What does she know about workplace allyship and inclusion, she has never worked in one place long enough to know anything about building workplace relationships. In fact she knows nothing about relationships full stop.
Her knowledge of large businesses is cursory at best. She has no in-depth knowledge of any subject if truth be told. How she can add anything to that conversation is beyond me.
Think you’ve hit the nail on the head, here, and it occurs to me that this is probably precisely
why she gets hired for these gigs: she isn’t suggesting or proposing anything genuinely radical which would force companies to change their business practices, it’s all just soundbites and scraps of stuff she got from people off social media regurgitated out of context.
Ultimately, if workplaces want to display allyship to gender-nonconforming members of staff, they first need to admit that they have an entrenched problem with the treatment of women in the workplace. This means making maternity pay better and enforcing better parental leave for fathers, it means addressing the dearth of women in the boardroom and it means questioning why it’s always women in the office doing menial shit like taking minutes and organising admin stuff when there are men on the same paygrade who never do. Only when gender parity issues are resolved can you go about sorting anything to do with treatment of those sitting outside the ostensible binary, IMO.
It’s really convenient for big corporates to have someone like Jack - who, for about 3 years in her early twenties, worked in a unionised, well-paid public sector job that her dad got her, with no experience of how cut-throat the private sector is - talking to their staff, because it won’t rile them up too much and it ticks a box for HR.
Still, none of it matters to her as long as she gets her
Nike Vapormax butter money.