tech workplaces

vantastrophe  asked:

I messaged you quite some time ago about dealing with an old school micromanager for a dr. Turns out I've been ignoring flags of abuse in her behavior to the point where I feel trapped here. I've cut back my hours but I think I'll be quitting within the next few months. What can I ask future clinics in interviews to avoid this situation again, if I can at all? Side note: Steven universe soundtrack coming out in June, ahhhhh!!!!

My apologies but I can’t seem to find the previous ask to refer to. If you have an abusive boss or are in a toxic workplace, the best thing you can do now is to like up everything you need and leave. The sooner you can escape, the better.

I have worked for a veterinarian who I would label abusive and dangerous. Most of the local industry is aware of them, but because they are capable of being so charming when they want something from you they get away with the same bull again and again.

The only reason I stayed in that place for as long as I did, and I’d decided after two days there that I needed to leave, was that all us ‘underlings’ looked out for each other. We were all shielding each other to the best of our abilities from the boss, but the reluctance to leave each other exposed or with a higher workload actually trapped many of us for longer than we should have allowed.

You may find your brain starts highlighting fed flags in other people’s behavior if you’ve been burnt badly enough by this abusive boss. That’s a self preservation instinct, and that’s what it’s there for. Sometimes it will develop into an anxiety, so watch it carefully, but pay attention to those red flags. human behavior is complex and there will no doubt be subtleties that I miss in the following list of warning signs and things to check.

  • Always advertising one or more positions. Frequent job adverts might be just bad luck, or they might be a red flag
  • Vague reasons why why previous staff members are leaving, or refusal to discuss them.
  • ‘Good’ reasons for job openings include a staff member moving interstate, parental leave, moving onto further education opportunities, or just a job opening because business is expanding.
  • A very low starting wage with ‘review’ after X weeks.
  • Haven’t actually read your resume
  • Hassling you after offering the job for you to sign a contract
  • Anything unusual in the contract
  • Ask current staff members if they’re happy
  • Decide whether or not they’re telling the truth
  • Ask if you can contact previous employees.
  • Take lots of referrals from clients that live far away
  • The ‘staff’ section on the website is not current, or only features the boss/practice owner
  • High staff turnover
  • Lots of charm. Everything’s kind of shiny and showy. Not obviously good substance behind it.

The difficulty with potentially abusive bosses and toxic workplaces is that they can be hard to spot, they don’t all have obvious clues. Sometimes you do just need to try things and see, which isn’t all that helpful. It might be more useful in the short term to know what your own limits are, what you can put up with, and what you definitely will not.

Photo: Ellen Pao is a tech investor, co-founder of inclusion nonprofit Project Include, and former Reddit CEO. (Justin Sullivan/ Getty Images)

In 2012, tech investor Ellen Pao sued her employer for gender bias. She accused her bosses of not promoting her because she was a woman — and then retaliating against her when she complained.

In her new memoir Reset: My Fight for Inclusion and Lasting Change, Pao dives into the lawsuit that thrust her into the national spotlight, and the workplace conditions that prompted it. 

Silicon Valley’s Ellen Pao Tackles Sex Discrimination, Workplace Diversity In Memoir

independent.co.uk
I'm a senior software engineer who just left Google – so let me clear up this latest controversy about sexism
You have probably heard about the manifesto a Googler (not someone senior) published internally about, essentially, how women and men are intrinsically different and we should stop trying to make it possible for women to be engineers, because it’s just not worth it.

Engineering is not the art of building devices; it’s the art of fixing problems. Devices are a means, not an end. Fixing problems means first of all understanding them — and since the whole purpose of the things we do is to fix problems in the outside world, problems involving people, that means that understanding people, and the ways in which they will interact with your system, is fundamental to every step of building a system.

theatlantic.com
Successful Trans Women Talk About Leadership and Transitioning at the Office
Observations from accomplished trans women about power and leadership in the office
By Sacha Zimmerman

“Gender transition isn’t about gender,” said Ming. “It’s about literally making yourself a better person, because you know that’s a better you.” 

6

Hack-A-Hair Dryer. 
Ingenuity and problem solving transcend gender. Yet only 26% of science and engineering jobs are held by women.
Designed to keep the noise level high around the need for more gender equality in the tech workplace; your task is to reimagine a hair dryer and repurpose it for another use. Because it’s not what people think of you that matters, it’s how you think. Via @ibmblr

youtube

Comic dub of an Overwatch fancomic by @ghostpeppermint - featuring the voices of @hnilmik as Sombra, @totalspiffage as Widowmaker, and myself as Reaper! This strip speaks to me and my love of super spicy food, it really does.

If you enjoyed that, why not watch some of my other Overwatch comic dubs?
Tech Support Sombra
Workplace Drama
Cosplay Responsibly
Legendary Skins are Weird

Or check out the full playlist here!