I’ve been cancelled…

Up until now, I have always hired freelancers and contractors to support my business. Last week, for the first time, I posted an in-house job opportunity for an Operations Manager It attracted the following comments:

“I’m going to be contrary and controversial, and am sorry to do so because I really admire what you do. But posting a “dream” job with a salary which is “negotiable based on fit and experience” without giving even a ballpark range is seriously bad recruitment practice. How do we expect women, especially from disadvantaged and/or minority backgrounds, or women with low self-confidence, the very ones you aim to support and empower through your work, to have a successful intentional career, if we can’t even play by the most basic rules? This really saddens me, and disappoints me.”

“Personally, I won’t apply for a position where the pay range is not published because it says to me that the company does not take gender pay equality seriously.”


This post isn’t about justifying why I didn’t include the salary range in the advertisement. In brief, the role can be adapted for an admin stretch versus someone with considerable expertise, so the salary could range from £20,000 to £72,000 per annum (as a full-time equivalent). My rationale for leaving out the salary range was to avoid raising more questions and confusion. Since receiving the feedback, I updated the advert to state the salary range and be 100% transparent.

No, this post is not about justification; it’s about expectations.


Is it my responsibility to do the very best I can to ensure diversity, equity, and inclusion when hiring?


Is it okay for me to make an error in judgment when doing something for the first time, correct it, and do better next time?


Culturally, I am observing that individuals are being held to ever-increasing standards and expectations. When people fall short, which they inevitably will because we are all human and make mistakes, they are cancelled immediately, with no room for recourse.

“When you say someone is cancelled, it’s not a TV show. It’s a human being.” – Taylor Swift

Perspective Taking

One of the coaching tools I often use with my clients is perspective taking. If someone has upset or disappointed you, get curious. Why do I feel this way? Has someone stepped on a boundary or disrupted my value system?

Before taking action such as reprimanding the person, setting a boundary, or posting in a public forum to criticize someone, try this coaching tool: perspective taking.

Can you place yourself in the shoes of the other person and find empathy and curiosity? Can you understand why they might have behaved that way?

For example, imagine running your own small business with three young children, being 100% responsible for your income and the income of freelancers, contractors, and employees. What would it be like if you were responsible for delivery, coaching, speaking, training, marketing, sales, business development, finance, HR, project management, and the list goes on?

Now, write a job specification for your first in-house hire, but you don’t have an HR function and can only seek external advice.

From this perspective, is it plausible that this person may not do everything perfectly and to the standards of a large corporate with a Head of HR and a full HR team? Might they be doing the best they can with the resources available to them at that time?

Taking Action

  1. Notice and feel your feelings.
  2. Gain perspective.
  3. Let it go or take action.

Once you have become aware of your feelings and gained perspective, it’s time to either let it go or take action. The action might still be to hold the person accountable (and if a boundary has been crossed or it’s a deal breaker you absolutely should).

➡️ My invitation for you today is to reflect. Would the way you do it be different from this place of new perspective?

Keep Opening Up,


➡️ Register for the next free Intentional Careers WebClass here (multiple dates available).
➡️ Cohort 7 of the Career Design Mastermind starting 1st October 2024 is now open for enrolments. Find out more here, to discuss further book a free 45-minute 1:1 coaching consultation call here. There are 10 places remaining.
➡️ Get a copy of Intentional Careers for STEM Women < < Buy now > >

🎙️Listen to the latest episode of the Women in STEM Career & Confidence podcast 🎙️

Interviewing Dr Joanna Martin was a real privilege for me, as her insights on “superwoman” inspired my journey to becoming a certified coach, and she has been my business mentor for the past two years.

In this episode, we dive into:

  1. The Identity Shift: Navigating the changes that come when you switch careers.
  2. Effective Coaching: Why directing questions to “superwoman” isn’t effective and what truly works.
  3. Women’s Equity: A reality check on how far we’ve come and what it will take to reach true parity.

Join us for an enlightening conversation that is sure to inspire and empower you on your own journey.

Tune in on your favourite platform 🎧 iTunes 🎧 Spotify 🎧 Other Platforms.