Text/MBA think tank May Haizi Editor/MBA think tank Ryu
Who is the hottest woman on hot searches recently? It must be Yan Ning.
Who is Yan Ning?
In 2007, at the age of 30, she became the youngest professor and doctoral supervisor of Tsinghua University.
In 2016, he was named "China Science Star" by Nature magazine;
In 2017, she left Tsinghua University and chose to go to the United States to become the first Shirley Tillman tenured chair professor at Princeton University in the United States.
It was such an academic man who announced his return to China after a gap of 5 years.
In Yan Ning, many people see her dazzling achievements, but what I admire more is her attitude towards prejudice.
The talent of opening and hanging, coupled with Yan Ning's confident and elegant posture, when many people learned that she was still unmarried, they couldn't help but sigh: "You are so good, is it a waste of genes not to get married." ”
And Yan Ning's answer was simple and direct: "I'm not married, I don't owe anyone an explanation." ”
When others call her "female scientist", she also expresses her attitude: "Why do you have to add the word 'female'?" ”
Yan Ning is not afraid of external opinions, and when she encounters prejudice about "female" identity, she can still act firmly in accordance with her own values.
Prejudices are everywhere in life, some are obvious, but some prejudices are hidden invisible, more destructive and more hurtful.
1
Gender bias: More common than you think
Gender bias has long become a hot topic in the job market, especially female job seekers will be treated and evaluated more strictly by the company than male job seekers.
I once saw a netizen share his experience on the Internet:
She went to interview a well-known company, the interviewer is a girl, it doesn't look big, originally thought that girls would be more inclined to girls, but did not expect that after the entire interview, she found that the female recruiter had stronger malice towards female job seekers.
Not only was the whole interview short, but the questions asked were not around professional skills and job content, but asked about her age, marriage and childbearing status, and home address.
Although his major was very suitable, he was rejected because the company had gender bias: "You are 29 years old, and you are old enough to have children, which is not suitable for our company." ”
Such a simple refusal of excuses made this netizen very sad. In fact, prejudice like this is not uncommon in the workplace.
Another blogger also shared his friend's experience:
Friends entered the new company, and there were a dozen boys in the same batch, only her and another girl.
Later, chatting with these male colleagues privately, I found that this group of male colleagues entered the company after only one round of interviews, and she and another girl went through three rounds of interviews before they were barely admitted.
It has to be said that discrimination against girls in the workplace begins in the recruitment process.
Even if they successfully break through the interrogation and screening of HR and bosses in the recruitment process, after joining the company, there are many women who have suffered a different vision of the company in the promotion and salary increase process, such as: women are not suitable for management, women are not strong enough, not decisive, women cannot be alone, and so on.
According to the "2020 China Women's Workplace Status Survey Report", 27% of women have encountered the employer's restriction of gender in positions when applying for jobs, and 59% of women have been asked about marriage and childbirth during the application process.
There is a saying circulating on the Internet:
"The best way to write on a resume that appeals to interviewers is: gender male."
Gender bias, like an invisible shackle, causes women to suffer more disrespect in the workplace than men.
More often than not, this bias is hidden in the pattern and perception of leaders and companies. At the same time, you will find that the prejudice against women in the workplace has never been eliminated.
2
Age bias: Brings a midlife crisis to people in the workplace
I once asked a friend who works in HR how the company screens resumes.
He said directly: "When you get the resume, look at the age first, if there is no particularly excellent resume at 35+, we will generally brush it directly." ”
This piercing and straightforward truth made me, who gradually entered 35, a little more panic.
In recent years, the topic of mid-life crisis in the workplace has become more and more intense, and even every time it appears, it will bring anxiety to the workplace.
I've seen the question, "Where are you all over 35 who aren't mixed with executive directors?" ”
There are a variety of answers in the comment section:
"I have already moved to the cleaning post, this time it is stable!"
"32 immediately 33, was laid off, no one wanted a resume, forced to start a business."
"Sell insurance, send couriers, move bricks, open shops".
It is undeniable that in the current workplace, there is indeed invisible discrimination against people over 35 years old: 35+ has not reached the management post, is not competent?
35+ workplaces are in the right years, but they are invisibly called the lack of prejudice with no motivation, no cultivation value, and no possibility of growth?
Everyone will face 35+ hurdles, and whether this hurdle will eventually become a pit or an opportunity, the choice often comes from ourselves.
Luo Zhenyu once said a profound statement about "35-year-old should not come to look for a job":
The so-called "35-year-old should not come to look for a job", more accurately expressed: "When people reach the age of 35, they should no longer use standardized and homogeneous abilities to find a job." ”
The workplace crisis at the age of 35 often indicates that we should not stay in the original cognition of work and life after the age of 35, but should use a stricter attitude to look at and choose.
Everyone faces the arrival of 35, and opportunities in the market may be unequal, with some opportunities tilting towards younger people and others tilting towards more capable and senior.
As middle-aged people in the workplace who are about to enter the 35-year-old hurdle, whether they can use their differentiated competitiveness to match and redeem such opportunities often comes from the evolutionary consciousness of continuous learning.
No one's midlife crisis comes out of thin air, and people who have a midlife crisis often have missed countless opportunities to learn and grow when they were young.
No longer use age as an excuse to stagnate, only in this way will the so-called crisis be delayed, and even if the final crisis comes, no longer fear, but bravely face it and seize your own opportunity.
3
Overtime bias: The stench culture of "not working overtime is not a good employee."
I know that there is a high fever problem: do you dare to leave work on time when you arrive?
After reading the answer of the respondent @ Kuki, people are envious:
On the first day of employment, the company left work at 6:30, and at 6:24, the boss suddenly sat up straight, still shouting, I have to hurry.
At that time, he muttered in his heart, it's over, the leader is going to shout overtime, so he took the opportunity to ask the leader: What are you doing in a hurry?
The leader replied while hurriedly packing up the computer: Hurry up and pack your things, it's about to leave work.
As a result, this answer made him exclaim unusually. When the time to get off work arrives, the seat next to it is like a missile launch, ejecting a person, quickly rushing to the clock-in position, clocking in, off work, and other colleagues? There is not a single one left to run to the point.
The respondent sighed that other companies are overtime rolls, our company is rolls off work, and whoever runs fast is the roll king.
Lucky answerer, met lucky company. But in reality, such companies are really rare.
Many companies talk about heroes, performance, and contributions based on how much overtime they work.
A former colleague of mine once chose to resign because of the leader's value of "working overtime to talk about seniority".
At that time, he was superior in all aspects, outstanding in ability, and high work efficiency. The same work content, let him do it, will be a day or two faster than other colleagues, and the quality of the work is guaranteed.
With high efficiency and high output, he should be valued by the leadership, but he did not expect that the superior leaders did not take the work output as the main performance evaluation standard, but whether he often worked overtime as the main measurement means. In the end, he chose to resign because he did not feel respect.
In many companies, the big boss does not go home, and the middle boss does not dare to go home;
If the middle boss does not go home, the small boss does not dare to go home;
The small boss does not go home, and the employees below dare not go home without authorization.
Such an overtime culture is extremely harmful to employees, and the mental fatigue brought by a day at work, if there is not enough time to recover, not only the next day's work status is not guaranteed, but also make employees have a serious sense of burnout.
My former colleague, because he didn't like blind overtime, chose to resign and move to a new company, not only the position was promoted, but the salary also increased a lot, as he said later: "After staying away from the smelly overtime culture, I was more productive and happily done." ”
Blind overtime is not desirable, foil and pandering overtime, in addition to self-consumption, can not produce any substantive value, encounter such regardless of the level of efficiency, desperately squeeze and imply that employees take overtime as a daily company, or as soon as possible away as well.
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Written in the last words
In the workplace, you have to face prejudice, whether it is the differential treatment brought by gender, or the narrow view of middle-aged people because of the gradual entry into the workplace, or the vision of not following the trend of overtime.
At work, prejudice is pervasive, prejudice makes us have nowhere to hide, those who harbor prejudice, they judge and accuse, they do not know, when they look at others in this light, they are also being treated equally by others.
In the face of prejudice, if we cannot change the world, we may as well learn to face it positively, and through continuous learning, create an environment for ourselves that is not harmed by prejudice and jump out of the shackles brought by prejudice.
-THE END-
●This article is the original first publication of MBA Think Tank, please contact us for reprinting. Author: May Haizi (MBA think tank columnist), with time, empathy with writing, half lake, half hot soil. Source: Picture Bug Creative. MBA think tank - a professional learning and growth platform for managers, with both hot and dry goods, top management knowledge, and advanced workplace guides. APP, headline, Weibo @MBA think tank.