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A new column covering modern issues in the workplace

The Working World section of the INSIDER is meant to be a source of information and inspiration to those at Schulich who have different career aspirations. I feel that it is important to know the intricacies of the workplace, not only the plain vanilla items such as internships and how to have perfect information session etiquette.  There are many workplace issues that I think Schulich students should know about, based on both my own personal experiences and those of my friends, and from those around the water cooler. I hope that this column will offer insight into the modern issues of what is going on in the working world around us. But don’t worry; this will not be another basic column talking about the difference between bowing and a handshake, so I’m hoping that you will not stop reading here!

As issue that has been talked about for ages, but is only recently becoming more relevant in North America, is work-life balance. And those in the workforce are not the only ones sitting up and taking notice.  Many companies are implementing new measures such as holding information sessions for women looking to pursue careers in finance and even providing paternity leave (yes boys, keep reading as this is an issue for you too!).

Fortunately, I had the opportunity to attend a session regarding work-life balance at a well-known financial institution over the summer and was amazed at how many students cared (or at least pretended to care) about how a workplace handles issues such as pregnancy and taking extensive amounts of time off.  Other questions asked during the session were about how to find the right fit for a woman working at a financial institution and also about women’s opportunities for promotion. Moreover, this particular financial institution offered mentorship programs and opportunities for women to interact with one another at workshops teaching fundamental skills to succeed (such as public speaking).

Although there were no sessions offered specifically for men, I know of many executives at this financial institution who have taken paternity leaves and have been successfully integrated back into the company. The particular executive that I am referring to was able to return to his role as vice-president, albeit in a different department. Hence, it is clear that men are not being left out in this regard, especially considering the large male executive presence at various events promoting a good work-life balance. Another female executive at the same company took advantage of the ‘flex’ option being offered by this institution and was able to work from home for two days a week.

From the looks of it and how companies are rising to the challenge, it seems that people don’t want to work 100 weeks and raise a family at the same time – and who can blame them? As corporate culture evolves, so have the needs and demands of employees. Although this option may not be available in all industries, it seems that many companies are taking these issues into consideration, which is definitely a bonus for those who want a life outside the workplace.  However, some women at the employee level and executive level still believe that promotional opportunities are limited and that the ‘old boys club’ is still existent.

Whether or not companies are still discriminating based on gender is something no one can be certain about, unless you are the one making the decision behind closed doors.  Many companies are still behind the times, not hiring women because they don’t want to give them their “pregnancy rights” (which tend to include at least 17 weeks off and the benefits associated with them including pay) or because women tend to take more sick days and are more “emotional”. However, given the number of men also clamoring to take time off, it seems like this stereotype will soon be falling on deaf ears. Companies must make great strides to cater to the need for work-life balance, especially since some of the best candidates out there want to have a family too.

Nevertheless, questions such as whether or not the same amount of effective work can be accomplished while working from home or whether an employee’s mind is fully focused on work after taking leave are a different story. Only time will tell if these arrangements will be fully functional and an asset to both the company and those with home on their mind.

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