Welcome to the side hustle

I suspect I don’t look like the ‘usual’ person who opts for flexible working. I’m not a mother, other than to my two adorable little cats of course. I don’t have any caring responsibilities, other than to myself. I’m now a Director so I’m in a senior role at work but still ‘climbing the ladder’, and I’m also not formally studying.

But over the past few months, two things have changed that led me to ask for flexible working as part of taking a new role. The first is that my emerging sense that the traditional model of work just isn’t working – which I have blogged about a bit before – has really taken hold. I don’t love a 9 to 5. I’m not a morning person and I operate poorly on short sleep, which really struck home when I read Matthew Walker’s brilliant book ‘Why We Sleep’ (see ‘In defence of night owls’). I also like some more flexibility in my routine, be it to do a yoga class at 8am, to attend an interesting day-time event or simply to complete the never ending cycle of chores that come with having a home.

The second is the realisation that my day-job isn’t my only passion and it doesn’t provide me with my full purpose in the way it did in my twenties, when I was quite frankly a complete workaholic and also completely fulfilled – for the me at that age – by my full time job. It doesn’t necessarily mean I enjoy my work any less, but I do want time to explore other interests. I attended an incredible women in leadership summit recently called Reach, founded by Sky Sports presenter Sarah Stirk, and quite a few of the eighty-odd women who attended had a side-hustle. They loved their careers but they had other things too. I was inspired.

So, other interests. I am increasingly fascinated by the world of digital healthcare, and recently decided I wanted to start volunteering at a hospital to get some hands on experience and give back. There’s also an exciting new project that has come my way – which I will keep quiet about while its being formed but watch this space…. Plus I want to give my writing some more consistent dedicated time. So all in all quite a few things I want to try on the side and see which ones stick.

I have been trying to write whilst working full-time but its not really been working for me when I’m confined to evenings and weekends (see earlier point about not being a morning person; no pre-work writing for me). So I realised if I wanted to try side-hustling properly I needed to try a different kind of sacrifice and make the time. Hence the four day week.

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More than meets the eye

Diversity – and equality – is something I think about a lot. I am very biased, but I was fortunate enough to be raised by a brilliant feminist mother, who proudly sports a t-shirt proclaiming “This is what a feminist looks like”. As a result I developed a deep-set, unshakeable and core belief early on that there should be equality between men and women. And perhaps given I am also a woman, when I think about diversity and equality I tend to focus on gender.

Recently though I’ve been part of a few conversations about other kinds of diversity, parts of our identity that may not be visible to the eye but that can be just as important. Its been genuinely thought-provoking.

The first was centred around the concept of need. As I’ve mentioned on here many times, I’m a Trustee of an amazing charity Young Women’s Trust, which helps young women trapped in low or no pay. In the years I’ve been working with the charity I’m still struck by the number of young women we help who, on paper, don’t meet the traditional definition of being ‘needy’. They may well have a degree, come from lower middle income homes. But after graduation they find themselves unable to secure work, falling into a soul-destroying downwards cycle of weekly trips to the Job Centre, whilst claiming benefits and sending out countless C.V’s not to get even a single acknowledgement back. The repercussions on mental health, self-esteem and well-being are horrific.

I was moved to tears by a recent anonymous YWT case study by a woman who suffered awful childhood abuse, spent her teens battling depression, anxiety and self-harm, stuck on long waiting lists to get help. But she did well at school and then at university. In her own words:

“My academic record disguised the carnage that was my private life…I had a series of abusive relationships…violence and abuse had been part of my life for so long that I didn’t even recognise there was a problem.”

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To pay rise or not to pay rise, that is the question

Hot on the heels of yesterday’s blog post about women on boards, and the frankly ridiculous things a few people appointing – or rather not appointing –  women onto boards said, I wanted to touch on the issue of gender pay.

This has clearly been a hot topic recently with the Government’s introduction of mandatory gender pay reporting, although post some high profile media coverage – which seemed to focus on a few big companies and criticism of the ways the reporting has been structured – it feels a bit like its fallen away.

I have been very fortunate to formally and informally mentor a few exceptional women in recent years and consistently, unsurprisingly, navigating promotions and pay arise as constant themes. Regardless of gender, it is clearly something that comes up again and again whilst working.

A lot has been written about gender differences in pay. The survey my charity Young Women’s Trust did of 800 HR professionals actually found that the majority (67%) didn’t think there was a difference between men and women in relation to ambition, though 25% did think men were more ambitious. In relation to asking for pay rises though, the number who thought gender didn’t make a difference dropped to 51%, with 39% saying male employees were more likely to speak up.

Some light Google-based research shows that the actual evidence about gender-based differences in approaches to pay is more of a mixed bag. A study by the University of Wisconsin, Warwick and the Cass Business School found no difference in the likelihood of asking for a pay rise between genders, but you can also find articles citing studies, like one from global market research firm Mintel published earlier this year, which found that women report being half as confident as men at asking for more pay.

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‘I don’t think women fit comfortably into the board environment’… bullsh*t

I should start this blog by saying a bloody big bravo (or rather brava) to the Department of Business, Energy and Industrial Strategy for yesterday publishing a list of the worst explanations they received from FTSE 350 CEOs and Chairs for not having more women on their boards and calling bullsh*t on their excuses.

The gems that made the list included ‘I don’t think women fit comfortably into the board environment’,‘ we have one woman already on the board, so we are done – it is someone else’s turn’ and ‘the issues covered (by the board) are extremely complex’.

In case you were wondering whether we’d finally succeeded in time travel back to the dark ages, no, its still 2018. And yes, I did say FTSE 350 CEOs and Chairs. And no to the owner of the last comment, women’s brain are not hard wired to be less capable than men’s. My various WhatsApp groups and Twitter timeline were quite rightly full of rage, a proud, loud and well-justified ‘angry feminist’ response.

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GALs and Visonaries*

As I mentioned on Friday, I’ve just finished reading Mary Beard’s ‘Women and Power: A Manifesto’ (which has now been book-napped by my mother, and I will be taking back for a second read very soon!) It really took me by surprise. I wasn’t expecting to have such light sharply shone on things about the relationship between women and power, or how women in power are treated, that I’ve either never noticed or had never thought about the implications of.

On Friday I wrote about how powerful women through history were often made more ‘masculine’, or effectively had their femininity removed, in order to make them more acceptable, just like the ancient Greek goddess Anthea. I mentioned there was one other thing that had struck me reading the book.

That was the discussion about women speaking about women’s issues. And how Mary brings into question whether this is done just because women want to, or because this is the ‘safe’ space we are allowed to comfortably occupy, front and centre, in the public sphere. She looks back – obviously – to the ancient Greeks and the Romans and the few examples of women who were allowed to “publicly defend their own sectional interests, but not speak for men or the community as a whole” and even then only in “extreme examples”. She also points to a few more modern-day examples where the public speeches made by women which we hold up and laud are often women speaking about ‘women’s issues’. The implication being that the well known speeches made by men in contrast are much more diverse.

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