Red Flags in the Workforce

Telltale signs when the odds are not in your favor and likely never will be.

To the future diverse leaders, game changers, catalysts, divergent thinkers, and rebels, as you’re entering the workforce there are some red flags you need to look out for.

Because sometimes it’s not you. There is no amount of work, revenue generated, happy hours, events planned or checklist items you can do enough to achieve your full potential and greatness at some companies.

If you do join a company that doesn’t value the diversity you bring you will likely receive just enough promotions (with double the responsibility) to think you have a chance. But you don’t.

But how do you spot a bad work relationship before you commit?

Here are the 7 signs of a really bad company (for you).

1. “[insert two-syllable or less male name here], is the head of the department.”

The C Suite matters. And this is the most obvious telltale sign of a future bad relationship. Between LinkedIn and Google it’s not hard to get all the deets before you even decide to interview. Who is the CEO, CFO, CTO, CMO, President of the most important areas of the company? Who holds power? Do any of them look like you? If no, then move on. It’s not for you unless you’re being offered one the c-suite positions or if you’re the <10th hire in the company.

Notice the head of HR does not count. This is almost always a woman and counts as the token, “See? We are super diverse because we have Shelly, and she’s a woman. And she’s great at HR because emotions and people are for women.”

Run. Don’t walk.

2. Women make babies?

Yes. Yes, we do. If we want to. And men are even sometimes fathers too. Check their maternity AND paternity leave policies. You don’t want to ever have kids (ewwww, gross)? It doesn’t matter. The maternity and paternity policy tells you what the founders and leadership team think about women.

They make policies for people like them. Only. So they’re either people that don’t have kids or they expect you to have a stay at home significant other or pay for a nanny. Cause that’s what they do.

3. Let's get flexible.

Life happens and more often than not women find themselves opting out of work to take on other responsibilities, such as caring for the ones they love. Just like lesson #2, if your leadership team won’t allow flexibility for when life pops up or you have to prioritize other things…usually, it’s a bad sign.

As long as you get your work done well, who cares if you need to stay home with a sick kid or drive a sick dog to the vet?

4. So you decide to interview. But they don’t care what you have to say.

Red flags during an interview (remember you’re both on your best behavior):

• Illegal questions: do you have kids, do you want kids, sexual preference, commenting on clothing/hair/makeup/tattoos, etc.
• Belittling all your responses, talking over you, or one-upping you
• If you’re being interviewed by two males: look for posturing (men trying to impress men and failing to impress anyone)
• If it’s a man and a woman: are they both speaking equally and have a mutual respect level?

Bonus: If you’re doing the interviewing and you’re with a male coworker and they only answer him — even when you ask the question. Avoid.

5. Language. It’s a big clue.

When you are being interviewed what language are they using to describe ideal behavior or leadership? What do they describe as negative traits or qualities?

“Our best negotiators go in there like the wolf of wall street and massacre our opponents.”

Yikes.

6. Ask questions in the interview!!

Are you interviewing with your team? If not, what are they like? Try to pick up more clues — does anyone look like you? If not, you’re the token. Run. Studies have shown that you need at least two people of the same gender/race to gain the benefit of their diversity. Otherwise, it’s safer to assimilate.

If you’re replacing the one woman they had before ask where she went. If she is now their boss, fine. If they’d rather not say, probably run.

7. You get the job! Success, right?

I hope you’ve been Leaning In and negotiated that low ball salary offer. Were they willing to entertain it? If no, try negotiating for more time off or other benefits. If still a no, and you’re preeeetty sure you know they have negotiated with others, and they can’t give you a good reason or use ambiguous language that you know isn’t valid. Think twice.

It may feel like you’re just “playing the game” or that this is a “short term” strategic move — but it’s not. Ultimately if you don’t have the real opportunities to reach your full potential you won’t ever know what you’re capable of.

There is another way. If you’re frustrated and you can’t find the ideal work environment then GO BUILD YOUR OWN THING and outperform them.