Discrimination isn’t necessarily a bad thing.
I overheard a conversation the other day between two employees at a local restaurant. One of them said:
“I am so sick of our boss. He is always discriminating against me for coming in a few minutes late or not getting my work done as fast as Joe.”
The second employee turned to the first and responded:
“It serves you right. Show up on time. Do better work. It’s not really that hard.”
Because I’m incredibly mature and kindhearted I held my laugh in until I was out of earshot, but it seems like I hear this kind of thing more and more. People feel likeÂ allÂ kinds of discrimination are bad/wrong/evil.
See, we won’t discriminate against you for your age, gender, etc. Those things are protected (as they well should be). But work performance? I can discriminate against you all day long.
“Discrimination” isn’t a blanket defense for poor work habits. Just an FYI. In the words of the young man who is wise beyond his years: show up on time and do better work. It’s not really that hard.
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In the last week the media world tied itself into a knot after a writer at The New Yorker wrote a scathing critique of Chick-Fil-A’s continued success in New York. The issue, in part, was that the critique wasn’t totally focused at Chick-Fil-A itself but had its sights set on Christian values. A few quotes from the piece:
- The brandâ€™s arrival here feels like an infiltration…Â because of its pervasive Christian traditionalism.
- Its headquarters, in Atlanta, are adorned with Bible verses and a statue of Jesus washing a discipleâ€™s feet.
- The restaurantâ€™s corporate purpose still begins with the words â€˜to glorify God.â€™
My question for you today: would you have fired your employee for saying or writing this kind of thing, knowing that his or her actions reflect on you as an employer?Â Â Continue reading
The HR profession is mostly women (look around you at any event and you’ll see). Yet when we look at the representation of females in the C-suite, whether in HR or in general, the blend is more evenly mixed or even weighted towards men. Why?
The 2016 HR Technology Conference had a new feature: the Women in HR Tech Summit. The event was a success by all measures, but one person heard about the summit and started to wonder, what do female executives in HR technology do differently? What makes them successful? What lessons can we translate to the HR community at large, helping women to achieve greater success in their roles as executives, HR leaders, and business professionals?
In episode 6 of We’re Only Human, I interviewed Lynn Miller, a researcher exploring the interesting world of female founders and CEOs in HR Technology. She talks about what separates this group from their male counterparts and also explains the value they can bring in terms of customer satisfaction and more. (Subscribers, click through to listen to the embedded show below.)
For more information about Lynn’s research, check out her LinkedIn seriesÂ .
To check out other episodes of We’re Only Human or learn more about what I’m up to, check out the Podcast page.
Also, I’d love to hear your thoughts in the comments below. Why do you think this mix of females diminishes at higher levels of responsibility? What can we do to fix it, if it should be fixed? What would you want to know from these CEOs and high achievers if you had a chance to talk with them one-on-one?