The SIB Network

How to Deal
A Woman in a Man's World: Is That How You Feel at Work?

By Lily Garcia
Special to washingtonpost.com
Wednesday, February 4, 2009; 5:30 PM

Hi, I started a new job about four months ago. I'm a woman on a male-dominated team and no one really listens to me when I speak. For instance, I can say we need to do this -- five minutes later it's like I hadn't said it at all -- and it typically takes a male member on the team to repeat it before it sinks in. Another example would be the directing of questions/requests to a male member even though it's my responsibility and I've being doing/discussing the work.

I'm not taking any of this personally and my desire isn't to make a major push to change the dynamics of the team. Things are what they are, and the way I'm dealing with this is to just repeat myself or sell my thoughts to some team members prior to meeting with the group as a whole.

The only problem I'm having is when it comes to presentations. I'm fine with building and giving presentations, but now I find myself deferring to my manager to give presentations in this group. I would rather use the time to focus on the message, rather than the messenger. I feel that if my manager (a man) gives the presentation, we can make progress on the topic at hand. But how do I explain this to my manager so that he doesn't think I have a problem with presenting in general (which I don't), but in an odd way I'm trying to be a team player? Thanks.


About four years ago, scientists at the University of Sheffield published a paper purportedly explaining why men might appear not to hear women when they speak. The paper identified differences in the way that the brains of men process male voices versus more melodic and complex female voices. The publication of the study was followed by a flurry of commentary, much of it focused on the apparent exoneration of men for their failure to hear what women say.


Count me among the people who think that there is still no excuse for men ignoring women, particularly if they are colleagues. I applaud you for your ability to so dispassionately assess what for some would be an emotionally devastating experience. You are wise not to take this behavior personally, and I agree that it would be foolish for you to think that you could effect a sea change in the behavior of your coworkers. However, I do not think that it would be unreasonable for you to demand more consideration.

You can do so without coming across as pushy or shrill or any of the other unfortunate adjectives too often assigned to women who strive to have a voice in the workplace. When you assert ideas in meetings, be sure to speak loudly and clearly and not allow interruptions. Make sure that you are not raising the pitch of your voice at the end of your statements as if asking a question. When someone addresses a question to a coworker that should be addressed to you, politely interject that you will gladly provide the answer since you are actually the subject matter expert on such and such project. After a while, the point will start to sink in. As well, ask your manager for feedback about your communication style and specific suggestions for what you could do to hold your own in these discussions.

Which brings me to your question regarding presentations. As you might have predicted by now, I am solidly against the idea of you relinquishing to your manager the opportunity to present your ideas to the group simply because you fear that they will not be accepted. I think that the approach that you have taken of selling your ideas to colleagues in advance of meetings is brilliant. A similar approach might work in laying the groundwork for a successful presentation, especially if you commit your thoughts to writing. Also keep in mind that the format of a presentation is different from the informal dialogue of a meeting insomuch as you can count on visual aids to help you make your point.

Many good books have been written on the subject of how women can thrive professionally in male-dominated environments and I do not presume to effectively summarize all of those concepts in the relatively limited space of this article. My main point is just that I challenge your decision to agreeably accept your lot. Even if your workplace is a bona fide fraternity house, there is still much that you can do to establish your professional legitimacy. You just need to experiment with different approaches until you find one that works.

Join Lily Garcia on Tuesday, Feb. 10, at 11 a.m. ET for How to Deal Live.

Lily Garcia has offered employment law and human resources advice to companies of all sizes for more than 10 years. To submit a question, e-mail HRadvice@washingtonpost.com. We reserve the right to edit submitted questions for length and clarity and cannot guarantee that all questions will be answered.

http://www.washingtonpost.com/wp-dyn/content/article/2009/02/04/AR2009020402889.html?hpid=smartliving

Labels: "The SIB Network", "women in male dominated professions", "women in non-traditional careers"

Published Monday January 26th, 2009

Entering the workforce offers a different lifestyle from that of a student and there are many things for a student to consider. From finding the right job to thriving for success, knowing what to expect can help a student prepare for that dream job. Some students will decide to go to university, others trades school, some college and some of the more risky, adventurous types might enter into the world of entrepreneurship. Some may decide to stay or go directly into the workforce. Whatever, the choice, it is a decision that will affect a young person for the rest of their lives.

In 1982, I started my studies at Université de Moncton in a full year immersion program. I continued my studies in this university's special education program and later enrolled in a Linguistics and French Literature Program at St. Thomas University. Like the old saying goes, I wish I knew then what I know now. Although my past education has opened many doors for me, I am recognizing the importance of delivering mentorship to our youth. Our young adolescents were born into a state-of-the-art of computers and equipment allowing for them to have access to all that is taking place in the world. There are endless opportunities available to our youth however are we over-estimating their ability to choose what is exactly right for them with some many choices at hand?

I have two children in high school that know the importance of a higher education. They have often expressed their concerns of making the right decision to their career choice. It can be a fearful decision! We all want the best for our children, however we must understand not everyone is cut out for university. This doesn't mean that high school is the end for them. Today, all across Canada there is a high demand for skilled tradesmen. The skill trade shortage has affected every province in Canada at some level. It is said that by 2010, nearly one million jobs will become available due to the baby boom retirement and this number will continue to grow until the year 2020. The head of Canada's construction association says that over a quarter of a million construction jobs need to be filled over the next eight years. Hopefully, having foreign workers to fill our trade labour gaps is only seen as a short term solution.

Today, I am focusing on women who may want to choose a career in skilled trades. The sectors of skilled trades are sectors that offer quality jobs with decent salaries and opportunity for advancement. Carpenters, mechanics, welders, pipefitters and other skilled trades are required to build our roads, bridges, schools, hospitals and other infrastructures that keep our economy growing and our country strong. I encourage women who want to be part of this growth to consider apprenticeship programs. Strong English and Math skills will emphasis and raise your chances of success in anything you choose to do. Companies look for those with strong communication and analytical skills to be front runners in their businesses and almost all trades demand some mathematical skills. Skilled Canadian tradesmen and "women" literally built this country. They are the unsung heroes of our economy. It is this group of people who build our homes, factories, mills and power plants. They cut our hair, bake our bread, and prepare our meals when we dine out. They repair our TV's, fix our vehicles, and solve our plumbing problems.

Our government has launched several initiatives to address Canada's skilled labor shortage by supporting apprenticeship programs. Choosing a skilled tradesmen career may open an unexpected door. If you are one of those people who have entrepreneur qualities, skills and personality traits, the chosen career of skilled trades may lead you to one day of owing your own business. Females are becoming more and more the front runners in leading businesses and entrepreneurship is no stranger to this gender! The industry of skilled trades may have been dominated by men but look-out because women in skilled trades industries are on the rise.

Women-centered initiatives of apprenticeship programs have worked in the past and will work again with proper training and a government support program. Stopping in mid-stream of moving to the next level with past initiatives will not help close the gaps in existing skilled trade's shortages. We must continue to find ways to implement comprehensive strategy aimed at women's training and direct job placement upon competition. High school vocational programs were taken away and it may be time to consider the re-instatement of these programs as today, it is evident that they have attracted many to continue in offered apprenticeship programs.

The discrimination against women in skilled trade positions has actually diminished some in recent years. More women are required in this workforce and their roles are seen as vital and essential ones. Without them our shortage would be 4 per cent greater across this nation. Do the math! Twenty years from now many of our baby boomers are set to retire leaving the conveyor belt of youth in too small of a number to replace them. We are only feeling a bit of what we will actually feel in years to come should we not address the issue of skilled trade shortages. Let's be smart in one other areas of having all put together. Miramichi'ers may very well also be the leader when it comes to women and trades. Our roles as men and women are not being reversed. We are merely respecting each other's personal interest in the workforce!

Women will carry the same tool box as any man, however in her tool box, she will always carry her strong personality, her long level of confidence, her ruler of time management skills and good listening skills and most importantly her hammer that will allow her to nail away at all barriers that prevent her from being her best in the construction trade industry.

Kim Drisdelle will offer her take on various issues related to the workforce from a woman's perspective

http://miramichileader.canadaeast.com/community/article/551229

Labels: "The SIB Network", "women in non-traditional careers", "women in the skilled trades"

BY CHRISTINA HALL • FREE PRESS STAFF WRITER • January 26, 2009

When she was younger, Kriste Etue peppered her father with questions at the dinner table about his job as a Michigan State Police trooper.


He didn't expect his daughter to follow in his footsteps on the then-all-male force. And he probably didn't expect her to be the first woman in an agency of about 1,300 people to be promoted to lieutenant colonel -- one of three second-in-command positions.

"I'd like to be looked at not just as a woman that holds a high position, but a woman that's very qualified to lead this department," said the 50-year-old Farmington native. She was promoted in 2006.

About a dozen women lead the state's 600 or so law enforcement agencies compared with probably half that number a decade ago, said Tom Hendrickson, executive director of the Michigan Association of Chiefs of Police. He predicts at least another half-dozen women will ascend to department leadership roles in the next 10 years.

Etue is one of many women in metro Detroit and Michigan making gains in law enforcement. Those affiliated with the male-dominated profession predict the trend will continue, with women serving from sergeant to chief and bringing their accomplishments, style and experience to the table.

Today's female leaders range from pioneers, such as Auburn Hills Police Chief Doreen Olko, who has led her force nearly 12 years, to newcomers, such as Colleen Hopper, who last year became the first female Sterling Heights officer promoted to sergeant. Weeks later, Linda Deprez joined Hopper in receiving sergeant stripes.

"I know when I first came here, they were a little perplexed about what to expect," Olko, a 34-year veteran, said of her hiring as deputy chief in Auburn Hills. "City Council was courageous in naming me."

A 2001 survey by the National Center for Women & Policing, the most recent conducted, indicates that women account for about 13% of sworn law enforcement positions in large agencies and 8% in small and rural agencies. Most agencies are led by men, but women hold the top spot in some, including Orlando, San Francisco and Washington, D.C. Ella Bully-Cummings led Detroit police for nearly five years before retiring last year.

A different perspective
Research shows that female officers are better at defusing potentially violent confrontations; are less likely to be involved in problems with use of excessive force; often have better communication skills, and respond more effectively to incidents of violence against women, according to the national center.

Many in the profession said law enforcement should be reflective of the community and that women add a different perspective to the job. Olko said she believes female leaders bring a new management style that is more participatory and may bring more service-oriented aspects to the work.

"They are more egalitarian on how they view things. Fairness might be a bigger issue," said Olko, who chairs a committee establishing a radio system that connects police and fire agencies in Oakland County.

Under her leadership, her 56-officer department overhauled its use-of-force policies from vehicle pursuits to firearms, with the changes resulting in fewer injuries to officers and suspects. She said her agency, which has one female sergeant, also improved the percentage of crimes solved and established a crime prevention officer and an awards program to recognize officers and community members.

Consensus builder
As a captain, Etue was commander of statewide emergency management and homeland security programs and oversaw their budgets. Col. Peter Munoz said her ability to run the division -- which requires being a consensus builder and comes with much responsibility, stress and attention to detail -- is why he chose her for lieutenant colonel. A school liaison K-12 program that focuses on drug abuse, crime prevention and anti-bullying was her brainchild, he said.

"She's tough when she needs to be and takes on difficult issues. She does it in a diplomatic way that does not alienate people. She multitasks and gets things done," Munoz said.

Those are traits Lansing Township Police Chief Kay Hoffman, who in 2006 became the first female president of the state police chiefs association, likes about a female patrol officer in her department who may be promoted this year. She said the way the officer investigated a recent physical and sexual assault involving a young woman led to a multi-count felony warrant with a $5-million bond for the suspect.

"She was able to investigate this with a lot of passion. She was very thorough and the family responded to her very well," Hoffman said of the officer.

A change from good old boys
Troy Police Chief Charles Craft, whose 135-member force has a female captain and two sergeants, said female commanders have "been good for the professionalism of our job" and take away "that good-old-boy thing."

He said his highest-ranking female officer, Capt. Colleen Mott, wasn't promoted because of her gender. She excelled in the promotional process, is intelligent, articulate, well-educated and "has a great sense of police work."

Mott said more responsibility, more interesting assignments and better pay were some reasons she sought promotions. The 23-year veteran also wants to be a role model and encourage women to advance in command positions.

Role models help
Bully-Cummings served as a role model for some female Detroit officers, said Sgt. Eren Stephens Bell, who aspires to be a lieutenant. She said women in her circle who previously didn't mention moving up the ranks took the promotional test after Bully-Cummings became chief.

For many, making the decision to seek promotion can be difficult. Time to study for tests or seek additional education, family, long hours and unfavorable shifts are a few reasons some choose to delay or not seek a promotion. And harassment and discrimination still exist.

But many women are making the move. Women such as Hopper and Deprez in Sterling Heights, where Chief Michael Reese said they can impart their knowledge -- particularly about youth issues -- to those they supervise.

"It's kind of my personality," Hopper said, "to do one better, to go up the ladder, to give guidance to the newer officers."

Contact CHRISTINA HALL at 586-826-7265 or chall@freepress.com.

http://www.freep.com/article/20090126/NEWS05/901260328

Labels: "Detroit Michigan", "female police officers", "The SIB Network", "women in non-traditional careers"

Published: January 26, 2009 12:05 pm

By Amelia A. Pridemore
The Register-Herald

Two women came closer to the presidency and vice presidency in 2008 than any other woman but one before them.

Most women now work outside the home.

However, a woman is statistically more likely to work as a chief executive than a police officer, according to U.S. Department of Labor statistics. At a time when most police officers of both genders say more female officers are not just wanted, but also seriously needed, West Virginia’s percentages are in the low single digits.

Of the 656 State Police troopers working in West Virginia, only 17 — about 2.59 percent — are female, according to statistics provided by Capt. T.L. Phillips. Another 22 positions are available, but no women are in the current cadet class.

In 2003, the state legislative auditor conducted a study focusing on the number of both women and black state troopers, but the study also provided numbers for county and municipal agencies.

Only 4.6 percent of officers were female in West Virginia’s 10 largest cities, which included Beckley. Twenty-five county sheriffs’ departments, including Fayette, Nicholas, Raleigh, Summers and Wyoming, were surveyed. Only 2.2 percent of the deputies were female.

According to Labor Department statistics, about 17 percent of the nation’s patrol officers, detectives and criminal investigators and “first-line” police and detective supervisors were female in 2007.

During that same year, about 26 percent of chief executives were female.

- - -

Three of the Beckley Police Department’s 47 officers — 6.5 percent of its force — are female. Chief Tim Deems said seven women have been hired as officers since 1976. While their average tenures was not known, Deems noted no woman has ever retired from the department.

Capt. Tomi Peck, a 28-year veteran, and Lt. Cheri Mullens, a 15-year veteran, are the only two women to reach the rank of sergeant or above, Deems said. Both Peck and Mullens have been in supervisory roles and specialty positions. Patrolwoman D.R. Smith, hired in November 2007, is the newest female officer.

The main reason Beckley P.D. does not have more female officers, Deems said, is because not many women seem to apply in the first place.

“Law enforcement may seem like a male-dominated profession, and that may deter some females from applying,” he said. “I just think there’s less interest and less females who want to get into law enforcement. All I can tell you is that there are less females who apply. As for their reasons for that, I couldn’t answer.”

Capt. Jeff Shumate, chief of detectives, spent 10 years as an adjunct criminal justice professor. When he began teaching, about 20 percent of his students were female, but toward the end, the numbers of male and female students were about equal. Female students seemed to have a great interest in law enforcement, but as a whole, they weren’t interested in traditional road patrol work.

“They were very interested in the criminal justice programs,” he said. “But there seemed to be more interest in crime scene work and investigations — not patrol. A lot also didn’t want to be in confrontational situations all the time, or physical altercations.”

Another factor in the lack of female applicants and officers may be some elements of physical fitness testing. Shumate said that the last time Beckley P.D. offered a candidate test, 10 percent of applicants were women. Two scored high enough on the written test, but they were unable to pass the physical agility test.

The physical agility test, he explained, is difficult for men and women alike. But the push-ups and other upper-body exercises tend to be more difficult for women. Both men and women are required to do equal numbers of push-ups — the numbers required for West Virginia State Police Academy acceptance.

However, Shumate said, the physical standards are in place to make sure someone can handle the demands of police work.

Percentage-wise, men and women both seem to have the same failure rate on the physical agility testing, Deems said.

The non-traditional days and hours, he said, are serious concerns for any applicant.

“We work 24 hours a day, seven days a week,” he said. “With this job, you do spend a lot of time away from your family while working evening and night shifts.”

Despite the 2003 study’s percentages being the lowest for county sheriffs’ departments, its authors noted the Raleigh County Sheriff’s Department was one of only two that employed more than one female deputy during that time.

Presently, the department has two female officers, Cpl. T.L. Miles and Deputy E.E. “Ellie” Jarrett. Jarrett, hired in May 2008, is presently taking certification classes at the State Police Academy. Miles and Jarrett make the 46-member department 4.3 percent female.

Two women, Rhonda Winders and D.R. Roush, have retired as captains.

“This department has been fortunate to have a number of female officers in the past,” Chief Deputy Dave Stafford said. “I think that has to do with the population in the county. Some other counties don’t have the population base and resources for hiring females in law enforcement. With our population base, that gives us more opportunities to hire more female deputies.”

Stafford said that since the 2003 study, both the sheriff’s department and other agencies have had more female candidates take their tests. More agencies have female officers than ever. But like Deems, he said not enough women are even taking the testing in the first place.

“We believe female officers are vital in the law enforcement community,” Stafford said. “It’s just that some aspects of their lives don’t allow them to pursue such a career. Maybe it’s family concerns. The opportunity is available.

“It really is an all-hours job. There are a lot of responsibilities that take time away from families.

“With this job, there is self-sacrifice.”

- - -

More female officers are needed, officials say, for very practical purposes, among them, searching female suspects.

However, they come in handy in many other situations.

Sometimes, female officers are particularly useful when police investigate sexual assaults and domestic violence, Shumate said. Most victims are female and most suspects are male. Some victims will say they feel more comfortable speaking with a female officer. But the key in these cases is an officer — regardless of gender — building rapport with the victim.

Like their male counterparts, they answer any call. Officers appreciate the help they get from any fellow officers they can trust, period, Stafford said.

“I would not stereotype the law enforcement profession as specifically male,” he said. “It’s just not that way. I think in law enforcement, in general, it doesn’t matter if you’re male, female, city, county, state — we’re all seen as a family. We are all connected by the badge we wear. There is no distinction between male and female or the jurisdiction you work.”

- - -

Deems emphasized he cannot deviate from the hiring process he must follow. Anyone applying to be a police officer must pass all hurdles like written exams, physical agility testing and background checks. Also, he cannot bypass a more qualified male candidate just to hire a female candidate who may not be qualified at all.

“I am obligated to hire the best applicant. I am required to go down the list,” he said. “If they don’t pass our testing that is required by law, I cannot even consider them. I’m also not permitted to skip down the list to pick out certain individuals.”

What could increase the numbers, Deems said, is more women seeing other female police officers on the job and simply getting the word out more during recruitment efforts. That can be done by working with the media and setting up informational tables at businesses.

“I think we are getting the word out,” Deems said. “We let everyone know when we are taking applications, letting people know our pay and benefits. We encourage anyone to apply. It benefits the community, as well as the police department, to have a diverse group of officers.”

Stafford said the sheriff’s department and most others give people with a serious interest in law enforcement the chance to ride along with deputies.

“If someone is seriously interested in this profession and wants to see what it’s like, they can get a taste. Go and take a look.”

Stafford said women who may be interested should educate themselves about the field. He acknowledged that could push some away, but for others, it could reaffirm that it is what they truly want.

“If law enforcement is something that you’d like to get into, when the opportunity is there, take that step. You will never know unless you do. When you do and maybe find out it isn’t what you want to build your career in, at least you know you’ve tried.”

http://www.timeswv.com/westvirginia/local_story_026120559.html

Labels: "female police officers", "The SIB Network", "West Virginia", "women in non-traditional careers"

Labels: "The SIB Network", "women in male dominated professions", "women in non-traditional careers", "women in underrepresented industries"