The Glass Ceiling Is Self Inflicted

Jian Ghomeshi got the fires burning this week on CBC Radio 1‘s Q with a discussion about whether or not the so-called “glass ceiling” women experience in the workplace is self inflicted. The specific question was: is motherhood to blame?

The answer is easy. Yes.

Dutch economist Heleen Mees argues the problem is that too many women prioritize motherhood over their careers. Yet, workplace management expert Penny de Valk says women should have a right to choose how they want to spend their life, and employers need to do more to accommodate them.
[source]

My wife came off maternity leave in January, she didnt get a job until this fall. Okay, fine – the economy is in a bad spot and getting a gig isnt easy for anyone. She had over a dozen years experience as a wine rep and was consistently the top seller in her company. She was the one shuffled in to rehabilitate territories when the other people in the company weren’t pulling their weight. She’s a people person, she’s good at what she does.

We moved from Vancouver to Calgary when she was pregnant – that was part of the trouble finding a job – she had no contacts here and the marketplace is very cliquey. Employers hired who they knew or their contacts knew.

Still, she fought on.

In each interview she would have to explain how she was coming off mat leave and was in a new city. And in each interview she was asked “who’s going to look after your kids?”

When I came for an interview in Calgary, nobody asked me who was going to look after my kids. Nobody asks me how I’ll be able to juggle marathon training with my work schedule. Nobody asks me what I’ll do if my kids are sick and there’s no childcare.

But they asked my wife.

Frankly, it’s none of their business and employers who ask that of interviewees are crossing a personal line that belongs in the same field as racism.

A new study shows that people with immigrant sounding last names are less likely to get a call for interviews.

According to University of Toronto researchers Philip Oreopoulos and Diane Dechief, applications submitted by people with English-sounding names are 47 per cent more likely to receive callbacks than those with Indian or Chinese ones in Toronto, 39 per cent more likely in Montreal, and 20 per cent more likely in Vancouver. [source]

It’s why a friend of mine changed his Persian first name to Tony on his resume.

Women in that wheelhouse of 28-38 experience that same prejudice. Employers wondering if they’re hiring a breeder who they will train just to see on the sidelines in 6 months, 1 year or 2 years.

My wife was in that breeding wheelhouse when we got pregnant. She was 35, the same month a promotion came open. She didn’t go for it knowing she’d be 6 months into the job before going off for a year. She missed her window of opportunity. Whe she came to work after our first she was only in the field for 18 months before heading off on mat leave again.

When she told her manager (the one who got the promotion she didn’t go for) that she was pregnant and taking leave, she was greeted with “well that was your choice.”

Her manager was a woman.

My wife has a job now with a company that values her. She’s underpaid, but is appreciated. She could be managing a territory the size of Alberta and overseeing a dozen reps, her intuition, sales skills, experience and understanding of her industry warrant it, but she’s slogging it in the trenches, trying to catch up with 5 years of motherhood.

Why do women not get paid as much as men? Because of those 3, 4 or 5 lost wage earning years. Those are years without raises. Those are years without work experience growing. Those are years where career opportunity is missed.

Don’t let anyone tell you the glass ceiling doesn’t exist, it does. It’s her womb.

The way moms are treated when they come back to the workplace (who’s looking after your kids? what will you do if they’re sick? are you having any more?) is wrong. A woman going for a job interview should be judged on her skills and experience relevant to that job.

But (and there’s always a but) should women who choose motherhood expect the same career opportunities and salary as those who don’t? No. And there’s nothing wrong with that, it’s just the way it is.

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Buzz

Buzz is married to Jennifer and has 2 sons. Zacharie was born in May 2007 and Charles in January 2010. Buzz is a radio guy who enjoys building bridges between old and new media. Follow buzz on Twitter @buzzbishop and check out DadCAMP on Google+

9 Comments

  1. That’s none of your business. lol.

    We have a live-in nanny that helps us with looking after our toddler and picking son up from school.

  2. But what about women who don’t have chIldren? The salary gap impacts them as well.

  3. Good article. I agree. And offer one addition. You know what I used to do before having kids. Most of the women who had my job at other stations/companies did not have children, like I didnt. Married to the job. However, it wasn’t the missing child-raising years that had us making less than our male counterparts (the majority of us were single and childless). I always felt that the companies gave more salary to men because, well, they (the men) needed to provide. “He has a family to provide for, therefore he won’t come to us for less than $X”. So I found that because the man had a family he was paid more. The opposite for women, as noted in your article.

  4. Must also note, that I do know you were comparing working moms to working non-moms, not men and women. I do agree that working moms should not expect to earn as much as a non-mom. There are certain commitments and priorities that a working mom cannot escape. If the company allows leanancy for her to keep them, then that’s an in lieu kind of payment in my opinion. I hope I am not selling out working moms! It’s a tough gig!

  5. Buzz, i love your story. You and Jennifer are so like my husband Scott and I. But we were the reverse in our moving, we went from near Calgary to Near Vancouver when we were starting our family. I had a corporate PR career with Shell Canada, and had to step back from that world. Scott had to start again as well with a new business. We found a way as my talents are similar to Jenn’s and found a way to work from home that really worked for us and used my talents… and allowed the trajectory of my career to continue, without being tied to the normal methods. And kept me at home with the kids. You will find a way as you are already thinking outside the box! kudo’s! cheers! di http://www.hopepreneur.com

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