It's Not You, It's Your Workplace | Michelle Penelope King | TEDxChelseaPark

Summary

The speaker shares her journey from nearsightedness to clarity, drawing parallels to the invisible barriers women face in the workplace. She challenges the ideal worker stereotype, emphasizing the need for workplaces to adapt to diversity rather than expecting individuals to conform. Through research and personal anecdotes, she argues that acknowledging and addressing inequality can lead to more inclusive environments where both men and women can thrive, fostering innovation and problem-solving.

Takeaways

• 👓 The speaker grew up with undiagnosed severe nearsightedness, which wasn't recognized until they were 12, highlighting the gradual nature of vision deterioration.
• 🏫 The speaker struggled academically and behaviorally in school due to their inability to see, which was mistaken for lack of ability or effort.
• 🕵️‍♀️ Miss Andersen, a favorite teacher, identified the speaker's vision problem, emphasizing the importance of recognizing and addressing underlying issues in students.
• 👓 The experience of getting glasses was transformative for the speaker, allowing them to see details clearly for the first time, including their own appearance.
• 🔍 The speaker's research over five years focused on understanding the underrepresentation of women in leadership, questioning the assumption that women are the problem.
• 📊 Research findings indicate that women are communal, democratic, innovative, and collaborative, suggesting that the issue lies not with women but with workplace structures.
• 🚹🚺 Workplaces are often designed around an 'ideal worker' model that favors certain characteristics, typically associated with white, middle-class, heterosexual, able-bodied males.
• 💼 The 'ideal worker' model creates barriers for those who do not conform to it, including women and others with different backgrounds or personal circumstances.
• 👨‍👩‍👧‍👦 Both men and women face challenges due to the 'ideal worker' model, with men often feeling pressure to adhere to narrow definitions of masculinity and work behavior.
• 🌐 The speaker argues for recognizing and valuing differences in the workplace, as diversity in thought and experience is crucial for innovation and problem-solving.
• 🗣️ The speaker calls for acknowledging and discussing 'inequality moments' to disrupt denial and promote a culture of equality where everyone can thrive.

Q & A

What was the speaker's experience with nearsightedness during their childhood?

The speaker was severely nearsighted from a young age but was unaware of it due to the gradual deterioration of vision. By the age of 12, their vision was so poor that they couldn't even see their own reflection in the mirror.

How did the speaker's poor vision affect their school performance?

The speaker struggled in school because they couldn't see the numbers on the board, which made it difficult for them to spell or do math. This led to being disruptive in class and talking excessively.

What was the turning point for the speaker in terms of their vision?

The turning point was when the speaker's favorite teacher, Miss Andersen, realized the speaker couldn't see and provided them with glasses. This allowed the speaker to see clearly for the first time.

How did getting glasses impact the speaker's perspective on their appearance?

After getting glasses, the speaker could see their appearance clearly, including their braces, freckles, pale skin, and a seventies bold haircut, which was a shock to them.

What is the main research focus of the speaker?

The speaker's main research focus is understanding why there are so few women in leadership positions, which they have been studying for the past five years.

What does the speaker suggest is the real issue preventing women from advancing in the workplace?

The speaker suggests that the real issue is not with the women themselves but with the workplace culture and structures that were not designed for difference and favor an 'ideal worker' prototype.

What is the 'ideal worker' prototype according to the speaker?

The 'ideal worker' prototype is typically a white, middle-class, heterosexual, able-bodied male who is willing to prioritize work above all else and engage in dominant, assertive, and competitive behaviors to advance.

How does the speaker argue that gender equality can benefit men as well?

The speaker argues that gender equality can benefit men by allowing them to take up flexible workplace practices and care for their families without facing significant penalties or being seen as lacking ambition.

What does the speaker identify as the greatest barrier for women in the workplace?

The speaker identifies the denial of gender differences and experiences of inequality at work as the greatest barrier for women in the workplace.

What does the speaker suggest as a way to disrupt the denial of inequality in the workplace?

The speaker suggests sharing out 'inequality moments' and speaking up about the barriers and broken aspects of workplaces as a way to disrupt denial and promote equality.

How does the speaker believe workplaces can become more inclusive?

The speaker believes workplaces can become more inclusive by recognizing and valuing differences, rather than trying to fit everyone into a single 'ideal worker' mold.