Business, Beauty or Sexy Head-shots

What is the Right Balance for Women in Business?

There are two issues I think about and ask my female colleagues and friends about with some frequency – aging and standards for female beauty as an entrepreneur whose brand is really myself.

Personal Brand and Beauty Standard

I notice the amount of attention young women pay to looking polished or pretty in their photos for Twitter, Facebook and LinkedIn. I am over 50 and self-described average looking. I have this thing about being too critical of my professional pictures. Seeing how other women create a personal brand through their social media head shot photos is interesting.  I often wish I had felt as good about myself in my 20s as these confident young business women clearly feel. Here are some of my observations.

Four head shot types:

  1. The very beautiful, “glamour shot” kind of picture.  If you are naturally pretty, this one can look almost like a beauty pageant photo.  It looks like a head shot an actress might have in a portfolio for auditions or maybe a modeling contract. The funny thing is that the other photos on their site look more natural and a lot less threatening, more normal to us older women or maybe those of us (myself included) that are less naturally beauty-queen pretty.
  2. The “glamour shot” with an overt sexual aspect.  This typically includes visible cleavage and a suggestive expression. When you are “followed” by someone with this picture the first reaction is to think you’ve been spammed.
  3. A posed more business-like professional kind of picture. This picture looks more like what the person would look like if you ran into them at a business meeting.  Neat, put together in great business clothes.
  4. A candid, no makeup kind of picture. This might represent a more natural style – what the person looks like when they grocery shop.  Maybe they are kind of granolary (sp – is that a word?).  Maybe they are really secure and comfortable allowing people to see who they really are?  Maybe they reject the more beauty queen ideal.  It’s hard to know.

I find myself curious about whether these different kinds of photos reflect a deeper overt decision or whether it is just differing regional or generational standards for polish.  My mother was raised in Maine and was naturally beautiful.  She might have used lipstick when she left the house but unless she was going out to dinner or entertaining she wore no make up. She had dark auburn hair, brown eyes and her olive skin was deeply tanned in the summer. I am more fair with lighter red hair and blue eyes.  My make up regimen is pretty simple: I use eye-brow pencil since my fair eye brows are naturally invisible and a little foundation.  I use a lip gloss or Vaseline on my lips.  I have never used a red lip color.  If I try it, the person looking back at me in the mirror seems like a weird stranger. My eyelashes are blond.  I use a little light-colored mascara for a wedding or special occasion, but generally, nothing else.

As a young business women I worked for a national company in the 70s and 80s and traveled to every US region.  The pace of work and standards for relating to business colleagues differed by region.  This manifested in the work pace of the day, whether people stopped to have lunch and how late they scheduled client meetings each day.  I loved going to Atlanta because the gentile sales reps would schedule the last meeting of the day around 2:00 PM so I could go back to the Ritz Carleton, put my feet up and presumably re-apply my “face.”  I had extra feet-up time because I didn’t really re-apply make up in the afternoon. To my social scientist eye of the time, standards for female beauty in the business context varied as well.

I spent many days in the American southeast.  These women knew things about grooming, makeup and fashion that I had never considered at the time.  Southern women seemed very beautiful to me.  I remember feeling frumpy amongst them.  A note might be in order here that my family was in the clothing business.  This may be why I notice this stuff.  In Boston, the high-powered business women dressed in more classic, expensive Brooks Brothers type wear and less make up.  In New York, standards were influenced by high fashion and entertainment industry standards – clothes and make up. At a recent HR convention there was a 60-ish southern woman presenting and she looked fabulous.  She had on a Chanel suit and wore a color-coordinated diamond watch.  I’m pretty sure she colored her hair.  I also noticed that her book’s head shot seemed like it might have been taken a while back.  More importantly, she had a lot of smart things to say – innovative, progressive. I took a lot of notes and looked her up online later.

I am curious about why women make the decisions they do.  If I had unlimited income I would conduct a study and write a book.  I might buy such a book if it contained a sociological or anthropological analysis.

Standards of beauty and aging

I have recently decided to grow my hair out.  It is thick and sort of strawberry blond.  I get compliments on it.  The more I age, the more I think about emphasizing my positive physical assets is on my mind.  I make a living speaking to business groups.  I have managed to stay fit- keep my weight down; I pay attention to looking a bit more polished; and though my hair has very little grey, I am increasingly aware of the condition of my facial skin.  In the past, I would never have considered facial surgery.  At this point the price tag makes this a non-issue.  I don’t know if I could ever go through with it.  There is something creepy about the “housewives” shows where the women all look the same.  It’s kind of a “fish face” look as the skin is pulled back and the corners of the mouth get pulled.  I think looking natural and well-cared-for is much better than a fish face.  (I am aware that some plastic surgery is better, with a lighter touch.) When I have this mental discussion in my head, I consistently come down on the side of advancing my consulting and speaking skills thinking that if I provide enough content, people won’t mind that I am aging.  With age, comes experience and skill, I think.

I have a 40-ish friend with long, very curly salt and pepper hair.  She is thin and beautiful. All clothes look great on her. She recently decided to color the grey and when I asked about it she shared some of the feelings I’ve had about it too.  I was glad to know she was wrestling with the same thoughts I had.  This made me feel less neurotic. She feels pressure to look young and seem fit and vibrant.  Some of her friends and colleagues  thought that “fit and vibrant” did not include grey hair.  This is an incredibly smart and talented women.  I don’t know any man who does what she does with more intelligence or talent. When I listen to the last business deal she made I am amazed about how she solves thorny, complicated business problems and gets parties to agree.  I suspect that her clients feel quite well served but I understand the self-doubt she feels.

While I notice how people present themselves physically, I tend to judge women in a business context by whether they have skill and how they treat others and not by how they look.  I hope they judge me the same way. There is room for everyone and varied styles.  I sometimes worry a little about the more sexually overt style some women take on in the workplace because of my work in the HR world.  Overt sexuality usually causes problems for everyone including the woman, her coworkers and the company.  But still every woman needs to decide for herself what to do, how to dress and how to relate to others.

Maybe I will age into looking like those pretty older women with shiny silver/white hair, scarves and soft colorful clothes who wear earrings and lovely make up.  Not sure.  Just thinking about life today.  What got me thinking was a recent 20-something female Twitter follower whose formal head shot was a beauty picture and more natural candid shots appeared on her website. She is obviously smart and talented.  I was wondering about her thought process and whether I needed a better head-shot. Maybe I’ll buy an expensive cream to put on my wrinkles. Cindy Crawford does look pretty good.

PS. Word press spell check flagged the word mascara but it is spelled correctly – I have never used it in a sentence before and looked it up.  Why do you think WordPress doesn’t recognize it?

Global Gender safety: Excerpt from 2011 Study on Homicide

This is a blog-in-brief for when twitter isn’t enough but a full blog entry isn’t necessary.

The 2011 Global Study on Homicide  has been released by the United Nations Office on Drugs and Crimes (UNODC).  It contains an interesting note on differences in homicide proportions and gender.  We can see that women’s safety from abusive partners is expected and confirmed but we don’t often remember that men make up the majority of both perpetrators and victims of crime worldwide.

The excerpt follows below:

Disparities not only exist in homicide typologies but also in their prevalence in different regions and countries, yet this study shows that intimate partner/family-related homicide is a chronic problem everywhere. Women murdered by their past or present male partner make up the vast majority of its victims worldwide, which explains why in many countries women are more likely to be murdered in the home than elsewhere.

Men, on the other hand, make up the vast majority of both victims and perpetrators of all types of crime, including homicide, and are more likely to be killed in the street. They are also more likely to be young, the street is more likely to be in a built up area and they are most likely to be killed with a gun.”

You can read the entire report at: 2011 Global Study on Homicide Copyright 2011 © United Nations Office on Drugs and Crime - UNODC

Suzi Benoit @HRSociology

Summary of DADT, Workplace Culture and the Impact of Repeal

On September 20th, 60 days after the repeal order was signed for Don’t Ask, Don’t Tell (DADT), it goes into effect. Popular media have covered Military preparations for the changes. Though many see this as a necessary step in the right direction (some think it was way overdue), no one thinks this will put an end to problems. The military has had little success with consistent enforcement of DADT.  Nor has the military dealt all that well with blackmail and intimidation that the secrecy of DADT fomented.  DADT may end discharges using sexual orientation as the stated reason but it will likely be the beginning of a number of other issues: Can hate-crimes be prosecuted within the service branches? Will spousal benefits become a part of the employee benefits package? and many other related cultural issues.

Sometimes we forget the serving in the military is a job-the employer is the federal government-and it is an American workplace or more accurately a collection of related but different (branches) workplaces.  The Don’t Ask, Don’t Tell repeal represents a significant philosophical departure from past practice and such will have workplace culture-changing repercussions. Creating a sound Military work culture requires attention to a number of different goals. If you are anti-war or anti-military you will take issue with this entire article. If you accept that a functioning military is necessary, I can imagine three different fundamental principles or philosophies, necessary for a sustainable military. First they must try to prepare humans who are otherwise peaceful creatures to kill others and destroy property. As American children grow up in a civilian world where these acts are against the law, it is a challenge to say the least whether or not you think it is wrong altogether. Second, this workplace must also try to respond humanely when service members are wounded physically and emotionally.  Finally, I would like to see a workplace free of abuse and intimidation among coworkers (pie in the sky, I know). I’m not sure how average service personnel think of the last goal but American employees have a right to work free of abuse, harassment and intimidation based upon American civilian law. If we are keeping score, the military is doing well with waging war but not so well with humane treatment of their wounded and really not well at all with the free-of-abuse-and-intimidation goals. While we don’t have current federal legislation making discrimination a crime based upon sexual orientation, many states have taken this step, including my home state of Maine.

Recent suicide statistics have given military management pause especially in the months in which suicides have outnumbered warfare deaths. Incidentally, it is difficult to find exact numbers for suicides and hostility-related deaths by month. Time magazine has covered this story extensively.  Increased suicides are both a comment on how horrible warfare is and the unfortunate way in which the military has handled personnel mental health needs. It’s not like the clinical expertise and strategies required to treat and prevent post-traumatic stress disorder (PTSD) aren’t available. Ironically, most of the research that supported the formalization PTSD as a psychiatric diagnosis comes from research by the military on combat fatigue.

But the issue isn’t all black and white.  Military officers are not all narrow-minded conservatives.  There are military officers who are both strategic and progressive in their thinking and work approach.  I was struck by this when reading one of many quotes in a fascinating Gentlemen’s Quarterly article: “Tell: An Intimate History of Gay Men in the Military.” (Read more at: GQ, Sept 2011). The article notes stories from dozens of gay service men who served during war times from WW II to today.  These stories are mixed.  Yes, there are terrible stories of physical abuse, blackmail and intimidation (some are nauseating for sure) but there are hopeful stories in which those in charge refused to make being gay an issue even when disclosed. Some of this depended on the branch.  It seems that the most progressive branch, according to first-hand accounts is the Navy.  Generally, the Marine Corps was the worst from a hazing and harassment working-conditions standpoint.  But one gay Marine says that the Marine Corps was the best place to hide as long as you were tough and “straight-looking.” Some gay service men were very clever in how they maintained a neutral sexuality stance.  Some pretended to be straight.

Here is one of the stories I found optimistic:

A gay male Marine confided in a female friend/peer that he was gay.  When the two had a falling-out, the female attempted to get him in trouble by going to their superior officer with the disclosure.  The chief officer replied, “He’s a good Marine.  I’m not really interested in any of this nonsense ….Mind your own business.” That was the end of it. The gay Marine attributes his good fortune to his good job performance.  I think it also had to do with the ethical thinking on the part of the officer.

There is so much more to read-I highly recommend reading the entire article.  It is long and full of various different strategies for remaining “sane” while maintaining secrets.  It also describes the various different ways in which gay service members and their coworkers handled the excruciating contradiction of apparent neutrality (just don’t talk about it) with the psychological effects & risks of dangerous secret-keeping.

Researching this issue, I found a number of other resources for those who haven’t followed this issue up to now but who might be interested once the repeal takes effect on September 20th. I’m sure the issue will generate considerable media coverage next week.

Resources from a variety of angles, appear below:

Historical summary

Good old Wikipedia can always be counted on for a historical summary that includes important dates:

http://en.wikipedia.org/wiki/Don’t_ask,_don’t_tell

The legislative process

The Human Rights Campaign website includes information about who worked on repeal wording and how it came about legislatively:

http://www.hrc.org/sites/repealdadt/index.asp?gclid=CL2qnr2spKsCFWsEQAodXEu80Q

Military communicating its position on the repeal

The Military’s official website includes a July 2011 video in which the Marine Commandant articulates how diversity and professionalism are consistent with lawfulness and the United States constitution.  Pretty clear statement though I realize that some service men and women to not behave consistently with the stated value or rules. Here is the video link:

http://www.military.com/video/forces/marine-corps/marine-commandant-on-dadt/1040941450001/

More specific legal matters affecting service members

The Service Member Legal Defense Network (SLDN) is a nonprofit organization whose mission is to provide legal guidance and support to gay service members.  To this point, support has centered around ensuring that legal rights are protected and providing a place for gay service members to turn when their orientation threatened their service.  This link is to a page that provides an excellent legal history of DADT and the site

http://www.sldn.org/pages/about-dadt

Transgendered service members

Often, discussion of GLBT issues are heavy on coverage of gays and lesbians and light on coverage of transgendered individuals.  According to the Service Member Legal Defense Network, transgendered individuals are barred from serving for reasons unrelated to DADT.  According the their website, the reasons are physical and mental while other sites describe the lack of care (drugs and counseling) within military service as the reason.  I am puzzled by a transgendered person who would want to serve in a military branch and subject themselves to this environment but they are protected from discrimination in several states who include gender identity in their anti-discrimination statutes. Here is an excellent legal discussion of the issue by the SLDN:

http://www.sldn.org/news/archives/ncte-and-sldn-advise-transgender-service-members-coming-out-may-lead-to-dis/

List of equality issues remaining after repeal of DADT

Here is a list of military equality issues that still remain for the GLBT community according to this private nonprofit website: equalitygiving.org.

http://www.equalitygiving.org/DADT?page-version=0&date=20110917132057

I hope you find this material informative.