We’re on a slow journey towards realising that difference can be powerful, and can make work creative, interesting and fun. Luckily at Crowe and in the accountancy profession generally, I work with really considerate people. But even at Crowe we could be more thoughtful about the language we use to describe women in the workplace.
We’ve probably eliminated the most sexist terms by now, but too often feedback can still reflect limited, unhelpful and outdated sexist stereotypes: Women are still described as “caring” or “bossy”. In meetings a woman making a logical, structured argument can be undermined by being treated as if she’s become emotional and swoony: the opposing person might say “I’m sorry I upset you but…”. The cumulative effect of this type of sexist language is undermining and influences how individual women are perceived and the opportunities they are given.
For me #BreakTheBias means that one day women won’t be treated differently in day to day interactions at work, or in their careers, because of assumptions about what they are capable of or may aspire to – assumptions that are often unspoken and not validated with the women themselves.
Jane Mackay
Partner, Head of Tax
I think it is important that everyone can feel confident that their opinions are valued and considered, no matter their gender or job role. We all need to keep this front of mind to break bias and work with people, so that they can understand and recognise the importance and benefits of having a diverse, inclusive team. It is really important to collaborate and to work with people who bring different perspectives and experiences to the table.
I would like to see more women in senior positions, who have reached, or who are well on their way to achieving their career goals, to be actively encouraged to spend time with younger, less experienced women, to coach, mentor and share their knowledge and experience – good and bad. This is something that could be incorporated into objectives in the workplace, or by being given opportunities to volunteer outside of work.
This could not only help tackle and highlight any bias our younger women are experiencing in the workplace, but also help encourage collaboration and a new support network.
Miriam Sherwood
Director, People Communications & Marketing
I feel a lot of the time, people believe gender bias takes the form of someone being overtly misogynistic, when, in reality, bias is perpetuated covertly through “harmless” jokes and stereotypes. For me, #BreakTheBias is about actively challenging deliberate or unconscious bias in the form of discrimination or stereotyping.
I would like to see more representation of the ’modern day woman ‘in the workplace, particularly in male dominated industries. In certain professions I think there is a lot of stigma around women and girls and how they should look, dress and act. There can be pressure placed on women to shrink their personalities and not stand out in terms of their appearance for example long nails, long eyelashes or coloured hair. i.e. be quiet and plain in order to be taken seriously. This is a massively outdated way of thinking but unfortunately is prevalent and, in my opinion, adds to the discouragement of women pursuing careers in certain professions.
I think it is important to recognise that we all are guilty of carrying gender bias to a certain degree. It is up to each of us as individuals to address this within ourselves first and then challenge others.
Jenna Mistry
Associate, Corporate Tax
As a new parent, for me #BreakTheBias means having the opportunity to combine the traditional Mum and Dad roles and parental leave with something that what works for both our family and personal goals - being open minded about who reduces their hours to take on childcare responsibilities, not just assuming it will be Mum.
I would like to see better quality of conversations about maternity leave and return from maternity leave. As a family, we felt the focus was about when Mum would be back and how to cover maternity leave. There was no conversation about career goals and any ambitions on coming back to the work place.
As a result, she ended up changing jobs to find a more supportive employer. This has allowed a better balance for both career and personal aspirations and being a great Mum.
Having the opportunity to change working hours without doubt helps parents share parental responsibilities and create a healthier work life balance. It will enable my daughter, and other people’s children, grow up seeing Mums being successful in their career and Dads being equally as supportive – and vice versa.
Simon Hughes
Senior Manager, Social Purpose and Non Profits
You’ve probably heard the statistic that men will comfortably apply for a job when they meet only 60% of the required qualifications, whereas women don’t apply for jobs unless they are 100% qualified.
I would love to see more women reach for opportunities and make successful career moves instead of becoming part of this career statistic. I feel this is such a common situation and we are all guilty of talking ourselves out of great opportunities. I hope people remember this statistic and next time, you can help to break the bias.
For me,#BreaktheBias means thinking twice before deciding on an opinion or an action. It means making a conscious effort to really consider whether you have been unknowingly influenced by internalised stereotypes and unconscious bias has seeped into your decision. It’s difficult to always be aware of, but we can all make a conscious effort to change that.
Claire Thistlethwaite
Assistant, Audit
