Bringing “Thanks” to the Workplace

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With the holiday season right around the corner, people are starting to shop for gifts for friends and family, prepare festive foods, invite guests over to celebrate Thanksgiving, and maybe even decorate their houses. Although this season is a fantastic opportunity to spend time with loved ones and be thankful for what we have, we often forget to bring that thankful holiday spirit into our workplace. In fact, according to a survey conducted by John Templeton Foundation, Americans are less likely to feel or express gratitude at work than anyplace else! We think employees and employers should take the time to demonstrate their appreciation for those within their office, as doing this can boost morale and increase productivity. Not to mention, you’ll feel great for making someone’s day a little bit brighter. Here are some suggestions to incorporate gratitude into the office!

Write a thank-you card:

In this day and age, where we communicate primarily through email, phone, and social media platforms, we rarely (if ever) receive handwritten notes. This Thanksgiving, consider showing your appreciation for an employee by giving them a handwritten thank-you note for something they may have done for you. According to an online study by Harris Interactive, “53% of employees would stay at their company longer if they felt more appreciation from their boss, and 81% said they’re motivated to work harder when their boss shows appreciation for their work.” So employers, get out your pens and start writing!

Thank the people who never get thanked:

There are inevitably people in the office we typically forget to thank. These people put in an immense amount of effort into their work and nobody even realizes it. For example, when was the last time you thanked the janitor who cleans your office every night after you leave, or the intern that makes your life easier without you even realizing it? Psychologists say that being appreciated can energize individuals, promote healthy sleep habits, increase productivity, enhance happiness, and even decrease blood pressure! So take time this holiday season to thank the people you rarely acknowledge on a day-to-day basis.

Incorporate gratitude your company culture:

Employers can integrate gratitude into their companies in numerous ways! For example, you can develop a company gratitude journal, where both employees and employers can make notes of things (even anonymously) they are grateful for in the office. According to Forbes contributor, Nancy Collamer, explicitly stating what you are thankful for produces serotonin and dopamine — the brain’s “feel-good” chemicals, which reduces anxiety and stress, thereby increasing productivity and promoting happiness. If you’re an employee, maybe suggest implementing an office gratitude journal or gratitude bulletin board to your higher-ups.

Volunteer with your employees or coworkers:

Especially over Thanksgiving, there are endless opportunities to volunteer and give back to your community. For example, you can arrange a company trip to help out at a local food bank or food kitchen. If your office is too busy to volunteer during this hectic season, you can always create a “donation box” and have people donate items they want to give away and then drop off this box off to a local organization. Knowing that you made a positive difference in someone’s life will not only make your day brighter but also provide you with some great health benefits. In fact, a report conducted by A Corporation for National & Community Service concluded volunteering decreases depression, reduces stress, and provides individuals with a sense of purpose and fulfillment!

We hope you were inspired by some of these suggestions and consider incorporating these tips into your own workplace. All of us at Treehouse Partners wish you a wonderful Thanksgiving filled with love and happiness (and of course, great food)!


Join our Hipster BBQ!

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Music in the workplace is proving to be more helpful than hurtful.

Listening to music in the morning is a great way to start the day, especially when commuting to work. Whether it’s the radio or your personal playlist, the tunes boost energy and make the drive a little less drab. However, in most workplace settings the music stops when the work begins.

At Treehouse Partners, it’s just the opposite. Music is not only always playing, but dancing and singing along are also widely appreciated and encouraged. It can be mundane working in a silent environment, especially when it’s a smaller or shared office space. In addition to making the workday a little more fun, music has been found to increase productivity and effectiveness.

In a recent study, researchers at Cornell University found evidence to support the notion that working while listening to “upbeat” music can lead to increased productivity, cooperation among coworkers and more hard work. It’s no different than a workout class for example, everyone in the class is in sync as a result of the beat, which leads to more unison and cooperation throughout, not to mention an increased energy in the room. The same is true for us in the Treehouse; whether it’s a slight foot tapping to the beat or full-on singing and dancing, everyone is engaged in not only the music, but also their work. Being in sync with the music leads to in sync coworkers who are more willing to work together. By incorporating music with a strong beat and energetic vibe, a new type of professional environment emerges that benefits both employees and employers.

Our playlists in the Treehouse vary almost daily, but a consistent favorite is Hipster Barbecue on Pandora. The playlist includes songs from the Arctic Monkeys, The Head and the Heart, and Vampire Weekend to name just a few. Hipster Barbecue always seems to get the office feeling groovy in the mornings! A recently discovered favorite of our CEO’s is Poolside Hits, which is great for an afternoon energy surge.  Diana, our Recruiting and Operations Manager is the old soul of the office when it comes to her music preferences. She prefers classic rock and loves the Beatles; her playlist choices are great for any time of the day! While we may not always agree on what playlist should be on at any given moment, it is safe to say music is always playing in the Treehouse and according to Cornell, we’re doing it right!

Music for the professional soul is the new office trend, you’ve heard it here first. What do you listen to during your workday?

Follow along with our favorite playlists on Pandora and Spotify!

Not Another Boring Newsletter (A Message from our CEO)

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Friends and Partners,

As you may have noticed, we don’t send newsletters.  I am asked almost daily to share my insights and thoughts on the current state of recruiting, hiring, and general talent management, but haven’t done so on a mass scale… until now.

The first half of 2017 has been a bit… well… weird.

We had SEVEN people in the past six months turn down offers from our clients.  To give you some context, we had FOUR people in the previous six+ years turn down offers.  In a bit of a panic, I sought answers.  As it turns out, The Treehouse is not alone in this significant uptick in “candidate flight.”

In a recent study of recruiter sentiment, 90% of recruiters said they believe the market is candidate-driven, up from 54% in 2011. Recruiters also indicated the second biggest obstacle in hiring is “lengthy hiring practices” of companies. Furthermore, nearly 50% of declined offers were due to candidates accepting another job, up from 37% in early 2015. This isn’t a challenge, it’s an opportunity, but if we want to continue to attract, hire, and retain the best talent, we need to adapt and refine our approach.

Ladies and gentlemen, we’re in a buyers’ market, and therefore, I believe there are a few better-practices we can (read: need to!) act on. Candidates are still looking for great places to thrive, so let’s not give them a reason to look beyond the opportunities you have:

  • Process: Don’t lose candidates to sloppiness. Organizations don’t need an overly-sophisticated interview process, but they do need an agreed-upon approach and timeline – Who is on point for scheduling, communicating, and managing the interview process? Who will be conducting interviews? What interview format will each interviewer use? How many stages of interviews? What is the decision-making criteria
  • Momentum: Don’t lose candidates to other priorities. A slow or drawn-out interview process is a great way to lose a candidate to another firm (which has moved faster and more decisively). To keep high-potential candidates excited and connected, offer a cadenced, structured, and intuitive interview experience.
  • Communication: Don’t lose candidates to procrastination. Ensure a 24-hour turnaround on scheduling, interviewing, feedback, and next steps – this is for candidates, but also any recruiter with which you’re partnering.
  • Pull the Trigger: Don’t lose candidates to indecision. When you find the needle in the haystack, be prepared to make the hire – the best talent won’t wait long before exploring other options. We’ve seen some amazing candidates fall through the cracks because clients over-deliberated and second-guessed. When you know, you know.
  • Offers: Don’t lose candidates to a nickel and dime strategy.  If you know the candidate is right, make a fair, or more-than-fair, offer. You never want to start an important working relationship with the awkwardness of a negotiation for marginal dollars.
  • Closing: Don’t lose candidates to the unknowns. The offer conversation is NOT the time to identify potential risks (e.g., counter offers, other opportunities, family situations, travel tolerance, etc.). These need to be addressed during the interview process so there are no late-stage surprises –  the offer and closing should feel more like a champagne toast than a poker game.

When we started this company seven years ago, organizations could get away with a little sloppiness, but today, these are the table stakes. I don’t want to come across as critical or preachy, but the changing landscape is real, so, together, we need to do the basics brilliantly! As always, please let me know if you have any comments or questions… and have a great holiday weekend/week next week!

Many thanks,

Kate Pletcher, CEO of Treehouse Partners

PS – Perhaps it goes without saying, but it’s also important to focus on retention of your “A” Players… if you’ve got a good crew, make sure to respect, empower, and reward them!!!


Bruin Career Insights: Top 10 Tips for Job Seekers

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Check out this great video our CEO, Kate Pletcher, made for UCLA Bruin Career Insights. She shares her professional insights on what qualities rise to the top and what steps you can take to stand out from the crowd – what you learn from this might just help you land your dream job!

New Year’s Career Resolutions

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Now that 2016 has officially come to an end, you may want to reflect on the past year and assess your performance in the workplace. Do you have any bad habits that are hindering your success? Are there any skills you need to refine? Do you need to put more effort into your job?

New Years is the ideal time to develop goals to improve yourself and enhance your performance at work. Although skeptics state that resolutions don’t stick, as people forget about them merely a couple of months later, research indicates approximately 46% of people keep their resolutions for at least six months, while 8% keep them for the entire year. Though these numbers seem relatively minute, individuals who decide to make New Year’s resolutions are about 10 times as likely to keep them than those who attempt to achieve the goal through a different trajectory. Thus, you may be better off starting 2017 with a promise to yourself as to what you will improve on throughout the year. Here are some of our favorite work-related 2017 resolutions:

Take advantage of the morning: Although many of us are guilty of going through the morning in a half-asleep, unproductive daze, experts suggest using this time to develop goals for the day and try to complete your hardest tasks first, when you’re fresh. Studies have shown that people who do the most “painful” assignments in the beginning of their work day are not only more productive than others but also achieve more success in the long run– so this year, take your morning coffee with a double shot of espresso!

Maintain your online profiles: With all the chaos that goes on in your daily life, perhaps you have forgotten to update your online profiles, such as LinkedIn. Did you learn a new skill you forgot to include on your page? Do you have a professional photo you haven’t yet uploaded? Is there someone you want to connect with but have not yet? If you haven’t maintained your various online accounts, you may want to start now, in 2017, as these profiles can be utilized for networking and potential job opportunities in the future! Also, if you’re actively searching for a job, employers often view your social media presence to determine whether or not you’d be a fit within their company culture. So make sure you also take the time to scroll through past account activity and ensure you don’t have inappropriate posts from years past!

Stay hydrated: Inspired by one of our own employees at Treehouse Partners, this resolution, though seemingly trivial, is crucial for your everyday life! In fact, numerous studies have demonstrated that dehydration leads to lower mental performance in the office. Furthermore, it is estimated that up to 75% of the U.S. adult population goes through their normal day in at least a mildly dehydrated state. Luckily, the solution to this problem is relatively simple and easy to implement — drink more water!

Enhance your public speaking skills: Surprisingly (or not surprisingly!), public speaking is the one thing people fear more than death. This skill is also increasingly utilized as an individual climbs up the corporate ladder. Thus, it is critical to enhance this ability at an early stage and become comfortable speaking in front of a group of people. To achieve this, take a public speaking class (, or practice speeches in front of a group that you’re already comfortable with. Even if you’re not at a point in your career where you absolutely need to master this ability, being able to speak confidently in front of people you don’t know will help you with any prospective job interviews as well as when you eventually do reach a higher level in your career.

Although these are some of our favorites, you may have come up with resolutions based on your own unique strengths and weaknesses. Nevertheless, whatever your resolution is — whether career-related or personal – the most important thing is to have a safe and wonderful New Years! Happy 2017 from Treehouse Partners!



Election Politics in the Workplace

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With elections coming up this week, the topic of politics is likely to come up in the office. This poses a challenging question — how do you discuss such a controversial topic in your workplace? What’s the line between being opinionated and being just flat out inappropriate? These are critical points to consider, especially during this election, as Americans seem to be more divided than ever. Here are some tips to express your views in a professional manner!

Play Nice: A certain amount of debate is healthy in the workplace, as it exposes you to a variety of opinions and perspectives; but it is important not to take it too far. If you see that your colleague is getting frustrated when discussing a particular topic you disagree on, try to tread lightly or end the conversation by agreeing to disagree. If you find that you’re the one getting worked up, change the subject, or politely exit the conversation. Also, try not to let someone’s political views change the way you perceive them. Remember, you’re at work, and you need to maintain a professional relationship with your co-workers — this will be much harder if you’re holding a grudge because of your differing political opinions.

Discuss Less Controversial Topics: Although you and other fellow employees are sure to have conflicting opinions on a wide variety of topics, perhaps focus on the subjects that are less controversial. For example, you most likely won’t hear heated debates regarding which flavor at Baskin Robbins is truly the best, whereas you might with extremely contentious social subjects. By focusing on subjects that people tend to be less passionate about, you allow for a more open discussion between you and coworkers, while reducing the probability of someone getting upset.

You Interact with Your Coworkers Outside of Work: You may think it’s safe to openly express your opinions outside of the office, but you need to be mindful of who can see or hear what you’re saying! For example, writing a politically-charged comment on your Facebook wall or at happy hour—even if it’s funny—can easily offend someone, and tarnish the reputation you’ve built for yourself in the workplace.

Keep an Open Mind: Lastly, keep an open mind. Even if you are a diehard liberal or conservative, listening to what others have to say will open your mind to a wide variety of perspectives. Doing this may also allow you to learn more about topics that you didn’t have much knowledge about before. And who knows? Maybe someone will say something that makes you reconsider your own beliefs! Remember, if we all had the same, uniform perspectives, life would be much less colorful!

We hope that you take these points into consideration when discussing the controversial topic of politics in your own workplace. And remember… no matter what side you’re on, the most important thing is to get out and vote!

Job Search Tips for Millennials

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The workplace is constantly evolving as more and more millennials graduate from college and start searching for jobs. With the constant influx of young, college-educated individuals entering the workforce, merely finding a job is difficult. Of course, recent grads also need to look for jobs that pay fairly well or have significant upward mobility, as they likely have a mountain of loans that they are buried in. Forbes gives helpful survival tips to millennials to help them deal with the competition  Here are a few summarized tips, along with our own advice.

Keep Working!

Even if your dream job isn’t available, it is better to keep yourself occupied than to wait around for the perfect position to open up. Perhaps you could become an intern in your field or volunteer for an organization you are interested in. By taking initiative and actively sharpening your “soft” and “hard” skills, you will not only enhance your resume, but also gain experience needed for your field. Eventually, you’ll have a strong resume that can stand on its own, which will increase your chances of getting your perfect job.

Think About Graduate School

While I absolutely loved my experience at UCLA-Anderson’s School of Management and have seen a great return on my MBA, I strongly urge you to refrain from applying merely because you’re confused about where to go with your life. If you just want to move up in your career, look for programs with night classes so that working full-time is still possible. Nevertheless, make sure to only apply to graduate school if you are sure it will pay off or if it is a field you actually want to study.

When searching for loans to fund higher education, consider getting one from a family member or close friend rather than the government. Your family loves you and is there to support you. As a result, they may be able to help by giving you a loan at something less than a 7.9% rate! Also, try to keep from getting into more debt than your expected annual income upon graduation (For example, an endeavoring teacher wouldn’t get a loan of $120,000).

Roommates Are Great

Not only can roommates make fun companions, but they can also split the monthly rent cost and save you money. advises to “not spend more than a third of your gross income on rent” and “ideally, keep it to no more than a quarter”. One of the only ways to do this is by finding a roommate (or two!). Keep in mind, though, that you will need to find a place where both of you could live comfortably based on your budgets.

Embrace Failure

Of course, it is inevitable that you will come across a time in your life when you fail at a task or job. But just remember, it’s how you handle your setbacks that truly define your character.  Try to learn from the experience and not be ashamed of it or deny that it happened. Jan Slinger, CEO of Spanx also advises to redefine your definition of failure to mean not trying. The outcome of a given situation doesn’t matter as long as you take a risk – and that’s something to celebrate rather than fear!

Do What You Love

Although it’s important to stay busy even if your dream job isn’t available, try to find work in a field or for a company that interests you. If you’re enthusiastic about what you’re doing, you’ll enjoy going to work. This will amplify your skill set and increase your productivity, which will, in turn, lead to more money. The alternative can be forcing yourself into a profession you dislike, and then eventually leaving years later to follow your dreams. It is much easier financially and emotionally to start off doing something you enjoy.

We at Treehouse Partners know how crucial it is for companies to hire employees who have a passion for what they’re doing. We are dedicated to finding enthusiastic, enterprising candidates for our clients each and every day.

We hope that you benefit from these valuable pointers and consider them when making your job-related decisions!

Summer Productivity

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The sun is shining, children are out of school, the beach is packed and your employees are planning their upcoming vacations – yes, summer is officially upon us! But how does the sunny season affect your business?

According to a study conducted in 2010 by Captivate Network, workplace productivity drops by about 20 percent during the summer months of June, July and August. Work attendance also decreases by 19% and projects (on average) take more time to complete. This is because employees tend to be distracted or more likely out of the office during the summer.

What can you do, as an employer, to minimize these negative effects? Here are some do’s and don’ts for the season:

Do plan ahead: Although it is inevitable that employees will take time off to travel, make sure to discuss traveling dates with your employees a couple of months in advance to ensure there is not too much overlap within departments. By coordinating dates with your employees, you are not only displaying your accommodating nature but also minimizing productivity losses by making sure you’re not too understaffed during the season.

Do plan outdoor activities: There’s no rule that states that you can’t enjoy the hot weather and work! Perhaps coordinate a BBQ lunch outside with your employees, or an after-work happy hour at a local bar with an outdoor patio. By planning activities for your employees, you provide incentives to not only come to work, but also be excited about it. Maybe even collectively work outside one day a week. According to Harvard physician Eva M. Selhub, working outside reduces stress, lowers blood pressure, and improves immune functions. Remember, a healthy employee translates to a more productive employee!

Do try and bring summer to the office: While it’s difficult to fully enjoy summer and work full-time, you can bring a little bit of summer into your workplace. For example, fruit-infused water coolers are a great way to bring those relaxing summertime vibes into your office! Office plants are also a good idea — not only for summer, but for all seasons. In fact, according to a recent study conducted by the University of Queensland in Australia, the presence of office greenery increases concentration and creates a less stressful environment for workers. It also boosts productivity by at least 15 percent. So the next time you’re out shopping, stop by a gardening store and pick up some indoor greenery!

–  Don’t forget to hire interns!: Interns are a great way to complete all the administrative tasks in the office and handle special “back burner” projects. This way your employees can focus on higher-level, more pressing responsibilities. Furthermore, many high school and college interns are merely looking for experience or college credit, so the expense to bring them on for the summer may be minimal. An intern is a great resource, especially if you’re a little understaffed when employees are out enjoying their summer vacation.

Don’t forget to stay hydrated!: Although this seems somewhat obvious, this is too important of a point to be glossed over, as staying hydrated makes the workplace a safer and healthier place. Dehydration can adversely impact one’s ability to get work done and cooperate with co-workers. It also makes you more tired, which inherently makes you less productive — so make sure that your water coolers are always full, especially during those scorching summer months!

Don’t sweat the small stuff: Although easier said than done, try to understand that the summer inevitably brings about changes that can reduce your firm’s productivity. Refrain from getting upset when an employee discusses their upcoming vacation or comes a little late into work. Just remember that everyone needs a break once in awhile and allowing employees to take their vacations during the summer will make them more productive all-year-round!

By taking these small, yet thoughtful, initiatives to bring about positive changes in the office, you demonstrate you are dedicated to creating a more enjoyable environment in your office. Although it’s no day at the beach, working for an employer who truly cares about their employees is a great motivator to make workers bring their A-game to work every day!


A Review on ROWE (Results-Only Work Environment)

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Millennials are entering the job market in droves – by 2020, 50% of the global workforce is predicted to be born between 1980-2000. With this influx, we can expect some major changes in workplace culture. Work schedules have evolved, with a preference for flexibility and work/life fit replacing the more traditional and often rigid 9-5 day. One of the most liberal of these structures is Results-Only Work Environment (ROWE), a system that has changed expectations of what a workplace environment can be, attracting the attention of believers and skeptics alike.

ROWE is the brainchild of Cali Ressler and Jodi Thompson, who originally introduced ROWE as a transformation in workplace culture for Best Buy in 2003. The structure is simple: no set hours, no mandated time in the office, no micromanagement. The only expectations are to meet deliverable deadlines with a job well done. ROWE champions freedom, responsibility, autonomy, and results. After its implementation at Best Buy,  Ressler and Thompson determined it was a success, claiming voluntary turnover was down 90% and productivity was up 41%.  Since the Best Buy experiment, ROWE quickly caught on as a model for many industries.

Third party researchers have also experimented with the approach. Phyllis Moen, a professor at the University of Minnesota, found a variety of benefits including: an average of one hour more of sleep for employees per night, better health, more exercise, and improved morale.

The challenge in implementing these strategies appears to be changing the existing culture. In order for new policies to be adopted, employees must embrace the culture wholeheartedly and ensure no shame or pressure accompanies individuals who choose to take time away from the office. For example, a nationwide survey found that 40% of respondents agreed that individuals who asked for flexible work schedules for personal or family related reasons were less likely to advance in their careers. However, campaigns can mediate this stigma and encourage better work life fit. At BDO, a culture-changing advertising campaign hung posters with pictures of employees working from home, and senior managers publically declared their participation in the program in order to promote acceptance of the idea.

Not all companies agree this approach is best. Best Buy actually dropped ROWE altogether after Hubert Joly became CEO in 2012.  Joly states that ROWE assumes the “right leadership style is always delegation” and that leadership must be personalized whereas ROWE is “one-size-fits-all.” Marissa Mayer also ended ROWE at Yahoo! when she took the helm as CEO. According to a Slate article by Seth Stevenson, Mayer was quoted as saying employees are “more collaborative and innovative when they’re together.” These are just a few of the challenges that can arise from a ROWE structure. As work environments adapt to the next generation, questions about teamwork, collaboration, and leadership must be answered – of course, the ideal would be to find a middle ground.

Here at Treehouse Partners, we certainly know the value of flexibility and autonomy. Treehouse Partners’ performance-based environment has similar elements to ROWE, emphasizing quality, efficiency, and results. However, the team is in the office most of the week, and collaboration is highly encouraged. Tasks are often tag-teamed in order to stimulate innovation and creativity. Team members often have other projects they are passionate about – one associate is a career coach, another helps run an international camp, and even our intern is able to take time to serve a program that empowers youth. Treehouse Partners embraces the diverse elements of life and promotes a coherent work/life fit.

ROWE manifests a change in culture many millennials desire, promoting a life that is productive, balanced, and enjoyable. As the landscape of the workplace culture evolves, lessons from ROWE can certainly inform any employer working to build a positive work environment. Treehouse Partners certainly embodies the spirit of ROWE, channeling the hard work, spontaneity, and fun reminiscent of our time as children building treehouses. And, as adults, we have also tasted the sweetness of success, and know the importance of hammering in that last nail, climbing to the top, and enjoying the results of a job well-done.

Women in the Workforce

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It’s Women’s History month, and ladies, there is a lot to celebrate! In the 1950’s, women only participated in 30% of the workforce, but now contribute to 47% of total labor. Further, according to the U.S. Department of Labor – over 57% of women are currently working and are predicted to contribute to 51% of the labor force growth between 2008-2018. Compared to the days when opportunities were confined to “The Good Housewife’s Guide”, the future is bright!

Of course, complete equality between the sexes in the work environment is far from realized. The glass ceiling remains impervious – the jarring 78 cents earned for every dollar a man makes is evidence enough. While women are almost equally represented in the labor force, leadership positions held by women are shockingly sparse. Currently, only 21% of senior level positions are occupied by women, and this year there were only 21 women on Fortune 500’s list of top CEO’s.

Why does this gap occur? A study by and McKinsey & Company offers surprising findings. Here is a summary of a few of their key insights, but be sure to check out their full report here.

Bias in the Workplace

Regardless if it is there or not, women see a workplace skewed in favor of men. These perceptions lead women to believe they are 4 times more likely than men to miss out on opportunities because of their gender. This mindset might explain why women appear to advance at lower rates than males. This is especially true for women in more senior positions. These women are half as likely to say they aren’t consulted on important decisions or recognized for their work. Women at this level are less satisfied with their careers which can lead to lower performance. Seems like a vicious cycle to us!

Stress & Family Life

Both men and women list balancing work and family as a top reason they would decline a senior position. However, women also listed stress as a main factor for passing up a job. Several variables could contribute to disproportionate stress, but one reason could be additional work outside of the office. Women are more likely to report completing more chores and child rearing activities than men. Further, women at an executive level are 85% more likely than men at the same level to have a partner who is employed full-time, implying a spouse might not be able to compensate for the long working hours a female executive puts in at the office.

Identifying Inequality

While gender inequality may be self-evident for the experience of many women, men do not always recognize the signs of bias. In fact, only 1 in 9 men stated that they believe women have fewer opportunities than men, and 13% actually feel programs to promote gender equality harm their own advancement. Without recognition of the problem, very little can be done to make it better.

What Can Be Done?

Flexible work hours, paid paternity and maternity leave, and equal pay are a few of the structures that can be implemented to advance the equality of men and women in the workplace. However, tackling bias and perception are much more subtle and trickier to address. Critical paths to combat bias include identifying accurate metrics to measure performance and ensuring men and women are equally represented at all levels of the job recruitment and advancement process.

Though the current status of women in the workplace can be discouraging, progress overseas demonstrates the attainability of equality. For example, in China, 51% of senior leadership positions are held by women. A change in culture will take time and systematic effort on the part of employers and employees alike, but with diligence and a concerted effort, there is every reason to believe women will reach their full capacity as equally contributing members to a global economy.

Here at the Treehouse Partners we are about girl power! Ladies – we would love to hear your inspiring stories of success in the workplace! Hoping you can share with us!