In a recent exposé, shocking details emerged from a seminar hosted by Ernst & Young that focused on the so-called self-improvement of their female employees. The event, titled Power-Presence-Purpose (PPP), has been criticized for perpetuating outdated and sexist views regarding women’s roles in the workplace.
The seminar took place amidst a broader cultural shift spurred by the “Me Too” movement, which has prompted companies to reevaluate their treatment of women. While many organizations began implementing mandatory training on harassment and appropriate workplace conduct, Ernst & Young appeared to take a different approach. A concerned attendee shared a 55-page presentation from the event with a journalist, revealing content that seemed shockingly antiquated.
According to reports, the seminar emphasized the necessity for women to project an image of “fitness and wellness” and included guidance on personal grooming, such as maintaining polished hairstyles and manicures. The presentation also advised women to choose attire that flatters their body types, while warning against “flaunting” their bodies, as such behavior was said to distract men from their messages.
An anonymous former executive, using the name Sarah, expressed her discomfort with the presentation, stating it made her feel objectified. One particularly troubling aspect involved a worksheet encouraging attendees to rate themselves based on a list of “masculine” and “feminine” traits. Traits associated with masculinity included ambition and assertiveness, while femininity was tied to being soft-spoken and nurturing. Sarah noted that the implication was clear: women could face backlash if they did not conform to traditional feminine traits, potentially hindering their professional success.
In response to inquiries about the seminar, Ernst & Young acknowledged that the particular version of the training had been discontinued, stating that it had been under review for several months. They claimed that certain aspects of the seminar were misrepresented, and they provided testimonials from current female employees who praised the program. However, such endorsements did little to mitigate the concerns raised about the seminar’s content, including advice on how women should communicate with male colleagues. For instance, the presentation suggested women avoid confronting men directly in meetings and recommended sitting at angles when speaking to them, as direct eye contact was deemed threatening.
The persistence of such outdated advice for professional women is disheartening, and anything short of a complete retraction of these views is inadequate.
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In summary, Ernst & Young’s seminar has raised significant concerns about the persistent gender bias in the workplace. The outdated advice imparted to female employees highlights a need for a cultural shift towards genuine empowerment and respect for women in professional environments.