California Bill Tweaks Sexual Harassment Law To Account For Venture Capital November 6, 2017 by Sonia Johnson Following numerous public revelations about bad behavior in the tech industry, a Golden State senator wants to ensure that founders and funders are in line with the law. Last week, Senator Hannah-Beth Jackson introduced a bill to the California legislature that targets sexual harassment in venture capital, several instances of which have recently made waves across the state and country. The proposed SB 224, which was re-purposed from a previous bill, would seek to tackle the inappropriate, sexually harassing behavior that many women founders and entrepreneurs endure by adding a single word to the state’s current law in this area: “investor.” Jackson, who represents California’s 19th District, commented by phone that the bill would “clarify the language” in California’s civil rights act by updating its list of specific relationships that are subject to sexual harassment protections. “We simply want to add investors to that list, and acknowledge that this simply unlawful behavior is subject to claims of sexual harassment and damages,” Jackson said. The state’s civil rights act already establishes certain behavioral boundaries for employers, teachers, lawyers, social workers, real estate agents, dentists, and various other professional roles–all of which frequently create unequal footing between parties, the senator pointed out. “These are relationships where there is an imbalance of power that could result in sexual harassment,” she said. As the nation’s startup- and funding-rich tech industry has grown up, imbalances have also appeared in the numbers for the industry’s men and women, with regard to both headcounts and capital. “We’ve been asking for some time, ‘Why is this industry so male-dominated?'” Jackson said. But neither company reps nor algorithms could fully account for those gaps. This article is by Janet Burns @ Forbes
Stop Making Mondays Miserable For Yourself March 8, 2017 by Sonia Johnson Your approach to Mondays are an index of your approach to your entire life, whether you are aware of it or not. If you approach your Mondays and the rest of your week with expectation and verve, chances are that you approach your entire life in the same way. Very early in my career, as a freshly minted Employment and International Finance Attorney, the notion of Friday as the only day of joy was strange, and unacceptable to me. Therefore, I rejected it. That was one of the best decisions that I have ever made in my life. I believe that decision continues to fuel my passion and excitement about my professional life. At that time, as a new entrant into the workforce, I saw every work day as one full of possibilities, and worked expectantly on using my knowledge and skills. I continue to think of my work as my contribution to my organization and the world. My days, even when they do not go as planned, continue to challenge me to make the next day better. It is a choice that we can all make. Make each day worthwhile, including Mondays. I have to add a caveat about finding joy in work. I am not advocating that folks become workaholics because they enjoy their work. I view workaholics with compassion because they mostly do not work smart. A long time ago, I tried the workaholic route, and it was tasteless despite my touted successes. Now, I work smart. My balanced life continues to create more successes for me, than my brief experience as a workaholic. From the lives of most successful men and women, it is apparent that a balanced life is needed for true success. Mediocrity is frequently created by imbalance in one’s life. Therefore, I make time for my fitness competitions, and love of running, rowing and other sports, I create time for people I love, manage projects that I am passionate about, such as working with the underprivileged etc. I work smartly to have a good life. I encourage workaholics stop and rethink their strategies. It is better to work smarter as opposed to harder. PS: Jeff Bezos of Amazon, and Richard Branson as incredibly successful and hard working as they have become, worked smart to the echelon to their careers, and continue to do so to date, despite the categorization of these successful men by the media as workaholics. They are smart workers who are passionate about their personal and professional lives. Here are a few important guidelines to create a better work week as a whole, AND BETTER LIFE for yourself: 1. Review your personal goals and objectives for your life. If you have none, create them. Who are you and where are you going? Those two are no easy questions, so consider them regularly and carefully. Read GOOD books on self-improvement and watch clips on motivation and success. Associate with people who are seeking better and more meaningful lives. These will enable you better understand or review your abilities and personal characteristics. A knowledge of self is the beginning of any form personal or professional success. 2. Reassess your work life. You can make a valid assessment by using Analytical Tests available in GOOD Industrial and Organizational Psychology Instruments. Consult a good Employee Relations professional for assistance in choosing a good test. You can also contact an experienced Career Counselor to assist you with the dual task of reviewing your professional abilities, and assessing the best work environment for you. 3. Assess your associates at work and outside of work. People with whom you associate are typically an index of who you are. Are you friends with miserable folk who see nothing good about work, their lives or you? Sometimes, those closest to you might not see your full potential. In such instances, it is worth a conversation, and pursuit of counseling to repair that critical aspect of your relationship. As for other less intimate relationships/friendships lacking in compromises and lacking in a win win relationship, these are damaging for you. However, it is important to note that choosing such damaging and limiting relationships are about YOU. Why do you retain such friends? What do you really believe about your life? How can your work life be better and happier for you? You can and should do better for you. If you have good friends who value you, your life from Monday to Sunday will be more positive. 4. Lastly, be mindful about your utterances and actions. If you have damaging dialogue internally and externally, such as “Another day, another dollar”, “Life is hard and then we die”, “Work is all about kissing up to the boss”etc. etc. Stop it! Practice Metacognition, and control those thoughts. Your negative and hysterical thoughts will manifest in the way you view Mondays, and the excitement and lack thereof with which you view the rest of your work week, and your life. Change your dialogue by creating and speaking positive affirmations about YOU and your life, that you repeat throughout the day. Your internal positive dialogue will continue to provide you a very affirmative view of your professional and personal life. I worked for a long time in an organization where I was called “Sunshine Sonia”… I assumed it was because I was friendly with almost everyone. I had great relationships with people that I reported to, and those that reported to me. But, I later found out that the reason for my name was my attitude. It was consistently positive, professional and humane through the full gamut of my work day and outside of it, and remains the same to date. I believe that I am no different from anyone else with respect to creating a positive attitude about work and life in general. It starts with a decision to live well and happily, and to take actions that evince that decision. You can start today to embrace Mondays, enjoy everyday, and approach all that you do with positive expectation. Choose your job, organization, and professional and personal relationships wisely. Nothing is more important than making good choices in your professional and personal life. Your personal and professional choices are entwined, and determine the trajectory of your life. Make your Mondays and everyday positive for you. LIVE FULLY.
Stop Being Afraid At Work, It Is Not Your Only Option! February 8, 2017 by Sonia Johnson You are probably totally disengaged from your job, if you do not recognize the concern and undercurrent fear or concern of certain folks in the workplace. Human Resources Departments that have not conducted a culture and health check survey of employees in the light of new Legislation and the Social Media rumor mill, are close to committing professional malpractice in terms of their expected obligations to their employers and employees. Collection and review of cultural, performance and other related analytics, in times of internal and external change remains a mandatory practice, for effective Human Resources and Organizational Business success. The news media is replete with the usual sensationalism and hysteria. However, the underlying mood in many organizations has changed. And although the change is not immediately evident to some; the use of surveys and other methods of evidence analysis and related statistical review, will enable your organization to effectively prevent the permanent injection of this damage into the foundation of your workplace. A colleague with whom I have a great working relationship, a woman, recently wanted to know how I had made my way out of my family generational financial difficulties?? In addition, she also asked me about a litany of stereotypical assumptions, rife in some repeated sensational news cycles, about minorities of color. She assumed they applied in general, and specifically to me. She told me she thought that the wretched background sprinkled with a few successes, was the truth about most minority groups. We both laughed about it, after we discussed her untested assumptions and researched various verified statistical data, and robust evidence on the issue. She is a very kind and well-meaning colleague, but did not recognize how some repeated falsehoods from media outlets, and other untested generalizations, had crept into her implicit thought process. As we talked, I told her that both my parents are Lawyers. My grandparents were educated and very financially stable. Even further back than my grandparents, my family possesses a record of consistent and muscular education, hard work and documented financial success. My friends and I, many people of color, and large swaths of other minorities have such backgrounds. Interestingly, the lady who asked this question, with whose permission I am sharing her remark, is the first and only person to have graduated college in her family, to date. She was the one who needed accolades for struggling out of generational poverty. I celebrated her grit and determination for making her way out of rural and damaging poverty. She was appreciative of the recognition I gave her for her success. Based on our open and honest discussion, we continue to have a great and even closer working relationship. I am grateful that she permitted me to share our exchange on this topic, in this article. Thank you, L., I am sharing this experience to encourage employees to stop being hyper-vigilant and hypersensitive about the misconceptions of well-meaning people. The workplace is a microcosm of the real world. If someone has a misconception about you, don’t judge them, just correct it. Do not immediately label such a person as unthinking or ignorant, or run away in fear because you feel they are out to “get” you. If you do so, you are just as culpable in the whole implicit bias bonanza, and are a part of the problem. Instead, have an open dialogue about such matters. Consider each human as a person not as a group statistic. On another note– if you encounter malevolent and cowards and bullies, who attack you based on whatever distinguishing characteristics they perceive you possess, do NOT engage them. Their remarks are an index of their own inadequacies, as any seasoned Clinical Psychologist, and extensive research on the issue would affirm. On Social Media or elsewhere, use your energy to spread a positive and uplifting message about EVERYONE. Ignore the bullies, and refuse to be a target of the lack of self-worth, which many of them do not know they possess. It is worth noting, that we have seen a documented spike in the number of complaints received by many organizations, about harassment of Muslims at work. It is the job of organizations to be vigilant and ensure such behaviors are not tolerated. Most dynamic companies have notified their employees that anti-Muslim rhetoric and discriminatory behavior will not be tolerated. All organizations should do the same. It is not a remotely financially beneficial practice to discriminate against anyone based on religion (or anything else). Such anti-religion discrimination reminders, also limit the probability of legal action on religious and other discrimination against any organization. It is also a helpful reminder to all employees, that as humans we should do the right thing to others, always. Make your fear constructive, and use it to propel yourself forward in your life. Please buy and read these books that I frequently recommend for self growth and professional success: “Fear” by J. Ibeh Agbanyim and “The Happiness Advantage” by Shawn Achor. The information in these two books will help most people develop a better sense of self, and provide guidance and sustained confidence on how to navigate their lives positively, both personally and professionally. Do your part, and get additional knowledge on how to thrive. Eleanor Roosevelt stated: “You have to accept whatever comes and the only important thing is that you meet it with courage and with the best that you have to give.” Live happy!