The New Working Woman's (r)Evolution: How to Survive and Succeed Through Empowerment

By Cristina Carballo-Perelman M.D.

The New Working Woman's (r)Evolution is a modern, practical survival and success road map for all women in the work force.

This road map is comprised of eleven attributes needed to become empowered. And becoming empowered is critical in today's world of pay inequity, sexual harassment and lack of promotions beyond mid-level managerial positions. The ability to shatter the glass ceiling is further hampered by the under-representation of women in the board room across all industries, even those heavily represented by women.

I have included worksheets to help the reader practice and become proficient in these attributes.

I have also described the types of corporations, companies and work places, that will assist, not hamper, your journey to the top.

By applying these attributes and searching for the right work place that will help you evolve, you will complete your journey without compromising your core values.
You will achieve what so many women are still striving for; being recognized and lauded for their talents, regardless of race, sex or physical appearances.

Enjoy the journey! Here's to your success!
I am woman, hear me roar!
I am woman, see me soar!!

• Language: English
• Publisher: BookBaby
• Release date: May 23, 2018
• ISBN: 9781543932119

Book preview

© CristinaCarballo-Perelman, M.D. 2018

Print ISBN: 978-1-54393-210-2

eBook ISBN: 978-1-54393-211-9

All rights reserved. This book or any portion thereof may not be reproduced or used in any manner whatsoever without the express written permission of the publisher except for the use of brief quotations in a book review.

Table of Contents

DEDICATION

PREFACE

INTRODUCTION

DEFINITIONS

WOMEN IN THE CORPORATE WORLD

So…Why the Number Eleven?

CHAPTER ONE

ATTRIBUTE #1: EXUDE CONFIDENCE

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON EXUDING CONFIDENCE

CHAPTER TWO

ATTRIBUTE #2: WORK AS PART OF THE TEAM BUT MAINTAIN YOUR VISIONARY GOAL

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON BEING A TEAM PLAYER

CHAPTER THREE

Attribute #3: Respect Others but Never Compromise

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON RESPECTING OTHERS

CHAPTER FOUR

Attribute #4: Be Compassionate and Show Empathy

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON BEING COMPASSIONATE AND SHOWING EMPATHY

CHAPTER FIVE

Attribute #5: Be Humble and Know You Are Constantly Learning

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON HUMILITY

CHAPTER SIX

Attribute #6: Stay Calm during Times of Stress

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON ACHIEVING CALMNESS

CHAPTER SEVEN

Attribute #7: Acknowledge Others

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON ACKNOWLEDGING OTHERS

CHAPTER EIGHT

Attribute #8: Be Honest, Trust Others

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON HONESTY

CHAPTER NINE

Attribute #9: Demonstrate Courage

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON DEMONSTRATING COURAGE

CHAPTER TEN

Attribute #10: Achieve Success

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON ACHIEVING SUCCESS

CHAPTER ELEVEN

Attribute #11: Enjoy Your Work

DEFINITION:

ANTITHESIS:

MY ADVICE:

SYNOPSIS:

WORKSHEET ON ENJOYING LIFE

PART 2:

THE CONSCIENCE OF A CORPORATION

CHAPTER ONE:

What Does Corporate Consciousness Look Like?

CHAPTER TWO:

The Argument Against Corporate Consciousness (Yes, There Really Is One!)

CHAPTER THREE:

Ask Not What the Corporation Can Do for You, But What You Can Do for the Corporation

CHAPTER FOUR:

Challenging the Status Quo: Perspectives from Employers and Employees

CHAPTER FIVE:

What Can Corporations Do to Move towards Workplace Equity and Assist Women in Shattering the Glass Ceiling?

FINAL WORKSHEET:

HOW TO EVALUATE CORPORATE NONMALEFICENCE

CONCLUSION

AUTHOR BIO

DEDICATION

I dedicate this book to all the women who were exposed to despicable behavior from their colleagues, supervisors, or bosses with the promise of a promotion or fame, or the threat of job loss.

I also dedicate this book to all the women who continue to fight for the Equal Rights Amendment, who march in the name of all of us demanding equal pay, and who show us that the potential to shatter the glass ceiling through merit is attainable.

Finally, I dedicate this to all women who continue to strive daily to shatter their glass ceiling, both personal and at work. They are doing the hard work and modeling to their daughters and others around them that equality is possible.

PREFACE

Before we delve into the topic at hand of how women can not only survive but also exceed and shatter the glass ceiling in the corporate world, we must examine the following. What makes this topic so timely and how can we potentially tap into this surge to achieve our goals? Men and women have been described as being differently wired within the same species. We think differently, we react differently, we express our emotions differently. Or do we? Has our society from the beginning of recorded history made us believe we are different? Was this to create discord and establish dominance of one over the other? Perhaps if we think outside the box and help others do the same, we may be able to affect change.

Permit me to present an alternative description of men and women, one that may help bring equity to the table.

Essentially, men and women cannot be contained within a binary system. One isn’t a zero, and the other a one. The commonly accepted beliefs about the differences between men and women, as described by John Gray in Men Are from Mars, Women Are from Venus, have been unable to fully demonstrate what those differences are, mentally or physically (other than the obvious), and have failed to show us how we can use those supposed differences to our advantage as a species.

The waters have been even more muddied as gender identity and gender expression/role behavior have been added to our understanding to further explain sexual orientation, including transgender identities. Our physical differences no longer can be applied as the go-to explanation of these differences. Furthermore, the perceived mental or psychological differences have never and no longer hold true, as has been proven in many biological and behavioral studies.

The most recent example of our misperceptions, which thankfully stirred controversy, came in the form of a recent Google memo that stated the false perception held by many that women are not suited for technical positions due to their biological differences to men.

My own experiences working as a woman physician in a hospital setting, required me to, on occasion, wear a brass balls necklace so I could remind my male colleagues that I also had balls and that they needed to respect me as they respect their male colleagues! Unfortunately, it worked, because equity is still just a concept, not a reality.

It is quite clear, using just the few examples I listed previously, that we continue to lack the tools necessary to work and live together in a society based on gender equality. In the United States, women are paid 33% less for the same jobs men occupy, are poorly represented in boardrooms and even less so at the C-Suite level, and sexual harassment remains prevalent in all areas of the workforce, professional and nonprofessional. If we look at the underdeveloped countries, the inequities women face can be life-threatening: for example, in the form of FGM (female genital mutilation), child-brides, and accusations of adultery and of instigating their own rape, the latter two which can result in death.

So how do we navigate the waters of men, women, transgender, and everything in-between, to live together with equity in this world? How can we, as a species, unique in this universe, not only survive but thrive, not only in spite of, but because of, our differences?

Obviously, the answers are not easily determined nor easy to implement, but certainly are necessary if our goal is to evolve as a species.

I would like to have you consider the concept of plasticity as a launching pad that might allow equality of the sexes to become the norm rather than the exception.

Plasticity means the ability to change and evolve. Plasticity allows for growth; and growth allows for change; and change is what we are seeking in how we think and act about and toward the sexes. We know that the brain of an infant has plasticity, so that if one area is damaged, other areas can learn or reprogram, enabling those functions to be restored to a healthy brain.

I am challenging us to allow the plasticity of our left brain to change our concrete thoughts, and of our right brain to change our emotions toward the differences between men and women, toward gender equality. This is as important as the plasticity to change our bodies if we so choose.

Plasticity would allow us to be able to interchange the roles that were, in the past, so stereotypical for each sex. By allowing these roles to be shared with each other, we begin to peel away the layers of warped perceptions and see each other for the strengths we bring. So our right brain could be reprogrammed to understand each other’s strengths, not differences, and the left brain would follow with acknowledgement, respect, and appreciation for those strengths within the roles we are looking at.

Since the senses are not isolated, but are integrated within our nervous system, what we see, hear, feel, smell, and touch would need to be reprogrammed to understand the strengths and not see or judge the differences.

So the next question