In a recent revelation, Ernst & Young has come under scrutiny for hosting a seminar that aimed to ‘enhance’ the capabilities of their female workforce. This seminar, titled Power-Presence-Purpose (PPP), drew significant criticism after notes from the event were leaked to the Huffington Post. These notes portrayed a perspective that many found outdated and deeply troubling.
The #MeToo movement has been a pivotal moment for corporate America, urging businesses to reevaluate their treatment of women and to hold their male employees accountable for past misconduct. In response, many companies have implemented mandatory training sessions to ensure that all staff understand appropriate workplace behavior. However, amidst these positive changes, Ernst & Young opted to focus on self-improvement techniques for their female employees.
One attendee, who preferred to remain anonymous and used the pseudonym Sarah, shared a 55-page presentation from the seminar. Parts of this document seemed to echo antiquated stereotypes about women in the workplace. For instance, attendees were advised to prioritize their physical appearance, with recommendations on maintaining polished looks, appropriate haircuts, and manicures. Women were also cautioned against wearing revealing clothing, as it was suggested that doing so could distract male colleagues from their messages.
Among the more disturbing aspects of the seminar was a worksheet that asked participants to evaluate themselves based on a dichotomy of ‘masculine’ and ‘feminine’ traits. Traits labeled as ‘masculine’ included aggressive and competitive qualities, while ‘feminine’ traits were characterized by being affectionate and shy. Sarah noted that the underlying message was clear: women who did not conform to traditional feminine characteristics could face penalties from both male and female colleagues.
When approached for comment, Ernst & Young stated that the course had been under review and that the version of the seminar held in June 2018 was the last of its kind. The company expressed concern that certain elements of the seminar were taken out of context. Despite this, some women from the firm praised the PPP program, claiming it had a positive impact on their professional lives. However, such testimonials do little to mitigate the disconcerting instructions provided to attendees, which included advice on how to interact with male peers to avoid perceived threats.
For example, participants were advised to avoid direct confrontation with men during meetings and to position themselves at an angle to male colleagues instead of facing them directly. They were also told to tone down their assertiveness in order to avoid coming across as aggressive.
It’s disheartening to realize that such antiquated advice still circulates in professional settings today. This situation highlights the need for a thorough reexamination of how women are trained and supported in their careers. For more insights on women’s roles in professional environments, you might find this article helpful.
In conclusion, Ernst & Young’s seminar reflects an outdated mindset that fails to recognize the capabilities of women in the workplace. More progressive approaches are necessary to ensure equality and empowerment for all employees.