In 2008 Catalyst came out with a research paper entitled: “Unwritten Rules: What You Don’t Know Can Hurt Your Career.”

Over the next few weeks I will break down the paper into a series of blogs to help you determine how these unwritten rules play a role in your career development.

This week let’s start with chapter one - Learning to Play by the Rules.

Laura Sabattini, the author of this paper, states the following:

Advancing in today’s business world is often as much about learning and playing by the rules as it is about talent and results. Some rules are explicitly stated in organizational handbooks, performance review procedures, or by senior leadership. But other rules are left implicit - unwritten - for employees to decipher on their own. Those who do not have the tools to access this maze of “unwritten rules” and the important knowledge these rules provide remain left out, no matter how competent they are.

As we have discussed many times on this blog, and Catalyst research backs up, a lack of access to informal networks is one of the barriers to women’s advancement. The “unwritten rules” in your organization are most likely found within these informal networks, especially in male-dominated companies and organizations.

So, what can we do. Think about what some of the “unwritten rules” are within your organization. Sabattini suggests you ask the following questions:
1. Does everyone within the organization have access to unwritten rules to advancement?
2. Are current unwritten rules consistent with the organization’s values and with attracting and retaining the best talent?
3. Do some rules need to change?

Identifying the unwritten rules and any conflict the “old” rules have with the current vision of your company, may be a first step in providing a more inclusive workplace. A more inclusive workplace will better attract the best and the brightest. And at the end of the day isn’t that what everyone wants?

Next week - What are the Unwritten Rules?