A nearly 5.9 aftershock in Haiti yesterday, nine days after the poorest nation in the western hemisphere was hit by a catastrophic 7.o earthquake that the United Nations calls one of the deadliest on record.  This disaster hit a country already barely functional and poses an infinitely tougher relief challenge because there is no infrastructure. 

I searched for a sense – a measureable sense – of how America’s businesses are responding to this global need called Haiti Relief.  I came across this Wall Street Journal/BLOG.  BigLaw props for “stepping up to the plate and providing aid when major disasters strike.” It’s true: when it comes to disaster help — and charitable giving more generally — big law firms time and time again rise to the occasion.  And in regard to the Haiti earthquake, it’s no different.”  http://blogs.wsj.com/law/2010/01/20/biglaw-stepping-up-on-haiti-aid/ .  Big law firms are practicing aggregate donating.  The list is growing.  The effort’s worthy.  And that deserves mentioning.   

The American Red Cross says that cash is best right now if you want to help Haiti.  Donations of other items will be better known in the days and weeks to come.  Right now distributing available water and food to survivors is what’s needed – and finally is happening.  Collect and store whatever you and your family, organization, or community might want to gather to send to Haiti.  Relief workers there are putting together planned distributions throughout the island nation because dropping supplies from the air or distributing without security in place could cause riots and add to an already desperately fragile civil order.  “Trying to jump start the economy in Haiti, the United Nations Development Programme hired 400 Haitians, paying them cash to help deliver supplies. By the end of the week, the organization hopes to pay 700 more people to remove debris, repair roads and rehabilitate other infrastructure”. http://www.miamiherald.com/1060/story/1435672.html

In the midst of any calamity – there are always opportunists.  Haiti is no different.  In fact, Haiti could be the poster child for being a prime target of scammers.  Three million people – a third of the country’s population – need help.  50% of Haiti’s population is under the age of 18.  Those facts, those pictures remind us of Katrina and the Tsunami devastation and tug at our collective humanity.  The world is responding with cash donations of unprecedented magnitude.  Scammers are having a feeding frenzy.

Don’t let the frenzy frighten you out of giving money.  There are absolutely good and secure organizations and ways of doing this.  One is through the advances in technology that allow instant giving via cell phone.  Secretary of State Hillary Clinton and the American Red Cross confirm more than $3.6 million has been raised through text-giving which automatically adds $10 to your cell phone bill.

Text the word “HAITI” and send to 90999. 

Less than 20 seconds later you’ll receive Free Msg:  To confirm your $10 donation to Red Cross Haiti relief efforts reply with YES.  Reply HELP for help or visit redcross.org.  Text the word “YES” reply and less than 20 seconds later you’ll receive Free Msg:  Thanks!  $10 charged t your phone bill for Red Cross Haiti relief.  Reply ELP for help or visit redcross.org Reply STOP to cancel.

If each of you reading this would consider reaching for your mobile phone right now – together we can make a difference – easily, yet nonetheless heartfelt.  In my mind, what matters is that each of us chooses to do something financially – now.  And if for whatever reason, you choose not to give to Haiti relief – give something to someone in need – but do it now.  That allows us all to be included in a common moment of responding to our humanity through collective economic power. 

Here’s to your health and sharing wealth.

TAGS: aggregate donating, American Red Cross, Haiti Relief, scammers

We either toss them out or put them in a “to read” stack that never gets touched. 

I’m talking about those bulk mail, bar code addressed, multi-folded, innocuous-looking pieces of correspondence  from your bank.  My bank highlights these flyer-like items with a bright red stripe above which is typed:  “Important change in terms notice enclosed – please read”.

Do you know what not reading those “important change in terms” from your bank can cost you? 

I always open them.  I usually scan the topic of the notice that’s across the top in bold capitol letters and then put it in my ever growing “to-do” file to (eventually) read on some flight somewhere when I have time to take the few minutes to actually read all the fine print.

I opened the most recent one.  I scanned the topic:  “Important notice regarding changes to your account and your right to cancel your account”.  The words changes to your account got my attention.  Instead of filing it – I  immediately sat down and read the 6 narrow, printed panels of mostly miniscule font because the words changes to your account have new meaning these days as banks and other financial institutions are trying to make money and fatten badly depleted bottom lines.

The single-spaced fine print  first paragraph of the notice said there would be changes to my account in response to market conditions, new federal laws and regulations, and our increasing costs.  OK.  If the bank is openly declaring it’s going to charge me more for services (in order to cover their costs) – I need to know the specifics.  So do you.

I read on.  My notice switched to tiny font bold to make it clear(er):  “Please read below about your right to choose not to accept certain changes by cancelling your account.”  Did you know that?  You can say “yes” to the bank’s new rules or say “no” and close your account.  Somehow I didn’t feel like I’d been given a choice – as much as the lesser of two evils. 

These days, it’s about really reading the fine print.

A somewhat pleasant surprise from my other credit card company regarding “important account price change notification”.   First it was in absolutely readable font size.  The notice was to inform me that they were :

•  raising the Annual Percentage Rate (APR) on cash advances (to the prime rate plus 21.99%)
• raising the APR on any balances that have a penalty rate because of a late payment (to 27.24%) and
• increasing the late fee (to $19 for previous balances of less than $250 and to $39 if the previous balance is $250 or more)

The somewhat pleasant surprise in the notice – a giveback!  Well, at least it made me feel a little love from my plastic:  “We are pleased to let you know that we will not charge you a fee if you go over your credit limit.”

That’s not really a gift or giveback, I know.  Credit card issuers are making changes to accommodate the fact that people are accessing and needing money in different ways these days.  Dropping one of the  many  fees they charge us isn’t as much the point to me as that they added a basic but often forgotten reminder:  “Don’t forget, it’s still important to keep your balance under your credit limit.” 

I consider that, the somewhat ”pleasant surprise”.  Lenders in a recession recovery environment acting in the spirit of educating customers.

Here’s to your health and wealth!

TAGS: APR, bank change notifications, Bank notices

I was inspired by my colleague Carol Frohlinger’s The “Pink Elephant” in the Room (July 27th 2009) post about how important our personal perceptions and experiences when confronted with a difficult issue.  She went on to say that might be what happens when women are asked about their experiences in working with other women.

The phrase (pink) “elephant in the room” describes something that should be very obvious, something you’d certainly notice.  “Elephant in the room” is actually an English idiom for an obvious truth regarding a question, problem, solution, or controversial issue that though obvious, is ignored by a group of people and goes unaddressed, generally out of embarrassment or taboo.

One of the biggest “pink elephants” in the room for professional women these days – is the one in green that begins with:  “We’d love for you to be our keynote speaker” (workshop leader, seminar facilitator, panelist, consultant) and ends with:  “…but we have very little money, so we thought you might be willing to…”

This long ignored “pink elephant” is making the other members of the herd green with envy.  

How can this elephant not even get talked about?  How is it that this elephant doesn’t get researched, discussed, tweaked and resolved the way most of those other touchy, uncomfortable, “oh-do-we-have-to-go-there” pink elephants (issues) do? 

How can this elephant that asks women professionals to donate their services – same event, same time every year, extremely worthy causes but not paychecks – still be standing in the center of the room when the reason for the gathering is to talk about women improving their financial well-being or managing the marketing of their product and brand to improve their business bottomline?

How can this elephant not understand it needs to walk the thin pink line and pay women professionals for their services and promote that mindset within their organizations?

Women now have impressive social networks and access to other professional women through these connections.  But far too often, we’re still being asked to ask each other to provide our expertise without compensation, or below market value or without the other basic fee for services and terms of engagement automatically afforded our male counterparts.

Part of this has to do with expectations.  Our average guy counterpart just isn’t expected to do as many pro bono gigs as the average professional woman.  That’s why I think it’s time for women to change the old mindset by consistently and proactively committing to pay each other (and get each other paid) for our skills, expertise, knowledge, know-how, ideas and anything else that formerly fell under the  ”we thought you might be willing to” category.

Glinda Bridgforth, a long-time and well respected colleague of mine in the field of personal finance, agrees but says it’s also important that women ask for what we believe we deserve.   Bridgforth is President and CEO of Bridgforth Financial & Associates, LLC (http://www.bridgforthfinancial.com/) and offers these suggestions on how to determine what you’re worth, what your compensation should be. 

“It’s important to get as much information as possible from the potential client,” Bridgforth says.  “Ask what kind of budget they have for a speaker.  Ask who the other speaker candidates are to get a sense of the professional caliber of speaker being sought.  The responses to those two questions give you an indication of the kind of fee the client’s willing to pay.”    Her suggestions can helps you get and set a good ballpark figure instead of guessing and potentially low balling your services or blowing yourself out of consideration.

Bridgforth and I both agree that philanthropy and community service should be part of everyone’s work ethic and responsibility.  “Women can do pro bono or work for lesser compensation on occasion because it is a seed that is being planted which can bloom into some other area,” Bridgforth says.  “Perhaps it can come from someone in the audience who will hire you in the future at your full rate.  But clearly, the pink elephant (in green) is in the room.”

Let’s address the “pink elephant” in green.  Let’s not be embarrassed.  It’s time for women to collectively stop participating in the “pink elephant”-in-green-mentality that abuses, confuses or co-mingles female philanthropy with professional compensation. 

Here’s to your health and wealth.

Glinda Bridgforth is the author of “Girl Get Your Credit Straight” and “Girl Get Your Money Straight”.

TAGS: improving women's financial well-being, pay for professional services, pink elephant issue, Thin pink line issue

I recently spoke with Paul Hill about a new website he’s launched with colleagues, Job Search Intelligence. You cannot afford to look for a job (or to ask for a raise) without investing some time on this site.

Why?

Using “state of the art” methodology (the statisticians involved have serious credentials!), the salary calculator guides you through a series of questions specific to:

• Where you work ─ not only state but the region. For example, if you live in New York, there’s a big difference between what you’ll be able to earn if you work in New York City rather than in Albany.

• The job category ─ e.g. financial specialists, business operations or food services (there are 24 categories in all)

• The specific job description ─ the descriptions are directly tied to the job category

• Your education level ─ if you have a college degree or higher, the calculator factors in: where you went to school as well as your major (and goes one step further to ask you, “How relevant is your degree to the Job Description you are seeking?” and even your grade point average!

• Your work experience

• Your foreign language fluency, if any

• Your credit score

• Your current salary

Once you complete the questionnaire, you immediately receive a comprehensive report that gives you , among other very useful information, a “Market Ranking” (comparison of how you stack up relative  to others seeking the same job in your geographic area), a “Salary Index” and even a “Best Region” suggestion ( good places for people seeking the kind of position you’re seeking.

Paul told me that in certain occupations, gender and race will affect compensation by as much as 30%. So the fact that the Salary Index includes a comparison number for those not impacted by gender or racial bias is particularly useful for women and minorities.

The service is free of charge to job seekers and no registration is required.

The Job Search Intelligence site is absolutely the best site I’ve seen ─ the quality of the datasets, the specificity of the information required and the excellence of the report it generates ─ lead me to recommend it without hesitation.  As I’ve written before, good information is critical for women when they negotiate compensation.

TAGS: benchmarking salary, compensation, salary, salary sites

One of the things that women of all ages told us over and over again in the Thin Pink Line Survey was how important the issue of work life balance is to them.

Yet, work life balance is still considered as an accommodation  ─ and a costly one at that by many employers. Au contraire, according to Balanomics™, an initiative designed to encourage employers in the legal profession to enjoy the increased productivity and profitably that high performers contribute IF they have the right kind of support. More specifically, Balanomics™ is calling for Corporate Law Departments, Law Firms and Professional Associations to sign a “Statements of Support” which outlines actions each can take to change culture for both men and women.

In an economic crisis such as the one we are in now, the opportunity to leverage talent is more important than ever. Balanomics™ is kicking off the discussion with a symposium later this month. If you are in the legal profession, don’t miss this. Deborah Epstein Henry, Founder and President of Flex-Time Lawyers LLC and a thought leader in this area is a Balanomics™ Founding Partner and a terrific speaker.

And even if you’re not in the legal world, you may want to attend the symposium to get some ideas you can apply to your industry!

TAGS: Balanomics™, legal employers, work life balance

A friend sent me a link to HR Morning where Jim Giuliano discussses the subject of women who bully other women.  He quotes a study indicating that women bullies target other women more than 70% of the time.  I have no doubt the statistic is correct, but regardless of what others say, I question the prevalence of women bullying other women.  In my long career I’ve been bullied or abused by plenty of women — but I’ve been bullied or abused by even more men.   Here are some things to consider:

• Could it be that you’re more likely to remember and respond negatively to a woman bully because you don’t expect to be treated badly by one of your own? 
• Are you more likely to “tolerate” a male bully because you feel you have little recourse or don’t know how to respond? 
• Are women are more likely to take their frustrations out on other women because to direct it toward men is a recipe for disaster?   The women they target may get upset, but they’re less likely to lash back as would most men who are attacked. 
• Are you more likely to describe assertive behavior on the part of other women as “bullying?”  Do you unknowingly perpetuate the belief,  ”if a man did it he would be assertive, if a woman does the same thing she’s aggressive.” 

Don’t get me wrong.  Bullying, harassment, and abuse of any kind are not acceptable workplace behaviors.  They should not be tolerated or condoned by managers and every employer should have a clearly written and widely distributed policy addressing  its position against these behaviors.  But the first step has to be taken by you.  Bullies usually back down when confronted.  Here are some tips for how you can deal with bullies and maybe even change the tenor of your workplace:

1.   Privately discuss your reaction to being treated less than respectfully.  Simply state the facts of what happened, how it made you feel, and what you would like to have happen in the future.  No need to argue about it, it’s your experience.

2.   Check into your company’s policy on non-harassment.  If there isn’t one, go to HR with a few colleagues and suggest there be one and training to accompany it.  Don’t be  the lone ranger on this one — there’s safety in numbers. 

3.   Comment on inappropriate behavior directed toward others.  As the saying goes, “you must be the change you wish to see.”  If someone else is being bullied or abused step in and suggest a time out so that everyone feels respected.  Don’t accuse, just observe.

4.   Read Difficult Conversations: How to Discuss What Matter Most and/or Crucial Conversations: Tools for Talking When the Stake Are High  We frequently recommend both books to our clients and have heard how helpful they are. 

5.   Take one or more of Negotiating Women’s On-Line E-Learning Courses  As Carol has said many times, the business of negotiating is the business of relationships.  Learning how to negotiate will give you the confidence to stand up for yourself in any situation.

TAGS: Bully broads, Coaching Tips, how to handle aggressive people, negotiation skills, women bullies, Women In the Professions, workplace bullying

On Friday, Lois wrote about results from The Thin Pink Line Survey – millennial women are most concerned about how they will be able to manage a family with their career. Not easy, particularly since women are still the primary care-givers, regardless of whether they work outside the home or not.

Lois also offered some terrific advice; I agree with everything she said except for the following:

#5. Consider careers that provide for maximum flexibility

…”A job that requires frequent travel isn’t going to work either if being part of your child’s life matters to you.”

As the millennials would say, “Way harsh.”

Business travel can be managed so that it works well for working moms and their families. (In the interest of full disclosure, I traveled extensively when my children were young.). It takes some planning though. Today’s suggestions focus on the home part of the equation:

• Negotiate the parameters with your partner or whomever will care for the children when you travel. Discuss the amount and kind of business travel you will do ─ short hops or coast to coast? Trips that are planned well in advance or those that pop up at the last minute? Consider how you will balance the challenges your travel will present to those who support you.

• Consider ways to minimize the impact your travel will have on your children’s routine. For example:

If you read to your children at bedtime when you are home, record their favorite stories so that your husband or whoever will be caring for them in your absence, can easily play the recording.

If you normally check homework, continue to do that. My kids learned early how to use the fax machine to fax their homework worksheets to me at the hotel. Then, we’d have a phone conversation to discuss. As they got older and technology got better, email was our method of choice to stay in touch.

• Remember that re-entry into the family even after a couple of days away can take a bit of time. If your kids are a bit stand-offish, try not to take it personally – after all, they are only children. Let them set the pace.

The ability to travel for work can be a huge boost to your career. Negotiating the ways to make it work at home is the place to begin.

TAGS: 2009 women's challenges, business travel

Again, thanks to all of you who have taken the time to complete our Thin Pink Line survey.  You have been entered into the drawing for a free coaching session.  In addition to the United States, we’ve gotten responses from women in Australia, Belgium, Brazil, Canada, England, Finland, France, Indonesia, Malaysia, Mexico, Singapore, and South Africa.  And guess what?  We share the same concerns across borders.  If you haven’t already, Carol and I would appreciate it if you would take the survey and forward it to your friends and colleagues along with this blog using the “share this” button below.  

In the next few weeks we’ll give you the results, but for today I want to address one of issues brought up by a number of women and that’s how to gain the respect of your colleagues and management when you’re a young woman working with older folks.  Here are a few tips to try out:

1.  Dress appropriate to the job not only appropriate to your age.  If you want to be taken seriously, then dress the part.  Don’t kid yourself – jeans, sandals, tank tops, and unusual hair colors may be in vogue outside of work, but they won’t add to your credibility — regardless of how others dress.  Invest in a work wardrobe that reflects the work that you do.  If you’re in entertainment, you can get away with more flare than if you work in accounting.  In any case, it’s best to err on the side of conservative good taste.  If making a statement is important to you do it with color and accessories.

2.  Act as if you’re on an equal footing with your older counterparts.  Don’t fall into the trap of acting like a little girl just because you’re the youngest woman in the company or in the room.  And don’t confuse your management with your parents.  You may not be as old as they are, but you are equal to them in terms of your professionalism.  Exhibit that by speaking up in meetings, making affirmative statements rather than couching your opinion in the form of a question, sitting at the conference table with your hands lightly clasped on the table not folded in your lap, and speaking loudly enough for everyone in the room to hear you loud and clear.

3.  Volunteer for assignments that will put you in front of key decision-makers.  Through association you will gain credibility.  Too often younger women avoid these assignments because they feel they won’t fit in.  View them as opportunities to develop your presentation skills and gain comfort with senior management.  You can’t do either by sitting at your desk.

4.  Don’t allow others to ignore you.  One woman who responded to our survey said when she speaks up others act as if she hasn’t even said anything.  You can overcome this dilemma by giving your opinion then asking if others see things the same way or if they have other input.  For example, “I believe we need to move quickly on this opportunity before the window closes.  Do others agree or have alternative ideas?”  This will increase the likelihood of getting a response.  If someone else takes an idea you put out earlier bring it back to you with a simple statement such as, “I’m glad to hear you agree with what I said earlier. Now, how do we move this concept further?”

5.  Join Toastmasters.  I’ve recommended this before because I believe it’s a great way to gain confidence.  They have chapters in cities around the globe and it’s well worth your time.  Small groups meet weekly, give presentations, and get feedback.  It’s also a good way to network.  It attracts people of all ages.

6. Use “aging” tricks.  In addition to how you dress, the use of make-up, eyeglasses, and hair styles can make you appear more mature.  Go to the cosmetics department of your local department store and ask for a free makeover.  Buy a pair of glasses with clear lenses.  Wear long hair up rather than down around your shoulders where you’re tempted to play with it or move it out of our eyes.  Every time you touch your hair you take a year off of your maturity (maybe I should touch mine more often?). 

If you have other ideas please share them with Thin Pink Line bloggers!

TAGS: getting attention, getting the respect you deserve, increasing credibility, Toastmasters

If you don’t think there’s bias in how the work of men and women is judged, consider this.  A scientist by the name of Ben Barres gave a highly technical and research-based seminar at MIT (Massachusetts Institute of Technology).  When it was over, one audience member turned to another and said, “Ben’s work is so much better than his sister’s.”  But Ben doesn’t have a sister conducting research.  Before his sex-change operation Ben’s name was Barbara and the audience member assumed Barbara was his sister. 

It’s highly unusual to get this kind of insight into how people’s perceptions of our work is so often based on our gender.  It’s why:

• Women use initials only a resume.
• Female authors use a masculine nom de plume.  
• Parents use “neutral” names for their offspring — names that don’t easily identify the child as a boy or girl (eg Chris, Jordan, AJ, etc.).
• Some companies entirely strip the name of the candidate off of the resume before reviewing

I’m not saying you have to go to any of these extremes, but I do think it’s important to recognize bias of all kinds — whether it’s gender, racial, ageist, homophobia or other —  is often subtle, unconscious, and difficult to exterminate.  We all have the obligation to acknowledge that we are biased then work to compensate for our biases.  As I used to tell the participants in diversity training programs, “It’s not a bad thing to have a bias.  It becomes a bad thing when you make decisions about others based on it.”

TAGS: bias, Gender bias, homophobia, racism

Do you believe that “a formal appearance on the job is important for career success”?

If you do, you are in the majority; And, if you’re between 21 and 29 years old, you are part of a generation of workers who believes it more than other age groups.

Source: Millennials At Work: Myths vs. Reality., March 2008, by JWT, a New York based advertising agency

I’m not sure how to reconcile this statistic with the clothing choices I often see young women making though. After all, as the old adage goes, dress for the job you want, not the job you have.

Some ideas about how to do this even if you aren’t prepared to spring for a whole new wardrobe:

• Look around your company. What are the executive women wearing? Take note, you can use this data to inform your own choices even if you are a lot younger and make considerably less money than they do.

• Ask a friend whose look you admire to sort through your closet with you. Follow his/her advice about what not to wear!

• Invest in a couple of neutral colored jackets you can wear with lots of different outfits. Jackets signal authority and will make you feel more powerful.

• Your shoes or boots don’t have to be Christian Louboutin’s but they do have to be clean, polished and well-heeled. Locate and frequent your local shoe repair shop.

• Ditto for your bag. Buy (or solicit as a gift) a serious bag to use for work.

People form an impressions of you in the first 30 seconds Make sure the impression they form serves your career interests well.

TAGS: career wardrobe, clothing, dressing for work