I laughed. I cried. I ate popcorn. That’s how we’re supposed to review movies right? I don’t know. I’ve never done one of these things so bear with me as I muddle through. Amazon Studios gifted MPLS MadWomen some tickets to an early screening of Mindy Kaling’s latest project, Late Night (sponsored post?) but I promise I will be fair and honest in my review as an unbiased *ahem* journalist.Read More
I want to preface everything I’m about to say with this: I work at an organization, with a male CEO and male superiors and coworkers who are supportive of the women who work beside them, myself included. We are empowered to do our best. I have never been made to feel like I could not do my job because I am a woman. Quite the opposite. I’m fortunate, however, working in an industry where women are the minority, I still face some challenges. So I wanted to share my experience with the social dynamics of being a woman working in a male-dominated industry.
I can pinpoint the point where I became “one of the guys” to my teen years. My desire to get boys to like me led me to become heavily interested in sports. As an adult, now, my love of sports and my passion for working in the sports industry is authentic, but it did originate from this place of wanting to be “one of the guys.” Working in a male-dominated industry, like sports, is like getting paid to be one of the guys. Fortunately for me, it works because I kind of am one of the guys. But as a woman, that only gets you so far.
I’ll admit that in my three plus months of working for a major sports team, I’ve been frustrated by the fact that there are things my boss (a man) can do simply because he is a man. My role consists of interacting with male athletes, many of whom are my age. My boss can form relationships with these athletes much more easily and quickly than I can because he’s a man.
Men feel more comfortable around men, just as women generally feel more comfortable around women. But I’ve always felt comfortable around men who were my peers, and sometimes made male friends easier than female friends. So in navigating how to get to know these new coworkers of mine, it was frustrating to see things unfold more easily for my boss than for me. Once I got over that (and myself honestly), I focused on finding different ways to connect.
I’m still a woman, and to a point, I do second-guess how I behave so I don’t give off the wrong impression, sometimes restraining myself in ways that are contradictory to who I am. It is incredibly frustrating to feel like you can’t act like yourself. So what do I do? Honestly, I stopped caring about how I came off to others and just acted like me. And it’s worked.
In that process, however, I’ve had to appear on my game all the time around these guys, so they know I take my job seriously and I’m not someone they can push around. Recently, my boss told me he had asked one of the players what the team thought about me. He said they thought I was great, but definitely didn’t put up their shit. I loved this answer.
This last weekend, I was on my second solo away game with the team and it was the first time I felt like they were 100% comfortable around me. I was so proud of that.
I know that I’m fortunate and have a resilient personality that makes being around so many men easier, and that this isn’t always the case for many women.
Is this fair? Probably not. It doesn’t really matter if it’s fair, because wherever we go, as women, we need to work just a little harder for the things we want anyway. And in the end, that works toward our advantage because women are so much more resilient as a result. So embrace the struggle and own who you are. Use it to your advantage. Be one of the guys and then add a flare of femininity and push those around you to be better.
In the end the girl who tried to be “one of the guys” to get guys to like her, authentically became one of the guys — one who loves her heels on gameday. My love of sports fueled my desire to work in sports and today, I’m working in my dream job.
/written by Gaby Lozada
/image by Abigail Keenan
What if you knew what your co-worker’s salary was?
More importantly, what if they were making $10,000 more, and you had both been at the same company and on the same team, and had very similar job titles? To top it off, your workloads were nearly the same for an entire year.
Would you know how to approach that conversation to ask for a raise?
If you don’t know the right questions to ask — and personally, I didn’t know for the longest time — you may end up not only feeling completely embarrassed, but more than anything, confused.
You don’t get to just walk up to your boss and say, “I’d like a raise because I know that Daniel is making $10,000 more than me and we’re doing the same job.”
Have you had weekly discussions with Daniel regarding what his work load is? If you don’t know what he’s working on, what he’s accomplished or his past experience, you may be in for a surprise.
One of the panelists talked about an instance where she received a job offer for a position similar to one her male friend held at the same organization. She asked him what salary was and she realized she was offered $10,000 less.
Of course, she asked why. They explained his education, background and experience were considered when they extended him an offer. Without skipping a beat, she connected her background to his experience and demonstrated that she was just as qualified as he was. They went through three rounds of questions and she was able to speak confidently about her qualifications and how they matched (or exceeded) his in each round.
What happened? They matched her counter.
I came away from this panel with a great deal of information. There were so many notes I could take as immediate action items — and nearly every topic covered was so powerful you could hear gasps from the crowd about once every 10 minutes.
“We tend to see our employees as competitors, not as allies. Your salary is an opportunity to go ask questions and raise concerns together.” -Adriane Brown
One thing I learned is that you should ask the company the salary range for the job. If you think that offer is too low based on conversations you’ve had with others in the same line of work, but you still really want the job, there are other ways for them to potentially match the compensation you believe you’re worth.
Any questions you aren’t comfortable asking your potential future boss, you should ask HR.
"Go to HR to ask the questions you may not be comfortable asking the hiring manager." -Sianneh Mulbah
Yes, that might be intimidating, but isn’t it worth asking?
You must be able to stand up for yourself and speak to your skills.
Additionally, if you’ve been at a company for an extended period of time and you haven’t had a raise in two years, document what you’ve done in your work that reflects how much you’ve grown in your skill set and in your role. It doesn’t have to be — nor should it be — strictly be about past work and the value you’ve added in your tenure, but rather how you see yourself continuing to develop your skills and add value to the company, your team and/or boss. Remember this part too: the company has chosen to invest in you to make sure you have the tools you need to grow and remain competitive. If you’ve been meeting the expectations of what is required of you, you know what to do.
/written by Rachel Ryan
A Note from MPLS MadWomen
We Aren’t Responsible for Closing the Gap, But Someone’s Got To
One of the most powerful things to come out of the panel were some takeaways on what we can do to help close the gap. Some were personal tips for negotiating and learning how we can ask for what we deserve. We’ve summed up some of these insights in a handy flowchart to help you know when the time is right to ask for more money. Take a look!
We also want you to know that we took Lisa Stratton’s advice to “get involved in the public policy arena to heart.” Earlier this year, we started connecting with legislators and groups like ERA Minnesota looking to do our part to get an Equal Rights Amendment passed in Minnesota. We’ll be rolling out more information on this exciting initiative in the coming months and we’ll definitely be needing your help, so keep an eye out for more on how you can join us in this important work.
Because I love a good theme day/week/month, I kicked off Women’s History Month with a lecture at the Hennepin History Museum. Professor Bill Green (maybe I also love nepotism) explored the life of Nellie Francis, an African American suffragist from Minnesota who fought for the rights of many marginalized communities. She worked tirelessly, not only to pass the 19th amendment, but to shed light on “the race problem,” establish anti-lynching laws, and protect workers’ rights.Read More
As women in the digital marketing industry, we are often told, before even entering the industry, to prepare to combat discrimination in a male-dominated field. We’re told by fellow women in the industry to prepare to fight harder to advocate for ourselves, to be firm in asking for the compensation we deserve, and to navigate concepts like sexual harassment and maternity leave, and how they could uniquely impact our careers as women.Read More
For some time now, the term mansplaining has helped us identify the condescending way in which an individual—most often male—explains a topic to another individual—typically a woman—on which she is already an expert. Now, 2017 has given us “hepeating.” A term to describe the level of clout given to a man presenting an idea over a woman who presented the same idea earlier.Read More