Episode 23 : Leveling the Playing Field: Why the Equity in DEI matters most During Times of Uncertainty
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Yeah, you have that PPT, people, processes and technologies. see him coming up, coming up with stuff for you.
Write that down as well.
It might be recorded somewhere, I might let you catch it from there. But okay. So I love the migration and really finding where your fit is, especially with as you grow our skills, skill set? Yes. When you think about executive coaching, what a common myths you run into, when you tell people what you do.
what everyone thinks I’m a life coach, right, which I don’t deny, depending on what your view of life coaches but some people’s view is, is very extreme. And the reality is, is I am sort of a life coach, because everything works together. I can’t coach you on your career, right, or on how to negotiate a salary. If we don’t talk about your life, if I don’t know how your what your lifestyle is, if there’s something in your home that is impacting you, that’s going to come out in our session. So I think that’s the biggest misconception. People just don’t know what a coach is. And it’s not a therapist, you know, I’ll be clear with that. But a coach is simply getting you from point A to B, quicker than you would on your on your own. Yeah, that’s all the coaches. So that’s what I do for my clients.
Oh, prior to the pandemic, I mean, there there’s still a disparity right? We do. So well, I wouldn’t say celebrate, but acknowledged, equal pay day a few weeks ago back in March. And that date every year is on the day, in the following year that it takes women on average, right? They collect all women, on average to make the same amount per dollar that men make that white males made. And I mean, before, you know that you hear diversity, equity inclusion so much, and it’s become more of a buzzword, but the reality is, there’s still so much work to do. Right? And it’s, it’s, it’s more than just one is not one lunch, you can’t it depends on the company, you’re in your depends on how diverse the company is. It depends on what salary you ask for when you enter the door. Right? Because if you start at a lower rate, it’s that much harder to get, you know, raises and promotions once you get in the door. So it’s really a lot around education, as far as how do we really upfront ask for what we want with you know, with research and with data and asking for a reasonable number, so that we naturally are putting ourselves at a at a more fair and equitable place when it comes to to pay.
years of
service, you know, where you get extra perks and things like that, but actually just starting where you are, right? So is somebody in your other two people in your department doing the same work and one is getting 25,000 more a year than other? That’s huge, right? So there’s really no way to justify that if they’re doing the same work, they’re adding similar value, they should be getting paid the same. And if they’re not, if they’re supposed to be doing the same work, and one person is not adding as much value, then that’s something else that needs to be dealt with, right. But if they’re doing the work, you need to pay them for that. So that that’s why I think most companies just start is just by assessing the current pay scales in their company at the time, and then seeing what they can do about that. Then as you’re bringing in new hires, you already have that data cleaned up. So then you have a baseline to start with. Right. But that that’s what you know, I would recommend, I’m not saying it’s easy, but if you really committed to being equitable, then you will do it.
Yeah, I remember when Salesforce did it, two years ago, and it was on CBS, and the I think, the Chief Human Resource Officer, like she went to the CEO and like, hey, I need you to agree to this. Even I don’t know how much it’s going to be. And he was like, well, he like just or are you on board or not? He was like, Okay, I’m on board. And there was a few million dollars in gender equity from women and men or those who identified as women and men that they had to increase salaries with. And then they did it a second time. They’re like, wait, why are we doing it a second time that we acquire new cuffs companies. And so we have to continue to do it and watch it like you said, especially if you’re doing acquisitions, you’re looking then on how it looks? And and especially if you’re bringing in different job titles and duties, yeah, coming out startup, you could have one title and you’re doing five jobs.
That’s so true. And it was Salesforce. That’s who it was. And that’s the thing that people don’t think about, right? When you anytime you merge with another company, there’s that rationalization that needs to be done. So there are people you literally have to do like the comparison to see, okay, you’re doing this job in this company that we just acquired, how does that match up with some of the jobs? Sometimes you have to create new titles, right, based on how big the groups are? So yeah, it’s those are real conversations that we need to be having. But it all starts with getting the your stuff clean now, because if you don’t, you’re just adding bad processes on top of that process, right? Yeah. Yeah. Oh,
the C level executives.
So when they come to me, though, they’re at a fork in the road. So a lot of times that requires a career change, as well. And really getting them to, again, that value assessment of, you know, what do you bring to the table, no matter what the role is, right? What are the things that you bring into the table that way if they do change careers, because that’s one thing we think, too, if we change careers, but I can’t ask for that amount anymore. But if you’re adding value that the company needs, and they’re willing to pay that, why can’t you get paid that amount, right? So it’s really about thinking differently. So my accomplishments is, you know, I’ve had at least two of my clients that switch careers, it was able to either sustain or get paid higher than they were before and do work that actually love. So when those two things meet, I think that’s just that’s just optimal.
So let’s see, I guess five years from now, right? So one thing that this pandemic has forced me to do, and a lot of ways, which a lot of companies have is to reevaluate our vision, right? And how ready, am I really, for disruption? So what I’m doing is making sure you know, I’ve been using this time, and making sure that the infrastructure that I have in place is solid. So that when the economy does move, again, because I do transformation work, right. So I should be booked and busy for a long time. Right? That is the goal. So making sure that I have the right things in place so that not only can I have continuous work, but also expand in the next couple of years. But you know, my goal, really, is to prepare the workforce of the future, which I feel like we’ve been thrown into already. The future is now right. So that is our goal. And it’s it’s prime time for the type of work we want to do. So I’m excited about what’s to come. Because I feel like we’re already aligned.
I do too. So how can our listeners get in touch with you?
Okay, so, um, most of my information is my website, I can share a slide
that will show
how they can get connected.
Let me know if you can see it.
Yep, you can see it.
Yeah, so I’m good success. network.com is our website. You can connect with us on LinkedIn, Instagram, Facebook, and Twitter. And that’s the place where you can follow us. We try to be interactive, so not just follow just to follow but actually to join in, in the conversations tell us what kind of information you want to hear what are the things that are keeping you up at night, right. And we can provide those kinds of resources as well as thought leadership. But this is a way that you can stay connected as well as I’m the people techie on both Instagram and Twitter. And my LinkedIn is also listed here. Lt. Middleton.
I mean, there’s a lot I always say there’s, there is opportunity in every obstacle, right. So, you know, although some of us are literally just trying to function on a day by day basis. And that’s fair. I do believe that. Again, there’s a lot of opportunity. And I’m actually excited to see, you know what’s on the other side of this.
So thanks for joining everybody. Have a great day and we will be back for another episode.
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