The recent era of the “Me Too” movement marked a significant shift in how companies address the challenges faced by women in the workplace. With increased accountability for men who have historically engaged in harassment and intimidation, many organizations began implementing mandatory training programs to foster a more equitable environment. In stark contrast to this progress, Ernst & Young hosted a seminar aimed at the self-improvement of their female workforce.
Power-Presence-Purpose (PPP)
Entitled Power-Presence-Purpose (PPP), the seminar has drawn considerable criticism after a former attendee shared a 55-page presentation with a writer at the Huffington Post. The material, reminiscent of outdated gender stereotypes, instructed women to prioritize showcasing their “fitness and wellness” in professional settings. An anonymous former executive, who preferred to be called Sarah, revealed that a significant portion of the content focused on the physical appearance of women. Attendees were advised to maintain a “polished” look, with specific recommendations regarding haircuts, manicures, and clothing choices that supposedly complemented their body types. The presentation cautioned against displaying “too much skin,” suggesting that overt sexuality could distract male colleagues from the core message.
Problematic Exercises
Among the various problematic elements in the seminar, one particular exercise was especially disconcerting. Female participants were asked to evaluate themselves against a list of traits categorized as “masculine” and “feminine.” The “masculine” traits included descriptors like “aggressive,” “ambitious,” and “dominant,” whereas “feminine” traits encompassed terms like “childlike,” “gullible,” and “soft-spoken.” Sarah expressed her discomfort with this exercise, stating, “The implication was clear: women would be judged by both genders for not conforming to traditional feminine characteristics or for exhibiting too many masculine traits.”
Company Response
In response to inquiries from the Huffington Post, Ernst & Young claimed that the course had been under review for several months and that the version presented in June 2018 was the last of its kind. They also defended the content, arguing that it had been mischaracterized and provided testimonials from some current female employees who found value in the training. One executive, Emma Johnson, stated, “PPP was the most impactful leadership program I’ve ever participated in, and I feel proud to have been a part of it.”
However, the testimonials from a few employees do little to mitigate the overwhelming issues raised by the seminar. Attendees received advice on how to navigate professional interactions with male colleagues, such as avoiding direct confrontation in meetings and adopting non-threatening postures during conversations. Phrases like “cross your legs and sit at an angle” were included, implying that women should modify their behavior to accommodate male sensitivities.
This type of guidance is exhausting and perpetuates the notion that women must alter themselves to succeed in a professional environment. A complete repudiation of such outdated advice is necessary for any organization seeking to genuinely support its female employees.
Further Reading
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In summary, Ernst & Young’s seminar aimed at improving the professional presence of women has drawn significant backlash for its outdated and sexist content. The advice provided to female employees reflects enduring stereotypes about gender roles in the workplace, emphasizing the need for companies to reevaluate their training programs to promote true equality and respect for all employees.
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