{"id":74926,"date":"2022-03-08T10:00:06","date_gmt":"2022-03-07T23:00:06","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?p=74926"},"modified":"2022-03-08T10:18:35","modified_gmt":"2022-03-07T23:18:35","slug":"breakthebias-from-insights-to-action","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/breakthebias-from-insights-to-action\/","title":{"rendered":"#BreakTheBias: From Insights to Action"},"content":{"rendered":"

At Bullhorn, we\u2019re fortunate to have diversity, equity, and inclusion (DEI<\/a>) as a core part of our culture, but are also self-aware across the organisation that there is much more to do. From the executive leadership team down, we have continued to make investments ranging from dedicated headcount for more accountability and ownership to our stated DEI goals, to time via sponsorship and mentorship from team members at all levels to monetary commitments both internally and externally to advance meaningful causes in this arena. These are all made with the intent that we continue to move from insights and beliefs to action and impact.<\/span><\/p>\n

In advance of International Women\u2019s Day (IWD), I had the chance to connect with several of my peers to get their perspective on this year\u2019s theme: #BreakTheBias. I asked them for specific examples or reflections <\/span>of actions<\/b> – big or small – they have taken or have experienced that have been impactful to help move the needle on the goals of IWD and creating a more gender-equal world. Here are some of their stories:<\/span><\/p>\n

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 <\/p>\n

Catherine Carangelo, VP of Marketing<\/strong><\/h3>\n

Push yourself (and others) outside of your comfort zone:<\/i><\/b> A few years back, there was an opportunity to move overseas and rebuild our international marketing team. Admittedly, I was not the type of person to put myself forward or take risks, but I recognised that I was overly dependent on my manager to help validate decisions. By physically making the leap across time zones, I was able to flex new decision-making muscles. And in doing so, there were several emerging leaders on my team who were challenged to do the same. Facing what makes you uncomfortable is incredibly challenging, but there’s a lot more to learn from it than by staying the course (for you, and for those around you).\u00a0<\/span><\/p>\n

Gretchen Keefner, SVP of Global Enterprise<\/strong><\/h3>\n

Say yes to mentoring: <\/i><\/b>\u00a0Leslie Vickrey, CEO of ClearEdge Marketing, always says if you see it, you can be it.\u00a0 While this is true, if someone can hear how you can do it, even better.\u00a0 As a mentor, not only do you get to share your \u2018how\u2019 and your story with someone else, but you also learn and gain an incredible amount from the process as well.\u00a0 There are many opportunities to participate in mentorship at Bullhorn and last year I participated in ASA\u2019s Mentor Match program which was a fantastic experience and something I will continue to commit to.\u00a0<\/span><\/p>\n

Nina Eigerman<\/strong>, SVP of Alliances and Business Development<\/strong>\u00a0<\/span><\/h3>\n

Stop fighting, you\u2019ve already won:<\/i><\/b> This was advice that Sheryl Sandberg gave to Ancestry.com\u2019s CEO Deb Liu. For me, like many women and minorities, it often feels like such a fight to be heard, to have an impact, to have others see my point of view – but often that \u201cfighting\u201d stance can backfire. This is hard advice to take, but when I do, I find that I am actually more effective and impactful. Bottom line: relax and lift up the voices around you.\u00a0<\/span><\/p>\n

Tamar Epstein, VP of Product Management<\/strong><\/h3>\n

Ensure you have a diverse panel for all candidates during the hiring process: <\/i><\/b>Representation is key when candidates are considering joining a new company or team. A diverse panel will both give the hiring manager a wider variety of different perspectives and opinions, but also helps make all candidates feel a sense of belonging. Including women in leadership in your panel can be especially impactful as it shows there is opportunity for career growth and advancement.<\/span><\/p>\n

Sarah Glass, VP of Customer Success<\/strong><\/h3>\n

Break down labels vs. behaviours: <\/i><\/b>I\u2019ve been in situations where both male and female colleagues have used gender as an excuse for behaviour. For example, early in my career, I had a female boss tell me to dress for a meeting so I looked older. I left thinking, would she ever tell a guy to look older? The intention was likely positive in that she thought \u2018looking older\u2019 would be synonymous with being taken more seriously, but I think it\u2019s important to go a layer deeper and understand behaviours vs. labels.\u00a0\u00a0<\/span><\/p>\n

Be mindful of overcorrection<\/i><\/b>: It\u2019s been encouraging to see the self-awareness built amongst many leaders as to how their actions might be considered by a wider group. However, I\u2019ve also seen people overcorrect in an unnatural way that sometimes causes more harm and awkwardness for all involved. I welcome the opportunity to have individual and educational conversations with my colleagues and then know that we can both move on without fear of damaging the relationships.\u00a0<\/span><\/p>\n

Michele Gough, VP of Quality Assurance<\/strong><\/h3>\n

Give the benefit of the doubt:<\/i><\/b> Be aware when people have obligations that come up, especially related to family.\u00a0 I approach the situation by giving the person the benefit of the doubt, especially if their quality of work isn\u2019t suffering.\u00a0 Sometimes people need grace with their schedules and I try to ask myself and my team how we can provide support.<\/span><\/p>\n

Acknowledge when someone is interrupted<\/i><\/b>: I shared some advice with my team that encouraged people to not only pay attention when someone is interrupted or talked over, but go back and ask them to share what they were going to say. My male peers agreed that this is important and recently I witnessed one of them exhibiting this behaviour in a meeting.\u00a0 It\u2019s a small but meaningful step to creating an environment where everyone\u2019s voice is heard.\u00a0<\/span><\/p>\n

Eleanor Longman, VP of Learning and Development<\/strong><\/h3>\n

Celebrate<\/i> <\/i><\/strong>women\u2019s achievements<\/i><\/b>: During performance management sessions or peer reviews, I work to elevate visibility for areas of some of our leaders on the team, especially women, that might not be as known to everyone like participation in Employee Resource Groups (ERGs) or broader organisational involvement. Further, I have worked to build mentoring relationships with growing leaders on our team to ensure they are also building the skills and getting the platforms to advocate for themselves and share their own achievements.\u00a0<\/span><\/p>\n

Don\u2019t default to being the scribe<\/i><\/b>: Although you might be the most organised in your peer group, do not inadvertently take on the role as scribe, or lunch orderer, or meeting clean-up, etc. as you might be more prone to think about those as being a thoughtful member of the team. Encourage everyone to take on equal parts in all aspects of the group meeting, even if it\u2019s considered tactical or easy for you.<\/span><\/p>\n

Kelley Morse, SVP, Human Resources\u00a0<\/strong><\/h3>\n

Don\u2019t make assumptions:<\/i><\/b> Often leaders will make assumptions or decisions as they believe they know how their employee or team will act, without ever speaking to them directly. For example, you might think someone who just had a baby doesn\u2019t have the ability to travel or take on an additional assignment. That\u2019s not a leader’s call to make.\u00a0 Put the opportunities on the table and let people make the decisions themselves.\u00a0<\/span><\/p>\n

Be authentic<\/i><\/b>: We\u2019re lucky at Bullhorn to value empathetic and genuine leaders. But unfortunately, I\u2019ve seen other scenarios where people still think that they need to try and emulate their male counterparts in leadership to be successful. I\u2019d encourage everyone to embrace your own authentic style of leadership to be successful in the long term.\u00a0<\/span><\/p>\n

Melissa Rosen, VP of Consulting Services\u00a0<\/strong><\/h3>\n

Challenge stereotypes<\/i><\/b>: When I hear feedback about women being \u201cmean\u201d or \u201cemotional\u201d in certain situations, I make a point to ask for more specific detail or context on the situation, especially in peer review or escalation situations with my male peers. Unfortunately, there still exists a lot of unconscious bias related to how men vs. women are perceived in some high-stress situations and I think it\u2019s important to challenge stereotypes if you see this type of discussion unfolding.\u00a0<\/span><\/p>\n

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I\u2019m quite fortunate to have a great support system – both professionally and personally, with male and female mentors. With that in mind, I\u2019ll add to the great recommendations from above with advice gained from my own personal experiences: <\/span>Leverage your network.<\/b> One of my mentors recommended that I read the book <\/span>\u2018How Women Rise: Break the 12 Habits Holding You Back from Your Next Raise, Promotion or Job\u2019<\/span><\/i><\/a> by Marshall Goldsmith and Sally Helgesen several years ago, and one of the common habits holding women back resonated with me and prompted me to change my own behaviour: <\/span>Just building rather than building and leveraging relationships<\/span><\/i>. There is something special about having such an engaged group of your work peers that can help you with actionable insights to make you and the broader team better. However, it\u2019s up to you to lean into these groups and opportunities, to be authentic and vulnerable so you are ready and open to receive the guidance and support that is sometimes right in front of you.<\/span><\/p>\n

With that, wishing you an International Women\u2019s Day surrounded by people and ideas that can help in your own personal growth or efforts to #BreaktheBias.<\/span><\/p>\n

 <\/p>\n\"Women<\/a>\n","protected":false},"excerpt":{"rendered":"

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McKelvey","image":{"@type":"ImageObject","inLanguage":"en-AU","@id":"https:\/\/secure.gravatar.com\/avatar\/be07dee27c4d251eb5ac5a3d6f168a9e2e2adabcad374a2ea02458f46367a591?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/be07dee27c4d251eb5ac5a3d6f168a9e2e2adabcad374a2ea02458f46367a591?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/be07dee27c4d251eb5ac5a3d6f168a9e2e2adabcad374a2ea02458f46367a591?s=96&d=mm&r=g","caption":"Leah McKelvey"},"description":"Leah McKelvey is RVP, Enterprise EMEA. Before joining Bullhorn in 2017, Leah spent nearly 9 years in marketing strategy and leadership for CareerBuilder\u2019s Staffing and Recruiting Group in North America. She then joined ClearEdge Marketing to serve in both business development and strategy roles for clients in the talent management ecosystem, from HR tech to staffing to MSP. Educated in the states, Leah earned her Bachelor\u2019s Degree from the University of Notre Dame and her MBA from Northwestern University\u2019s Kellogg School of Management. A travel addict with a severe case of wanderlust, you can find Leah on a plane or thinking about where to go next. Follow Leah on twitter: @LMcKelvey.","sameAs":["https:\/\/www.linkedin.com\/in\/leahmckelvey\/","https:\/\/x.com\/LMcKelvey"],"url":"https:\/\/www.bullhorn.com\/au\/blog\/author\/leahmckelvey\/"}]}},"grav_blocks":false,"card_markup":"<a class=\"card-resource\" href=\"https:\/\/www.bullhorn.com\/au\/blog\/breakthebias-from-insights-to-action\/\">\n\t\t\t<div aria-hidden=\"true\" class=\"card-resource__image-container\">\n\t\t\t<img class=\"card-resource__image\" alt=\"#BreakTheBias\" title=\"IWD22_1200x627_A_V1\" src=\"https:\/\/www.bullhorn.com\/au\/wp-content\/uploads\/sites\/3\/2022\/03\/IWD22_1200x627_A_V1.png\" \/>\t\t<\/div>\n\t\t\t<div class=\"card-resource__content\">\n\t\t\t\t\t<span class=\"card-resource__category\">Bullhorn News<\/span>\n\t\t\t\t\t<h5 class=\"card-resource__title\">#BreakTheBias: From Insights to Action<\/h5>\n\t\t\t<\/div>\n<\/a>\n","_links":{"self":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts\/74926","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/users\/153"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/comments?post=74926"}],"version-history":[{"count":3,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts\/74926\/revisions"}],"predecessor-version":[{"id":74932,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts\/74926\/revisions\/74932"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/media\/74929"}],"wp:attachment":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/media?parent=74926"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/categories?post=74926"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/tags?post=74926"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}