Challenging Assumptions, Speaking Up and Being an Advocate

With over 25 years of experience at Johnson Controls, Corrie Prunuske is one of many female leaders changing the industry. As Area Vice President Central United States, she has driven incredible growth while leading her team. Here, she shares her perspective on gender equality in the workforce, from maternity leave to overcoming unintentional bias.

As a woman in a traditionally male-dominated industry, what barriers did you face in your experience, and what advice do you have for women who are overcoming them as well?

I grew up in a male-dominated world, from my higher-level math and science classes in high school to studying engineering in college - it was all men. I had to learn how to deal with being the only woman in the room. I do think there is a challenge in that you are underestimated, which can be very frustrating, especially early in your career. You're ready to do something new and make your mark, but you're constantly underestimated. People would act surprised that you knew something or that you led a project. “Why are you surprised that I know this? I have the same education, the same experiences that you do." That's a big challenge. In these situations, you have to speak up and let them know when something doesn't feel quite right. Don't allow someone to make assumptions about you.

I’m lucky though, because from the beginning of my time at Johnson Controls, my team treated me absolutely no different than my male co-workers. They made me feel comfortable, and they had my back. They helped to support me with contractors who weren't confident in me, or who didn't think I was as smart as the guys. Having that support made an incredible difference.

How have you seen things change for women in your 25 years in the workforce, both full and part-time?

I've been with Johnson Controls for almost 26 years. At the start of my career, I was usually the only woman in the room, and there wasn’t a lot of racial diversity. Diversity has improved over the years, and I’m rarely the only women in the room anymore. We joke that we always celebrate that there’s now a line to use the women’s bathroom! There's now an awareness that it's not simply a matter of not enough women being interested in the industry, it's a problem with the industry itself. We absolutely see better results with a more diverse workforce.

What does being a female leader mean to you? As a female leader, how do you work to help other women succeed?

As a female leader, advocating for other women is part of my job. I do a lot of mentoring with other women to help them find their voice and challenge when they're not being heard. And when I’m in conversations about who should lead a project, or who should we showcase, I always make sure women are equally represented in the conversation. If the conversation doesn’t seem fair due to unintentional bias, I will call it out. I try to be an advocate for other women in the organization and to challenge misconceptions. I work to lift women up while lifting up all employees, regardless of gender or race. That's part of my mission, and it's a passion of mine that was amplified when I got into management.

What is your advice to women re-entering the workforce after having children, or in your case, returning to a full-time role?

Re-entering the workforce or taking a step back is such a very personal decision, and there’s no “one-size-fits-all” answer. My advice to women is that as they're dealing with the challenges that come with parenting – either as a new parent, or problems along the way – reach out to your managers and talk about how you can work through these challenges. From a manager’s perspective, we want to work with you to help you succeed!

Talk with your friends, co-workers and family members who have been through similar situations. Don’t be afraid to ask questions and start a conversation, because there’s probably somebody else that's going through the same situation. I was amazed by the support group I received.

Finally, don't make long-term decisions to short-term problems. You have to evaluate your own personal situation and what you want out of your career. It might make sense to take a step back, it might not, but don’t rush into anything until you take the time to assess all your options and discuss with your managers.

What were some pivotal moments at Johnson Controls where you felt supported or empowered?

The biggest moment was when I had been working part-time for a couple of years after the birth of my daughters, and realized I was ready to come back full-time. Wondering how others would react to that gap of part-time work can be intimidating.

When my manager introduced me back to the team, he highlighted the accomplishments I had made over my career and didn't focus on any of the reasons I had been working part time. This absolutely set me up for success. Because when you take a step back from your career, even with a foot in the door in the company, the company is bound to have evolved. And there is a bit of an adjustment period, and suddenly the pace at which I needed to be running was different. My boss recognized there would be a transition, advocated for me as my manager and was fully confident in the decision he made. That was pivotal in my career. I was back on track and saw how a great leader can make such an impact in setting employees up for success.

What is your advice to male leaders who are looking to be advocates for their female employees?

To be an advocate, you must understand what your female employees’ goals are, and to do this you have to initiate discussions. If there are any concerns about whether the discussion is appropriate, speak with an HR representative to ensure the conversation remains professional and constructive.

Also, make sure you're challenging assumptions about women’s capabilities. Ask yourself, "What would I say about this behavior if this person was male rather than female?" For example, if you see someone who is passionate and vocal about their ideas, how do you judge that as a man rather than a woman? I have worked for awesome managers all throughout my career who have been men. And what they have in common is that they've also taken my feedback. Being willing and being vulnerable around gender equality is important.

If you could give your 22-year-old self one piece of advice about entering the workforce as a woman, what would you say?

I would say to assume positive intent. I advise women that there is a reality of unintentional bias that exists, but most people are good. I wish I would have known that most men want you to succeed and likely don't understand that they were offensive and not supportive. It's our job to speak up when this happens. Be very intentional about what it is you are or aren’t able to do. Don't allow anyone to make assumptions about your career or your abilities.

Women need to be willing to take chances, be confident they can do something even if they don't check all the boxes. Sometimes women suffer from low self-confidence, especially since we’re constantly underestimated. We often feel unworthy of promotions or new opportunities, but men don't see the world that way. If you’re saying that you’re not ready for something, talk through it instead of shutting the door to opportunities. Women have to advocate for themselves and each other in a positive way.