Employment rights: constructive dismantling of team ….or just over thinking

[ThisOrTha]

I will try to summarise 😌I lead a team with a technical and business process element. I’ve been standing it up for the last year, after the organisation signed off they wanted this service.
Team have been delivering well but it has been a very tough Change management space. The IT department have been extremely unsupportive and constantly dismissing what we are trying to do. We have been gaining traction with the business though and delivering well.
Latest, IT dept say they should have my dev roles and business analysis roles- both teams being transferred to male colleagues.
There’s no credible reason for this, other than that’s what the Head of IT wants (male).
It feels like I am being slowly stripped of a team and there is no logic or reason for this. There also feels like a bit of a gender issue as I am the only female Lead in this space and it is all male colleagues instigating this.
Is there anything I should be doing or making anyone aware of this in a formal capacity? I’ve told my boss but she doesn’t seem that interested and just says she won’t let it happen. However the fact that the land grabs and attempts to do this have been happening over a year have been taking there toll and feel really frustrated and demoralised.

[ThisOrTha]

Bump 🥰

[Aprilx]

If you are asking is this a case for constructive dismissal, then I would say no it doesn't look that way to me based on the details provided but you haven't explained what is happening to your role? Note that you need to act swiftly and decisively if you want to bring a constructive dismissal case, going along with something for a year would look like your acceptance / agreement.

[ThisOrTha]

Thanks for responding. My apologies, I think I poorly worded my message.

I meant, I have been doing the job well for a year with positive feedback. The IT dept don’t value what the team does and are trying to take ownership of the parts they want, potentially making the team and I vulnerable.

on a side, is also a dynamic about things tech being heavily male dominated so I have not been made welcome and have been challenged made to work to higher standards. Though this is harder to prove and could be considered subjective.

Is there anything I should be doing right now before any decisions are made and/or in advance of the application of changes to the team or line management structure (possible reduction of my responsibilities)? I just don’t want to be naive or a sitting duck.

[ThisOrTha]

the suggestion for these possible changes has been made in the last 3 weeks.

[ThisOrTha]

Bump

[OMGitsnotgood]

It's very hard to say without knowing the full picture, which we don't and you may not either.

I worked in a similar environment where change was very commonplace, particularly in streamlining the organisation, as they were constantly trying to reduce cost and increase efficiency.

If you believe the only reason your role is being removed is because you are female, then the onus will be on you to prove discrimination- do you have any hard evidence of this? Or is it an unfortunate coincidence that they are making an organisational change and you are the only person impacted and happen to be female?

What I'd be doing now in your position: document all the evidence that suggests you are being discriminated against because you are female. Emails, phone calls, conversations etc.

I'd also be trying to build relationships with the IT department - it sounds very 'them and us' - which might be precisely why they are looking at taking your some roles into that department. Is there an opportunity to take your skills into that department? If not, are there opportunities elsewhere in the organisation you could start exploring?

I'd also be updating my CV, with a version that you can use internally in your organisation and an external version should you end up facing redundancy.

[Aaron95]

The head of IT wants to take over roles your team is responsible for at the moment. You don't want that to happen. Who actually will make the decision?

That is who you need to talk to and put your case forward why things should remain as they are.

[imansre]

Is this your first leadership role OP? This sort of political manoeuvring is commonplace. I also work in IT, as the lone woman in a technical leadership role.

You being the only female doesn't necessarily mean discrimination. The head of IT wants your functions, presumably if doing well they want to claim all the credit and would do so regardless of your sex. That is why, as a manager you should constantly be building relationships, asserting your position and playing the political game.

Who are the decision makers? Who has the power? Who can you get on your side? How can you position your role and your team?

The fact that you're talking about 'formal reporting' makes me think that you're a bit and naïve and inexperienced with these things. It's not uncommon if you were an excellent technical resource, and promoted on that basis.

[Aprilx]

I think even with your update, there is not much to go on here as it doesn't appear anything has actually happened. You have spoken to your manager, at this point I think that is all you can do and you need to wait for any restructuring announcements / consultation and take it from there.

[ThisOrTha]

Thank you everyone, really appreciate your help and feedback.