How Times Have Changedand how they haven’t

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WOMEN IN THE WORKFORCE

W hen the James B. Oswald Company opened its doors in 1893, most women did not hold jobs. While their husbands were away at work,

they were expected to keep their homes spotless while caring for their families. A Gold Dust Washing Powder ad from that era acknowledged that “Fourteen-Hour Wives of Eight-Hour Men” needed their time-saving product in order to finish their domestic work as early as their husbands finished their jobs. By the time the U.S. entered World War II in 1941, women were suddenly a valued part of the industrial workforce and also filled non-factory positions in every economic sector. Rosie the Riveter symbolized an awakening born out of need, yet women quickly proved their ability to do a “man’s job” and do it successfully. As a result, the total number of women in the workforce increased from 26% in 1939 to 36% in 1943.

Although these employment numbers regressed during the 1950s and 60s, by the 1970s, the “superwoman” had emerged. Now women who could “bring home the bacon and fry it up in a pan” were glorified in Enjoli perfume’s ad campaign promoting “the 8-hour fragrance for the 24-hour woman.” This symbolized a new era that sent a mixed message: Women were welcome in the workforce, yet their value remained tied to domesticity. Somehow this represented one step forward and two steps back as the modern woman was expected to work 24/7 at her dual jobs both inside and outside the home.

Although women in the workplace have progressed considerably over the last few decades, some changes have been slower to come. The insurance industry, for example, remains primarily male-dominated in its leadership. Five years ago, with that realization, Oswald Companies formed a Women’s Leadership Council to encourage and empower women. In honor of Oswald’s 125th anniversary, the council wanted to highlight the advancements that career women have enjoyed over the last century and a quarter.

Celebrating those who have taken unconventional paths or risen to the C-Suite, the council invited four high-achieving Detroit-area women to share their stories in a forum titled, “History Impacted by HERstory.” The result was an inspiring discussion of their career paths, the obstacles they encountered, and the continuing battle to close the gender gap.

To an audience of area professional women, Andra Rush (Founder, Chair and CEO of the Rush Group of companies including Rush Trucking, Rush Supply Chain Management and Dakkota Integrated Systems) gave a very real and often humorous account of how she overcame gender and age stereotypes to launch her trucking business at the age of 23, an age when many other recent college graduates were still living in their parents’ basements. A Native American and among the first in her family to attend college, Rush was accepted to the University of Michigan. She recalled, only half-jokingly, being called to the high school principal’s office after receiving her acceptance letter. In disbelief, he told her, “If you make it to October, be proud of yourself.” Rush thought, “I’ll show him—I’ll make it to January!” Motivated by being told she couldn’t do it, Rush graduated from U-M with a nursing degree. Her career choice was strongly influenced by her parents who told her they would fully support her decision—as long as she was a nurse or a teacher. Looking back on that choice now, Rush is glad she chose nursing because it taught her to make decisions and take action. “I think it (nursing) teaches you business analysis and problem solving. I like to solve problems and serve people,” she said.

Andra RushFounder, Chair and CEO

Rush Group

While working the midnight shift at the hospital on the weekends, Rush found her way into the trucking business after learning about the lucrative contracts available to women and minorities. Looking around, she didn’t see any other women in the transportation business and seized the opportunity. She credits her initial success with having a door cracked open for her through leadership that valued inclusion and diversity. Certainly, though, it was her incredible chutzpah and ability to boldly and confidently do what other women were not willing to try that carried her through that open door. She stood up for herself and her beliefs and continues to support underserved communities. Paying it forward, Rush offers prepaid education to her employees at Dakkota Integrated Systems, giving them a means of attaining what might have been an unattainable goal. Rush said she hopes others will think, “If she can do it, so can I.”

Business Woman by Day, RN by Night

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Rush was joined in a panel discussion that included Anessa Kramer (Partner and Board Member at Honigman Miller Schwartz and Cohn), Lisa Lunsford (CEO and Co-founder of Global Strategic Supply Solutions) and Nancy Negohosian (Owner and President of HMS Products, Owner and Vice President of HMS Manufacturing Company). As the women shared their own stories and addressed a series of questions, it became clear that all these highly successful women had to hurdle obstacles and overcome stereotypes to get where they are today.

Anessa Kramer Lisa Lunsford Nancy Negohosian

Realize Your Mistakes and Forge AheadWhen asked about rookie mistakes they might have made, Kramer shared that as a young attorney, she sometimes found herself apologizing when an apology wasn’t even warranted. She naturally assumed traditional women’s roles such as getting coffee for her coworkers. She now realizes that, early in her career, she was actually validating a stereotype. By contrast, Kramer advises that women should consciously promote themselves, seeking out networking opportunities and making sure they don’t get lost in the process. In women, self-promotion is often viewed as being overbearing which creates a delicate balance to strike. In men, self-promotion might be viewed more positively as “confidence.” Lunsford added that adaptability and keeping yourself relevant are also essential to women’s advancement. “Learn everything you can to be prepared for your boss’s job,” Negohosian said.

Get Over Your ObstaclesAlong their career paths, the women noted that many of the obstacles they had to overcome are still present. Lunsford recalled being treated like someone whose business was a hobby. “Women in business still aren’t taken as seriously as men,” she commented. Rush echoed that thought and shared how humor has helped her diffuse stereotypes. When she first started her trucking company and called on potential new clients, they would often take one look at her and ask, “Where’s your dad?”

Rush would deflect the question by bouncing back with, “He’s painting cars at GM. Where’s your dad?” Joining the boys on the baseball field early in life, Rush got used to having to outperform her male counterparts in order to stay in the game.

With so many challenges still facing working women, the panelists offered their suggestions for

accelerating the changes needed to close the gender gap. Kramer feels that changes will come more quickly if driven by business needs. Money drives most businesses, so financial incentives to hire and empower more women may be what it takes to really move the needle. Rush noted that her companies’ bonus structure requires management-level employees to include a woman and a person from a diverse background in their succession plans. She believes that companies need to be intentional and purposeful in their pursuit of women and minorities. Negohosian added that businesses need to recognize that women benefit from greater flexibility as they have children and raise families. Companies that embrace flexibility are building loyalty within their female workforce which leads to a higher retention rate and ultimately opens up more advancement opportunities.

OBSTACLEAHEAD

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© 2018. Oswald Companies. All rights reserved How Times Have Changed and How They Haven’t • 4

Finally, the most obvious path to change lies within women themselves. Lunsford encouraged women to support each other, working collaboratively to give others a hand up. Negohosian added that support can start early by stripping away gender stereotypes when creating activities for young people. “Go into schools and be a role model for young girls,” Lunsford encouraged.

Yes, women have come a long way since Oswald Companies opened up shop in Cleveland in 1893. Yet, the recent Women’s Council event pointed out that we still have a long way left to go. How will we get there? “The way to succeed,” Kramer noted, “is to all rise together.”

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