Emily Killham | Source | Senior Director and Head of the Center for Workforce Transformation at Percep...
Emily Killham
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Perceptyx, Inc. (https://www.perceptyx.com)
Senior Director and Head of the Center for Workforce Transformation
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25% of Women in the Workplace Endure 'Frequent' Sexist Incidents
And it’s not just from men – 33% of women say the most sexist thing they’ve heard is from another woman...
Article
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Navigating Political Tensions: Creating Safe Work Environments
Emily advises HR leaders to foster psychological safety, allowing employees to speak freely without fear. Encouraging inclusive leadership can help respect diverse perspectives and cultivate belonging. Emily emphasizes, "HR leaders must work to maintain safe, respectful environments regardless of differing viewpoints." -
Zillennials: Navigating the Generational Work-Life Balance Divide
Emily notes that Zillennials balance work and personal life better than Gen Z, aligning more with Millennials. She states, "Those who strongly agree they have this balance at work are 6.5x more likely to be fully engaged." Organizations must listen and act to support employees' balance needs.
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It was surprising that while the majority of women actually report to female managers, they still experience sexist behavior as part of workplace culture. These behaviors are sometimes seen as ‘not serious’ because they fall into a microaggressions category. But a culture of disrespect for women actually has a greater impact on morale and retention than misconduct that might be considered harassment -- and it's much harder to root out.
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The key to making hybrid work successful is autonomy. Dictating certain days on-site is just as ineffective as requiring 100 percent in-person. When employees get that autonomy, they thrive. Organizations who want to compete for talent will have to find creative ways to offer that autonomy, even for on-site jobs. Flexibility in work scheduling gives employees the room they need to manage their lives and be more engaged during the work day.
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Officism clearly still exists, especially among managers and leaders. So organizations must start tracking development opportunities, performance ratings, and promotions based on the physical location of their employees. That way they can be prepared to correct any bias that the data shows and strive toward an equitable workplace.
