Lessons for the workplace from #LazyGirlJobs and how weak language serves women, maybe, if you don't mind?

Have you heard of #LazyGirlJobs?  

"The term reflects a new mindset that’s taken hold in the era of the Great Resignation – one in which workers are increasingly demanding sustainable salaries and flexible conditions, while challenging the notion that hours clocked equates work accomplished."

"These types of positions generally meet four criteria: a sense of safety (no long shifts, arduous commutes or dangerous working conditions); remote- or hybrid friendly; a “comfortable” salary; and a healthy work-life balance. Ultimately, the idea boils down to a healthy work environment that leaves time for workers to prioritize themselves."

The above quotes are from this BBC article:

The Lazy Girl Job concept was first coined as a TikTok phenomenon, and it reflects Gen Z's focus on putting their mental health first, as well as challenging our modern-day obsession with productivity at work.

File this under the same category as the 4-day work week: there is a movement in favour of less work for [comfortable enough] pay, where a worker's contribution is not measured in terms of hours spent at work. This is enough to make every corporate manager's head spin, but there is a valuable proposition behind what some may perceive as a dumb TikTok trend.

The difference between Lazy Girl Jobs and a 4-day work week is how performance is measured. Our Lazy Girl does not claim higher productivity -- she will keep doing just enough to keep her job because she does not believe work is first on her list of priorities, while proponents of the reduced-hours work week maintain they can do as much (or more) with less time spent on the job.

Lazy Girl teaches us to forego our obsession with absolute productivity in favour of promoting mental health and self-awareness.

What's in it for women entrepreneurs? And for women employees?

Women entrepreneurs juggle multiple responsibilities, including running a business, managing household tasks, and, often, caring for our families. Balancing these roles often increases stress and a lack of time for self-care and relaxation. If you couple this with women who experience what they refer to as "imposter syndrome," aka a sense of being undervalued or not good enough, contributing to increased mental and emotional strain while managing their businesses... it's a perfect recipe for burnout.

Lazy Girl teaches us to let go of our obsession with productivity and to leave time in our busy schedules for personal time, wellness and self-care.

But Lazy Girl highlights the many ways today's workplace does not meet women's needs. From the lack of pay equity to limited career advancement opportunities and work schedules that are not in sync with childcare duties, women do not love the traditional workplace. As a result, many are leaving, "quiet quitting," or choosing "lazy jobs."

In conclusion, we should not judge #LazyGirls too harshly, and let's continue to require that employers improve workplace conditions so that women can thrive.

Women and weak language, maybe, if you don't mind?

"In the United States and in many cultures, gender stereotypes still hold that men should be dominant and assertive, while women should be kind and caring. When women violate these stereotypes, they often get punished. In a meta-analysis of dozens of studies, when women asserted their ideas, made direct requests and advocated for themselves, they were judged as less hirable. Although they were seen as equally competent, they were liked less than men who engaged in the exact same behaviors."

"New evidence reveals that it’s not ambition per se that women are being penalized for. In fact, women who are perceived as intelligent and capable, determined and achievement-oriented, independent and self-reliant are seen as more promotable to leadership positions. The problem arises if people perceive them to be forceful, controlling, commanding and outspoken. These are qualities for which men are regularly given a pass, but they put women at risk of being disliked and denied for leadership roles. (Not surprisingly, the backlash is even stronger when a woman is Black). Instead of being judged just on their performance, they are dinged for their personality. Overbearing. Too abrasive. Sharp elbows."

Organizational psychologist Adam Grant has just published an article in The New York Times about women's use of "weak language" and how it often benefits them (as long as they address a male audience). Grant highlights the double standard at play:

"In a classic experiment, the psychologist Linda Carli had men and women record the same speech two different ways. One version was assertive. The other was tentative, sprinkled through with disclaimers (I’m no expert, but …), hedges (sort of, kind of), and tag questions (right? wouldn’t you say?). When the speech was given by a man, audiences found the assertive and tentative versions equally persuasive. When the same speech was delivered by a woman, though, style made a big difference. So did the gender of the audience member. Female observers found the woman more persuasive when she spoke assertively. But men were more convinced when she spoke tentatively. They saw her as more likable and trustworthy."

Grant argues that there is a reason women use "weak" language. We have learned over the years that appearing docile and submissive when speaking to a male counterpart or superior, will typically result in a positive outcome. We all know about the classic example of the assertive woman who gets called "too aggressive" while a man displaying the same behaviour will be heralded as a "leader".

"It’s outrageous that women have to tame their tongues to protect fragile male egos, but the likability penalty is still firmly in place. And it’s outrageous that it’s easier for me to call out these dynamics than it is for women, who get penalized if they dare to point out the same disparities. Instead of punishing women for challenging stereotypes, we should be challenging the stereotypes themselves."

For more on this topic, read Adam Grant's piece here:

This week on The Brand is Female podcast

In this week's episode, I spoke with Daniela Ricalis , Founder of DC Global Talent Inc. , a recruitment agency based in Toronto. Daniela has carved a great niche, leveraging her HR experience in luxury hospitality and food to build an award-winning agency that counts prestige hospitality brands as clients, from Mandarin Oriental to Four Seasons Hotels and Resorts . Daniela leads an all-female team and is working to establish more gender equity and diversity in the industry through her client work. This interview offers inspiration and a blueprint for entrepreneurs looking to develop a business based on their skills in a high-growth sector.

As always, thanks for reading and tuning in to The Brand is Female | Femmes de marque podcast Until next week,