Tausi Insider

If your career objective is to climb the corporate ladder, then you need to get recognized as a high-potential employee, or HiPo. HiPos have been tagged as the top performers in an organization and are invited to key meetings, asked for input, offered advanced learning opportunities and given plum assignments. And even when economic circumstances lead to layoffs, they are the ones who seem to emerge unscathed. So what does it take to be recognized as a HiPo? While some of it may be who you know, or luck, there are ways to influence how you and your talents are perceived. If you are deliberate and thoughtful about showcasing your strengths and establishing your workplace value, you can, and will, position yourself as a HiPo. Read the full article for seven things you can do right now to become worthy of HiPo status. Stop trying to fix women. Start fixing your organization for gender equality Do women become less “nice” in middle age? It would appear that we think so. And that throws a...

Tala Abu Hayyaneh, photographed outside a pub in Calgary, says that the social pressure to take part in after-work drinks can result in uncomfortable situations. Leah Hennel After-work drinks has long been the default setting for casual networking in many Canadian workplaces. The act of gathering at a bar or restaurant to consume alcohol is often seen as a way for employees and their bosses to bond, chat and get to know one another outside the pressures of the job. But for women and other marginalized groups, this common social practice is not always inclusive. For Tala Abu Hayyaneh, a Calgary-based millennial working in the public sector, the presumed participation in drinking culture has resulted in uncomfortable situations. As a Muslim woman, Ms. Abu Hayyaneh recalls the social pressure to conform that occurred during her first employee work retreat post-pandemic lockdowns. “This was the only socializing opportunity to network, [and it] was happening late in the evening at a brewe...

Going back to the office full-time comes at the cost of inclusion and diversity. PeopleImages Content from The Globe’s weekly Women and Work newsletter, part of The Globe’s Women’s Collective. To subscribe, click here . “When I was raising my two boys and trying to advance my career in tech, I often faced seemingly impossible choices. Trying to juggle drop-offs, school events, sports and other family activities with travel, meetings and work at the office – it seemed like I could never do enough,” says Mary Ann Yule, chief executive and president of HP Canada. “That level of pressure can take a heavy toll. I have seen women pass up projects and promotions and even leave promising careers because of the balancing act required. “Today, though, hybrid workplaces are ubiquitous as a byproduct of the pandemic. More professional women have an opportunity to re-enter the workplace on their terms, while improving the balance between their work and home lives. “As we continue to edge toward a...

Sue Bookchin, executive director of Nova Scotia-based non-profit Be the Peace, says victims of gender-based violence lose productivity, promotions and opportunities to lead. DARREN CALABRESE/Tausi Insider Gender-based violence isn’t something that’s often spoken of at work. But with one-third of women worldwide affected by gender-based violence and an increase in reported domestic or intimate partner abuse during the COVID-19 pandemic, it’s an issue that can’t be ignored, says Paulette Senior, president and CEO of the Canadian Women’s Foundation. “We all know someone that has experienced gender-based violence at home,” Ms. Senior says. “They exist in our workplaces.” Incidents of gender-based violence increased by as much as 30 per cent during COVID-19 lockdowns in Canada, with racialized women disproportionately affected. Women’s organizations, shelters and support groups received more calls for help at the height of the pandemic. The increase in gender-based violence resulted in ...

Content from The Globe’s weekly Women and Work newsletter, part of The Globe’s Women’s Collective. To subscribe, click here . New books on leadership written by prominent women suggest that in times of change and crisis, skills like empathy and collaboration are key. piranka In 2023, the continued impacts of hybrid work amid economic uncertainty and slowdowns in key sectors like tech have left business leaders navigating uncharted waters and seeking ways to thrive during an extraordinary time. Read about three new books on leadership by prominent women that aim to help leaders meet the challenge. In this brave new world, businesses need to demonstrate courage “As 2022 draws to a close, we can look back on another year of far-reaching existential crises, from climate change to political instability, racial injustice to income inequity,” says Wanda Costen, dean of the Smith School of Business at Queen’s University. “Historically, the Canadian view has been that these challenges are bes...

Ignoring or minimizing negative realities can have consequences for mental and physical health. Delmaine Donson Registered social worker Sarah Ahmed commonly comes across people who are struggling or unhappy in their jobs, but can’t name or validate their experiences. “They’re quick to negate that by saying, ‘Well, I’m grateful I have a job,’” says Ms. Ahmed, who co-founded the Toronto-based private mental health practice Wellnest. This, she says, is a classic example of how “toxic positivity” can hamper one’s personal or career growth. When employees get the message at work that only positive feelings are acceptable, people can feel as though their only option is to look on the bright side. “The term toxic positivity refers to the belief that no matter what, you always look for the silver lining when things go bad or sour,” Ms. Ahmed says. “It’s almost turning a blind eye … to be like, focus on all the good things that have come up, or focus on all the things you’re going to learn o...

Common stereotypes place an expectation on women to react more positively to negative events. Delmaine Donson Content from The Globe’s weekly Women and Work newsletter, part of The Globe’s Women’s Collective. To subscribe, click here . Clinical social worker Sarah Ahmed commonly comes across people who are struggling or unhappy in their jobs, but can’t name or validate their experiences. “They’re quick to negate that by saying, ‘Well, I’m grateful I have a job,’” says Ms. Ahmed, who co-founded the Toronto-based private mental health practice Wellnest. This, she says, is a classic example of how “toxic positivity” can hamper one’s personal or career growth. When employees get the message at work that only positive feelings are acceptable, people can feel as though their only option is to look on the bright side. Dr. Sonia Kang, an associate professor of organizational behaviour and special adviser on anti-racism and equity at the University of Toronto, says there are many situations i...