Unbalanced expectations, lack of supports, and performative DEI commitments are holding back true change, says corporate wellness expert
As a corporate wellness and success coach focused with an emphasis on supporting women, Jodi Tingling doesn’t shy away from answering big questions. For example: why is navigating the world of work such a difficult balancing act for women?
“If we think back to the centuries behind us, women weren't allowed in the workplace … workplaces weren't exactly designed with us in mind,” says Tingling, who’s also a licensed therapist and the founder of Creating New Steps. “There has been some progress, but I think we still have a lot of room to grow.”
Tingling is one of the many thought leaders and executives who’ll be imparting their insights at the upcoming 6th Annual Women in Wealth Management Summit, titled “Strategies to Empower Women in Wealth – No Woman Left Behind.”
The event, happening on December 5 at the historic Carlu in Toronto, will feature thought-provoking panel discussions and sessions on a variety of topics including supporting women’s financial health, examining the risks and opportunities from AI, and how to support women’s health and well-being throughout their careers.
Tingling argues that the nine-to-five model of work so deeply entrenched in today’s organizations fails to accommodate the multifaceted lives of women. Traditionally and until now, women play multiple roles: those with children often become caregivers by default – for members of the sandwich generation, that can include caring for their elderly parents. There’s also no shortage of studies to show that women do the majority of unpaid domestic work.
In the workplace, Tingling says, women are having to navigate a minefield of implicit and explicit expectations, which materially impact their quality of life and prospects for professional success. Those expectations can lead women to not prioritize their own needs – something she’s seen time and time again.
“When we don't prioritize ourselves, we work until the point of burnout,” she says. “It's not a sustainable thing if we do not prioritize ourselves. … You need to get the basics – nutrition, sleep, exercise, and the like – but there are only so many hours in the day.”
On one side, Tingling says women can push themselves too hard because they’re ambitious and goal-driven. Others, she says, exhibit signs of people pleasing – saying yes to things and agreeing to commitments even when they’re within their rights to push back.
“There needs to be the ability to say no, or the ability to say ‘I'm at my capacity right now. Is there something I can take off my plate to be able to accommodate this?’” Tingling says. “Men can set clear boundaries and be very direct, but sometimes when women do it, it’s seen as aggressive or off-putting. … There are societal expectations on women to be friendly, smiling, and say yes all the time. We have to push back against that narrative to make the most of our work experience, but it’s very challenging.”
Across the corporate world – the wealth industry included – organizations are responding to calls for change with pledges to increase diversity, equity, and inclusion. But a look beneath the surface will often reveal those commitments to be performative and perfunctory tick-the-box exercises, where leaders fixate on quotas without taking truly transformative steps.
“Employers need to put programs and practices in place to support individuals after recruitment,” Tingling says. “Wellness also has to be a priority. … If you’re recruiting diverse employees, but don’t have the infrastructure to support them against micro-aggressions and toxic experiences, that’s not going to be great for their well-being and productivity.”
Some wealth firms are ahead of the curve in supporting women in the workplace, with initiatives that include flexible working hours, coaching, mentorship, and wellness programs. But Tingling maintains there’s still too much left to do to truly challenge the system.
“Sometimes, people and organizations are not as ready as they say they are for disruption, because there are a lot of people that actually benefit from the status quo,” she says. “It takes time, and it does take a lot of work. But it does need to be incorporated for employees to feel like their well-being matters, as well as to retain these employees … They need to feel like ‘I am actually thriving in my career within this organization, because I have the supports in place to help me get there.’”
Jodi Tingling – whose insights can also be found on LinkedIn, Instagram, and other social media channels – will be leading an idea generator session at the Women in Wealth Management Summit titled “Breaking the taboos – supporting women’s health and well-being at every career stage.”
The event is open to all advisors and has been approved for 3.25 CE credits by FP Canada and the Institute for Advanced Financial Education (IAFE).
To get more information and to register, click here.
