Recent revelations about a seminar hosted by Ernst & Young have raised eyebrows, especially in the wake of the “Me Too” movement, which aimed to hold businesses accountable for their treatment of women. As many companies began to implement measures to foster a more equitable work environment, Ernst & Young opted for a different approach, offering a seminar focused on self-improvement for female employees.
Titled Power-Presence-Purpose (PPP)
The seminar quickly became controversial after an attendee shared a 55-page presentation with a writer from a popular online publication. The content appeared outdated and alarmingly sexist, suggesting that women prioritize “fitness and wellness” as their primary professional goal. An anonymous former employee, referred to as Sarah, noted that a significant portion of the presentation fixated on appearance, advising women to maintain a polished look, including recommendations on haircuts and manicures. The presentation encouraged women to choose “well-cut attire that complements your body type” while warning them against showing too much skin, as it might distract male colleagues from their message.
Sarah expressed her discomfort with the seminar’s implications, stating, “It made me feel like a piece of meat,” as it reinforced outdated notions about women’s roles in the workplace. Among the many offensive suggestions was a worksheet prompting attendees to evaluate themselves based on a range of “masculine” and “feminine” traits. Traits deemed “masculine” included “aggressive, ambitious, and assertive,” while “feminine” traits were described as “affectionate, gullible, and soft-spoken.” Sarah explained that the underlying message was clear: women could face penalties from both genders if they didn’t conform to traditional feminine characteristics or exhibited more masculine traits.
When approached by the same online publication for comments on the seminar, Ernst & Young stated that the course had been under review for several months and that the version presented in June 2018 would no longer be offered. They also claimed that certain aspects of the seminar’s content were taken out of context. Despite this, testimonials from current female employees defended the seminar, with one senior executive calling it an impactful leadership program. However, this perspective does little to diminish the concerns raised about the advice given to women on how to navigate professional environments—such as avoiding direct confrontation with men in meetings and adopting a more submissive body language, like crossing legs and sitting at an angle.
It is disheartening to realize that such misguided guidance persists in professional settings. Anything less than unequivocal condemnation of these kinds of recommendations falls far short of what is needed to support women in the workplace.
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In summary, the Ernst & Young seminar aimed at improving female employees has come under fire for perpetuating outdated gender stereotypes and offering troubling advice on how women should present themselves in professional settings. The backlash highlights the need for companies to reassess their approaches to fostering equality and support for women in the workplace.