Why Men Have Stronger Professional Networks Than Women

Why Men Have Stronger Professional Networks Than WomenWhy Men Have Stronger Professional Networks Than WomenResearch indicates that the glass ceiling is firm. And the reason why may surprise you. Its bedrngnis your gender, its your network.Its been nearly half a century since the Civil Rights Act of 1964 outlawed sexual discrimination.Further legislation has been passed to root out sexist corporate-promotion practices and encourage diversity in the workplace. Womens groups have lobbied agencies and businesses to support and mentor female employees, and private enterprises have funded and cultivated programs to promote the advancement of women to the highest ranks.But in 2009 women hold just 20 percent of the senior management positions in American businesses, according to the 2009 International Business Report by Grant Thornton. The glass ceiling remains firmly, invisibly, in place.But what is responsible for the invisible barrier that allows employers to pay lip service to diversity but promote men to 80 percent of the senior management positions?New research suggests that fewer women reach those jobs than men because they are less likely to hear about available positions from coworkers as early as their male counterparts.Both men and women tend to circulate the good nachrichten about job openings or opportunities when they hear about them. But looking at the quality of the job leads in terms of pay and prestige women get poorer quality leads from other women, said Lisa Torres, a George Washington University sociology professor who studies the hiring and job-search process in corporations. Men tend to be in the top positions in organizations so, structurally, theyre in a position to hear about job openings or opportunities when they arrive, and circulate those to their networks.Birds of a feather flock together.The problem is not a failure in the career-development or job-search acumen of seasoned female professionals and certainly not a statement on the qual ity of the candidates, Torres said. It has mora to do with the people with whom men and women feel most comfortable associating, she said.Torres and Matt L. Huffman, sociology researcher at the University of California-Irvine, studied groups of men and women and tracked census data to identify patterns in the way the sexes network. The researchers detailed their findings in a 2002 study, Social Networks and Job Search Outcomes Among Male and Female Professional, Technical, and Managerial Workers, published in Sociological Focus.They discovered that both men and women tend to build networks comprising people of their own gender - a process known scientifically as homophily and colloquially as birds of a feather flock together. But women tend to recognize the tendency and try to overcome it - building networks made up of about 50 percent men - while mens networks included very few women, Torres said.According to Torres and Huffmans theory of social networking Because men hold 80 pe rcent of the jobs in senior management (a figure that has been steadily declining), they are more likely to hear about job openings at the senior-management level. Men pass the news on to their mostly male social networks, and it is likely that news about the job opening reaches women only after it has reached and passed several men.Who is in your network?It isnt just a matter of being connected, said William Bielby, a professor emeritus of sociology at the University of Illinois at Chicago. It matters who those connections are.Bielby is a leading researcher in race and gender bias. He has been called upon as an expert witness in sexual-discrimination and bias lawsuits involving WalMart, FedEx, and Johnson Johnson. Bielby said the professional networks women build fail to deliver the same job leads as men because of whom they choose to include.Research into how men and women form professional relationships at work shows that women tend to be more effective at networking - at least as far as the size and cohesiveness of their professional networks are concerned, Bielby said. But that breadth still does not overcome the concentration of power in male networks.Women have tended to be better connected overall, but they and many of their female contacts tend to work in more female-dominated jobs, Bielby said. So their networks may be wider but not reach to as high a level as mens, who tend to be better connected, particularly in getting professional news, to more high-status people.Access is only part of the issue, Torres said. The rest is an often unconscious decision about who is the most appropriate target for a tip.You might tell a male colleague about an opportunity thats very high demand or involves a lot of traveling, she said, but not a female friend because you know she has family concerns that might make that more difficult.That may show sensitivity toward a colleagues personal situation, but not one that allows that colleague to make up her own mind ab out whether the job is too high stress or the travel requirements are too great, Bielby said.Gender biasWhile men hold 80 percent of senior management jobs, the gap in income is less severe. According to Huffmans review of 2000 census data, women in senior management earn salaries that trail mens by only 9 percent.The gaps persist most notably in access and perception, Torres said.For example, in technology companies - which, like financial services, tend to be male dominated - men are 2.7 times as likely to be promoted to top technical or managerial positions than women they are far more likely to be viewed as competent and are four times as likely to have a partner who takes on the bulk of responsibility for home and family, according to a 2008 study by Caroline Simard, director of research at the Anita Borg Institute for Women and Technology.A third of women in technology companies deliberately delay having children to pursue career goals, and far more women than men are likely to believe extended work days and a lack of sleep are necessary to achieve success, the study concluded.Even without gender bias, the greater number of connections men have to higher-level contacts make it more likely theyll hear about a particular opportunity than even a woman with the same background and similar contacts, Torres said.And the higher up the ladder a candidate goes the more likely unconscious bias about race, gender or competency is to intrude on the decision-making process, Bielby said - especially in something as informal as a job reference.Passing on a job lead is ultimately an exercise in subjective judgment, Bielby said. So when someone is thinking whom to tell about an opportunity - and that decision is often made unconsciously in just a split second - it may be stereotypes of what men or women are competent that makes you more or less inclined to tell a specific person.We like to think were beyond those days where stereotypes matter, but were not that far removed from it, Bielby said. In my experience during financial-services litigation, for example, even with brokers who work only on commission, youd think there couldnt be any bias there because the numbers tell the story. But the real issues were not the commission formula, it was in the soft decisions made about how do distribute leads or referrals and the accounts of people who leave.Farther down the ladder, its easier to quantify levels of performance, Torres said.As you get higher, the judgments invariably get more subjective. Thats one reason there is still quite a pay gap between men and women in similar jobs, she said. As you get higher on the ladder, job performance is based more on evaluation and subjective assignment. A woman lawyer may handle more cases, but are they the big cases? I may produce more as a knowledge worker, but is what you produce really first tier compared to someone else?Trying to legislate or organize job references to eliminate gender bias is not a g ood idea, Torres and Bielby agreed. That would just squelch the process altogether.Overcoming the gender networkIf women want to equal the effectiveness of male social networks, they need to emulate the men in those networks, said Torres. If male-dominated professional networks are passing jobs leads to other men before women, women should put themselves in the path of those leads, Bielby said. Women must add more men - especially high-status men - to their professional networks. Furthermore, they need to make their interests and competencies as clear as possible, he said.The basic insight about how job leads are passed along, which has been around for years, is that they come through weak ties - acquaintances or friends of friends, who we dont necessarily know that well, Bielby said. When you pass along a job lead, often thats based more on assumptions about someone you only know vaguely than anything specific about them.What you can do, he added, is cement that connection by fo llowing up with specific information about what kind of job youre looking for or sending a resume or link to a Web page with that information.

Flexible Retirement Jobs Now Hiring

Flexible Retirement Jobs Now HiringFlexible Retirement Jobs Now HiringAfter years of juggling your career with your other obligations, interests and passions, its time to change the focus of your day-to-day and truly embrace retirement. The problem is that nothing quite prepared you for this. How do you adjust to a calm and quiet lifestyle, plus that wide open calendar, when you are accustomed to being on the go all day?You want a job that gives you the rewards of work a chance to meet new people, earn some spending money and get the satisfaction of a day spend productively. But you dont want a stressful job. Youve graduated from that. Now its time for a fun and flexible gig, like these Marina Dock Assistant Average Full Time Salary $16,000Work outside near the water facilitating the rental of boats and other marine recreational vehicles. In addition to working with the public, professionals in these jobs usually help maintain the inventory and the facilities. Marina jobs are at thei r busiest during the tourist seasons and on weekends and holidays. In some regions they are only available during limited times of the year.Search Marina Dock AssistantjobsGym Staff Average Full Time Salary $57,000There are a range of positions that fall under this category, from assisting members checking in for their workouts to helping to keep the facilities in tip top shape. Theres always a need for help in commercial gyms and non-profit community wellness organizations. Some niche areas may include working in the babysitting room or helping to prepare facilities for classes. These are vibrant and exciting work environments that may prove perfect for your new career. Search Gym StaffjobsLibrary AssistantAverage Full Time Salary $38,000The library is both a bustling cultural meeting place and an oasis that invites researching, reading and learning. Libraries offer a range of programs to entice infants, toddlers, teenagers, adults and older patrons. There are a host of ways to app ly your schills, from working the circulation desk to reading books to children. Theres never a dull moment in the library.Search Library AssistantjobsTour Guide Average Full Time Salary $40,000Wineries, breweries, ski slopes, museums, farms and factories all need compelling speakers to keep their visitors engaged while they learn about the facilities. If you have the gift of gab and you love working with the public, this may be just the right role for you.Search Tour GuidejobsBarista Average Full Time Salary $16,000Learn the tricks to brewing all those enticing beverages that for years youve sipped with colleagues, customers and friends. Its fun to be on the other side of the counter and work a job thats fast-paced and social. Search Barista jobs

Free Executive Chief Executive Officer Resume Template

Free Executive Chief Executive Officer Resume TemplateFree Executive Chief Executive Officer Resume TemplateIf you are applying for an executive position, you will need to craft a strong executive style resume if you want to get hired. These resumes are for individuals who have obtained high-level positions within a company and possess at least two decades of experience. This styles professional language and emphasis on experience means that it may not be the best choice for entry-level workers and individuals working in the creative fields. The executive chief executive officer resume template and the tips listed below can provide you with some direction the next time you are writing your own resume.Create ResumeCustomize ResumeWhat to Include in an Executive Chief Executive Officer ResumeAn executive resume, as the personenname implies, is the best type of resume for executives and other established corporate leaders. Unlike the other resume types, which can be utilized by the majo rity of workers, executive resumes should only be used by individuals with at least 20 years of work experience. When writing an executive resume, individuals should be sure to use professional language and formatting. Despite the fact that most executives possess over two decades of work experience, you should only provide details about the last 10 to 15 years of your career.Common Resume Fails Mistakes to AvoidIncluding Irrelevant Information When writing an executive resume, you should only include information about your career over the last one and a half decades. Do not provide information about older jobs or jobs that do not relate to your executive management background.Lying and Embellishing Looking for a job can be difficult, and at times, you may be tempted to bend the truth. This is a bad idea and one of the quickest ways to ensure that you dont get the job. Be honest and open about your work history.Too Little Information When writing an executive resume, you will need t o extensively discuss your skills, qualifications, and professional background. If your resume lacks information that the reader deems necessary, he or she will not be able to fully evaluate your potential.No Results As an executive, you should emphasize your ability to set goals and generate positive, tangible results. Companies only want executives that are capable of being proactive and achieving corporate goals.Resume Content Charles Martin 10362 Wakefield Avenue, Scarsdale, NY 11111 555.790.1420 cmartinmail.com Summary Experienced and multitalented operating executive seeking challenging and dynamic leadership role in the pharmaceutical industry. Results-oriented and capable of increasing revenue and implementing growth policies. Vast knowledge in absatzwirtschaft, finance, management, and operations, with a strong desire to positively represent the company brand. Successful 23-year history of directing others and exceeding company expectations. Highlights Leadership skillsStr ategic planningOrganizational restructuringContract and deal negotiationPartnership developmentStrong communicationFinancial analysis and reportingCapital raisingRevenue growth and management Experience Chief Executive Officer H K Pharmaceutical Solutions New York, NY 7/1/2003 Present Oversee team of 60+ pharmacists, accountants, chemists, and other professionals. Communicate long-term growth goals to team, department president, and CEO. Compile financial reports and statements for corporate headquarters. Assist other executives with the development and implementation of marketing campaigns. Foster close relationships with external clients and research firms. Travel to corporate branches in London, San Francisco, and Amsterdam to ensure adherence to company policies. Secured equity funding worth $8 million from various private banks, an increase of 27% over last quarter. Implemented marketing campaign that increased sales by 17% and revenue by 32% in five years. Facilitated $27 million acquisition of state-funded medical research facility. Personally secured 12 accounts with private, academic, and government health organizations worth $24.9 million. Education Master of Business Administration (MBA) Columbia UniversityMaster of Science in Chemistry Johns Hopkins University

8 Signs Your Boss Sees You as a Leader- The Muse

8 Signs Your Boss Sees You as a Leader- The Muse8 Signs Your Boss Sees You as a Leader- The MuseIts natural to wonder Whats next?- or, more accurately, when youll climb to the next rung on the ladder in your career. In an ideal world, your boss would just tell you whenever youre making moves in the right direction. But its not an ideal world, and for a variety of reasons, a manager doesnt always tell a direct report he or she is a rising leader. So, you may have to find otherbei signs that your company believes in you and your potential for growth. Sure, being assigned a leadership coach or getting invited to attend a specialized program for management are obvious indicators. But there are other, more subtle signs that might be equally telling. 1. Youre Asked to Do Weird JobsEvery organization has a set of core tasks that people at different levels perform, but most companies also get one-off projects that they willingly do to satisfy a key customer or as an experiment in a new cate gory. Being asked to work on something without a roadmap is often a vote of confidence.Keep in MindIf youre asked to do a task that falls outside your job description, say yes and show youre willing to take on additional projects. (Unless, of course, you dont have the expertise, support, or bandwidth.) But if you can, and fitting it in will just be a little outside your comfort zone, see this as opportunity to show how you can stretch.2. You Notice That People Come to You for HelpTheres a big difference between being good at your job and good at helping others do their jobs- and a lot fewer people are good at the teaching and mentoring aspect. If people are coming to you, they either figured out you excel at something , or they were sent to you as a knowledgeable resource. Either way, its a good sign. Keep in MindWhen people do ask for your assistance, dont do the job for them- instead show them how you think about the task and help them find their own path to be successful. This ap proach demonstrates that youre management material, someone capable of making good people great.3. Youre Sent to Help OthersThis move is a frequent favorite among some managers. Lets say your colleague is trying to untangle a complex mess and it looks like he wont make a looming deadline. Your boss asks you to help out, which is really shorthand for this person is struggling and I dont have time, would you please make his problems go away? Keep in MindAgain, dont just roll up your sleeves and fix everything. Listen to your co-workers perspective and then report back to your supervisor with a constructive solution that gets the work done- and allows your colleague to keep his job. 4. Youre Invited to More Brainstorming SessionsBehind just about every successful initiative or program is a group of people who were invited to think about it before it began. Being invited means your manager values your opinion.Keep in MindThese arent problem-solving sessions, they are thinking sessions, so dont assume your job is to know all the answers. In a thinking conversation, its more important to help zero in on the important questions than it is to have all the answers.5. You Get More Direct, Critical, and Precise FeedbackThese comments says a lot. If you work in a feedback culture and have been flagged as a leader-in-training, expect people to be more attentive to how you work, not less. Keep in MindYou might find that some of your managers critiques feels too picky or hard to act on. Dont worry (yet), just take it in and listen to it. This kind of conversation is almost always a gift, so receive it that way. Look for the kernel of truth that you can learn from and use. You dont have to agree with everything you hear, but you do need to avoid getting defensive. Practice listening and saying thanks.6. You Feel More NeglectedI know, this is the polar opposite of being inundated with feedback, but you might experience both pretty close together. Youll feel flooded with critic al comments one week, then completely ignored for the next month. Sometimes, bosses want to see how proactive and self-starting their future leaders are. Those who need less care and feeding may have the edge over those who need constant reinforcement and direction to be productive. Keep in MindIf this situation sounds familiar, make a point to provide your manager with semi-frequent but very brief updates that convey the message Im doing fine, but I wanted to keep you in the loop on important projects and milestones Im working toward. 7. Youre Invited to Join a gruppe That Doesnt Have a BossBoss-less teams are more the norm today than ever before, but thats because management has usually seen someone- or multiple people- on the team with strong leadership skills. So, they know that leadership will show up within the group when its needed. Keep in MindBe the person who knows how to work well with others and who can act like a boss or a follower. Assume there are others in the group who are doing the same thing.8. You See Shifts in Your Relationship With ManagementYour boss may be moving away from spending as much time with you because youve been slated for a promotion and are leaving her group, or her manager may be spending more time with you to get to know you before you are moved into a new role thats closer to her. The shift means something. Keep in MindYou dont necessarily need to know whats happening, just roll with it and if you are confused, mention it as an observation that needs clarification- not a complaint. The best training comes from doing real work, in real life and real time. Its difficult and potentially dangerous for your boss to say, Hey, you are a leader-in-training because of the expectation and pressure it sets-up. But if you are being noticed for your managerial skills, there will be signs All you have to do is notice them.

Mythical Answers to Resume Content Exposed

Mythical Answers to Resume Content Exposed If you are searching for a position in a different niche, a functional resume can demonstrate you have the critical skills necessary to be successful. Be realistic about what you need to be aiming for in your career at this time. There are several ways to structure your resume. Understanding how to tailor your resume will obviously provide you an advantage. The Unusual Secret of Resume Content To learn more on what it requires to be a Content Manager, take a look at our complete Content Manager Job Description. Computer skills are particularly important to note. You desire an entry-level job for a web content writer. For inspiration, take a look at the subsequent Data Analyst resume sample What Has to be Done About Resume Content In relation to the layout, its very important that every work listed is visually separate from the others. As part of picking the best resume builder, consider whether it provides you with the flexibi lity to modify section headings. Within the next step you pick a layout. You dont need to invent a totally new layout. Other skills you can have acquired without ever doing a course might be of interest to a recruiter. List all the education and training which you have received that is connected to the job which you are looking for. You must also chat about past experience. Your experience should address every essential qualification in the job announcement. Include an objective whenever you are pursuing a particular job goal and when you know the precise title of the position youre applying for. To begin with, select professional accomplishments pertinent to the position youre applying for. A starter collection of skills you will need is just below. Finally, youll still require solid resume content to truly sell yourself to employers. The Meaning of Resume Content Resume writing for nurses should not be an additional struggle. Resume writing can appear intimidating, particularly if youve never done it before. Functional resumes are excellent for highlighting transferable skills that are going to be applicable to your new field of work. Chronological resumes arent the ideal fit for fresh graduates since they dont have a lot of knowledge in the very first place. Because web content managers work mainly with computers, you will want to incorporate a wide selection of technical abilities and qualifications. If you dont have a lot of experience but have diverse abilities, you may want to look at a combination resume. Choosing which to use depends upon the kind of job which you are applying for and your degree of experience. There are three sorts of resumes, each with its own benefits and pitfalls. The Pain of Resume Content Also, be certain youre using strong verbs. There are a couple of general guidelines for showcasing your experience and abilities on just a couple of pages of text. When youve reviewed resumes in your field, peruse resume s across fields to learn how to vary the usage of action verbs and receive a feel for what makes an effective accomplishment stellungnahme. Resume Content Ideas Therefore, its not a fantastic notion to take an internship as an effortless thing. By then, youll have used Big Interview to prepare and practice so you may talk about your reasons in a constructive and professional way. Our final bit of resume advice is straightforward, tell your story. The solution is it depends. Resume Content - the Story Your purpose is to land an interview by giving the employer a compelling summary of the job abilities and experience that make you a nice candidate. The objective statement only explains what sort of nursing job youre seeking. If youre attempting to obtain work in accounting or finance you require averystrong resume. Your objective tells a prospective employer the kind of work youre currently pursuing. It can be useful to check at job boards to find out what technical skills employers require. When you have skills which are no longer utilised in the business, considering removing them from your resume. If youre targeting work beyond the defense arena, youll need to civilianize your military language to demonstrate your abilities and experience match the employers needs. Resume Content Ideas Recruiters also like to visit a contact person and a telephone number here, because it makes it effortless for them to confirm your experience and receive an opinion on how you performed. The heading is an easy approach to introduce your basic info. Resumes are rather predictable in features and data, but some choices need to be made. Choosing Good Resume Content Be sure your resume demonstrates that youve got the communication and project management skills required to undertake big projects and you have an established reputation for working closely with clients. Experienced Professional Resume An expert expert security guard is a person who has about a deca de of experience in the business. Federal jobs often need you to have experience in a special type of work for some period of time. Your resume should demonstrate that youre capable of coordinating projects and supervising different employees, in addition to display your capacity to work with clients.

How Your Small Business Can Deal with a New Competitor in the Marketplace - Spark Hire

How Your Small Business Can Deal with a New Competitor in the Marketplace - Spark HireWhen youre a small business owner, a new competitor in town can feel menacing. However, just because some competition pops up in the marketplace, doesnt mean that your own company is doomed. Utilize these strategies in order to neutralize the threat and keep your business moving forwardDont immediately slash your pricesFor some business owners, the natural instinct is to slash prices as soon as a new competitor pops up on the horizon. The thought is that this will make you most desirable to your clients, giving you the advantage. While you certainly want to make sure that your prices are competitive, making them as low as possible wont necessarily ensure that your business thrives, and can actually end up hurting you in the long run. Instead, focus on the quality of your product or service and strong marketing efforts.Dont talk smack about your competition to your customersFight the temptation to go around talking smack about the new guy in town to anyone who will listen. Even if what youre saying is true, this makes you look unprofessional. It also shows that youre threatened by the presence of this new business. Instead, focus on highlighting the positive attributes of your own company, only talking about the competition when asked.Find your nicheWhen new competition pops up, it simply means that your business needs to find its niche. Yes, there can be two coffee shops in the same town, as long as youre offering different kinds of coffee or different experiences. Differentiate yourself from your competition and youll find that your client kusine wont shrink just because theres someone else in town offering something similar.Take an honest look at your processUse this time to get honest feedback from your customers and potential customers. What are you doing well? What could you be doing differently? What service could you offer that would really benefit your clients? By doin g this, youre making yourself invaluable to the people you serve.How did you handle the presence of new competition in your area? Let us know in the comments Image Rawpixel/BigStock.com

What to Avoid as a Manager When Giving Orders

What to Avoid as a Manager When Giving OrdersWhat to Avoid as a Manager When Giving OrdersMany people believe that to be an effective manager you have to give orders to the people on your team or in your department. They are wrong. Orders should be reserved for emergency situations. Instead, offer direction and encourage employees to define the best way forward through the use of open-ended questions. Orders Stifle Critical Thinking and Reduce Creativity When you give orders, you tell someone to do something. Put that file on my desk,is an order. So is, Put Roger on the late shift.When you give an order, you do not allow the other person any latitude to think about what to do or how to do it. All they can do is comply with your order. By doing this, you are suppressing creative and critical thinking and problem-solving and stifling learning. Instead of giving orders and telling someone what to do, good managersoffer direction and provide high-level instructions. Instead of tellin g people how to do something, you tell them what you want to be done and leave the rest up to their efforts. The Power of Asking for Input A mora effective approach than issuing orders is to describe the work to be completed and ask for ideas and input. Most people prefer to have some degree of control over how they complete their work. Your role asa manager is to describe the end goal or target. You own the What however, where possible, delegate the How to encourage buy-in and stimulate creative thinking. When you tell an employee what you want to be done, instead of giving an order, you give them the freedom to come up with their best way of completing the task. They are challenged to think for themselves and even to think creatively. While their ideas may not always match your view on the best method to complete the assignment, it is important to recognize there may be multiple effective methods to get the job done. Perhaps the employee will come up with a better approach. Le arn to present new assignments as challenges. Describe the underlying problem to be solved or the opportunity to be realized. If possible, describe the goals for the assignment. And then, draw upon one of the managers most effective questions How do you want to go about tackling this assignment? Use follow-on questions, including What do you perceive are the different approaches to completing this assignment?Which of the possible approaches do you perceive you will take?What are the benefits of your approach?What are some of the kompetenzprofil risks?What help will you need from myself or others? Your open-ended questions are empowering for your employees. Instead of requiring them to conform to their perception of your method, you are encouraging them to think broadly about the task and the implications of the different approaches. Your willingness to let them select the approach shows that you trust them to make good decisions. Your challenge to think through the potential risks i ncreases their possibility of avoiding or mitigating those risks. Do Be Specific About the Intended Results Orders are generally very clear while describing the task and desired results leave room for interpretation. So when you give instructions instead of orders, you need to explicitly define the intended results. Instead of saying, Id like you to review the past months data and get back to me on it,be more precise. For example, you could say Please review the past months data. Ideally, I would love to hear your analysis of the data and recommendations for how we should proceed.The management team is looking for our ideas on the new project investments, and your efforts here are critical to this initiative. The meeting is on Thursday, so if you complete this by Tuesday, it gives us time to talk through your findings and recommendations during our weekly meeting on Wednesday morning. Thanks When setting direction, always highlight What you are asking for.The use or context of t he assignment.The intended outcomes.The time-frame or as needed, specific due date.Your appreciation for the individuals efforts. When Orders are Acceptable Exceptions to the Dont give orders rule include situations involving emergencies or the health or safety of individuals. The right orders at the right time can save lives, prevent injuries, and stave off potential disasters. From military to law enforcement to firefighting or the hospital emergency room or surgery suite, there absolutely are situations where direct orders are required. However, if your environment is less volatile than those situations, use orders sparingly. The Bottom Line Your job as a manager is to get things done. However, it also means getting things done through others. When you give orders, you limit the group to your level of expertise. When you give instructions, you let the employees contribute whatever they can. The next time you start to give an order, give instructions instead. Tell the empl oyee clearly what you want to be done. Let them figure out how to do it. It is a better solution for both of you.

The older the woman, the wider the gender pay gap

The older the woman, the wider the gender pay gapThe older the woman, the wider the gender pay gapWomen at every age earn less than men of the same age, but the gender pay gap is far wider for older working women.Newdata from PayScaleshows that women age 45 and older earn 70 for every dollar that men earn, before adjusting for factors like experience and industry. By comparison, women age 30 to 44 earn 78 for every dollar men earn, and women in their 20s receive 83.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe older women get, the wider the pay gap becomes. Women ages 55 to 64 earn just 69 for every dollar earned by a man, and those 65 and older take home only 65 compared to men.When researchers adjust the data to account for factors like job titles, industry, and experience, the pay gap shrinks markedly For women over age 45, that apples-to-apples pay gap is only 97.But thats not necessa rily a good thing. That gulf between so-called controlled and uncontrolled pay gaps represents what PayScale calls the Opportunity Gap- societal and business forces that keep women in lower-paying jobs and industries while men continue to advance and earn more.Women are opting out of- or being excluded from- some of the highest-paying industries, such astechnology, where women make up just 29% of workers, and theyre not being promoted into management as quickly as men are.When workers are in their 20s, the report finds that three-quarters of both men and women hold non-managerial jobs- what youd expect early in a career. But by age 45 and above, 30% of women are managers or supervisors, while 38% of men are. In that age group, only 3% of women have become executives, vs. 8% of men.The gender pay gap gets talked about as if its a single number or a single problem, but there are so many issues that contribute to why these gaps exist, says Lydia Frank, PayScales vice president of conte nt strategy.In addition to earningfewer promotionsand smaller raises, women are more likely than men are to taketime off from work to care for family membersthroughout their careers. Over time, that absence contributes to the widening pay gap.In anearlier study, PayScale found that workers who took at least a year off from a job earned 7.3% less on average than similar employees who did not take a break.While some of the solutions to the pay gap may have to come from company policies and regulatory changes, there are ways you can make sure youre being paid a fair wage throughout your career.Know your valueAt sites likePayScaleandGlassdoor, you can get hard data on the market-rate salary for your position, vital ammunition when negotiating for raise. If your manager mucksmuschenstill says no, dont let the conversation end there.Its okay to ask questions, Frank says. If it has something to do with your performance, you want to understand what you can do better, and when you can follow up on the conversation.Keep one foot in the workforceSometimes taking time off to care for a sick parent or to help with new grandchildren is unavoidable, but try not to put your career entirely on the backburner.Continue to network and consider taking on some gig economy work while youre caring for family, so that companies can see youre still up to speed when youre ready to come back.Seek out companies dedicated to gender equityA growing number of companies are committing to closing the pay gaps within their ranks. Look for firms that are publicly discussing their efforts to do so.One good sign A diverse C-suite and board of directors. If you look at an organization, and their entire executive team is white men, run, Frank says.This article first appeared on Considerable.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How (and Why) to Fire Someone From Your Band

How (and Why) to Fire Someone From Your gruppeHow (and Why) to Fire Someone From Your musikgruppeFiring a band member is a tough proposition. First, you have to be sure you even have the right to fire someone from the band and continue on using the same name and material. Dont assume this is the case, because there may be legal issues involved. As much as no one likes to fire a co-worker or bandmate,sometimes it has to be done. Theres little you can do to make it sound like great nachrichtensendung to the person getting the boot, but there are things you can do to lessen the fallout and protect yourself and the band.? Before you take the step, make sure its worth it. Is the person leid showing up for rehearsals? Is their behavior toxic to the rest of the group? Maybe theyre not up to the job musically, or, perhaps its just a personality conflict that cant be resolved. 1. They Dont Show Up for Practice Bands have different approaches to practice depending on their schedules and m usic goals. The important thing is that youre all on the same page with how things are done in your band. If the rest of you are absolutely committed to making regularly scheduled rehearsals and working hard while youre there, but your bandmate isnt, then youve got a problem on your hands. Their lack of commitment to practice is likely to spill into other areas of your music. 2. Their Behavior Is an Issue Do you have someone in your band who is forever picking fights at venues, showing up late to important appointments, and overindulging in music biz excesses at the expense of the work youre doing? This kind of bad behavior may seem very rock and roll to them, but in reality, theyre making you look bad and giving your band a reputation that could impact your chances of getting new shows, attractingmanagersandagents, and so on. If youre getting kicked out of every venue youre showing up to play, its time for a little damage control. 3. Your Band Is Their Side Project When you re getting started as a band, its not uncommon to bring in musicians who have other projects going on. Thats fine, but that sort of relationship has its way of running its course. This band member may get so excited about your music that your band becomes their main thing, or they may be already so committed to another act that youre always going to be second fiddle. If things start happening for your band - like getting big touring opportunities or a deal - then you need someone who can be on motherboard with the project all the way. If youve got someone who just cant, youre going to need to find someone to fill their shoes, no matter how big. 4. Theyre Not Up to the Job Not every musician is a fit for every band. If youve got someone in your band who isnt musically up to snuff when it comes to playing your songs or who simply excels at things your band doesnt really need, theyd probably be happier playing with a different group - and youd be happier with a different musician playing your tunes. 5. You Just Dont Work Well Together You may think that you can tolerate someone because oftheir skill, but in the long run, skill isnt enough for a band to succeed. It takes commitment to the band and each other. It takes mutual respect. If youre a new band building your music career together, you dont have to do it with people you cant stand. Now is the time to build a band you can go on this journey with, and its just easier if you all like each other and support each other. Its not going to get easier to get along once deals and money and big decisions start entering the picture. Things to Do Before You Fire a Band Mate Once you know that youre readyto part ways and let your bandmate go, there are a few things you need to know before you have the talk. Make Sure You Have the AuthorityIn most cases, you cant just show someone the door. Depending which member of the band is being fired, the rest of the group might not be able to continue using the same n ame and songs. If the person youre getting rid of has some claim of ownership of the band, a founding member, for instance,you may be looking at more of a band break-up scenario than a straightforward firing. Youd be free to continue on with the rest of the band, but you may be playing under a different name and with new material. You cant continue to use someone elses creative work while cutting them out of it unless its clearly spelled out under a band contract. Check Your Band ContractIf you have a contract, it almost certainly deals with situations like firings and acceptable reasons for termination from the band. If youve got the agreement, you have to abide by it, but the contract may allow you to fire a so-called key person for a cause stated in the contract and continue using the name and the music- with the requisite compensation, of course.Check Your Record DealIf you have a record dealand the person you want to fire person is specified as a key member in that record deal, you risk the label dropping you. The label believes this member isso important that losing them would result in a different band from the one they signed. This is usually the case with a lead singer. For example, if U2 fired Bono, they would definitely have a label problem. But a key member can be any band member that your label views as critical to your project and public image. How to Make the Firing ritterlich Financially The financial complexity of firing a band member depends on where you are in your career when the firing takes place. If theres no money coming in and no deals about to be signed that this musician helped you obtain through their talent, work, or connections, then it may simply come down to putting down a little good faith cash if, say, the departing member was the one who always paid for the beer. On the other hand, if youve got a record deal, albums that are being sold, licensing income being generated on songs this musician helped write, then things can get messy. If youve got a contract, youll know exactly how to deal with the situation. But if you dont,discuss the issues and hammer out an agreement in writing. This is especially Ditto if this person invested a lot of money in the band and should be paid back. If it gets too complex or too contentious, get a mediator or lawyer involved to help you come to an agreement. Its easier to deal with this now than have it become something way messier down the line, like a lawsuit. Plus, its fair. How to Make the Firing Fair Personally Firing someone does not typically endear you to them. In a perfect world, the musician being let go will agree that this just isnt working out for anyone and move on- but that doesnt always happen. Try to convince the person youre letting go that its in both of your best interests to keep this whole affair as professional as possible. If you can, come to an agreement on how youll all address the questions that will come up. After the dust settles- and i t will eventually- what people will remember is the grace you showed in the situation. It will make you more attractive to work with. Treat the outgoing band member with as much respect as possible. If you owe them money, see that they get it. If they bought some stuff for the band, make sure they get it back. If you know of a gig that might be just right for them, pass it along. Do the Deed and Wrap It Up Dont prolong the firing process. Sit down, have the discussion and make sure youre clear about how any loose ends will be tied up. You may need to negotiate some things. If you do, put it all in writing. Thats the best and fairest thing for all parties, and it will let you both get on with pursuing your musical ambitions a lot quicker.