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This Sentence Is Everything Wrong With the Way We Think About Professional Women

Posted on by Adrienne Gonzalez

The Project 28-40 report is a study of 25,000 people (23,000 of those women) by Opportunity Now and PwC that looks at the obstacles facing professional women in the UK.

The report itself is nothing groundbreaking, however it is courtesy of said report that we are given this gem:

A perceptions gap between women and men is creating an obstacle to solving the gender imbalance. Women see unfairness in pay and in access to career progression opportunities and feel that their organisational culture is male-dominated. Men do not recognise these barriers. When men, who hold the majority of senior leadership positions, can start to see the challenges women face, we will make progress.

So a report on the struggles professional women face fails to identify the greatest obstacle to professional women of all: men holding the majority of senior leadership positions. Instead of suggesting a crazy idea like, I dunno, figuring out how to put more women in those positions, the real path to progress is to make those men get it. Presumably because that's easier than putting women who already get it in more of those positions currently held by men?

I mean really, who would suggest such a thing?

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PwC Manager, Exploring New Career Opportunities, Accidentally Makes Entire Office Aware of It

When looking for a new job, discretion is important. Discussing your upcoming interview during the morning team meeting is typically frowned upon as well as making remarks like “I’m getting out of this godforsaken dump as soon as possible” within earshot of superiors. Another no-no? Not catching the “PwC [Your office] All” in the CC line of your response to a professional recruiter:

Caleb,

Woke up this morning only to find out that someone decided to look for new opportunities. Only problem is that on his reply he copied the entire office of 1900 people. Perhaps a lesson learned for all those auditors looking for a new job.


We’ve presented this in chronological order, so no need to start from the bottom and we’ve redacted the names to protect the innocent and those not too good with the email. As you can see, things get off to a pretty warm start:

[Anxious Recruiter],

I am very interested! How do we follow up on this?

[Anxious-to-get-the-hell-out PwC Manager]

The recruiter, sensing a live one, is on it:

I am submitting your new resume today. When can we talk [Anxious PwC Manager]?

The PwC Manager, sensing a little-too-eager beaver, starts balking:

[Anxious Recruiter],

I am committed all weekend, and will be unable to discuss until sometime on Monday. I hope that’s okay,

[PwC Manager]

Anxious Recruiter, being the early-bird-gets-the-worm type, plays it cool and suggests that they still get things rolling first thing Monday:

Not a problem [obviously less interested PwC Guy]. Can we set a time to talk on Monday? I get in to the office at 745am. I also have a meeting at 10am. I have 2 positions that are remote to discuss. I have already shared your resume with the client and they are interested.

Thanks!!

Sunday afternoon comes with no word from formerly excited PwC Manager and our recruiter starts panicking:

[PwC Manager],

Can we set up a time to talk tomorrow please? It is important!

Thanks!

It’s finally gotten to the point where the PwC Manager has to say, “Look pal, you’re freaking me out. Don’t call me, I’ll call you.”

[Anxious Recruiter who is coming on way too strong at this point],

I am currently traveling and will not reach my destination until after 10:30AM. Let me know what time will work for you after that, and I will try and make myself available.

Thanks,
[PwC Manager]

I know email is tricky but be extra careful with the more sensitive ones, mmmkay?

Senior Manager Needs Help Enforcing the Short Skirt Policy

Welcome to the one-more-week-until-a-half-day edition of “I’m an accountant and I need you to fix my problem.” In today’s edition, a senior manager has a new associate who is bouncing between firm-approved and firm-unapproved skirts. The extra skin has gotten some attention and the SM has already given the associate a vague warning. What’s next?

Caughte at work? Need advice on how to behave around a monarch? Looking at some jail time and need some ideas on how to spend your final days outside? Email us at advice@goingconcern.com and we’ll make sure you’ll behavior is acceptable/memorable for your respective situation.

All right then, enough skirting the issue:

I am a Senior Audit Manger. “Danica” is a newly hired audit staff. I am not “Danica’s” mentor. Technically “Danica” is about average. Unfortunately, “Danica” wears skirts six to seven inches above the knee. The firm dress code is three inches above the knee.

When she interviewed and for her first two weeks her presentation was excellent, nicely tailored three inches above the knee or a pants suit, nice hair and make-up. I know this a not lack of knowledge or a lack of funds to purchase a work wardrobe. In week three, when the short skirts first appeared, I called her into my office explained that accounting was a conservative profession and regardless of what our clients wore they expected us to be dressed professionally. I also explained that it was just as important she dress conservatively in the office as she could be sent to a client at anytime and the partners form an opinion of her when she is in the office. I did not explicitly mention the length or her skirts. The following two weeks she dressed correctly again and I patted myself on the back for effectively counseling a nice young staff member.

Two weeks later the short skirts were back again. Since that time one client made a negative comment as “Danica” walked past the conference room. Two other staff have asked me if new staff received copies of the dress code.

We spent a lot of money putting her through training. I would like to salvage “Danica’s” career if I can. I personally like her. I don’t think it is too late. In a few months people would chalk it up to poor judgment by a new staff member; not much worse than posting drunken photos on their facebook page. If she corrected her dress between now and the end of Decmber, then I could staff her on my jobs during busy season. However, I don’t want to open the firm up to a discrimination lawsuit if she takes this the wrong way.

What if anything do I do next?

Dear Fashion Police,

Being a proponent of fantastic gams, this particular issue may cause our thoughts to drift but we understand that you have a problem and we’ll do our best to stay objective here.

Judging by the timing (short skirts are appearing every two weeks) it’s possible that the young lady’s wardrobe is of the size that the shorter hems are simply appearing in their usual spot of the attire rotation. Your sit-down in week three sounds a little ambiguous and it appears the associate’s did not get the point of your little chat.

The fact that others have noticed is cause for concern (unless the associate is campaigning) and it may be time for another chat. This time reference your firm’s dress code rather than explain that accountants are expected to “dress professionally.” Ask the associate if has questions and allow them to communicate their feelings on the situation. You need to avoid any confusion on situation, otherwise you’re just compounding the problem.

The risk of a discrimination lawsuit is minimal** based on the fact that you have an explicit policy that all employees must follow. Danica is a new associate and this is a blip on her career so nip this issue in the bud and everyone will move on quickly.

**DISCLAIMER: I’m not a lawyer but, come on. There’s a policy!