Well, there’s no doubt, I think, that
women are scrutinized and blamed far more than men are
in the executive positions that they take,
in any leadership positions that they take.
And the tone of dismissiveness about women
is remarkable very often.
It’s as if they just don’t have the same kind of gravitas
just because they’re women.
And it’s a very irksome thing, I think,
to many a woman artist, CEO, achiever of any kind,
对于很多女性的艺术家 总裁 以及颇有成就者
that they always feel that they have to be gold in a silver job,
that they have to be an exceptional perfectionist,
just to get to first base of the high leadership stakes.
And I don’t know that that’s really changed.
I think we are definitely seeing a rolling pushback
that’s gathered enormous momentum, which is very exciting.
There’s a sense that all the talking, all the blow-hardery about
women in the pipeline, women executives we have to mentor,
women we have to have diversity programs —
frankly, that’s just been a free pass to so many corporates over the years,
which is, ‘Yes, yes, well, we mentor women.
诸如此类“是的 是的 我们是女性的良师益友
We have a lot of women in our pipeline’ and whatever.
Well, frankly, that pipeline has exploded, guys.
坦白说 伙计们 正在筹备的事情已经筹备过头了
You know the pipeline has been stuffed.
And women are saying we’re tired of being quote in your pipeline.
Well, first of all, I think it’s very important that
we, as women, don’t put ourselves under so much duress that
we think that we have to keep on adapting and adjusting all the time.
Clearly, we have to come together as a group,
as a lobbying group as such,
to insist that we can thrive as women
and also do our jobs.
It also, of course, means that there are times
when your life and your career go into different phases,
there are cycles of being for a woman that are emergeable form
in a way that’s productive.
Because you may need to take that time where you’re dialing back
because your children are young,
but you fully intend to ramp back up afterwards.
And you’ve got to find a way,
and companies have got to find a way,
to keep women engaged throughout that process,
so they don’t sort of disappear,
and then all of a sudden, they want a job back,
and of course, they’re out of date and out of touch,
and they find it very difficult to get back in.
So one thing, I think, that enlightened companies are doing—
I know that MasterCard has worked very hard on this, actually—
is about how you keep women engaged throughout this dial-back times
and find ways for them to keep working in a smaller way for the company,
while at the same time being able to grow and keep in touch,
so that when they’re ready to come back they can.
Secondly, I think the parental leave has to be so imaginatively structured.
I mean, personally, I’m actually not of the belief that it’s helpful to kind of
我的意思是 就我个人而言 我其实不相信
disappear on maternity leave or paternity leave for six to eight months
and then come back absolutely rattled by the pace of work.
I actually think it might be more useful to have segments and periods
where you can take trenches of time throughout your career
as an employee and as a parent.
Because people get very exhausted.
It’s almost like it would be more valuable to work
three weeks out of four during a period when your kids are young,
than it is to take huge chunks of time
and then have to come back, you know, in one big rush.
So I think that this question of creating new patterns
is very much an experimental one.
We saw that the Gates Foundation recently said
we gave parents a year off and they had children.
We find that’s not viable.
And I thought that was an honest,
at least experimental way of looking at that problem.
So we tried that. That didn’t work.
OK, so what does work?
And I think companies have got to be, I think, very adventurous now about figuring out
what really works best, while at the same time, getting the job done.
Because, you know, this is not a charity you’re in.
You’re actually in a business.
And you’ve got to get the business done.
So how you use your orchestra has become far more creative.
I mean, HR now has to be a really innovative activity,
which it really wasn’t and hasn’t been in the past.
Get smarter faster. New videos daily at 5 am ET.