No, Women Shouldn’t Have to Wear Makeup to Work
A version of this article previously appeared on Skillcrush, an online education program for creatives, thinkers, and makers that gives total tech newbies the tools to make major career changes.
Julia Sonenshein, Skillcrush
When celebrities left and right started announcing they're off the makeup train in favor of more natural (read: less obvious but still made up) looks, I rolled my eyes. I simply couldn't muster any feelings about the performative unburdening of it all—cloaked as it was in superficial empowerment. (Celebrities: I know you are still wearing makeup. You aren't helping anyone).
My personal relationship to makeup can only be described as "whatever": I typically don't leave the house without some undereye concealer and a bit of mascara, even if I'm just going to get coffee or go for a walk, but a usual day is pretty limited to exactly that. Some would call that low maintenance, others would say that's ludicrous. Whatever.
But things change if I'm in a work environment. No matter how laid back the office—open floor plan, nap pods, coworkers who bring their puppies—I'm in full makeup. Not the fun, creative kind of makeup, but boring, workhorse makeup: concealer covering the shadows under my eyes, some powder toning down the redness of my nose, and cheek tint so I don't look quite so pasty. If anything, I'm going for that look all the celebrities are pretending is so noble: I just woke up this way, perfectly unblemished, vibrant, and inoffensive.
It's not the look I might try on the weekends when I put on some winged eyeliner or red lipstick. This makeup is to appear ostensibly "professional," or in reality, to pretend not to be a human person with flaws. This routine hasn't felt like a choice.
One day on the way to work, it was so humid and gross out that my makeup fully melted off of my face, and I wiped it off before I got to the office. Three people asked me if I was feeling ill or if I needed to go home. They looked uncomfortable when I deadpanned, "This is just what my face looks like."
At another job, a cut on my eyelid prevented me from wearing makeup for a few days and my boss told me to go home because I looked unprofessional. Never mind that a male colleague a few seats over had obvious undereye shadows and unkempt hair. The message was clear: In the office, men are fine as they are, imperfections and all. Women, on the other hand, must be improved.
I hadn't given this much thought—radical feminist as I am—because it was simply so deeply ingrained in my consciousness. But everything came into sharp focus when I started working at Skillcrush, where we're all remote and working from home offices on multiple continents. We have video meetings all the time—and when I joined the team, I would wake up, do my hair and makeup, and walk ten feet to my computer. Then I rolled my eyes at how ridiculous it all was to wipe off my makeup at the end of the day after not even leaving the house.
About two weeks in, I realized that I was squarely in the minority of employees putting on the ritz to sit in their own house—if not the only one. My coworkers looked happy and comfortable in their work environments, while I was squirming in my "professional" bra.
I couldn't figure out why everyone felt so comfortable being themselves, and I envied it until it finally dawned on me. Our CEO—everyone's boss—doesn't wear makeup most of the time when she meets with us from her home office, and culture starts at the top. It seems small, but it means that we don't have to, either. She offered us flexible jobs we could do from home and then demonstrated what it actually looks like to fit in your job around your life.
It's not enough to have an employee handbook full of platitudes about how cool your company is—if your boss doesn't take vacations, you won't, either. If your boss encourages risks but won't take them herself, you can't be expected do the same.
When culture starts at the top, it's a way for companies to walk the walk, and in our case, it instills gender parity when it comes to how we define "professionalism." And for a company that allows us to work from home on our schedule, it makes clear that we don't just have to trade the commute—we can also ditch gendered expectations about how we should present.
The idea of choosing whether or not to wear makeup to work might seem trivial, but I'd argue that the way women are expected to look at work is one of the many ways in which all women are held to a double standard in the workplace (not to mention the discriminatory, racist ways in which Black women are held to BS definitions of "professionalism" that don't include natural hair). It's not as simple as picking up the lipstick or not—it's about how women are perceived as professional or not based on something as silly as how they look.
Makeup is fun and anyone can and should wear it whenever they want. Even in my liberated new working world of undereye circles and air-dried hair, I sometimes dab on some lipstick for an afternoon pick-me-up. But exactly zero of my coworkers have ever asked if I'm tired, sick, or questioned my ability to do my job, especially while high-fiving a bro in a hoodie at the next desk. About damn time.
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💎 Partnerships in remote environments is one of the most important aspects to construct in a company. Watch the video to the end to get good tips on how to do it successfully.
📼Wondering how to create partnerships in remote environments? Play this video to get three top tips that will help you to achieve it. You'll hear from Olga Shvets, HR Business Partner, and Viktoriia Litvinchuk, People Team Operations at Unstoppable Domains, who will explain the essentials of this process.
📼How to build partnerships in remote environments? Tip #1: Communicate Effectively. Communication is the key to enabling your remote team to be successful. Choose the channel that works best. For this, chat with your employees and see what they use to communicate, that's how you find the best solution. Also, make sure your team is on board with your internal tools and they know what, how, and where they need to use them.
📼A requisite for building partnerships in remote environments is Tip #2: Show appreciation. Appreciation is shown through your actions. Let your employees know that you value everything they do for the company. Create a special gratitude channel where everyone can share their appreciation for their colleagues for some contribution. Celebrate some wins, promotions, and everything that is important for the company. If you appreciate the employees, employees do the same for the company.
Create Partnerships In Remote Environments Using Trust - Tip #3: Give Honest Feedback
Use engagement surveys! They are a quick and effective way to receive honest feedback from your team and you can see what's working well and what needs to be improved. Your main priority is to create spaces where managers and employees can share honest, relevant feedback.
📨 Are you interested in joining Unstoppable Domains? They have open positions! To learn more, click here.
Get to Know Olga Shvets
If you are interested in a career at Unstoppable Domains, you can connect with Olga on LinkedIn. Don’t forget to mention this video!
More About Unstoppable Domains
Unstoppable Domains is bringing user-controlled identity to 3 billion+ internet users by issuing domain names on the blockchain. These domains allow users to replace cryptocurrency addresses with human-readable names, host decentralized websites, and much more.
By selling these domains direct to consumers for a one-time fee, the company is making a product that will change cryptocurrency and shape the future of the decentralized web by providing users control over their identity and data.
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
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💎Want to know what engineering teams are like at Workiva? Watch the video to the end to find out!
📼 Engineering teams at Workiva are constantly hiring. Marie Yue, Senior Engineering Manager at the company, tells you what they look for in a candidate and what the dynamics of teamwork are like.
📼 The typical path in the engineering teams at Workiva is that you grow into a senior, and then you move into a lead role. From there, there are a few different tracks that you can take depending on your interest. You can become a staff engineer, an architect, or even an engineering manager. What are you waiting for to apply?
📼In the engineering teams at Workiva every member should feel empowered to do their job effectively. For this, each has to understand how the work they do day to day solves customers’ problems. Managers will always seek to be aware of members’ career path aspirations so that they can look for opportunities and projects to help each person reach the next step in their career.
Engineering Teams At Workiva: A Safe Space
Marie Yue’s team is a safe space for people to make mistakes and ask for help, and each member feels a sense of belonging and inclusion. She wants to make sure that everyone is individually empowered to lead and make decisions. For this, the team has regular meetings where they do fun things like play virtual games or eat lunch together, and they also like to re-review and add to their team working agreement once a quarter.
🧑💼 Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Marie Yue
If you are interested in a career at Workiva, you can connect with Marie Yue on LinkedIn. Don’t forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they do—from how they build their software, to how they serve their customers, to how they treat their employees.
After two years of remote programming, we’re excited to welcome the 2022 NIKE, Inc. Internship Program back to our U.S. offices this week!
This year’s class of 318 represent the top 1% of 34,000+ applicants from 113 universities – including 10 Hispanic Serving Institutions and five historically Black colleges and universities. And that’s not all! Many of this year’s interns are Division 1 student-athletes, representing Track and Field, Rowing, Soccer, and Volleyball, to name a few.
During the nine-week internship – built around the theme of Never Done Shining – interns will work across Nike, Jordan and Converse taking on meaningful projects for the business areas they’re supporting. We can’t wait to watch this talented, diverse group kick off their Nike journey and shine!
Want to learn more about the program? https://jobs.nike.com/internships