The silent woman

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“The real trouble about women is that they must always go on trying to adapt themselves to men’s theories of women.” —D. H. Lawrence

“It has taken me most of my 40 or so years as a conscious person to realize: I don’t owe anyone an explanation.” – Me

Today I read an article by Danish writer Dorthe Nors on the invisibility of middle-aged and older women. She writes: “A middle-aged woman who’s not preoccupied with handling herself or taking care of someone else is a dangerous, erratic being. What is she up to? And what’s the point of her being up to anything?” It fell in my lap at the right time, seeing as how I’m sidled right up to middle age, and have always been a bit invisible anyway.

In that sense I, perhaps wrongly, feel like I can see this clearly and objectively, but I doubt this is true. Perhaps it is, as one dear friend commented when I shared this article, “I think middle age must come as much more of a shock to women who fit the current standards of beauty. For someone to whom men have never paid much attention, there is not much difference in how we are considered in middle age. While difficult to deal with when young, you are forced to find your self-worth outside of a man and man’s view of you at an earlier age.”

This article arrived at a moment when I was otherwise contemplating commitment and choice. We are led, at least by the media, to believe that our choices become ever-more limited, and scarcity rears its terrifying head – in the workplace, in terms of potential relationship or sexual partners, even in our friendships. I don’t think any of this is as acute as we’re told, but it is also not universal. It depends on you, where you are, what you are doing, what you want and all kinds of other factors. In the midst of all the infernal thinking, someone said to me, referring to more specific things than I thus applied it to, “There are still a number of points ahead of you at which your life branches off in multiple directions. You still have options, choices.” Logically I know this but a combination of inertia and grief, and a soupçon of fear, has stopped me in my tracks. I feel a bit like I have been shaken awake and have no time to lose.

But a lot of sluggish meandering through literary contemplations on women, communication, relationships and marriage had to happen first.

Finding a voice

For a lot of women, finding their voice – the voice that represents them truly, not just the voice and content she uses as a conciliatory mediator, but the voice and content as the one who gets labeled as a bitch or troublemaker or a roadblock simply because she actually is the smartest one in the room, knows what she is doing and has thought through all the potential outcomes and problems. The voice that is not just a cushion, a boomerang, a mirror for something a man says or does, but the voice that is not afraid of or concerned with how she is perceived. This is mined with risk. It is all easier said than done. It’s not just having the knowledge and eloquence to hold forth on a given subject, it’s as Rebecca Solnit posits, just being able to assert the right or space to say anything at all:

Most women fight wars on two fronts, one for whatever the putative topic is and one simply for the right to speak, to have ideas, to be acknowledged to be in possession of facts and truths, to have value, to be a human being. Things have gotten better, but this war won’t end in my lifetime.” –Men Explain Things to Me, Rebecca Solnit

I am not sure how much of my own difficulty in asserting myself is rooted in age-old shyness (as opposed to my being female). But, as an adult, I also live in Sweden, so I don’t find that men are quite as domineering, particularly when they have sought out my expertise in my own field. Right after I wrote that sentence I happened to see this opinion piece by Paulina Porizkova on feminism. She realized when she moved to Sweden as a child that suddenly “my power was suddenly equal to a boy’s”. In the Swedish world, “the word ‘feminist’ felt antiquated; there was no longer a use for it”; after all, “Women could do anything men did, but they could also — when they chose to — bear children. And that made us more powerful than men.”

It was only later, in comparing the roles of women in her native Czech Republic, in Sweden, in France and finally the United States that she could embrace the need for feminism:

“In the Czech Republic, the nicknames for women, whether sweet or bitter, fall into the animal category: little bug, kitten, old cow, swine. In Sweden, women are rulers of the universe. In France, women are dangerous objects to treasure and fear. For better or worse, in those countries, a woman knows her place.

But the American woman is told she can do anything and then is knocked down the moment she proves it.” –Paulina Porizkova

I also tend to have the upper hand in business dealings because everyone else is using English as a second or third language, and it’s my first. But I certainly recognize that battle of trying to gain the right to speak. And the ability to say what I want or need to say without being interrupted or talked over or “mansplained to”. This isn’t scientific, my observations/thoughts. But being this insular, shy person for my entire life, while teeming with vociferous opinions, thoughts and ideas, I experience the ongoing struggle, but then I also experience this with louder, more domineering women who stubbornly want to hear the sounds of their own voices and repetitive thoughts (they’ve probably learned to behave this way because they too are fighting for a space for their voices). I also keenly feel that these communication difficulties (not mine specifically but more general, gender-related mismatches) have informed my opinions on male-female communication, relationships, and have contributed a lot to my desire to be alone.

It often takes us such a long time as people to find our true voices, to be ourselves, that it’s a shame that it’s twice as hard for women of all ages under most circumstances, and that by the time we as middle-aged women find our voice and claim the agency to speak openly and freely and to demand the floor, so to speak, we are silenced by this invisibility (or as Alex Qin explains in her SkillShare TechSummit 2017 keynote, linked above, being hypervisible and invisible at the same time).

The Changing Workscape: The Upsides of Remote Work

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When asked whether the company has meetings, he replied: “Has anyone ever said ‘I wish I could go to more meetings today’?” – President of Automattic and co-founder of WordPress, Matt Mullenweg

While for me, there are no downsides to remote work, I can understand employers’ resistance and arguments against it. It’s new territory for most of them, so it’s easy to throw out a bunch of ill-considered objections: “if I can’t see or monitor my employees at their desk, I don’t know what they are doing” (which essentially means they do not trust their employees anyway and need to rethink staffing or their tendency to micromanage); “we need to work face-to-face to inspire creativity and innovation” (this may be true some of the time but is no reason to eliminate remote work); “we’re afraid productivity will suffer” (most studies conclude the opposite), etc. It comes down to a need for control.

Discussing the backwardness of the move away from remote work (in reference to Yahoo!’s hotly debated 2013 decision to forbid distance work), Jennifer Owens, editorial director of Working Mother Media, stated in a Forbes article by Jenna Goudreau (“Back to the Stone Age?” – sure feels like it!), “It comes from fear. Fear that if I can’t see you, I don’t know what you’re working on. It’s a distrust of your own workforce.”

The trick perhaps is both in making policy and accompanying attitude changes toward distance work – and finding a balanced approach to distance work. As Wharton research shows as part of its Work/Life Integration Project, there is no ideal “one-size-fits-all” way to do distance work. But offering the possibility means that a company has more tools to tackle all the challenges they face in attracting and keeping the right staff for its needs.

Objections be damned. Speaking from firsthand experience, I have benefited from the flexibility, increased productivity and benefits of focus, a better balance with work and home life and a much stronger sense of being trusted and valued in the company I was a part of. Likewise, it was true that I felt healthier, happier and almost felt as though things like vacation or sick leave mattered less; that is, while we do need time off, the ability to stay at home and structure my time and projects my own way (as long as I met deadlines and expectations) made all my time feel like my own. The comfort of staying at home also meant I was better rested, lost the misery of commuting and was just in the perfect spot for personal contentment and professional achievement. (Some arguments employees have against remote work, though, include the opposite – that professional achievement and advancement can be more challenging as a remote worker because you’re kind of “out of sight, out of mind” – you have to make extra effort to be noticed.)

The upsides are myriad for those employers who will embrace and allow distance work, not dissimilar to things I list as benefits in my personal views on distance work and telecommuting.

Increasing productivity & time savings
With more actual time for working (less time commuting or just sitting around talking – or being disrupted/interrupted in the office), productivity increases. A professor of management from UCLA, David Lewin, mentioned in the same Forbes article that a number of studies show that telecommuting correlates with higher productivity levels.

Boosting focus & eliminating interruptions
Improved focus is a key aspect of working at home that ties directly to improved productivity. Working in an office environment inevitably leads to a number of interruptions, and interruptions have a real cost. It takes time to focus, and every interruption disrupts that focus. Among other studies, University of California at Irvine research indicates that it takes up to 23 minutes to regain that same focus level. It only takes three “little interruptions” then to waste more than a hour of each day! It’s possible to make office rules, which we’ve tried at my office, to reduce these kinds of interruptions, but the truth is – in the destructive open landscape office environment that most companies seem to favor these days, no-interruption policies can never really be enforced. With people walking in, out and through all day long, someone saying, “Do you have a minute?” is enough to derail serious, hard-won concentration (I am a writer, and I need this!) But even the people in the big open room talking to each other – not to you – is more than enough to do the damage. All of these factors lead to the sense of not having enough time to do what needs to get done, which creates considerable anxiety and stress.

Building the dream team
A company can pick the cream of the crop if they are flexible enough to choose employment talent from anywhere. Not restricting a search to the local search area or requiring the right team members to uproot and relocate, a team can be comprised of the best in the world, not just the best in the local commuting area.

Retaining the best – creating loyalty – improving satisfaction
Showing employees that they are trusted and valued and giving them the flexibility to do their jobs creates goodwill and a sense of loyalty. A 2011 WorldatWork study found that “Organizations that have a stronger culture of flexibility also have a lower voluntary turnover rate. In addition, a majority of employers report a positive impact on employee satisfaction, motivation and engagement.”

Fostering corporate agility
Real savings can be achieved by reducing onsite workforce – that is, major real estate and other overhead and infrastructural expenses. With these savings, a company can have a lot more agility and freedom to operate more flexibly and manage expenses. By selecting best-in-class staff wherever they happen to be, a company may be able to take advantage of time zone differences (these are not always a drawback). Sometimes with a distributed staff, a company has staff closer to its customers who can handle those relationships more effectively than from a centralized location much further away.

Another aspect of this kind of agility is the ability to streamline activities. In companies that are really meeting-heavy, where people struggle to get their actual work done, because the tendency is to schedule extraneous and sometimes unnecessary meetings, a remote workforce has to adapt. It’s not that they will not continue to have meetings, but the number and scope of meetings can be pared down to what is needed rather than just what is convenient to have.

In my current company, there is not just meeting overkill but there used to be two annual marketing meetings to which all employees traveled. (And there is a lot of absolutely cost-ineffective travel taking place still). Finally the company decided to embrace the concept of a webinar to deliver this twice-yearly information to all the local markets. While the company is still firmly committed to an overabundance of in-person meetings, at least the step toward using technology to make up for cost cutting measures moved us in the right direction.

Work-life balance & health
I don’t have the hard and fast numbers on me, but it makes sense that people who want to work at home achieve a better work-life balance, which contributes to greater job satisfaction and to life satisfaction overall.

Companies should move away from self-destructive, factory models of work where people are rewarded for arriving early and staying late.” – Matt Mullenweg, Automattic/WordPress