One of the issues that have bedevilled careers advice work is the concern over sexist advice. People assume that we give it, we claim we would never give it, and somewhere between the two we have the confusion of who said what to whom. Of course this is a key area for people, often politicians to pontificate on. The previous Mayor of London, Ken Livingstone had his views http://www.independent.co.uk/student/magazines/news-mayor-vs-careers-advisers-398006.html
Whilst a Downing Street summit on gender and productivity in 2004, hosted by the then Chancellor of the Exchequer Gordon Brown, centered on tackling job segregation and career sexism and the need to overcome it. In 2008 the Government decided to make it illegal to peddle such dangerous nonsense by outlawing it entirely http://www.telegraph.co.uk/news/uknews/1575416/Schools-ordered-to-ditch-sexist-career-advice.html .
Meanwhile work such as the GERI initiative, http://www.geriproject.org, and many others such as http://www.works4me.org.uk, continued in educational institutions to work against the ingrained beliefs and expectations that some people may have on this matter of sexist career advice. The Educational Institute of Scotland also has a useful and simple leaflet on how to challenge sexism http://www.eis.org.uk/images/pdf/challenging%20sexism.pdf
Impartial and unbiased advice is the way all people working in the Careers Advice field operate. In the workplace many companies have diversity policies and it is clear that all recruitment and promotional activities should be done in a fair and equal way. So does this mean all the old battles have been fought and won in the modern workplace ? All the more reason to worry when a new phrase is used in this arena called “Gender Fatigue” which is where people no longer have the energy to fight something they believe has been solved. Indeed in this case it can be more prevalent for young women entering the labour market that their mother’s generation. http://www.reuters.com/article/idUSTRE6272NA20100308?loomia_ow=t0:s0:a49:g43:r1:c1.000000:b30370306:z0 I guess one reason I find this such a worry is that it takes a very skilful approach to determine such subtle gender bias and how to monitor, identify and remove it. If you are in your first job after University you are not likely to be challenging such a subtle issue as it might not even be clear to you.
On a related note, whilst attending the “HE in a Web 2.0 World” report launch in the Barbican last May, running in the same building was the Deutsche Bank, 8th Women in European Business (WEB) London conference http://www.db.com/presse/en/content/press_releases_2009_4497.htm?month=8 I was fortunate to speak to some of the people attending this conference on the situation facing the Gender bias issues in the financial area both in terms of initial recruitment and subsequent career progression. It is no secret that this occupational area traditionally has had its equality difficulties and, according to a EOC report 6 months ago, is still having them http://www.equalityhumanrights.com/uploaded_files/financial_services_inquiry_report.pdf
However the people at the WEB conference I spoke to were very positive of the work that Deutsche Bank had taken to tackle this problem, and they felt that other finance firms were doing the same. Of course it is easy to take such a anecdotal snapshot too seriously but I feel this wider issue of equality in the workplace, isn’t going to go away anytime soon and could the spectre of a more subtle bias, whether based on gender or other aspects of an individual, be making headway in our workplaces ?.