Rhiannon Williams
November 15, 2023

While it is important to acknowledge the significant strides that have been made in equality in the workplace, and the increased prevalence of women in leadership positions is a testament to the ongoing shifts in societal attitudes, it is equally important to recognise that there is still a lot of work to be done. While the ‘glass ceiling’ may not be as shatterproof as it once was, it does still exist in many ways, for many women. Understanding this barrier is the first step to creating an environment where everyone, regardless of gender, has an equal opportunity to reach the top. 


What is the glass ceiling? 

Traced back to feminists in the early 1970s, the term ‘glass ceiling’ references the unseen barriers hindering women’s career progression, regardless of their qualifications or accomplishments. Understanding these barriers is the first step toward dismantling them and fostering a workplace that truly is inclusive and equal. 


Let’s focus on the most common barriers to career growth women face. 


Rebecca Thomas Solutions Director Chandler Macleod

Career Interruptions 

Career interruptions often disproportionately affect women, creating barriers to reaching their full career potential. These interruptions, such as parental leave or caregiving responsibilities, can lead to significant gaps in a woman’s career progression. During these times away from the workplace, they may miss crucial opportunities for advancement or skill development. In addition, these interruptions to their career trajectory can also lead to a perceived loss of momentum or credibility in the eye of colleagues or leadership with many people underestimating the impact of the skills that are developed through parenting. 


Domestic Violence 

Domestic Violence is a grim reality for many women worldwide and is an often overlooked but significant barrier that can severely impede women from reaching their career potential. The psychological trauma and stress associated with violent, abusive, and coercive behaviour can diminish self-confidence, disrupt focus, and impede decision-making capabilities, vital traits required to progress and succeed in the professional world. Women may experience frequent absences from work due to physical injuries or court dates, leading to a potential loss of employment or missed opportunities. Not to mention, the reality that controlling behaviour of many violent partners may also lead to women being forced to quit their roles or work in roles that are beneath their skillset or aspirations leading to isolation and social stigma that further limit a woman’s networking opportunities and professional growth. 

 

Sexual Harassment 

Sexual harassment in the workplace presents a significant barrier to women’s career progression and potential. It creates a hostile environment that stifles productivity, engagement, and innovation. Women who are targets of sexual harassment may feel compelled to avoid certain projects, roles, and opportunities to avert harassment, limiting their career growth. Additionally, the emotional distress associated with such harassment can lead to increased absenteeism and decreased job performance. In instances where the harassment is not appropriately addresses, women may even opt to leave their jobs, dramatically impacting their career trajectory. 


Gender bias 

Gender bias and the archaic female stereotypes that are still held by much of society poses a significant barrier to women reaching their full career potential. This bias often manifests in stereotypes and preconceived notions about a woman’s capabilities and roles in the workplace, leading to discrimination in hiring, promotions, and salary decisions. Furthermore, gender bias also fosters a work environment that can undermine a woman’s confidence and ambition, limiting their engagement and growth. Additionally, the expectations of traditional gender roles also contribute to work-life balance challenges, further hindering women's career advancement. 


Karl Smart General Manager Queensland Chandler Macleod

Lack of representation 

Women often lack the opportunity to find mentors who can guide their career development and offer valuable professional advice. When women are underrepresented in leadership roles, it sends a message that these positions are not for them, which can deter ambition and self-belief. Additionally, lack of mentorship from other successful women can make it more difficult for women to navigate career advancement. 


Margo Shand General Manager ACT NSW Chandler Macleod

Although progress has been made in recent years, there is still a great deal of work to be done to create an equitable professional environment that does not limit women from achieving the career goals. To that end, it is essential that organisations, and society recognise the long-term systematic bias and take steps to address them. Fostering an inclusive culture and embracing alternative models of business organisation to ensure that everyone has an equal opportunity for success is essential and everyone can play an important part in this by speaking up about inequity when we witness it, and by advocating for more equitable working conditions in our own workplaces. 


Why Chandler Macleod? 

Chandler Macleod has a strong Diversity, Equity, Inclusion, and Belonging plan across all aspects of the business, and we have been recognised by our industry body, RCSA Australia and New Zealand, as a winner in the Excellence in Diversity, Equity, Inclusion and Belonging category in the 2023 Industry Awards. 

With our history as Australia’s first business psychology firm, the ability to assess your candidate and employee potential is at the heart of what we do, and we treasure the value this can add to your business over the longer term.  


Cynthia Andrews Director Employment Equity Chandler Macleod

Our commitment to diversity goes beyond the interview and reference checks and every consultant at Chandler Macleod is BestFit Accredited which helps them predict and understand candidate behaviour through BestFit Assessments such as such as Helix Personality Assessment. By understanding your needs and the requirements of the role, our consultants use our BestFit Assessment tools to provide you with confidence in your hiring by delving deeper into the candidate's psyche. 

 Beyond the recruiting stage, Chandler Macleod offers consulting solutions to ensure that diversity and inclusion extends into your business beyond the hiring process. Chandler Macleod Consulting delves into understanding your employees’ lived experiences. By teaming up with our human and organisational behaviour experts you can help your employees and business achieve their full potential. 


Want to know more? 

Find out more about the services Chandler Macleod offers to clients, or simply fill in our contact form and we will have the right person contact you. 


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The issue of modern slavery has gained significant attention worldwide, and Australia is no exception. As a recruitment agency dedicated to ethical practices , Chandler Macleod is proactive in our responsibility in combating this grave violation of human rights. Our active policies against modern slavery reflect our commitment to creating a fair and just workforce for all. What is Modern Slavery? Modern slavery encompasses a range of exploitative practices, including human trafficking, forced labour, and debt bondage. It affects millions of individuals globally, stripping them of their freedom and dignity. In Australia, it is estimated that tens of thousands of people are trapped in conditions of modern slavery, often hidden in plain sight in various industries, including agriculture, hospitality, and construction. Key Forms of Modern Slavery: Human Trafficking : The illegal movement of people, typically for forced labour or sexual exploitation. Forced Labour: Situations where individuals are coerced to work against their will, often under threats or deception. Debt Bondage: When a person is forced to work to pay off a debt, with conditions that often make it impossible to repay. Recognising the Signs of Modern Slavery Awareness is crucial in the fight against modern slavery. Here are some signs that may indicate the presence of modern slavery in the workplace: Lack of Freedom : Workers who cannot leave their jobs or are not free to make their own choices. Deceptive Recruitment Practices : Promises made during the hiring process that are not fulfilled, such as job roles, pay, or working conditions. Poor Working Conditions : Unsafe environments, excessive hours, and inadequate compensation. Isolation : Workers who are kept away from the public or their families, limiting their ability to seek help. Fear of Authority : Individuals who are afraid to speak out about their situation due to threats from employers or lack of legal rights. Why Prevention is Important Protecting Human Rights : Every individual deserves to work in an environment that respects their rights and dignity. By preventing modern slavery, we uphold fundamental human rights and promote social justice. Promoting Fair Labour Practices : Preventing exploitation ensures that all workers are treated fairly and receive the compensation they deserve. This fosters a more equitable labour market. Enhancing Business Reputation : Companies that actively combat modern slavery improve their brand image and attract ethically conscious consumers and clients. This not only benefits the business but also contributes to a more sustainable economy. Legal Compliance : Australia’s Modern Slavery Act 2018 requires businesses to report on how they mitigate the risk of modern slavery in their operations and supply chains. Non-compliance can lead to legal repercussions and damage to reputation. Our Commitment to Ethical Recruitment At Chandler Macleod, we take a proactive stance against modern slavery. Our policies include: Thorough Vetting Processes: We ensure that all employers and job placements are scrutinised for compliance with labour laws and ethical standards. Training and Awareness : Our staff receives regular training on identifying signs of modern slavery and understanding the legal framework surrounding it. Support for Workers : We provide resources and support for workers who may be at risk or have experienced exploitation, helping them access legal aid and counselling services. Transparency : We are committed to transparency in our operations, working to create an open dialogue about the importance of ethical practices in recruitment. Modern slavery is a pressing issue that requires collective action from all sectors of society, including recruitment agencies. By recognising the signs, understanding the importance of prevention, and actively implementing policies against modern slavery, we can contribute to a more just and equitable workforce. Together, we can make a significant impact in the fight against this human rights violation, ensuring that all individuals can work in dignity and safety.

The Importance of Identifying and Mitigating Workplace Psychosocial Hazards to Foster Psychological Safety

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Provide adequate support and resources Make sure employees have access to mental health resources, coaching, and managerial support when needed. Clarify roles and responsibilities Clearly define job roles and expectations, reducing confusion and creating a structured environment where employees understand their contribution. Encourage work-life balance Promote flexible working arrangements and discourage overworking, allowing employees to maintain a healthy balance between their personal and professional lives. Mitigating psychosocial hazards is an ongoing process. Regular assessments, adjustments in policies, and creating a culture of continuous support are essential components of maintaining psychological safety. The Benefits of Psychological Safety When organisations successfully identify and mitigate psychosocial hazards, the rewards are significant: Improved mental health Employees experience lower stress levels, better emotional well-being, and reduced risk of burnout. Increased engagement and productivity When people feel safe and supported, they are more motivated and engaged, leading to higher levels of productivity and innovation. Higher employee retention A workplace that values mental health and safety fosters loyalty, reducing turnover and creating a more stable team. Better overall workplace culture Creating an environment that prioritises psychological safety builds trust, cooperation, and collaboration, enhancing the overall work experience. Workplace psychosocial hazards are a growing concern in the modern business landscape. Identifying and mitigating these risks is crucial for promoting psychological safety and ensuring a healthy, supportive work environment. When employers actively address psychosocial hazards, they not only meet their legal and moral obligations but also create a space where employees can thrive, driving organizational success. Investing in programs that help identify and manage psychosocial risks is key to building a resilient, productive workforce and maintaining long-term workplace well-being. If you need support in identifying and mitigating psychosocial hazards in your workplace, we’re here to help. Our compliance training programs on Workplace Psychosocial Hazards and Psychological Safety in the Workplace are designed to equip your team with the knowledge and skills to create a safe, supportive, and mentally healthy work environment. Get in touch today to learn how our comprehensive training can help your organisation foster psychological safety and meet compliance obligations. 
The Rise of Pop Psychology and Therapy Speak in the Workplace

The Rise of Pop Psychology and Therapy Speak in the Workplace

October 1, 2024
In recent years, pop psychology and therapy speak have permeated casual conversation, social media, and workplace culture, reshaping how we communicate and address mental health. Terms like 'emotional intelligence’, 'boundaries’, ‘trauma', and ‘trigger warning' have become commonplace, often used without a full understanding of their implications. While these concepts can foster greater awareness and empathy among teams, their casual application—including using labels like 'narcissist', 'OCD', or 'psychopath' —can lead to misunderstanding and stigmatisation, oversimplifying complex psychological issues. This article examines the multifaceted impact of pop psychology on workplace dynamics, highlighting both its potential benefits and the risks associated with misusing language that describes genuine psychological challenges. The Allure of Therapy Speak There’s no denying the allure of therapy speak in today’s workplace. Who wouldn’t want to feel empowered by terms that validate our emotional experiences? Buzzwords like 'emotional intelligence', 'boundaries', and 'trigger warnings' can spark vital discussions about mental health and team dynamics. For instance, talking about 'emotional intelligence' can enhance collaboration and understanding among colleagues. However, when we use these terms without context or accuracy, we risk diluting their meanings. Take the phrase "I’m so OCD" that people often use to describe being picky about something trivial. This casual misuse overlooks the real complexities of a diagnosis of Obsessive Compulsive Disorder and can contribute to misunderstanding and stigma around the condition. Instead of facilitating open dialogue, such phrases can create barriers, where meaningful conversations about mental health are overshadowed by the fear of mislabeling or misunderstanding. Navigating the nuances of pop psychology requires us to foster an environment that encourages authentic conversations while being mindful of our language. By aiming for accuracy and context, we can ensure that discussions about mental health remain impactful and constructive, ultimately enriching workplace culture and team dynamics. Is My Boss a Psychopath? Let’s dive into a more provocative area: the casual labeling of colleagues. Ever heard someone exclaim, “My manager is such a psychopath” while describing a particularly ruthless decision? While it might make for a catchy headline, let’s take a moment to reflect. According to research, only about 1% of the general population is diagnosed with psychopathy. Most of us have encountered challenging personalities and while many of these traits may be consistent with those of someone with psychopathy, there is long way from that to jumping to clinical conclusions. Using psychological labels casually not only risks misunderstanding but can also stigmatise legitimate mental health conditions. Labeling someone as a 'narcissist' or a 'psychopath' can undermine the seriousness of these diagnoses and the individuals who truly live with them. It’s crucial to remember that while some traits might be problematic, they do not necessarily indicate a clinical disorder. The Problem with Oversimplification Another concern is the oversimplification of complex psychological concepts. Therapy speak often simplifies nuanced human behaviors into catchy phrases, which can lead to misunderstandings. For example, while 'emotional labor' is a legitimate concept that describes the effort put into managing feelings in the workplace, it can be misused to dismiss legitimate concerns about workload or job expectations. When we say someone is engaging in 'emotional labor', are we acknowledging their effort, or are we using it as a catch-all excuse to overlook systemic issues in the workplace? By reducing rich psychological discussions to buzzwords, we risk losing the depth and complexity of human experience. Finding the Balance So, how can we strike a balance between fostering a culture of awareness and avoiding the pitfalls of pop psychology? Here are a few strategies: Educate and Train: Organisations should provide training on mental health and emotional intelligence, ensuring that employees understand the terms being used and can engage in meaningful conversations. Promote Authentic Conversations: Encourage open discussions about feelings and workplace dynamics without the need for jargon. Authenticity often resonates more than trendy terminology. Encourage Professional Support: Remind employees that while it’s great to discuss mental health, professional help should be sought for serious issues. Destigmatising therapy and counseling can empower individuals to take the necessary steps for their well-being. Be Mindful of Language: Encourage the use of clear, precise language rather than buzzwords. If someone is struggling with a particular issue, help them articulate it without resorting to labels that may misrepresent their situation. Mind the Gap The rise of pop psychology and therapy speak in the workplace has undoubtedly opened doors for discussing mental health, but it also presents challenges that we must navigate thoughtfully. As we embrace these concepts, let’s do so with a critical eye, ensuring we foster understanding rather than confusion. Ultimately, it’s about creating a work environment where people feel safe to express their thoughts and emotions without the fear of being misunderstood. After all, the goal isn’t just to be on trend; it’s to truly support each other in the complexities of our professional lives. So, the next time you hear a buzzword or label floating around the office, pause and ask yourself: are we facilitating understanding, or are we simply adding to the noise?  Reach out to Chandler Macleod today to learn how we can support your leaders and workforce to develop emotional intelligence and cultivate a more inclusive and dynamic environment . Together, we can transform your workplace into a space where authentic conversations thrive, and every team member feels valued. Contact us to start your journey toward a healthier, more collaborative workplace.
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