In her concession speech almost a year ago today, Hillary Clinton said, “I know that we still have not shattered that highest and hardest glass ceiling. But someday someone will.” The glass ceiling refers to that upper limit in organizations that remains elusive or difficult for women to reach. While I think we are still bumping our heads on the ceiling, these women in politics have taken it a bit further than it once was. Continue reading
Business leaders and entrepreneurs across the globe tend to share common problems with running their companies. It often takes an empowered and creative manager to cut through the noise of issues to find the ones that mean the most to their employees and their customers. Some of these issues remain the priority for the lifetime of the company. Others tend to be affected by the economic environment and changing markets. What are the issues that concern you most in your business?
Overheads And Over Your Head
The cost of running a business can be wide-ranging. Typical overheads include power, data processing, and connectivity. But it is usually the cost of staffing the business that company bosses feel should be variable. That is, it should be cut when trends suggest that profits may not reach predicted levels. Culling your human resource should be a last resort, but sadly seems to be a preferred cost-saving exercise. It is usually left to the manager to break the bad news, and deal with the fall-out.
Healthy Building, Healthy Business?
The health of your employees is another area that causes great concern for managers and business leaders. Your company is legally obliged to ensure safety. And many companies with over 50 employees are expected to cover much of the cost of their employees’ healthcare. Have a look at some business health insurance quotes to see what your obligation might be this year. Look at it from your employee’s point of view, though. If they’re not healthy, they can’t work for you. And if you can’t provide the cover they need, they might leave you for a competitor anyway.
No matter how many employees you have, it is essential you maintain equal opportunities and fairness for all. This is easier said than done. It’s easier when you have a formal promotion and pay review scheme. It can be difficult for your employees to feel they are fairly considered and rewarded without one. Women have historically seen the effects of gender preference in the boardroom. When it’s your turn to consider promoting someone, can you be certain you’ll reward your employees fairly and without bias?
The Internet of Things and the rise of Big Data is opening up opportunities in technology that we may never have dreamed of. The trouble with all rapid rises of new ideas is that it takes a long time for us to fully digest the consequences. Privacy and security are the biggest issues to consider. Your business undoubtedly holds and accesses thousands of sensitive pieces of data. This can be about employees as well as customers. The big worry is the fall-out should your security be compromised.
As a creative leader in the business world, it’s important you have the freedom to express and present your ideas and suggestions. One of the biggest worries for women that have made it to the top is standing up for yourself. You want to share what you’ve come up with, but are you too afraid to rock the boat? Which of these issues worries you the most in your workplace?
Welcome to the final installment of Nellie McClung week! This post is written by both Resa and I. As Resa explained in her wonderful post two days ago, Nellie was pivotal in Manitoba being the first Canadian province to grant women the right to vote. The momentous date was January 28, 1916. After this important day, Nellie continued to fight for women’s right to vote in other provinces.
When Were Women Granted the Right to Vote in Other Canadian Provinces?
On March 14, 1916, just two months after Manitoba amended its legislation, women in Saskatchewan gained the legal right to vote. One month later (April 19), Alberta followed suit. The following year, on April 5, 1917, British Columbia changed its laws about women’s right to vote. Just one week later, on April 12, Ontario did the same.
The next province in which women gained the right to vote was Nova Scotia; the momentous day was April 26, 1918. Almost exactly one year later (April 17, 1919), New Brunswick amended its election act to include women. One month passed (May 20) before Yukon made the same change to its electoral legislation.
It was on May 3, 1922, that women residing on Prince Edward Island gained the legal ability to vote. Newfoundland and Labrador followed soon after on April 3, 1925. Women in Quebec and the Northwest Territories had to wait longer; Quebec granted women the right to vote on April 25, 1940, and it was a decade later on June 12, 1951, that Northwest Territories became the last province to make the change.