company through the oil & gas downturn, but it's getting more difficult to stay motivated when I don't feel like they are valuing that loyalty.
This is a tough one. Unfortunately you missed an opportunity to negotiate when you took the promotion. However if you have overdelivered against targets you may have a chance. I managed large teams in a company that was forever having salary and headcount freezes; I soon learned that money and space was always available when a strong, fact-based argument was made. I suspect it's the same where you are. An 'off-cycle' raise, or at least a one-time payment, should be possible.
You will need to give your manager more reasons than loyalty. What has your loyalty produced for the business? Increased sales? Profit? Lower costs? Present your position with numbers and hard facts. If they turn you down, don't take it personally, and don't make a big fuss. Just quietly and professionally look elsewhere. When you negotiate the package for your next role, take the same strategy -fact based rationale showing what you have delivered in the past. Good luck!
Have you polished your resume and shopped around for other positions in different companies? You can sometimes take an offer letter to management and say look, if you'll match this, I'll stay, but if you can't, no hard feelings, but I'm going to go with this better offer.
Sorry to hear that, but in my experience a salary freeze is a salary freeze full stop - you may want to still voice your desire for a raise because when they lift that ban, you want to be top of mind for a raise (especially since you got a promotion). Did you agree to the promotion without a raise in pay or even in title? YOu should at least get a title bump/credit
Where does an HR person go when they have work incidents with their manager? I was told by higher ups that they were offended when I brought issues to their attention.
I work in HR and recommend that you speak with your HR peers within your organization. They can often assist/intervene.
I'm not in HR but I would think you should go to your manager's manager if you are not assigned your own generalist HR contact who you think might be an impartial arbiter -- at least that's what I would do if I had an issue with my own mgr (i.e. as someone not in HR I woudl go both to HR and to my mgr's manager)....don't know why anyone would be offended??