Jungle Campus, winter 2009

ry e Ve Best o Th f

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Inte rnsh ips Wom Emp en loye rs

December 2009

Design Your Own Internship

WATCH YOUR STEP!

PLUS

Female Stereotypes Revealed

Bungling, Bumbling, & Blundering Interns

Ta b l e o f C o n t e n t s EDITOR in Chief Denis Wilson Editor Liz Seasholtz Web Manager Lindsay Hicks Staff Writer Cara Scharf Design & Illustration Michael Wilson www.mcalvinwilson.com Chief Strategist of Shenanigans Mr. Philadelphia

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Insights

09

Watch Your Step!

03

Expert Q&A

12

Running Business

04

Custom Fit

14

Top 100 Women Employers

17

Campbell Soup Company

19

Liberty Mutual

Intern fauxpas, first day tips, and the best online internship boards

Intern Queen Lauren Berger shares lessons learned from her 15 internships

How to create your own internship to fit your career needs

06

Top Internships

JUNGLE CAMPUS IS A MEDIA PROPERTY OF UNIVERSUM

07

UBS

08

Unilever

Investment Banking Analyst

Senior Financial Analyst

Universum publishes a portfolio of products, including WetFeet Insider Guides and MBA Jungle Magazine UNIVERSUM 1518 Walnut Street, Suite 1800 Philadelphia, PA 19102 215.546.4900 www.universumusa.com

CEO Michal Kalinowski University Relations, Marketing, and Distribution Kristina Matthews Jeremie Haynes For information about advertising in Universum publications, please contact Lesley Umbrell at lesley.umbrell@universumusa.com or 215.546.4900 ext. 102 Sales & Advertising Tracy Lynn Drye Camille Kelly Kevin Kelly Kortney Kutsop Neha Patel Rachele Ferri Mikael Eriksson Grazyna Sotta Emilio Javier Entire contents copyright 2009, Universum All rights reserved.

Universum’s goal is to improve communication and understanding between employers and young professionals. Our annual Undergraduate, MBA, Diversity, and Young Professional surveys are answered by more than 300,000 people in 31countries. Universum also produces MBA Jungle, WetFeet Insider Guides, CareerTV, events, and websites.

Women must be wary of slipping up on these workplace stereotypes

Our featured woman entrepreneur helps the homeless take a step in the right direction

IT Manager

University Relations Program Manager

Intern Etiquette 20 Recruiters share how not to act when on the job

E d i t o r ’ s

L e t t e r

I

n any economy, a great way to enter a company is through an internship. Internships allow you to try a company on for size and determine whether it’s a good fit for you.

This is the path that Guillermo Ruffolo and Jessie Sobel took to get their fulltime positions at UBS and Unilever, respectively. After completing a summer internship (or two) at their companies, they smoothly transitioned to fulltime employees after graduation. As Ruffolo says, “That’s the great thing about an internship…you get an idea of what being a fulltime employee is like.” Turn to page 6 to see which employers were deemed by students as offering the best internships.

Designing your own internship can also be a great way to guarantee that the experience is precisely aligned with your career goals.

Check out Custom Fit on page 4 to see how it’s done.

You’ll also find the ranking of the Top 100 Women Employers on page 14. Walt Disney, Google, and the U.S. Department of State scored the top spot amongst female undergrads. Read specifically about what it’s like for women to work at Campbell Soup and Liberty Mutual. Both women we spoke with felt they are treated equally to their male counterparts, but that doesn’t mean stereotypes about women in the workplace are totally null and void. Watch Your Step! (page 9) offers some insight as to where such stereotypes originate—and some hints to help women sidestep these potential pitfalls.

And don’t miss Confessions of an Intern (page 2) and Intern Etiquette (page 20) where you'll read about interns behaving badly.

Sometimes it’s enough to know what not to do. jungle campus

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“When I was a college intern at a radio station, I worked for a not-so-nice marketing director.

One afternoon, I made a comment to one of the radio personalities that she was a ‘witch.’ I later found out that they were dating!”

Lesson: Avoid workplace comments about your boss. Period.

“Although I had held many internships, I had gotten away with not making coffee, ever.

Then my supervisor asked me to make some, and I pressed the wrong button on the coffee machine. Water started spewing everywhere and flooded the entire break room.”

Lesson: Ask if you have no idea how to complete a task.

“I accidentally CC’ed my entire office on an email chain circulating with my family. The email was about a government conspiracy article, and my very conservative family kept hitting ‘reply all’ and sharing their opinions.”

Lesson: Don’t use your work email for personal messages.

Confessions of an Intern When you’re new to the cubicle world, mistakes are bound to happen. It’s all about taking your gaffes in stride, learning a lesson, and chuckling about it in retrospect.

“We had completed a big project, so our department went on a celebratory lunch cruise.

Everyone got a drink ticket for one free drink.

Since there were interns under 21, I decided to ask one of them for their ticket. Turns out, the intern I asked was talking to the department head, whom I didn’t know. I looked like a lush.”

Lesson: Keep it classy when boozing at work events.

— Liz Seasholtz read more at www.wetfeet.com

Help Wanted

Searching for an internship can seem daunting, but you just need to know where to look InternshipPrograms.com A sister brand of Jungle Campus, InternshipPrograms is a free site where you can peruse and apply to internships at small- to medium-sized companies from around the country.

InternQueen.com Lauren Berger, aka the Intern Queen, held 15 internships in her four years at college.

Now she helps match potential interns to the over 500 companies she has contacts at.

ThinkIntern.com Powered by jobsite Indeed, ThinkIntern is another great national source for a variety of internships in your neck of the woods.

StudentJobs.gov The domain name gives it away.

This site features both entrylevel jobs and internships. But look early—you’ll need to pass security clearance in time!

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Day One Whirlwind Your first day at an internship can be a mixed bag, varying from intimidating to boring to confusing. Instead of waiting around for your head to stop spinning, here are some productive ways to make some sense of it all.

8:00 A.M. Grab a pencil Be prepared to write down the barrage of instructions coming your way. Pay close attention to procedures and lingo.

9:15 A.M. Ask for the tour Get to know your workspace and coworkers. Write down the names and titles of everyone you meet.

10:30 A.M. Have a sit down Discuss with your manager his or her expectations. Set measurable goals for the first few weeks, and schedule a follow-up meeting.

12:00 P.M. Chow down Having lunch with your fellow interns will be a welcome break.

But you’ll also start establishing friendships—and allies—early on.

GetThatGig.com There aren’t internships posted on this site, but it’s a great aggregator of company job boards.

2:00 P.M. No Snoozing Use the afternoon lull wisely by reading company literature or websites, or conversing with new coworkers.

Your University Career Center Don’t overlook your own backyard. Your career center most likely posts internships, which sometimes are only open to you and your classmates.

4:00 P.M. Say what?

If something isn’t clear, ask about it sooner rather than guessing about it later. Your manager will appreciate your inquisitiveness.

UrbanInterns.com With the tagline “A place to find part-time assistants,” Urban Interns matches employers with interns according to their hourly availability, with a focus on opp’s in NYC and Boston.

5:30 P.M. See the future Plan for day two by making a list of tasks to accomplish. Before leaving, check in with your manager for any final thoughts— and to say, “Buenas noches.”

— Liz Seasholtz

-- Cara Scharf

How should you deal with grunt work?

You should deal with getting coffee, photocopying, or any other tedious tasks just like you would deal with the most exciting work on the planet. As an intern you need to accept that you’re starting at the bottom.

How should you ask for more responsibility?

Let your internship coordinator know you enjoy what you are doing, but would love to explore other opportunities. Keep it positive, and be ready for them to say no: They may not want to entrust you with more advanced tasks yet. In any case, go in and leave with smile.

Quick Questions

for the Intern Queen

W

hen it comes to internships, Lauren Berger has had her fair share: fifteen, to be exact, all during her four years at the University of Central Florida. As a student, Berger preferred an office to a classroom, and took on multiple internships each semester. Armed with plenty of experience, Berger started an intern consultancy after graduation, and dubbed herself the “Intern Queen.”

Berger now works with about 500 employers that post internships on her site, InternQueen.com, for $75 a pop. Potential interns can then pay $3 for each internship application.

With her business gaining buzz this year, Berger was nominated for BusinessWeek’s America’s Best Young Entrepreneurs.

We asked the Queen herself 15 questions—one for each internship she’s had—about how to behave when you’re at the The Intern Queen Lauren Berger bottom of the workplace food chain.

What’s the best first day tip?

Be prepared. The week before your internship, contact your coordinator and ask any questions you may have: where to park, if you should bring lunch, what the dress code is.

Fellow interns: friend or foe?

Absolutely your friend. Just like in life, you’re going to meet people you like and don’t like, but you should be cordial and friendly to everyone. They will be your peers for the summer, your network after graduation, and people you could work with later in life.

Overdressed vs. underdressed?

It’s better to be overdressed rather than underdressed. If anything, being overdressed shows you’re really trying to give a good first impression and take your position seriously.

Best use of your lunch break?

If you’re taking your lunch break in the office, take advantage of available resources: trade publications, company publications, the company handbook, whatever.

How do you identify a mentor?

If there are people in the company you want to reach out to, check with your coordinator first.

Then email them and suggest a time to talk or go to lunch. Just make sure you plan ahead of time, and don’t ask until your second or third week in.

Facebook surfing: okay during down time?

Facebook, Twitter, MySpace, whatever, are not acceptable, period. With your down time, again, I would read whatever you can get your hands on at the company, or ask other people if they need help.

Any rules for using office email?

If the company gives you an email address, your communications should be strictly work related. No personal emails.

Too little vs. too many questions?

You should definitely ask questions if you don’t understand something. However, it’s a fine line between persistence and annoyance. Just make sure you are tactful.

How do you stand out over other interns?

Show you care about all your tasks, and give the same dedication and care to each one.

You’ll build a reputation for being reliable.

Biggest intern mistake?

The first two weeks interns are on time, dressed appropriately, etc. Then three weeks in they get a little too comfortable and start wearing flip-flops and talking on their cell phones. You need to keep it professional for the duration of the internship.

How to do you recover from an internship blunder?

You should apologize, be sincere about it, clean up your mess, and then move on!

How do you wrap up any loose ends before you leave?

Send a handwritten thank you note to your coordinator. Go around and shake everyone’s hand. If you absolutely need to leave unfinished work, explain to your coordinator what needs to be done. Also, ask your coordinator about getting a reference in the future.

How should you stay in touch?

I suggest sending emails every semester.

Tell them what you’re up to, and ask about any open fulltime positions if you’re nearing graduation. You can also connect with your manager on LinkedIn, but that’s on a perperson basis. — Liz Seasholtz

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How to create an internship tailored to your career goals 4

jungle campus

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Originally reported by Saleem Assaf and Rosanne Lurie Additional reporting by Liz Seasholtz december 2009

hen George Clooney needs a new suit, what are the chances he walks into a store and buys one off the rack? Pretty slim. That’s because, as a man of discerning style, he knows he’ll look best in a suit tailor-made to his measurements, with the type and color of fabric he desires. ¶ Customizing something to fit your needs is a task that can also be translated into your career. A tailored internship—one specially made according to the contours of your career goals—carries tremendous potential. Because you have the ability to mold it to the shape you want, a customized internship can turn a career step into a career leap. “The primary advantage of creating an internship is it helps you get into a position you know is more likely to be perfectly suited for your interests,” says Fred Hoskins, director of central co-ops at Northeastern University. ¶ It can also be a lot of work. Because you’ll have to “sell” the concept of your internship, you’ll be expected to perform above and beyond the average intern. But the rewards—very focused experience, a perfect complement to your skill set—are great.

Select Your Functional Area and Industry Before you start researching specific companies, you’ll need to have a clear idea of what you want to do—and in which industry you can do it.

Selecting the functional area in which you want to work is fundamental to your career. For example, students entering B-school will often concentrate on one of several disciplines, such as finance, marketing, operations, or management— and then apply for internships filling particular roles.

Not everyone has this level of specialization; a second-year sociology student might not have had the opportunity yet to concentrate on a specialized role. However, a class on social work and natural people skills could be the basis for a counseling internship with Child Protective Services.

In some cases, your career goals may lead you to a very specific industry. For example, being a sports broadcaster will clearly limit your search to organizations in the media industry. But many students have expertise that is practical for multiple industries; an accounting student can find plenty of internships outside of the Big Four to better complement their individual aspirations. “If an accounting major has a personal interest in something like the environment, they can scout out finance departments at sustainability companies,” says Hoskins.

Without this focus, your message will be loose, your direction vague, your enthusiasm likely diluted. Once you’ve selected your key area of concentration, your pitch is more likely to be tight and targeted, your enthusiasm genuine, and your goals more realistic.

Select Your Employer Finding the right employer is often the result of careful research and savvy networking.

Try searching LinkedIn, joining professional associations, reaching out to alumni, or

networking with your parents’ friends.

Sometimes a simple Google search will yield employers that are up your alley.

Once you’ve scoped out potential employers, you should research whether they have existing internships. Creating a custom internship can work with almost any employer, but your chances are far better with employers who do not already have a formal internship program.

However, don’t give up on employers with formal internship programs if that’s where your interests lie. Many of these existing internships are coordinated by a regional or national headquarters.

Some branch offices might not take part in their corporate offices’ programs and just as likely use some additional help for particular projects.

Make a Connection Once you’ve identified potential employers, the next step is to establish a connection.

If you heard about the company from someone who works there, that’s your in.

If Google led you there, you’ll need to reach the manager of the department you’re interested in, and introduce yourself and your intentions.

And get over cold-calling cold feet. You’re not going through the traditional channels, so you’re going to need to be savvy and work around multiple gatekeepers.

If you’re making contact with companies who have structured internships, be prepared to get shuffled back into their generic recruiting pipeline. If they try to redirect you, tell them you want to create a unique experience that wouldn’t be available through an existing program, and that you prefer to trade some compensation in return for gaining more control over the work you will do.

A good way to get your pitch heard is to request an informational interview. “You should ask a contact for a half hour to learn

more about who they are and what they do,” says Alexandra Levit, author of New Job, New You. “Tell them what you’re trying to accomplish in your career as a whole, and wait to see if they offer an internship or other opportunity first. If not, then casually mention it at the end of the call.”

Convince Your Target Once you have the ear of the appropriate hiring manager, discuss projects they may have sitting on the shelf, or initiatives they haven’t had the staffing for. After delving into their needs, interject with some of the things you’d like to do and see if the two can be integrated. This way, you’re solving the employer’s problem and yours.

You should also be prepared with your own ideas for projects. “Identify what you can do for the organization,” says Suzanne Helbig, career counselor at UC Berkeley.

“The company may not have the time or energy to do that for you, so don’t be vague. At the same time, go in with the willingness to be flexible and accommodate what the organization needs.”

A customized internship can turn a career step into a career leap.

You might also want to cover the details of the proposed internship, suggesting shortand long-term goals of the project, work hours, and weekly progress meetings. Your consideration will be based on the strength of your ideas and the passion with which you convey them. The more prepared you are with your pitch, the easier it will be to warm the employer to the idea of a custom internship.

FOR MORE ON INTERNSHIPS, READ

‘Working It, The 411 on Informational Interviews, and How to Get the Internship You Want on WetFeet.com jungle campus

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2009 TOP INTERNSHIPS > Not all internships are created equal—and the compa-

01

nies that offer top-of-the-line experience earn a reputation.

For the second year running, PricewaterhouseCoopers took top honors in the Universum Best Internships rankings, while Google and Walt Disney rounded out the top three. The following is the full list of employers that respondents—3,449 in all— would be proud to list on their resume.

PricewaterhouseCoopers

02

09

Procter & Gamble 2.97%

Google 8.86%

03 Walt Disney 8.12%

04

Ernst & Young 8.00%

05

Goldman Sachs 7.86%

06

Deloitte

5.45%

07

10

Microsoft 2.88%

11

Target 2.77%

12

J.P. Morgan 2.74%

13

NASA 2.53%

14

Boeing 2.36%

15 Johnson & Johnson

KPMG

2.09%

4.36%

08

General Electric 3.52%

6

16

Lockheed Martin Corporation 1.98%

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17 FBI

1.57%

25

McKinsey & Company

33 Citi

0.70%

0.98%

18

U.S. Dept. of State 1.51%

19

ExxonMobil 1.27%

20

Abbott 1.08%

26

Shell Oil Company 0.96%

27 Nike 0.96%

21 CIA

1.06%

22

Merrill Lynch 1.06%

23

Northwestern Mutual 1.00%

Morgan Stanley

43

General Motors 0.64%

29

37

IDK

0.81%

31

Macy's Inc. 0.75%

32

0.99%

0.73%

Chevron Corporation

Genentech

34

0.59%

30

42 0.44%

Caterpillar

0.82%

Bain & Company

0.63%

IBM

24

Apple Computer

35

36

General Mills

41 0.46%

28 0.92%

9.66%

Bank of America 0.58%

38

UBS

0.39%

44

Dow Chemical 0.38%

45 Intel 0.34%

46

Credit Suisse

The Boston Consulting Group

39

47

0.50%

Coca-Cola 0.49%

40

Cisco Systems 0.48%

0.32%

Kraft Foods 0.23%

48

Pfizer 0.23%

PAID ADVERTISEMENT

UBS

Headquartered in Zurich and Basel, Switzerland, UBS is a global firm providing services to private, corporate and institutional clients. Its strategy is to focus on international wealth management and the Swiss banking business alongside its global expertise in investment banking and asset management.

In Switzerland, UBS is the market leader in retail and commercial banking.

Guillermo Ruffolo

Employees:

More than 65,000 globally, 36 percent in the Americas

> Position: Investment banking analyst, Latin America Group > Education: Finance, University of Pennsylvania, May 2009 > Who is your role model?

My parents—they’ve taught me the value of hard work.

Future Coworkers:

Our hires have degrees ranging from economics and finance to astronomy and political science. There is no one set of traits or background we look for as we have found that the an individual’s education and experience are more important than a specific major.

Find out more:

www.ubs.com Send your CV to:

www.ubs.com/graduates

INTERNSHIP

A

s an undergrad at The University of Pennsylvania’s Wharton School, Guillermo Ruffolo says most of his classmates had goals of starting careers in investment banking. However, despite the culture of the school, Ruffolo decided to fully explore his career options before making a commitment. Taking the advice of some upperclassmen on his football team, Ruffolo applied for and got accepted to The President’s Summer Internship Program at UBS his sophomore year. After getting experience on the trading floor, Ruffolo decided to try his hand at an investment banking internship— and discovered it was a better career fit for him after all.

How did you hear about your first internship at UBS? A friend

of mine who played football with me at school had done the same internship the previous year, so I applied and was able to get an interview. UBS was one of the few banks that offered a full rotational program for sophomores—usually investment banks offer junior year internships.

Photo: Michael hicks

And what was the internship like? It was a 10-week summer

program sponsored by the CEO of UBS Group Americas. We rotated through equities and fixed income sales and trading, as well as operations and IT. My first day was incredible. The trading floor is the largest in the world, and it was the first time I got really immersed in trading. It’s incredible how much energy there is on the floor.

For detailed information on UBS, check out WetFeet.com’s Employer Close-Ups.

Did you get to see the CEO a lot? He’s a busy guy. But, the first day, we got to meet him and talk to him, and then the last week we had to do a presentation for him. Every year he picks a different topic and two teams present on the topic and he picks a winner. Our year, it was Enron and corporate responsibility, which is especially timely now. Our team won.

What surprised you the most when you started? The speed

at which everyone moves. Everything gets done so fast. My sophomore year I got to see traders doing their transactions. It’s all done at lightning speed, and they don’t let any mistakes get by them. My junior summer, I interned in investment banking, which is a different experience—the projects are longer, and you get deeply involved in them, from an initial pitch to the closing of a deal. I ended up enjoying it a little more, which is why I accepted a fulltime position in investment banking.

How is being a fulltime employee different from an intern? Once

you’re fulltime, you have to realize it’s your professional career.

From here on out you have to really excel every day—not that you didn’t have to before, but it’s a different mindset. Now it’s not just 10 weeks of your summer, it’s your career. However, from day to day, I’d say the internship is not that different from a fulltime position. That’s the great thing about an investment banking internship: You really get an idea of what being a fulltime employee is like.

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PAID ADVERTISEMENT

Unilever Jessie Sobel

Unilever’s mission is to add vitality to life. We meet everyday needs for nutrition, hygiene and personal care, with brands that help people feel good, look good, and get more out of life. Each day, around the world, consumers make 160 million decisions to purchase Unilever products.

Employees:

12,000 in the US (includes Puerto Rico)

> Position: Senior financial analyst, North America Financial Shared Services > Education: Environmental Economics, Colgate University, 2007 > My Role Model: My mother, she’s a hardworking physician and my best friend.

Future Co-workers:

Unilever recruits for both MBAs and undergraduates.

We look for students studying marketing, finance, logistics/supply chain management, business and the sciences.

Send your CV to:

Apply via your school’s career services or our website at www. unileverusa.com Find out more:

www.unileverusa.com

A

liberal arts major with little financial background, Jessie Sobel wasn’t sure what to expect when she accepted a spot in Unilever’s internship program.

But beyond getting to work with established brands like Lipton and Slim-Fast, Sobel found a great deal of professional responsibility—especially considering she’s only been out of school for two years.

This is your first job out of college. Has it met your expectations? It has. I’ve been given a lot of responsibility and

Photo: M. Scott Whitson

learned much about our brands, corporate functioning, and business partnering. I’ve also had the opportunity to work outside of my official roles. I’ve been involved in planning a lot of our outside events, such as our picnic and our yearly finance conference. I have also been involved in recruiting at Colgate and our internship program.

How has it been working with the internship program? It’s great! Because I was an intern myself, I understand a lot of what the interns are going through. I’ve been able to help them and offer advice. I tell the interns that they own their projects, and they should take them where they want to.

So what do you do as a Financial Analyst? In my current

financial shared services role, I do a lot: My primary responsibility is to lead projects to drive process improvements See Unilever in action. Go to CareerTV.com to view companyspecific career videos and get the inside scoop on top employers.

in the financial processes outsourced to IBM, specifically accounts payable and travel and entertainment. I oversee projects that update our accounts payable and expense reporting systems, identify broken processes and develop solutions, provide quarterly analysis on employee corporate card spending, develop methods to provide better cash forecast for the business, liaise between Unilever and IBM employees, and ensure vendor payment terms are aligned with our policies.

What’s something about working at Unilever that only people who work there would know? There’s a lot that goes into putting

a small bottle of shampoo onto a shelf—you don’t realize how much work goes into it until you’re actually behind the scenes.

What surprised you the most when you first started? I was

surprised by just how many people are involved in the making, planning, delivering, and innovation of all these different products. Each person has their own integral role in creating these products and ensuring that they actually get to the shelves and get to the consumers.

And what are those people like? The people at Unilever are

great and down-to-earth. There is a lot of team spirit and cross-functional business partnering to deliver products to our customers and consumers.

For detailed information on Unilever, check out WetFeet.com’s Employer Close-Ups.

h c t Wa

! p e t S r u Yo

Women mu st be wary of stereotype s that can sthe workplace lip them up

By Cara S cha r f tereotypes are not, by their nature, negative.

But since they are essentially gross oversimplifications— and hence distortions—of a group of people, they carry a tremendous amount of negative cultural baggage. That’s why discussing them can be so controversial— and fun.

There’s no disputing an abundance of stereotypes exist about women in the workplace. Yet the question of whether these stereotypes are total myth, or hold at least some degree of truth, is a point of great contention. Of course, the editors at Jungle Campus aren’t in the business of discussion for the sake of discussion. (That’s what The View is for.) Whether true, false, negative, or positive, we think the pitfalls these stereotypes suggest can provide some useful lessons for striding through the

corridors of corporate America.

Though women have outnumbered men in college enrollment for the past 30 years, men are still more prevalent in the workforce, get paid more, and occupy more executive roles. It begs the question: What’s going on here?

In a 2004 study by Catalyst, a nonprofit dedicated to women’s professional advancement, 46 percent of women chose gender-based stereotyping as a top barrier to advancement, compared to only 5 percent of men. Clearly, women that have been out there in the trenches see these stereotypes as a very real impediment— and something younger women will face when they enter the workforce. So we assembled a panel of female executives, career experts, and yes, even a man, to deconstruct six stereotypes that challenge women in the office.

The Panel: Gail Evans, former executive VP at CNN

and author of Play Like a Man, Win Like a Woman Christopher Flett, author of What Men Don’t Tell Women About Business Maggie Mistal, career coach and host of the weekly XM Satellite Radio show “Making a Living with Maggie” Vicki Donlan, consultant and author of Her Turn: Why it’s Time for Women to Lead in America Elissa Sangster, executive director of the Forté Foundation, an organization that promotes women in business Barbara Adachi, chief talent officer of Human Capital Consulting at Deloitte and national managing principal of their Initiative for the Retention and Advancement of Women (WIN) jungle campus

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Women are less aggressive Whether it’s a raise, a promotion, or more responsibility, the general consensus among our panel is that women don’t actively pursue what they deserve, mostly because women feel their work speaks for them. “Women think stating we deserve something is bragging.

Instead we hope that the harder we work, the more we’ll get,” says Evans. Women who do have the guts to ask often don’t aim high enough. “Women worry about making their employer feel uncomfortable,” says Flett. “I had a man and woman at their first year review around the same time. Both were making $50,000. The guy came in, outlined all he had done to add value to my company, and asked for $80,000. I gave him $68,000. The woman only asked for $55,000. I think she felt bad about asking for more, but I would have given her $68,000, too.”

Speak Up!

“Be your own PR person,” says Evans. “Make sure people understand how valuable you are.” Women should voice accomplishments to managers and coworkers in real time, not just during a review or negotiation. When asking for something, our panel suggests not being overly concerned that an employer might react negatively. Instead, women should err on the high end of what they deserve. If a woman downplays her value, her employer will, too.

Women are catty with each other The panel was all over the board on this one. Flett, the only male, felt very strongly that it was true. “The greatest enemy to women in business is women in business,” he says. “That’s because they still view business as a man’s game. They think there’s only one spot for a woman at the top.” Sangster, however, feels this stereotype is unsupported. “I just haven’t seen this. The women that I work with are very interested in helping both women and men succeed.” Mistal says this is less about business than it is about looks and age gaps. “I once had an older boss who I felt kept me back, but I can’t ascribe that to gender. It’s more about being threatened by a younger person,” she says. “I think looks come into play as well, especially in industries like fashion or media.”

Stand Together

Our panel didn’t agree on the reasons behind the cattiness stereotype, but they did agree that less competition and more cooperation among women could only help. “Instead of just one, there should be room for five or six women at the top,” says Sangster. “To break through and make that happen, we have to promote each other.”

Women can’t take criticism Evans credits this stereotype to women feeling less confident in the workplace than men. “When a guy is reviewed, he is more likely to hear positives. That’s because he knows he belongs in the workplace, and he looks for affirmation,” she says. “A woman gets reviewed and she will harp on her deficiencies because she isn’t as comfortable in the working world.” Adachi expresses a similar sentiment. “Women tend to be very self-critical. They think everything needs to be perfect because they have to prove themselves at work.” On the opposite end of the spectrum, Mistal thinks this stereotype is a misconception. “Women may question criticism more, which is viewed as sensitivity,” she says. “But we really just want to understand it better. Women want justification for a bad review, which is a good thing, as long as once you get the explanation you move on.”

Live and Learn

Realize it’s not personal; it’s work. It comes down to understanding the criticism and knowing how to learn from it. Women should be sure to ask for concrete examples of what they’re doing wrong, so they can see clearly how it relates to their work—and what needs to be done to improve. The more women see that there’s room to make mistakes and improve, the less they’ll feel threatened by criticism.

Women are too emotional It’s okay for a woman to open the floodgates at a romantic movie, but a sudden outpouring of emotion at the office may look unprofessional. While several on our panel agree that women express their emotions more openly, they feel being emotional is not necessarily a bad thing. “Women are passionate about what they do, and that makes it hard for them to compartmentalize work and personal issues,” says Sangster.

“Being emotional is important. In this recession we could have used more people who were more emotionally connected to their decisions.” On the other hand, men certainly have emotional outbursts at work, too. “Men get angry and yell. To them, anger is just a more acceptable emotion than sadness,” says Mistal.

Take a Deep Breath

It’s not necessary to extinguish all emotion, but women and men should keep it in check and channel it in productive ways. If you’re sad or angry, find the root of the emotion and deal with it appropriately. When it comes to crying, though, our panel says it’s a no-no. Women can avoid public tears by stepping out until the emotion is under control.

Don't be too self critical

Women are more empathetic Our experts agree that this one works in women’s favor. Empathy is the ability to relate to others, a trait Evans attributes to traditional female roles. “We are mothers. We are more relationship oriented, more interested in the minutia of others’ lives.” According to Donlan, sensitivity to others is a boon for managers. “When you lead with empathy, your workers are more likely to support you. Women are more likely to ask questions and delve deeper into feelings and opinions, rather than leading with the idea that ‘what I say you should follow.’” Empathy can also help women better understand clientele, says Flett. “A man will just sell a widget. A woman asks, ‘Why would someone want this widget? What will the widget do to this person’s life?’”

Don't be the office shrink

Have a Heart

Women should work their empathy card, but make sure that it’s being used for professional reasons, such as building coworker relationships, collaborating in teams, and decoding audiences. If a woman sets up shop as the office psychologist—becoming the go-to person for personal troubles—she’s crossed the line.

Women underplay their professional accomplishments “When I first became a partner at Deloitte,” says Adachi, “my husband and I would go to parties and people would ask what I do. I would just say I work at Deloitte. My husband asked why I didn’t tell people I was a partner. I didn’t want to brag.” Evans feels women who have the tendency to play down their achievements are echoing behaviors learned as children. “Girls are taught modesty, that if you brag no one will like you,” says Evans. “We’re all about creating and maintaining relationships, rather than building hierarchies.” Our experts say that women are also less inclined to talk about professional accomplishments outside of work because women feel their jobs don’t define them. Family, friends, and home life, however, do.

Make An Example of Yourself

“I kept telling myself I am not bragging, I’m just stating facts,” says Adachi. Rather than worry about bragging, women should think of sharing their accomplishments as a way to boost other women. If young women are exposed to strong, accomplished females, it can demonstrate how attainable professional success really is.

Women by the Numbers Over the past 30 years, women have made significant leaps in the business world.

Still, the following trends reveal women lag behind men in pay and leadership positions.

Trend 1

$1.00

Amount women $0.80 make for every dollar men make $0.60 Trend 2

$0.40

$0.72

$0.78

$0.73

$0.60

80 $0.77

$0.76

$0.59

Trend 3 Percent of women earning masters degrees in business TREND 4

0

55%

57%

56%

57% 41%

20 1970

1980

1990

2000

2009

0

100

25

80

20

60 35%

40

Number of female 20 CEOs of Fortune 0 500 companies

52%

60 40

$0.20

Percent of women in college enrollments

100

41%

25%

44%

1990

2000

1990

2000

2009

2009

15

15

5 1980

1980

9

10

43%

4%

1970

1970

0

6 3

1

1970

1980 jungle campus

1990

2000

| december 2009

2009 11

1

g n i n n Ru

s s e n i Bus Philly entrepreneur helps local homeless take a step in the right direction by cara scharf

Anne Mahlum

was weeks away from taking a corporate job at Comcast when she literally ran into a life-changing idea. ¶ She was 26, new to Philadelphia, and keeping up with an activity that she had done since age 16: running. During her morning runs, she passed a group of homeless men at a shelter. They playfully joked with her, “Are you ever going to stop running?” And she joked back, “Are you ever going to start?” ¶ That’s when Mahlum, now 29, had a thought that would eventually grow into the fully staffed nonprofit organization Back on My Feet (BOMF). “I wondered, ‘Why am I just running by these guys everyday? Why don’t I take them with me?’” Mahlum emailed the executive director of the shelter asking if she could start a running club for the homeless. Though the director was initially skeptical, immediate interest from nine shelter members and donations of shoes, socks, and shirts from a local running store helped put the plan into action within days.

On July 3, 2007, Mahlum pounded the pavement for the first time with her new recruits.

Mahlum’s vision expanded rapidly. “I realized this could be more than a running club. It could change people’s lives. I thought about all the places in Philadelphia and the country that needed a program like this.” A day before she was supposed to report to work at Comcast, she called and gave up her position in government affairs. “I was sorry, but you can’t pick the moments that change your life. I had found my purpose and I had to give everything I had to it.”

Run Running may not be a traditional step in a homeless person’s road to recovery, but Mahlum knows its healing power from personal experience. When she was 16, her father revealed his gambling problem and her mother kicked him out of the house. That’s when Mahlum hit the streets and found running to be a therapeutic way to deal with problems.

“At first you think you’re running away from something. But then you realize you’re running toward something,” she says. “It takes a lot to be a good runner: discipline, commitment, respect, dedication. I saw all of that in myself and it really helped my self esteem.”

2

3 1. Mahlum with her eager runners 2. BOMF’s mission statement 3. Pre-race members and volunteers 4. Mahlum at the 20in24 Relay Challenge event, Philadelphia

Mahlum founded BOMF with the belief that those same qualities could ease people’s struggles with homelessness.

The program requires members (approved residents from participating homeless shelters) to attend early morning runs three days a week. The schedule is intended to instill structure and discipline back into a life of tumult, and bring order to activities, such as job searching and rehabilitation. Members start with one mile and slowly build up, requiring a great amount of persistence and hard work. “To get to a tenth mile you have to do miles one through nine,” says Mahlum. “You can’t skip.”

Members feel a sense of personal accomplishment once they reach their mileage goals, says Mahlum, giving them confidence to take on more responsibilities and get their lives back on track.

The physical benefits are also important. “You can’t help but feel good after a workout,” says Mahlum, adding that most members lose weight and are encouraged to eat well and stop smoking.

The program has had many success stories.

One example is Darius Turner, who landed in a Philadelphia shelter after leaving a marriage gone bad in Florida. In January 2009 he joined BOMF and less than a year later, moved out of the shelter and was hired for two jobs.

Turner is just one of many. Of nearly 170 members, 33 have obtained housing and 46 have secured jobs. In terms of running, 141 members have completed a competitive race, including half marathons (13.1 miles) and marathons (26.2 miles).

Drive Speaking with Mahlum, it becomes clear that being a successful entrepreneur takes some special qualities—namely, purpose, people skills, and passion. Growing a

At first you think you’re running away from something.

But then you realize you’re running toward something. single running club into a million-dollar organization took all three.

Mahlum had to garner support from volunteers and the community, and establish a structure that could be duplicated elsewhere. Having worked with nonprofits before, Mahlum also knew she needed legal assistance to comply with the Pennsylvania Bureau of Charitable Organizations and obtain tax-exempt, charitable 501(c)(3) status. She reached out to lawyers for pro bono help, got under an umbrella organization called the Greater Philadelphia Urban Affairs Coalition, and used their status to raise enough funds to obtain its own status. BOMF got a big break in December 2007 when ABC World News ran a story about the organization;

by January 2008, Mahlum had enough money to hire a fulltime staff member.

Now, with 12 fulltime employees and nearly 750 volunteers, the self-described entrepreneur acknowledges the need to work well with others. “Business relationships are relationships. If you are good with people, you can grow a business.” Revenue also has to be amassed through donations, grants, and corporate sponsorships—which takes plenty of networking.

Mahlum wants to take the organization national one day, but realizes it will take more than hard work. “This isn’t about normal business hours anymore. It’s a part of life.” She maintains this commitment to the organization by preserving her passion for running and turning her passion into action. “It’s like Nike’s motto: Just do it. So many people talk about ideas, but what’s the harm in actually doing?” jungle campus

| december 2009

13

TOP 100 WOMEN EMPLOYERS

1 Walt Disney 16.47%

> Can you imagine what it would be like to literally work

with Sleepy, Sneezy, and Dopey? Well from the results of Universum’s 2009 Ideal Employer Survey, it looks like a lot of young women would like to find out. Of the 38,328 undergraduate females surveyed, 16.47 percent chose Walt Disney as their front runner. According to a freshman at Louisiana State University, “Walt Disney is a company that inspires more than just a paycheck.” In fact, female students ranked work/life balance (70 percent), job security (60 percent), and dedication to a job that is serving a greater good (52 percent) as their top career goals—showing it’s not necessarily all about the Benjamins.

02 03 04 05 Google

U.S. Dept. of State

14.56%

9.31%

Peace Corps 9.19%

Teach for America 9.03%

06 07 08 09 10 Apple Computer

American Cancer Society

FBI

8.24%

8.69%

7.75%

Ernst & Young 7.47%

Johnson & Johnson 7.00%

11 12 13 14 15 16 17 18 18 20 PwC

Mayo Clinic

6.31%

6.12%

Deloitte

Nike

Coca-Cola

KPMG

24

25

26

4.15%

3.89%

5.79%

5.46%

6.12%

Procter & Gamble

NASA

5.07%

5.00%

22

23

4.60%

4.49%

4.29%

Microsoft

27 Target 3.77%

33

Marriott 2.93%

J.P. Morgan

28

Hilton Hotels Corporation 3.52%

34 BMW 2.80%

4.88%

4.88%

21

Centers for Disease Control

Central Intelligence Agency

Coach

29

U.S. Dept. of Energy

Major League Baseball

4.66%

L'Oréal 3.88%

32

30

31

3.39%

3.22%

3.18%

35

36

37

38

2.73%

2.72%

2.69%

2.65%

Goldman Sachs

Time Warner

Macy's Inc.

Sony

Starbucks

Pfizer

Bank of America 3.15%

Calvin Klein

Top 100 Women Employers

39

National Security Agency 2.51%

40

Maxim Healthcare 2.33%

41

Federal Reserve Bank 2.26%

42

General Electric 2.22%

43

Amazon.com 2.21%

44

Morgan Stanley 2.06%

45

Boeing 2.06%

46

Merrill Lynch 2.05%

47

Lockheed Martin Corporation 1.99%

48

Yahoo!

51

Hyatt 1.84%

52

PepsiCo 1.81%

53

General Mills 1.76%

54

The Boston Consulting Group

Gap Inc. 1.92%

50 IBM

1.86%

75

87

1.54%

1.27%

1.04%

McGraw-Hill Companies

65 3M

1.51%

64

GlaxoSmithKline 1.52%

66

Toyota

1.75%

1.49%

55

67

NestlĂŠ 1.74%

56

American Express 1.73%

57

Internal Revenue Service 1.70%

58

U.S. Air Force 1.67%

Starwood Hotels & Resorts 1.47%

68

AnheuserBusch InBev

69

American Airlines 1.45%

70

ExxonMobil 1.43%

71

1.65%

1.43%

60

71

1.64%

1.43%

Merck

Southwest Airlines

61

Wells Fargo & Company

76

Delta Airlines 1.25%

U.S. Army

CBS Interactive

77

Genentech 1.22%

78

Deutsche Bank 1.15%

79

Harrah's Entertainment 1.14%

80

AT&T 1.12%

81 1.12%

82

95 HSBC

Limited Brands

0.92%

89

96

Bain & Company

Unilever 0.90%

1.02%

90

97

1.01%

0.89%

Intel

Accenture

98

91

Wal-Mart Stores

Dell

1.01%

0.88%

92

99

1.00%

0.85%

United States Postal Service

93

Honda Companies

100

Dow Chemical

BP

0.96%

0.81%

My Ideal Company has...

83

Shell Oil Company 1.10%

84

Verizon

1

A good reputation

61%

2

High ethical standards

59%

3

Financial strength

32%

4

High level of corporate social responsibility

21%

5

Innovative products and services

21%

6

Inspiring top management

20%

7

Prestige

20%

8

Market success

15%

9

Attractive/exciting products and services

14%

10

A fast-growing or entrepreneurial spirit

11%

1.08%

73

85

1.31%

62

74

86

1.56%

1.28%

1.08%

Electronic Arts

87

1.11%

1.08%

McKinsey & Company

0.95%

Lilly

Adobe Systems

1.60%

Citi

eBay

American Eagle

Kraft Foods

94

Grant Thornton

1.04%

1.47%

59

1.92%

48

63

HewlettPackard

jungle campus

| december 2009

15

The ingredients to be extraordinary At Campbell, we are determined to have a workforce that reflects the markets in which we compete so that we can better understand, relate to, and anticipate consumer demands. The collaboration of various cultures, ideas, and perspectives will bring forth greater creativity and innovation and offers a clear competitive advantage.

Join our extraordinary team! Visit us online at careers.campbellsoupcompany.com.

PAID ADVERTISEMENT

Campbell Soup Company Campbell Soup Company is a global manufacturer and marketer of simple meals, including soup, baked snacks, and vegetable-based beverages. The company has more than 20 market-leading brands, including Campbell’s, Swanson, Pepperidge Farm, StockPot, Pace, V8, and Prego.

Navi Grewal > Position: IT manager in HR Support > Education: Regional Engineering College, Punjab, Bachelors in Engineering, 1997 > My role model: Indra Nooya, the CEO of Pepsico.

She came from a small town in India and is now leading a global company.

Background:

Future Campbell employees excel in leadership, integrity, teamwork, analytical ability, interpersonal skills, flexibility, determination, and ability to grow.

Employees:

Approximately 22,500 Find out more at:

www.campbellsoupcompany. com

N

avi Grewal originally came to the U.S. during the mid1990s IT boom and secured a position at PECO, the Philadelphia Electric Company. After the company was acquired and relocated to Chicago, Navi applied for a position at Campbell Soup Company, where she could grow her career with a global company. Now, seven years later, she’s a manager in IT, and heavily involved with the Women in IT networking group at Campbell, which provides support for females in a traditionally male-dominated field.

What surprised you the most when you started at Campbell?

The companies I worked at earlier in my career were very hierarchal, and I hardly ever saw the CEO or high execs—they stayed in their corner offices. So when I came to Campbell, I was surprised at how approachable everyone is, including executives. I remember one of my first days, the CEO, Doug Conant, was in line in front of me at lunch!

What was he getting? Campbell’s soup, of course!

What’s something about Campbell that others may not know?

Photo: M. Scott whitson

I came to Campbell and thought it was a soup company, but it has such a diverse portfolio that people don’t know about.

It caters to an extremely large demographic globally. We own Pepperidge Farm, V8, Pace salsa, to name a few, and other international brands.

What’s the most fun project you’ve done since starting? A few years ago, I was responsible for building the diversity website for Campbell, so others could read about what a diverse culture we have. We posted stories of employees’ different See Campbell Soup in action. Go to CareerTV.com to view companyspecific career videos and get the inside scoop on top employers.

cultural backgrounds, and would keep up to date with current events; for example, for Indians we would post when Diwali was approaching. I had a fun time setting it up!

Resume:

Students can send their resumes to Campbell at http://careers. campbellsoupcompany.com

Are you involved in any mentorship programs at Campbell?

I have a great mentor here at work: the VP of IT. He is very experienced, an excellent communicator, and highly regarded by the management. I asked him to be my mentor and help me build my skills.

What is it like being a woman at Campbell? I don’t think I’m

treated any different from the men here at Campbell. There are many support groups for women in Campbell, in order for us to network and learn. I’m the chair for the Women in IT group at Campbell, since IT is such a traditionally male-dominated profession. Women of IT is part of the larger governing body, Women of Campbell.

Every year, we conduct a survey to find out what women want to learn about, to get a feel for what the women of Campbell are concerned about. We have Lunch and Learn events where we have guest speakers talk about the challenges they face as a woman in the workplace, and what advice they have for us. With the Campbell human resources department, we’ve created development programs to work on assertiveness, salary negotiations, leadership, and other issues that women have.

Campbell is very good about supporting women, as well as men.

For detailed information on Campbell Soup, check out WetFeet.com’s Employer Close-Ups.

december 2009 17

LOOK INSIDE… LOOK INSIDE… Liberty Mutual’s internships give you the chance to work on a variety of critical business assignments, immerse yourself in the reality of our workplace and gain valuable perspective on our company Liberty Mutual’s internships give you the chance to work on a variety culture and operations. of critical business assignments, immerse yourself in the reality of our workplace and gain valuable perspective on our company We place hundreds of undergraduate interns each year into a culture and operations. variety of functions, including Actuarial, Claims, Finance, Human Resources, IT, Product Management, Sales and Underwriting. This We place hundreds of undergraduate interns each year into a is your chance to check out Liberty Mutual as a potential employer. variety of functions, including Actuarial, Claims, Finance, Human We will provide you with the tools and resources to be successful.

Resources, IT, Product Management, Sales and Underwriting. This Your internship supervisor and University Relations team are always is your chance to check out Liberty Mutual as a potential employer. available to make sure you are benefiting from your experience.

We will provide you with the tools and resources to be successful.

Your internship supervisor and University team are AnRelations online community of always hundreds available to make sure you are benefitingof from your experience. interns provides a collegial

Micaela, Boston College ‘11

environment. You’ll participate in An online community hundreds educational and socialofprograms of interns provides a collegial including our Liberty 101 and environment.

You’ll Series participate in Executive Speaker weekly educational and socialLends programs meetings, our Liberty a including our Liberty and Hand national day of 101 service Executive Speaker Series weekly and you may even qualify for our meetings, our Liberty Lends a Summer Scholars award to help Handtuition national day of service with costs. and you may even qualify for our Summer Scholars award to help with tuition costs.

Micaela, Boston College ‘11

www.ResponsibleScholars.com www.ResponsibleScholars.com

PAID ADVERTISEMENT

Liberty Mutual Maura Quinn

As one of the world’s largest property and casualty insurers, Liberty Mutual Group offers a wide range of insurance products and services. We restore lives, and whenever possible, use our knowledge base, employee talent, and research capabilities to prevent accidents and injuries from happening.

Background:

Liberty Mutual is looking for candidates with strong business and financial acumen, analytic thinking, leadership skills, and an understanding of a customerfacing business.

> Position: University relations program manager > Education: Boston College, Human Resources Management and Marketing, 2000 > Who is your role model?

Those who teach by example, inspire others, and manage to keep a wellbalanced life.

Employees:

45,000 globally Find out more at:

www.libertymutualgroup.com Send your CV to:

www.libertymutualgroup.com/care

M

aura Quinn feels she has excelled at Liberty Mutual not because of her gender, but because she is a strong performer. For example, Quinn designed Liberty Mutual’s Responsible Scholars™ program, which recognizes students who have done extraordinary things on campus. To date, students’ accomplishments include acts like raising funds to build an orphanage in Africa, teaching students responsible money management, and fighting hunger in the U.S. Two years later, Quinn’s vision has turned into Liberty Mutual’s national college recruiting brand.

How did you first become interested in HR and Liberty Mutual?

I’ve been interested in human resources since college. I started my career at John Hancock, a financial services company, but due to restructuring within the company my job was eliminated after three months! So I decided to go into insurance because it’s a stable industry and I know it helps people. I got hired into the HR operations team at Liberty Mutual, and I’ve been in five other positions since then.

Photo: chris sanchez

What is the best part about your job? The best part of my job

is the day each spring when I get to call the five recipients of our $10,000 Responsible Scholars™ Award. Their reactions are priceless—whether it’s complete silence, tears, or highdecibel screams. The recipients are so grateful, and the money can be life changing. One student who won the award told me she made an agreement with her mom that if she won, she was going to live on campus instead of commuting from home, because she could finally afford it. It’s a very touching See Liberty Mutual in action. Go to CareerTV.com to view companyspecific career videos and get the inside scoop on top employers.

experience for me—my team brings me tissues for the day I make the calls!

What is it like being a woman at Liberty Mutual? I don’t think

there is a difference, being man or woman! Liberty Mutual is an inclusive environment; I’ve had every opportunity available to develop, grow, and become successful.

Are you involved in any women mentorship or networking programs? Each of our development programs has a formal

mentorship and I act as a mentor to two people who recently began their careers in HR. Because we believe in inclusion, our programs are available to everyone; they are not divided by gender. I would say personally I have found champions in the organization who in an informal way have become mentors to me. A former manager in my first college recruiting role still provides feedback on my programming ideas and a senior executive I met recruiting MBA candidates has helped guide me through the politics of a large organization. It’s great knowing there are people I can turn to in my company for advice and support.

What’s your advice to students who want to work for Liberty Mutual? Prepare! When I’m meeting with students, I’m always

telling them to visit our website, watch our videos, meet our recruiters when we’re on their campus, become a fan of us on Facebook, follow us on Twitter, apply to our contests, and more.

All of these things provide students with current information, so they are prepared when they do land an interview.

For detailed information on Liberty Mutual, check out WetFeet.com’s Employer Close-Ups.

december 2009 19

Intern Etiquette Some Interns Just Don’t Have It

Reported by Cara Scharf

ost interns will hit a few bumps in the road. But others seem to have a penchant to crash and burn. Jungle Campus spoke with real managers to get stories of their most bungling, bumbling, and blundering interns. Hopefully they’ll inspire you how not to conduct yourself.

DWI: Drinking While Interning “A few interns at my consulting firm got bored during an annual picnic and decided to play drinking games—in front of all the higher-ups and guests (including family and children). When one manager tried to convince a boozed-up intern to stop drinking, the intern had the audacity to tell the manager off.”

Deflate Your Ego “While working for a congressman, we had the most pompous summer intern. He shirked menial duties and only respected toplevel staffers. One morning I asked my boss 20

jungle campus

|

december 2009

what he needed me to do. From a nearby computer, the intern said, ‘You can grab that paper off the printer for me.’ My boss just looked at me and said, ‘What was that?’”

Say It To My Face “We recently had a summer intern who we thought was perfect. But a few weeks in, we heard she was complaining to coworkers that she was unhappy. I approached her twice but both times she said everything was fine. She didn’t unleash her true feelings until her exit interview. On her last day, she didn’t even bother coming in.”

Work Time Isn’t Naptime “We had interns who routinely took group siestas. They’d turn the lights off, close the door, and put their heads down—even in their windowed office. Our director of research scolded them and the interns admitted they were bored. They had opted to nap instead of bettering their situation!”

Show Skills, Not Skin “Several interns at my nonprofit had to be told not to dress like they were at a nightclub. In one case, a girl wore a completely see-through black top and fishnet stockings.”

Let the Adults Talk “I had one intern who regularly used baby talk to speak to people in the office. It grated on the ears of everyone around her.

I think she thought it was cute, but she needed to realize that cute doesn’t belong in the office.”

Fashionable bags for Generation Mobile Check out the complete collection at

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Copyright Golla 2009. All rights reserved.