Your favorite perfume has the ability to turn your day around, evoke a memory and finish off a look.
But even your favorite perfume isn't truly yours. That Dior, Chanel, Marc Jacobs in your bedroom - they're made for the public - mass produced and widely distributed. While they're wonderful - they're not unique to you.
Sue Phillips, who started her career with Elizabeth Arden, then went to Lancôme, and then on to Tiffany as VP of Marketing - having grown within the industry ranks - realized there was an opportunity to go out on her own and tailor scents to your liking. "Being in the industry, and being a woman in an industry predominantly run by men, I felt it was very important to make a statement and to start doing one on my own," she says. "Now, customization is everywhere."
We met with Phillips in her "Scentarium" where she walked us through her formulation techniques and how our personality quirks would come to define our custom scents.
“For fragrance, much like in life, in food, in music, there’s a beginning, middle and an end," she begins. "In food you have your appetizer, main course and dessert. In music, you have your overture, your main theme and your finale. In fragrance there’s a beginning, middle and end. So when you first spray a fragrance you smell the top note for the beginning and usually they’re the light, bright citrusy notes, and you can smell them from about 10-15 minutes on the skin. And then it mixes with your body chemistry and then come the middle notes: the florals, spicy and fruity. And then, after about two hours, the base notes begin to kick in and it should last for about 4-8 hours.”
The session with Phillips in her Scentarium (a magically-lit room filled with the potions, perfumes and scents of the world) is intended to be both engaging and educational, during which we build our perfume from beginning, to middle and end. We discover that the biggest difference between men and women's fragrances is the base notes are much more prevalent and bolder in men's. Where a woman's fragrance is lighter, more floral letting the top agents do a lot of the work - the big base notes of men's cologne define their scents.
Sue Phillips. Photo credit Crains New York
She also informs us as we roam through her collection of bottles that one of the world's most beloved perfumes - Chanel No.5 - was created entirely because of a perfumer's mistake. Coco Chanel's perfumer's assistant, Jacques, put too much of the ingredient "aldehydic" (a powdery scent) in the perfume and with that, became the most profitable mistake in fragrance history. It will celebrate it's hundredth anniversary in three years, and is still in the top ten best-selling scents every year.
“This is all about you and your DNA and what matches your personality” she says.
Upon arrival, we take the scent quiz. “I do the scent quiz for several reasons," she says. "It’s to determine your olfactive personality. It’s a lifestyle quiz: it has nothing to do with fragrance, I’ll be able to tell from the answer whether you like fresh, floral or oriental.” And that she does. After collating our answers she's able to direct us in the path of our preferred flavors and intuitively points out what these answers mean for our taste profile.
There lay 18 different perfumes with which she uses to create our scents. Each of them are individually hand-made by her with an array of flavours falling into eight different categories: citrus, fruity, oriental, ozonic, chypre, woodsy, lavender and musk.
Phillips's title is that of Perfume Designer - rather than perfumer (which involves a little too much chemistry and not enough personal interaction for this entrepreneur), which means that she can deconstruct your favorite perfumes into these 18 different flavor profiles and explain them back to you. For this reason, she has been commissioned by an array of corporate companies for events that invite an audience to participate in perfume deconstruction or creation.
Using scent strips, we co-ordinate our formulas. She informs our decisions based on how robust or round the collection of aromas are to her. If our top note is too sweet, she adds a musk, if bottom is too spicy, she adds a lavender note, all while keeping in mind our tastes and likings from the quiz.
"Isn't it amazing how out of these blends you can find something that totally fits your personality, and out of these 18 we can find millions of scents."
Phillips's "Scentertaining" experience is really just that - a fun ay to understand what your nose likes and why it likes it. Your personality is fully reflective in the vial of liquid you walk away with.
It's no wonder that her scentarium has played host to guests such Katie Holmes, Zendaya and Jamie Foxx among others - this really is a most unique and fun experience for anyone that loves fragrance.
Women in the workplace have always experienced a certain degree of discrimination from male colleagues, and according to new studies, it appears that it is becoming even more difficult for women to get acclimated to modern day work environments, in wake of the #MeToo Movement.
In a recent study conducted by LeanIn.org, in partnership with SurveyMonkey, 60% of male managers confessed to feeling uncomfortable engaging in social situations with women in and outside of the workplace. This includes interactions such as mentorships, meetings, and basic work activities. This statistic comes as a shocking 32% rise from 2018.
What appears the be the crux of the matter is that men are afraid of being accused of sexual harassment. While it is impossible to discredit this fear as incidents of wrongful accusations have taken place, the extent to which it has burgeoned is unacceptable. The #MeToo movement was never a movement against men, but an empowering opportunity for women to speak up about their experiences as victims of sexual harassment. Not only were women supporting one another in sharing to the public that these incidents do occur, and are often swept under the rug, but offered men insight into behaviors and conversations that are typically deemed unwelcomed and unwarranted.
Restricting interaction with women in the workplace is not a solution, but a mere attempt at deflecting from the core issue. Resorting to isolation and exclusion relays the message that if men can't treat women how they want, then they rather not deal with them at all. Educating both men and women on what behaviors are unacceptable while also creating a work environment where men and women are held accountable for their actions would be the ideal scenario. However, the impact of denying women opportunities of mentorship and productive one-on-one meetings hinders growth within their careers and professional networks.
Women, particularly women of color, have always had far fewer opportunities for mentorship which makes it impossible to achieve growth within their careers without them. If women are given limited opportunities to network in and outside of a work environment, then men must limit those opportunities amongst each other, as well. At the most basic level, men should be approaching female colleagues as they would approach their male colleagues. Striving to achieve gender equality within the workplace is essential towards creating a safer environment.
While restricted communication and interaction may diminish the possibility of men being wrongfully accused of sexual harassment, it creates a hostile
environment that perpetuates women-shaming and victim-blaming. Creating distance between men and women only prompts women to believe that male colleagues who avoid them will look away from or entirely discredit sexual harassment they experience from other men in the workplace. This creates an unsafe working environment for both parties where the problem at hand is not solved, but overlooked.
According to LeanIn's study, only 85% of women said they feel safe on the job, a 5% drop from 2018. In the report, Jillesa Gebhardt wrote, "Media coverage that is intended to hold aggressors accountable also seems to create a sense of threat, and people don't seem to feel like aggressors are held accountable." Unfortunately, only 16% of workers believed that harassers holding high positions are held accountable for their actions which inevitably puts victims in difficult, and quite possibly dangerous, situations. 50% of workers also believe that there are more repercussions for the victims than harassers when speaking up.
In a research poll conducted by Edison Research in 2018, 30% of women agreed that their employers did not handle harassment situations properly while 53% percent of men agreed that they did. Often times, male harassers hold a significant amount of power within their careers that gives them a sense of security and freedom to go forward with sexual misconduct. This can be seen in cases such as that of Harvey Weinstein, Bill Cosby and R. Kelly. Men in power seemingly have little to no fear that they will face punishment for their actions.
Source-Alex Brandon, AP
Sheryl Sandberg, Facebook executive and founder of LeanIn.org., believes that in order for there to be positive changes within work environments, more women should be in higher positions. In an interview with CNBC's Julia Boorstin, Sandberg stated, "you know where the least sexual harassment is? Organizations that have more women in senior leadership roles. And so, we need to mentor women, we need to sponsor women, we need to have one-on-one conversations with them that get them promoted." Fortunately, the number of women in leadership positions are slowly increasing which means the prospect of gender equality and safer work environments are looking up.
Despite these concerning statistics, Sandberg does not believe that movements such as the Times Up and Me Too movements, have been responsible for the hardship women have been experiencing in the workplace. "I don't believe they've had negative implications. I believe they're overwhelmingly positive. Because half of women have been sexually harassed. But the thing is it is not enough. It is really important not to harass anyone. But that's pretty basic. We also need to not be ignored," she stated. While men may be feeling uncomfortable, putting an unrealistic amount of distance between themselves and female coworkers is more harmful to all parties than it is beneficial. Men cannot avoid working with women and vice versa. Creating such a hostile environment is also detrimental to any business as productivity and communication will significantly decrease.
The fear or being wrongfully accused of sexual harassment is a legitimate fear that deserves recognition and understanding. However, restricting interactions with women in the workplace is not a sensible solution as it can have negatively impact a woman's career. Companies are in need of proper training and resources to help both men and women understand what is appropriate workplace behavior. Refraining from physical interactions, commenting on physical appearance, making lewd or sexist jokes and inquiring about personal information are also beneficial steps towards respecting your colleagues' personal space. There is still much work to be done in order to create safe work environments, but with more and more women speaking up and taking on higher positions, women can feel safer and hopefully have less contributions to make to the #MeToo movement.