Podcasts about gender balance

What if the key to transforming entrepreneurship lies in who gets to be an investor? In this episode of The Angel Next Door Podcast, host Marcia Dawood invites us to consider the power of opening up investment opportunities to more women and how it could change the face of business leadership.Our guest, Patricia Lizarraga, is a trailblazing finance expert who created the Hypatia Women CEO ETF (WCEO ETF) after realizing the unique strengths women bring to executive roles. Her fund allows anyone—with as little as $30—to invest in every U.S. public company run by a woman CEO, breaking down traditional barriers and shifting perceptions of who can be an investor.Listeners will gain insights into how the WCEO ETF is outperforming industry benchmarks and why initiatives like the “100 Shares for Women” campaign are critical to advancing gender equity. This episode is essential listening for anyone curious about making an impact through investing, expanding their financial confidence, or supporting more women at the helm of big business. To get the latest from Patricia Lizarraga, you can follow her below!https://www.linkedin.com/in/patricializarraga/https://www.hypatianation.com Sign up for Marcia's newsletter to receive tips and the latest on Angel Investing!Website: www.marciadawood.comLearn more about the documentary Show Her the Money: www.showherthemoneymovie.comAnd don't forget to follow us wherever you are!Apple Podcasts: https://pod.link/1586445642.appleSpotify: https://pod.link/1586445642.spotifyLinkedIn: https://www.linkedin.com/company/angel-next-door-podcast/Instagram: https://www.instagram.com/theangelnextdoorpodcast/TikTok: https://www.tiktok.com/@marciadawood

Emma meets Frances Palmer, Associate Director at Gleeds; Dave Corbin FAPM, Head of Client Accounts at Gleeds; and leadership and culture coach Anita Phagura, who previously worked in infrastructure project management.Frances and Dave helped set up APM's Built Environment Interest Network last year. With a special focus on diversity and inclusion for the week of International Women's Day, our guests explore how the construction sector can become more diverse and inclusive, what actions really work and how change can be accelerated.Find Anita's research at: https://anitaphagura.com/raise-the-bar Contact us: apmpodcast@thinkpublishing.co.uk 

India has one of the largest youth populations in the world, yet digital accessibility remains a challenge—only 54% of households have computers, and nearly 40% lack access to one. However, with 88% of the population using smartphones, mobile technology presents an opportunity to bridge this gap.In this episode, The Rise of Gen Z Girls in Tech, we sit down with Mayank, the visionary behind Coding Pro, to explore how AI-driven learning and innovative mobile applications are ensuring equal access to coding education for students, regardless of their background.We discuss the impact of social norms on STEM careers, the challenges of parental hesitation and cultural expectations, and how AI-powered tools are helping families embrace digital education. Mayank shares how Coding Pro's scholarships and mentorship programs are supporting underprivileged girls, fostering a future where young women take the lead in tech.We also explore Iraaj, India's first humanoid robot, and its role in equipping students with real-world skills, as well as the emergence of AI-powered universities and Techno Schools that will redefine learning over the next decade.This conversation is about breaking barriers, reshaping education, and preparing India's youth—especially Gen Z girls—for the digital revolution.

In this episode, we sit down with Sunita R. Cherian, Senior Vice President – Group Human Resources at Wipro Limited, to explore how the company is leading the way in Diversity, Equity, Inclusion, and Belonging (DEIB) in the tech industry.  With over two decades of expertise in Human Capital Strategy, Sustainability, and Diversity & Inclusion, Sunita has played a key role in shaping Wipro's DEI initiatives, including the Women of Wipro platform. As a former Chair of NASSCOM's National D&I Council, she has been a driving force behind inclusion efforts at Wipro and beyond.  Wipro is recognized as a DEI Lighthouse by the World Economic Forum, setting industry benchmarks through impactful policies, leadership programs, and gender diversity initiatives. In this conversation, we discuss:  - What it means to be a DEI Lighthouse and how Wipro has set itself apart in advancing diversity in tech  - How Wipro integrates DEI into its core business strategy, ensuring it goes beyond corporate rhetoric  - The company's efforts to accelerate women's leadership in tech through mentorship, sponsorship, and leadership programs  - How Wipro designs inclusive hiring and talent development programs to support women and underrepresented groups  - The policies and programs that have driven intersectionality, supporting cultural, socio-economic, and neurodiverse inclusion  - How Wipro is leveraging AI and technology to advance diversity and inclusion  - Key lessons for Nordic companies and how they can adopt best practices from Wipro's DEI journey  - Sunita's top action for individuals and organizations to create sustainable gender diversity in the workplace  Tune in to gain valuable insights from one of the leading voices in DEI in tech and learn how companies can build more inclusive and equitable workplaces.  Listen now.

India has built one of the world's strongest pipelines for women in STEM and technology, yet in the Nordics, where gender equality is a global benchmark, female representation in IT and tech leadership remains a challenge.  In this episode, Sunita Mohanty, Senior Vice President and Chief Investment Officer at Invest India, shares insights on what's driving India's success and what the Nordics can learn. With experience leading diversity and workforce transformation at Google Singapore, Sunita discusses the key policies, corporate initiatives, and cultural shifts that have shaped India's growing female tech workforce.  We explore:  - How India became a global leader in female STEM graduates  - The role of government policies like Vigyan Jyoti and WISE-KIRAN in bridging gender gaps in tech  - Lessons from India's structured digital skilling programs and corporate-government partnerships  - The future of women in AI, quantum computing, biotech, and emerging tech fields  - Sunita's personal journey and the impact of mentorship and leadership in creating lasting change  This conversation highlights the importance of mentorship, policy support, and workplace inclusion in building a more diverse and innovative tech sector.  Listen now to understand how gender diversity in technology can be strengthened worldwide.  The Nordic Council of Ministers supports this podcast.

In this episode of Good Morning Liberty, hosts Nate Thurston and Charles Chuck Thompson discuss various absurdities and controversies, including the ranking of the third tallest libertarian, Elon Musk-related hysteria, and irrational claims about the NBA trade deadline being akin to slavery. They also dive into Elizabeth Warren's defense of vaccine manufacturers, the DNC's gender-balancing rules, Idris Elba's proposal to redesign kitchen knives, and a noteworthy incident involving Apple's user privacy under threat from the UK's government. Tune in for an in-depth look at the week's most nonsensical news stories and listener-submitted 'dumb bleeps'. (02:43) Musk Freakout (18:44) DOGE (20:54) Tax Loopholes and Government Spending (26:13) Aviation Safety and Elon Musk's Involvement (30:41) Legos and Gender (34:13) Airline Seatbelts (38:27) Racism and Historical Oppression (40:32) NBA Trade Deadline and Modern Slavery (43:49) Elizabeth Warren and Vaccine Manufacturers (46:59) DNC Leadership and Gender Balance (51:14) UK's Knife Ban (55:42) Trump's Gaza Strip Proposal   Links:   https://gml.bio.link/   YOUTUBE:   https://bit.ly/3UwsRiv   RUMBLE:   https://rumble.com/c/GML   Check out Martens Minute!   https://martensminute.podbean.com/   Follow Josh Martens on X:   https://twitter.com/joshmartens13   Join the private discord & chat during the show!   joingml.com   Bank on Yourself bankonyourself.com/gml   Get FACTOR Today! FACTORMEALS.com/gml50   Good Morning Liberty is sponsored by BetterHelp! Rediscover your curiosity today by visiting Betterhelp.com/GML (Get 10% off your first month)     Protect your privacy and unlock the full potential of your streaming services with ExpressVPN. Get 3 more months absolutely FREE by using our link EXPRESSVPN.com/GML  

Aldagh McDonagh, Chair of Women for Election, discusses her disappointment at the number of women in Cabinet and appointed junior ministers

Is Dáil disruption Sinn Féin's key tactic as it looks ahead to five more years in opposition? And does Mary Lou have an eye on the Áras? Host: Kevin Doyle Guests: Louise O'Reilly and Gabija GataveckaiteSee omnystudio.com/listener for privacy information.

For our first Talking Europe interview with the new crop of EU Commissioners, we host Hadja Lahbib, who is in charge of preparedness and crisis management, as well as equality. Lahbib, a former foreign minister of Belgium, talks about the challenges of her extremely broad portfolio, covering Ukraine, Gaza, Syria, Afghanistan and Sudan. A common thread is the difficulties faced by women and girls in crisis situations around the world – something that links up with Lahbib's efforts to promote gender balance and women's rights in the EU itself.

From Cruise CEO to World Cup Chair, Lisa Lutoff-Perlo shares her remarkable journey breaking barriers as Celebrity Cruises' first female CEO and now leading the 2026 FIFA World Cup host committee. In this candid conversation, she opens up about navigating the male-dominated cruise industry, leading through COVID-19's unprecedented challenges, championing gender diversity, and orchestrating major transformations. Lisa reveals powerful leadership lessons learned over her 40-year career - from starting as a door-to-door sales rep to becoming a trailblazing executive. She discusses building high-performing teams, turning setbacks into motivation, and her mission to create opportunities for women in leadership. Whether you're an aspiring leader or seasoned executive, Lisa's insights on resilience, authenticity and embracing new challenges will inspire you to dream bigger and believe in yourself.CHAPTERS:00:00 - Lisa Lutoff-Perlo's Backstory02:06 - Gender Balance in the Cruise Industry07:01 - Leading Through COVID-1911:35 - Lessons Learned from the Pandemic15:37 - FIFA World Cup 2026 Preparation18:47 - Current Ramp-Up for the World Cup22:10 - Gender Diversification in Leadership29:07 - Advocating for Yourself in the Workplace37:25 - Building Your Personal Brand40:00 - The Strength in Asking for Help42:25 - Future Plans for Julie43:59 - Embracing New Opportunitieshttps://www.linkedin.com/in/lisa-lutoff-perlo/https://lisalutoffperlo.com/ABOUT OUR HOST:Ken Eslick is an Entrepreneur, Author, Podcaster, Tony Robbins Trainer, Life Coach, Husband of 35+ Years, and Grandfather. Ken currently spends his time as the President & Founder of The Leaders Lab where he and his team focus on Leadership Talent Acquisition. They get founders the next level C-Suite Leaders they need to go from being an Inc. Magazine 5000 fastest growing company to $100,000,000 + in revenue.  #seattlesports #worldcuporganizingcommittee #pressconference #seattleLisa Lutoff-Perlo is President & CEO of the FIFA World Cup 2026™ Miami Host Committee, overseeing strategy, fundraising, fan activations, and operations for Miami's seven matches in the tournament. A recognized leader in global business, hospitality, and sports, she was honored with the South Florida Business Journal and Forbes Travel Guide Lifetime Achievement Award.Previously, Lisa was Vice Chairman, External Affairs for Royal Caribbean Group, and from 2014 to 2023, served as President & CEO of Celebrity Cruises, becoming the first woman to lead a Royal Caribbean brand. She is credited with transforming Celebrity Cruises through bold innovations in ship design, service, and digital strategy, and for driving the company's post-pandemic recovery.Lisa is a trailblazer in diversity and inclusion, making history with the first all-female bridge crew and significantly increasing the percentage of women in leadership roles. Under her leadership, Celebrity Cruises became the first brand to earn Forbes Travel Guide's star ratings for its ships.She serves on the Board of AutoNation and chairs the Hornblower Group, and is the author of the best-selling leadership book Making Waves: A Woman's Rise to the Top Using Smarts, Heart and Courage.You can learn more about Ken and his team attheleaderslab.coListen to more episodes on Mission Matters:https://missionmatters.com/author/ken-eslick/

Malcolm Byrne, Fianna Fáil TD for Wicklow-Wexford; Thomas Gould, Sinn Féin TD for Cork North Central; Siona Cahill, Activist and Communications Consultant; Dr. Jennifer Kavanagh, Lecturer in Law at the South East Technological University; Christina Finn, Political Editor with TheJournal.ie

Clare's first female TD has condemned what she's called the "extraordinary slowness" of achieving fair gender representation in Irish politics. The upcoming General Election will be the first in which all parties are required to field 40% female candidates to receive full State funding. Eight women have declared for the General Election in Clare so far which is the highest number ever in the county and makes it the first time more women than men have run here. Kilkee native Madeleine Taylor-Quin, who became Clare's first female TD when elected for Fine Gael in 1981, says given the lack of progress on gender balance in the Dáil, she fully supports gender quotas.

Is the construction industry doing enough to attract, retain and progress women? CN editor Colin Marrs is joined by with Clare Francis, head of recruitment at Willmott Dixon, Angela Hughes, ESG manager at Speedy and Jennifer McNab, people Transformation Business Partner at Speedy Services.

In this episode, host Lisa Laronde sits down with Minister Filomena Tassi, head of the Federal Economic Development Agency for Southern Ontario, for an insightful conversation. They explore Minister Tassi's journey before politics, the challenges women face in leadership, and actionable ways to attract more women to positions of power. The discussion dives into the importance of gender equity and inclusive workplaces, stressing the need for supportive policies and structures to empower women. Together, they unpack the significance of gender balance across industries and the role it plays in driving economic growth. Minister Tassi shares her thoughts on removing barriers, fostering equal opportunities, and building environments where women thrive. The episode also highlights the value of collaboration and advocacy to create meaningful change and accelerate women's progress in leadership and beyond. Tune in for a powerful conversation on the future of inclusivity, empowerment, and economic impact. More about Minister Tassi: Parliament for the riding of Hamilton West—Ancaster—Dundas in 2015. She has previously served as Minister of Public Services and Procurement, Minister of Labour, and Minister of Seniors. Minister Tassi practiced law for six years before leaving to raise her family. She later became a high school chaplain for the Hamilton-Wentworth Catholic District School Board. As chaplaincy leader, she helped establish the D.R.E.A.M.S. (Dominican Republic Education and Medical Support) program, which has enabled thousands of students to live and work with the materially poor in the Dominican Republic. Minister Tassi, her husband, and two children live in the Hamilton West—Ancaster—Dundas riding. Chapters (00:00) Introduction and Welcoming Minister Filomena Tassi (01:11) Minister Tassi's Background and Career Transitions (02:21) From Lawyer to School Chaplain to Politics (03:56) Challenges Faced by Women in Politics (06:53) Creating Positive and Collaborative Politics (08:09) Attracting and Elevating Women in Politics (13:06) The Importance of Gender Equity in the Workforce (15:15) Creating Inclusive Environments for Women in Leadership (19:18) Overcoming Challenges and Asking for Support (20:42) The Importance of Gender Balance and Women's Participation (22:37) Creating Supportive Environments and Equal Opportunities (24:18) Addressing Barriers to Women's Participation (27:03) Empowering Women through Programs and Initiatives (29:45) Collaboration and Advocacy for Women in Male-Dominated Industries https://thepowerhouse-project.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Is Your Podcast Ready for the Spotify Purge? Spotify abruptly removed 500 music-centric podcasts, such as study playlists and sound machines. What could this mean for creators who incorporate podsafe music into their shows? We're also buzzing about the persistent gender imbalance in the industry and YouTube's exciting new 'Hype' feature. Tune in for the details on these developments and learn what this could mean for your podcast. Episode Highlights: [3:27] AI and ChatGPT Advanced Voice Feature [6:40] Spotify's Removal of Music Podcast Episodes [24:40] Discussion on Spotify's Music Policy [25:17] YouTube's New Feature for Emerging Creators [36:10] Gender Imbalance in Podcasting [37:55] Solutions to Address Gender Imbalance [52:28] Walk for CMT Links & Resources: The Podcasting Morning Chat:  www.podpage.com/pmc PodNews: www.PodNews.net Reversing the Algorithm: soundsprofitable.com/article/reversing-the-algorithm/ Spotify's Music Podcast Purge covered by The Feed start at 19:00: open.spotify.com/episode/1XPxCRohEO7YZ2GhAR85nt?si=b9e799e1cf654e29 The Feed:  www.thefeed.libsyn.com Contribute to Marc Ronick's 4th Annual Lansing Michigan Walk For CMT: https://bit.ly/pmccmt⁠ Join The Empowered Podcasting Facebook Group: ⁠https://www.facebook.com/groups/empoweredpodcasting⁠ Remember to rate, follow, share, and review our podcast. Your support helps us grow  and continue to bring valuable content to our community. Join us LIVE every weekday morning at 7am ET (US) on ⁠Clubhouse⁠: ⁠ https://www.clubhouse.com/house/empowered-podcasting-e6nlrk0w Brought to you by ⁠iRonickMedia.com⁠ and ⁠NextGenPodcaster.com⁠ Please note that some links may be affiliate links, which support the hosts of the PMC. Thank you! --- Send in your mailbag question at: https://www.podpage.com/pmc/contact/ or marc@ironickmedia.com

Nachdem wir in der letzten Folge über Frauen in Vorständen gesprochen haben, wollten wir ergänzend dazu eine kleine Zusatzfolge aufnehmen, die den internationalen Vergleich genauer unter die Lupe nimmt. Daraus geworden ist eine unserer längsten Folgen, in der Jutta Rump und Julia Kropf intensiv darüber sprechen, was andere Länder anders machen. Wie sieht der Anteil von Frauen in Vorständen im internationalen Vergleich aus? Was sind entscheidende Erfolgsfaktoren oder Erfolgsbremsen unserer europäischen Nachbarn? Die Studie zum Nachlesen: https://www.ibe-ludwigshafen.de/fileadmin/ibe/Medien/Publikationen/La__ndervergleich_Gender_Balance_in_Top-Positionen.pdf Mehr zum IBE: https://www.ibe-ludwigshafen.de/ Moderation: https://julia-kropf.de/ Quelle Musik: www.musicfox.com

Show host Gene Tunny interviews Russell Harrison, CEO of Spartans Boxing Club. They discuss the rise of boutique boxing gyms, the benefits of boxing for fitness and mental health, and the challenges of expanding a fitness franchise globally. Russell describes how Spartans uses technology to enhance the member experience and how boxing training can benefit corporate executives and employees. Hear from Russell about Spartans' "White Collar Boxing" events, where high-performing corporate executives and professionals undergo 12 weeks of boxing training, culminating in a black-tie gala event. If you have any questions, comments, or suggestions, please email us at contact@economicsexplored.com  or send a voice message via https://www.speakpipe.com/economicsexplored. What's covered in EP252Introduction (0:00)Ensuring Safety in Boxing (3:13)Fitness Benefits of Boxing (6:01)Training and Techniques at Spartans Boxing Clubs (8:32)Expansion into the Australian Market (10:20)Boutique Fitness Market and Franchise Model (13:43)Gender Balance and Market Demographics (35:03)Corporate Wellness and Holistic Health (35:20)White Collar Boxing (43:10)Final Thoughts and Future Plans (45:16)TakeawaysCommunity-Driven Gyms: Spartans Boxing Club focuses on creating accessible, community-oriented gyms that cater to a wide demographic, including families and professionals.Franchise Success: Spartans Boxing's franchise model is designed to be mutually beneficial, with a focus on providing value and support to franchisees.Holistic Wellness: Beyond physical fitness, Spartans Boxing integrates mental health programs, showing the importance of a holistic approach to well-being.Global Expansion: Spartans Boxing has successfully expanded into multiple countries by adapting its business model to local markets and regulations.Boutique Fitness Trends: The rise of boutique gyms like Spartans Boxing reflects a shift towards more personalised, community-focused fitness experiences.Links relevant to the conversationSpartans Boxing Club:https://spartansboxing.com/A study reporting “Boxing appears to be an effective treatment for persons with Parkinson's disease”:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9837687/Lumo Coffee promotion10% of Lumo Coffee's Seriously Healthy Organic Coffee.Website: https://www.lumocoffee.com/10EXPLOREDPromo code: 10EXPLORED 

In this week's unusual The Leadership in Insurance Podcast

Good morning and happy Monday! This week we welcome back Samar Mcheileh, Managing Partner at Scale Investors Pty Ltd, Australia's first and only network of angel investors committed to investing in and empowering exceptional women entrepreneurs.  In this episode we focus on the ever-relevant topic of gender imbalance within the corporate and business world, and go in depth into the current trends and why it is crucial to invest in women and be an active support to the rising female empowerment. Additionally, we take a look at the Artificial Intelligence (AI) market, and where Samar thinks these trends will lead us to in the upcoming years. The episode is concluded with a little insight into the work of Samar's role as a Managing Partner and talks of the niche portfolio of Angel Investing.  Show your support for BoWTalks by subscribing on Apple Podcasts or following on Spotify. Alternatively, you can leave a review on Apple Podcasts. Looking to join Banking on Women? Connect with us on Instagram, LinkedIn or visit our website. ⁠https://linktr.ee/bankingonwomen⁠ Looking to collaborate on BoW Talks episode? Say hi at ⁠podcast.director@bankingonwomen.org.au linktr.ee

How can we change the gender balance in traditionally male dominated fields? The tech industry is one that's been known to be male dominated. I have a lot of clients in the tech industry, and some of them feel very daunted by this problem, often wondering if they'll ever get a chance to get the recognition they deserve. So I'm so excited to have this conversation with a leader in tech that's been a change agent in this way, and to learn more about what's happened to help her be more successful in her career. 01:41 — What Sumi did to bring more gender balance to the leadership team at Microsoft 09:59 — The role Sumi's network has played in her ability to develop a high-performing team 12:32 — How she has navigated to senior leadership levels in a competitive industry 16:20 — The biggest changes she's had to navigate to succeed in a senior leadership role

This week, we're talking about marriage! Sociology Professor LaToya Council joins the pod this week to help us navigate Black couple's marital waters.. and Samantha hangs in there as Remoy walks us through the complicated history of wedding traditions before her upcoming I Dos.Remoy takes us back to the first wedding ever, which took place in China. Find out what a man had to do to win the hand of the king's daughter. At this wedding, the bride didn't wear white. Remoy puts us on game about the painting that started it all. LaToya and Samantha react to the infamous painting of women being auctioned off at a marriage market.

Tara Farrell, One of the Founders of See Her Elected and CEO, Longford Women's Link

One year ago, a chance meeting at the South Summit in Spain sparked a conversation that would inspire this very episode of the Darin Olien Show. My guest Robyn O'Brien is the definition of unstoppable, successful, and unbelievably interesting.   Robyn truly is a multifaceted human which leads us to have a multifaceted conversation where we discuss about the transformative journeys of resilience and leadership, the complexities of physical and mental healing, the personal courage required to challenge systemic issues, the importance of authenticity, female empowerment, and balancing high achievement with self-care, the potential for a more conscious and values-driven approach to leadership and finance, and so much more.    Robyn O'Brien is a best selling author, most recently of Seeding Innovation, on leadership and courage, and she is a Partner at Montcalm, an impact investment platform, redefining the financial system with a deep commitment to transparency, diversification, sustainability and performance. She is a Fulbright scholar, author, investor, advocate and keynote speaker on leadership, courage and global food systems. In 2020, she was recognized on Forbes Impact 50 List for her work at the intersection of agriculture and climate.    What we discuss:  (00:02) Injury Recovery and Reflections (04:41) Unhealthy Truth (13:33) Corporate Agriculture, Operating System, and Resilience (18:59) Journey of Courage and Love (28:30) The Power of Authenticity and Support (41:53) Facing Inherited Systems and Innovations (46:39) Alchemy of Emotions in Leadership (01:02:05) Exploring Shame, Activism, and Gender Balance (01:14:51) Empowering Female Leadership and Finance (01:19:36) Seeding Innovation and Atomic Courage   …and more!   Don't forget:   You can order now by heading to darinolien.com/fatal-conveniences-book or order now on Amazon.   Thank you to our sponsors: Bite: Go to trybite.com/DARIN20 or use code DARIN20 for 20% off your first order. Fatty15 : Get an additional 15% off their 90-day subscription Starter Kit by going to fatty15.com/DARIN and using code DARIN at checkout. Therasage: Go to www.therasage.com and use code DARIN at checkout for 15% off TruNiagen: Go to www.truniagen.com and use code Darin20 for 20% off   Find more from Darin: Website: https://darinolien.com/ Instagram: https://www.instagram.com/Darinolien/ Book: https://darinolien.com/fatal-conveniences-book/ Down to Earth: https://darinolien.com/down-to-earth/   Find more from Robyn O'Brien: Website: https://robynobrien.com/  Book: Seeding Innovation Instagram: @robynobrienusa

I chat with Mark Morris, a husband, father, and advocate for equity and inclusion with a special interest in gender equality.  Mark shares his personal commitment to social justice and gender equality, highlighting his decision to take his wife's surname and his active efforts to promote fairness in the workplace and at home. Mark passionately speaks about the importance of challenging gender stereotypes from a young age, sharing insights on societal pressures, the impact of early messaging on children, and what we can do to change the perceptions. We discuss the importance of having blunt, in-your-face conversations about gender biases to call out bad behaviour, and the need for more visible advocacy in public spaces, from billboards to social media. Don't miss this episode if you're passionate about making a tangible difference in gender equality. Mark's practical suggestions and hopeful outlook will inspire you to take small yet impactful steps towards a more balanced and fair society. How to Connect with Mark: LinkedIn: Mark Morris Email: mark@mark-morris.me Connect with Carina and Working Mumma Follow us on Instagram @workingmummacommuity for regular inspiration and tips on working mum life or connect with Carina on LinkedIn www.linkedin.com/in/carina-obrien.  Join the Working Mumma Village and find your community of support to help you navigate the juggle of work/mum life 

Regina Curry, chief diversity officer at Franklin Templeton, joins Emma McGarthy, head of the Sustainable Policy Institute at OMFIF, to discuss the importance of gender balance in financial institutions. They examine the necessary benchmarks, key indicators and information required to retain and encourage women in leadership positions as well as how to foster inclusive cultures and overcome barriers. 

How essential is gender balance for business success? Does your workplace view challenges as growth opportunities? After a health crisis, Kathy Coleman shifted from a “just get on with it” mindset to valuing the vital role of emotional intelligence and gender balance in thriving organisations. Now through her work in gender balance and corporate transformation, Kathy emphasises the importance of balanced leadership traits for success, happiness, and well-being. Challenging the status quo and redefining workplace dynamics to foster a more fulfilling professional life, Kathy pioneers a different approach to gender balance: one that delivers transformational change for individuals, organisations and bottom-line profit.   KEY TAKEAWAY ‘A more feminine approach is not just let's be clear about why we want to do this, but also let's enjoy the journey of getting there, and let's make it mean something for people, not just for profit.'   ABOUT KATHY Kathy Coleman spent over three decades delivering transformative change programmes on behalf of CapGemini, Deloitte and EY. Conforming to the traditional masculine characteristics of leadership took its toll and Kathy suffered a severe health scare. Inspired by her own journey and recovery Kathy now champions a paradigm shift that allows women (and men) to embrace their feminine leadership traits and find success, happiness and wellbeing from a more balanced and authentic place.   CONNECT WITH KATHY   https://www.linkedin.com/in/counter-culture https://www.instagram.com/kathycolemancoaching?igsh=eGVqdWJiNmFhajZn https://www.counter-culture.co.uk/ kathy@kathycoleman.co.uk   RESOURCE Hofstede research - https://www.hofstede-insights.com/   BOOK RECOMMENDATIONS* You Can Heal Your Life by Louise Hay - https://amzn.eu/d/dzhjd7S   Invisible Women by Caroline Criado Perez - https://amzn.eu/d/1feWQdc   ABOUT THE HOST - AMY ROWLINSON Amy is a Life Purpose Coach, Podcast Strategist, Top 1% Global Podcaster, Speaker and Mastermind Host. Amy works with individuals to improve productivity, engagement and fulfilment, to banish overwhelm, underwhelm and frustration and to welcome clarity, achievement and purpose.   WORK WITH AMY Amy inspires and empowers entrepreneurial clients to discover the life they dream of by assisting them to focus on their WHY with clarity uniting their passion and purpose with a plan to create the life they truly desire. If you would to focus on your WHY and discuss purpose coaching or you want to launch a purposeful podcast, then please book a free 30 min call via www.calendly.com/amyrowlinson/enquirycall   KEEP IN TOUCH WITH AMY Sign up for the weekly Friday Focus - https://www.amyrowlinson.com/subscribe-to-weekly-newsletter   CONNECT WITH AMY https://linktr.ee/AmyRowlinson   HOSTED BY: Amy Rowlinson   DISCLAIMER The views, thoughts and opinions expressed in this podcast belong solely to the host and guest speakers. Please conduct your own due diligence. *As an Amazon Associate, I earn from qualifying purchases.

This episode of the Privilege Eruption podcast discusses the evolution of breakthrough thinking around power, privilege, and purpose in the workplace. It highlights the challenges faced by women in the construction industry, with historical context and recent statistics showing progress towards gender parity. The episode aims to inspire leaders to create a culture of inclusion and belonging for all employees. KEY TAKEAWAYS The construction industry has historically struggled with gender balance, but progress is being made towards achieving equal representation. Setting bold goals and having genuine leadership support are crucial for driving systemic change towards diversity and inclusion. Creating a culture of collaboration and inclusivity requires not only focusing on individual women but also on transforming the entire organisational ecosystem. Having sponsors who advocate for and support women's career growth is essential for achieving gender balance in leadership roles. Embracing flexible and agile working practices can help attract and retain diverse talent in traditionally male-dominated industries like construction. BEST MOMENTS "You want to create success through connection and belonging, and you're unsure about how to make it happen." - Ishreen Bradley "The big driver for the business was having the best talent around the table, to have cognitive thinking around the table, and encouraging the best talent to come through the door." - Kate Jansen "One woman on a board can be more destructive than no women at all if I'm honest." - Kate Jansen "The beauty of a complementary team is where you don't have the skills, you build the people around you that do." - Kate Jansen "It doesn't take a lot for them to be able to step back, gain the confidence and let go." - Ishreen Bradley VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE GUEST Kate Jansen, FCIPD, Director of Organisation Development & Learning for Willmott Dixon Ltd. Kate has been with Willmott Dixon for over 18 years, always in a people focused role, developing and protecting the culture that evolves from the deeply laid roots of the company's family values. In her latest role, Kate is responsible for developing a learning environment that supports technical advancements and modern leadership methods, developing talent and succession for the future. In 2022, Kate led the campaign that awarded Willmott Dixon as the ‘Best Large Company' to work for in the UK and introduced the Willmott Dixon University. Kate has a passion for early careers and women in construction, both of which she leads as an Industry advocate and mentor. ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

We're delighted to welcome Denise Wilson OBE to the podcast. Denise is the former chief executive of the FTSE Women Leaders Review and has led the UK's business task force to increase the number of women on boards and in leadership positions. She has made a significant contribution to gender equality in British business and is passionate about empowering women.We discuss:How the UK made such massive strides in closing the gender gap at board levelWhat still needs to change for gender equalityHow to get to an Exec Director positionWhy as a parent everything doesn't need to be perfect but “good enough”We hope you enjoy the conversation.This episode is part of the future of work series, where we explore how work will change in the future to help everyone thrive and progress their careers equitably regardless of circumstances.Show Notes:Connect with Denise Wilson OBE on LinkedIn.Download the latest FTSE Women Leaders ReviewDownload the Leaders Plus Mental Load ChecklistFind out more about the Leaders Plus Senior Directors Fellowship

This week we look at a North Korean TikTok hit; Milel's Argentina; Country of the week - Sudan;  Kate Forbes becomes Deputy First Minister;  Pete Wishart speaks in Mosque; Gender Balance and the Garrick Club; the too macho Australian Army;  NSW Council bans Same Sex Parenting Book;  Astra Zeneca Vaccine Withdrawn;  Michael Palin's Nigeria; Trans Darts; Dog ice cream; Islamic Housing in London;  Church of Scotland on 'cusp of revival';  and Breathless.....with music from Planxty, Ahla Minik, Mason Williams, Marcello,  Bach and Nick Cave....

Sitting down with the female version of me, this conversation was non stop knowledge bombs:Why it's important to balance your masculine and feminine energy How personal development makes you a better partnerWhy discipline and grit is important in promoting true change How a community focused on accountability is unwaveringAnd SO MUCH MORE!Follow Dijana here: https://www.instagram.com/dijanadjukicc/https://www.coreyboutwell.net/speaksoon Join the masterclass here: https://masterclass.coreyboutwell.net/ascendregistration The Next Level Tickets Here: https://thenextlevel.coreyboutwell.net/2024signupSupport the show►Work with me: Book In A Call Here

Following the FAI's commitment to reforms as a condition of a 2020 bailout, a recent report highlights the extension granted for achieving gender balance on its board. Thomas Byrne, Minister for Sport, shares insights on the progress and challenges faced by the FAI.

ENVISIONing Gender Authenticity with Jean Malpas. Jean Malpas is a Licensed Marriage and Family Therapist and Licensed Mental Health Counselor, founder of the Gender Family Project, at the Ackerman Institute for the Family in NY. He was born in Belgium. With a radio and TV news editor father; and a social worker mother, in a family where divorce, chronic illness, developmental disabilities, and differences of identities and opinions gave him his earliest and most valuable training in family dynamics and problem-solving. He knew early on that he was gay and, after experiencing gender expression-based bullying in middle and high school, he moved to Brussels to attend college and open his horizons. There He discovered a vibrant academic and professional life and the thrill and beauty of queer communities. With the support of the Belgian American Education Foundation (BAEF) scholarship, he moved to New York City for a postgraduate year of research and study at NYU. What was supposed to be a year abroad turned out to be the beginning of his career and life in the big city. Twenty years later, he is proud to call NYC his home. Jean's site  |  IG  Here is the link for the NEW BEGINNING workshop. https://www.auroramorfin.com/new-beginning-workshop-self A self-paced recorded workshop, with an open community during the course, including a live call midway and another at the end. Last year, I received many requests for different times, days, and languages. I heard YOU, and with the location of my wide audience being miles apart, I wanted to find a solution. Latinos, Americans, Europeans, or else, it doesn't matter where you are; what matters is that you want to live life differently! That you want to give space to yourself! You want to keep your cup full to be able to lovingly give to the chaotic world! We need US to live life in a way our hearts know is possible. If you are looking for change a NEW BEGINNING may be for you. In peace and in love gorgeous visionaries!

In this episode of ATP, Saurabh Todi and Pranav Gupta talk about rise in women representation in bureaucracy, its reasons and implications. They also discuss why similar rise hasn't been seen in electoral representation. Do check out Takshashila's public policy courses: https://school.takshashila.org.in/courses We are @‌IVMPodcasts on Facebook, Twitter, & Instagram. https://twitter.com/IVMPodcasts https://www.instagram.com/ivmpodcasts/?hl=en https://www.facebook.com/ivmpodcasts/ You can check out our website at https://shows.ivmpodcasts.com/featured Follow the show across platforms: Spotify, Google Podcasts, Apple Podcasts, JioSaavn, Gaana, Amazon Music Do share the word with your folksSee omnystudio.com/listener for privacy information.

We're diving into 2024 with Rachel Locke, the Director of the Violence, Inequality, and Power Lab at the Kroc Institute for Peace and Justice at the University of San Diego. She's here to untangle the connections between societal violence and inequality. It's more important than ever, especially at the start of a wild election year.We tackle the challenges caused by the power plays that keep violence and unfairness going. We're not buying into simple stories – we know real solutions come from understanding the complicated mix of issues causing conflicts. Our talk reveals the tough reality of these problems and how the VIP Lab is committed to making real changes in a world that's loudly calling for reform.Finally, we shine a light on the difficulties women and women of color face in politics. The rise in harassment against public figures makes us wonder about where inclusive governance is headed. We discuss what recent studies say about how this kind of bullying challenges mental health and political involvement.(0:00:08) - Exploring Workplace Inclusion and Humanitarian WorkPersonal updates, Felicia's purple hair, and an interview with Rachel Locke on her career journey and creating a better world. (0:08:13) - Exploring Violence, Inequality, and PowerNature's violence and inequality are intertwined, highlighting the importance of addressing power dynamics in the VIP Lab's interdisciplinary approach to applied research. (0:20:39) - Recognizing Complexity in Power DynamicsPower dynamics, complex issues, and binary thinking hinder social justice efforts in addressing violence and promoting change. (0:32:04) - Threats and Harassment Against Public OfficialsNature's alarming increase in threats and harassment towards local officials, particularly women and women of color, may undermine gender balance in political representation. (0:36:21) - Harassment's Impact on Officials' Mental HealthPublic officials face gender-based harassment and threats, cope with limited support, and find therapeutic value in sharing their struggles. (0:55:51) - Amplifying Voices and Embracing PossibilityNature's joy, partnerships for change, personal growth, and the upcoming election year's potential for our future. Visit us at shegeeksout.com to stay up to date on all the ways you can make the workplace work for everyone!

Relationships and Gender Balance New Year Predictions --- Send in a voice message: https://podcasters.spotify.com/pod/show/georgenoory/message

Lee Chambers is a British psychologist, entrepreneur, male ally and speaker. He is the founder of PhenomGames and Essentialise Workplace Wellbeing. Chambers was inducted as a Kavli Fellow of the National Academy of Sciences in 2023. He has been interviewed by Vogue, The Guardian and Newsweek, and is known for analyzing the psychological aspects of the workplaces, wellbeing and intersectionality. He is one of the UK's leading voices on male allyship and gender equity. He was named as a Marie Claire Future Shaper 2022, alongside Harry Styles and Tom Daley, and was inducted into the Black Cultural Archives in 2022 for services to Business and Health. He is trusted by publications such as Medical News Today, the BBC and Healthline, and recently featured as an expert in IKEA's docuseries, “It won't feel like home, ‘til it feels like you.” Lee won the Professional Service Startup of the Year at the National Startup Awards, and has also been awarded the Service Entrepreneur of the Year at the Great British Entrepreneur Awards. He was named as an Exceptional Entrepreneur by the Startups 100 Index and a Man for Gender Balance at the Rising Star Awards. Based in the North West, and working globally, he is passionate about conscious leadership, equality of health opportunity and menopause awareness.   In this episode Alicia and Lee discuss: How he founded, built and sold a business before 30  Life challenges and successes as a autistic adult  Understanding the strengths of autism The idea that everyone is on the spectrum  The reality of having an autistic black son Late Neurodiverse diagnosis - the importance of being diagnosed  What motivated him to be a wellbeing consultant  See more about Lee here - https://leechambers.org/

On Thursday's Rugby Daily, Cathal Mullaney brings you news of Andy Farrell's contract extension with the IRFU. The IRFU has also achieved its gender balance target on its Union Committee. Eddie Jones has been speaking about his return as Japan's head coach. Keith Wood has his say on Ulster's recent struggles. And a Welsh player has been forced to retire due to injury.

Are you a female founder with an amazing business, but struggling to raise capital? Or are you an investor who is serious about investing in female founders? For all the incredible female founders out there seeking to secure investment, elevate your networking skills, and make your business shine, this episode is a must-watch! Timestamps: 0:00 - Trailer and Introduction 01:13 - Why do Female Founders Receive Less in Venture Funding? 07:13 - How to Empower Yourself with Skills for Raising Investment 12:09 - Why There's a Low Success Rate for Funding 16:53 - How to Find the Right Investors 19:01 - How to Network 19:36 - Are Women Bad at Networking? 21:31 - How to Approach Conversations with Potential Investors 24:50 - What Should Investors be Thinking About When it Comes to Funding Female Founders? 25:19 - How Can We Speed up the Process of Achieving Diversity in Investment Firms? 29:07 - How Can Female Founders Assert their Power when Pitching to Investment Firms? 33:03 - The Importance of Gender Balance in Business 35:20 - Supporting the Underdog: Julia's Personal Experience as a Female Founder 37:26 - How Julia Started Upper Street 38:08 - Taking Inspiration from Bespoke Shoe-making in Hong Kong 42:28 - Funding Challenges in the Footwear Industry 45:36 - What Makes Founders Investable? 01:07:25 - Building a Sustainable Business and the Role of Co-founders ​​Introducing Julia Elliott Brown, a serial entrepreneur with a passion for empowering female founders. She's behind successful ventures like Upper Street, UpMyStreet.com, and is currently the CEO and Founder of Enter The Arena, which helps female founders fly through offering investment expertise and business coaching. Julia is not only a business expert but also a compelling keynote speaker and host of the "Fundraising Stories with Female Founders" podcast. Her book, "RAISE: The Female Founders Guide To Securing Investment," is making waves with a 2023 Business Book Awards nomination. Julia Elliott Brown: LinkedIn: linkedin.com/in/juliaelliottbrown X: https://twitter.com/juliaelliottb?lang=en Podcast: https://open.spotify.com/show/0o2pNa2BqPaxowewAjSBOF Website: enterthearena.co.uk Books: Eldest Daughter Effect: How First Born Women like Oprah Winfrey, Sheryl Sandberg, JK Rowling and Beyoncé Harness their Strengths - Lisette Schuitemaker and Wies Enthoven https://amzn.to/3Qwr3lJ Maria Hvorostovsky: LinkedIn: https://www.linkedin.com/in/mariahvo/ Instagram: https://www.instagram.com/mariahvo/ TikTok: https://www.tiktok.com/@maria_hvo X: https://twitter.com/mhvorostovsky HVO Search: https://www.hvosearch.com/ Podcast filmed, edited and produced by: https://www.londonbeautyphotographer.com Need help HIRING – ⁠http://www.hirewithmaria.com⁠ LEAVE A REVIEW: If you're listening on Apple Podcasts make sure to Follow, Rate, and leave a REVIEW.

Ahead of International Men's Day on 19th November 2023, Sharon joins us to share her work in helping organisations build gender balance. Recognising the importance of gender equality for women, men and non-binary people, Sharon notes that on the current trajectory we're 140 years away from achieving gender balance at manager level.    Describing strategies that don't work as well as those that do, Sharon provides an overview of five foundations that enable sustained progress, three structural and two behavioural, and discusses the challenges with, yet importance of, data.   Sharon shares thoughts on the role of men at work, and the pressures they face, as well as practical steps we can take to include men in the work to build gender balance, including ideas you can implement ahead of this year's International Men's Day...    Topics this episode:   ·        What doesn't work in building gender balance ·        Five foundations for building gender balance ·        Delivering Gender Equality through ESG – APPG report ·        Challenges with and the importance of data ·        Gender Equality for everyone – the role of and impacts for men ·        Practical steps to include men in gender balance work ·        Dismantling stereotypes: tiny steps in your day-to-day life Referenced Resources ·        APPG on ESG: Delivering Gender Equality through ESG, October 2023   ·        Shape Talent   ·        Specialist in helping organisations support working men: Elliot Rae How HR Leaders Change the World - Live! 15 November 2023 Join us to learn and discuss: ·        How connecting your HR work to ESG helps you achieve your goals ·        Measuring your HR impact - what investors and CEOs are keen to hear from you on ·        Positioning your impact - how best to showcase your HR function's impact leadership, to all your stakeholders and in your EVP ·        Demystifying psychological safety - how to embed culture that drives innovation and change Learn from actionable examples shared by pioneering C-Suite HR Leaders, that you can implement at your company too. Alongside the CHRO speakers and the brilliant community of HR Changemakers you'll be part of, we're delighted to announce that Sir Lenny Henry CBE is this year's inspiring keynote. Find out more and don't miss your UN Global Goals Week special offer: (Offer ends 6pm BST 31Oct23) Join us In Person or via Live Stream; enter code: GlobalGoals to get 10% off your place Thank you to our event partner, Well by CircleIn Well knows that psychological safety is a key priority for companies, with 97% customers telling them that they plan to invest in it over the next 12 months. Enter Well – a practical and cost-effective solution that gives your entire workforce the skills they need to level up and lead with care. Well is a risk management tool, that tackles psychosocial hazards in the workplace. Importantly, they're reimagining learning to meet the needs of emerging leaders and how they learn. They've partnered with Microsoft to deliver this tool in the flow of work where employees are ‘doing the work'. It aligns to ISO guidelines, as Well's content is created by experts and backed by science so that organisations can easily align with new and incoming psychological safety standards. Their blissfully bite-sized video content is highly engaging, fits into busy schedules, and delivered with tangible takeaways to turn learning into action. Well keeps it real, promotes empathy, encourages self-improvement, and builds stronger teams. The result? Increased productivity, engagement, and happiness in your organisation. Find out more about Well here. Linkedin: @FromBabieswithLove Email: hrleaders@frombabieswithlove.org Website: https://frombabieswithlove.org How HR Leaders Change the World is brought to you by social enterprise, From Babies with Love. Across Moments that Matter, we provide employee engagement gift services to global HR functions and donate 100% of our profit to orphaned and abandoned children around the world. We transform commonly existing gift spend in to strategic, efficient and inclusive tools in your People Strategy, delivering Exceptional Employee Experience, and at the same time, ESG results.  

FRIDAY WRAP: Techno-Optimist human nihlism, shirtless CEOs, GM unionizes (a bit), Tesla's creepy terminators, operatic gender balance, and NLPC's greatest proxy yet

Gender-balanced representation among the decision-makers of the European Union is an important step towards full realisation of the principle of equality between women and men enshrined in the EU Treaties. The Union has made steady and significant progress, starting from a very low presence of women among EU Commissioners and Members of the European Parliament at the time when those institutions were created. The European Parliament is today one of the world's most gender-balanced representative assemblies, but there are still significant divergences between EU countries. - Original publication on the EP Think Tank website - Subscription to our RSS feed in case your have your own RSS reader - Podcast available on Deezer, iTunes, TuneIn, Stitcher, YouTube Source: © European Union - EP

Businesses are increasingly implementing more gender diversity measures, yet still fail to generate the change they want. In this episode, we interviewed Cécile Kossoff and Marie-Christine Maheas, diversity and inclusion experts at Mazars, who reflect on ‘Myths and barriers preventing the progression of women', a study developed by Mazars in partnership with the Observatory for Gender Balance. In their reflection, they analyse the eight most common and persistent myths holding back women in their careers and offer solutions on how to overcome them.

Marcela Pumarino, people manager at Banco Central de Chile, joins Arunima Sharan, senior research analyst at OMFIF, to discuss the ways in which central banks can work improve gender balance in leadership positions within the financial sector. They delve into some of the specific policies that Banco Central de Chile has adopted to promote gender equality, and the importance of having diversity in leadership roles more broadly in the financial sector.

Female representation on the boards of ASX300 companies has reached a record high so Rhayna Bosch speaks with Dean Paatsch from Ownership Matters to find out why more work still needs to be done + SBS Finance Editor Ricardo Gonçalves speaks with David Scutt from City Index for a wrap of the markets.

Recruitment entrepreneurship can be immensely rewarding, but also brings the risk of burnout and overwhelm. New entrepreneurs can be vulnerable to workaholism, which can lead to negative consequences on physical and mental health, as well as personal relationships. We need to recognize the signs of workaholism and take steps to maintain a healthy work-life balance   My special guest, Tina Hazlett, founder of Spectrum Recruiting Solutions, shares her tips for success while maintaining a work-life balance. She gave at least four intentional steps that she took to overcome burnout, and I am sure you will find value in exploring the same steps.   Tina also shared the journey of how she transitioned from being a recruiter to a business owner, and how she navigated unpredictable market conditions. She also walked me through her advocacy of addressing the gender gap in her industry, and the steps they took to be successful in taking small steps forwards.   Tina has 22 years of experience in recruitment and started her own firm, Spectrum Recruiting Solutions, in 2018. They've since grown to a team of 14, based in the Salt Lake City area, Spectrum supports engineering and manufacturing companies in Utah through a combination of Direct-hire recruitment, RPO, and Consulting. Episode Outline and Highlights   [01:30] Tina Shares the Beginnings of Her Career in Recruitment. [03:57] Tina's One-Year Sabbatical Journey Before Launching Her Recruitment Firm. [10:33] Envisioning a Business Founded on Inclusivity and Remote Work Opportunities. [15:59] Addressing the Challenge of Hiring and Training Individuals Without Recruiting Experience [17:54] Tina's Four Steps to Overcoming Burnout as a New Entrepreneur. [24:34] The Evolution of Team Growth Throughout Tina's Entrepreneurial Journey. [28:30] Cultivating Camaraderie in a Remote Work Environment. [29:42] Discussing Gender Balance and Diversity in Utah's Engineering Industry. [37:00] Navigating Challenges in an Unconventional Market. [40:56] Insights into Tina's Business Development Strategies. [48:20] Establishing Career Paths and Succession Plans for the Team. [49:20] Tina's Approach to Transforming Solid Planning into Effective Execution. [51:48] Recognizing the Right Time to Expand and Grow Your Team.   Overcoming Burnout as a New Entrepreneur   New entrepreneurs can be vulnerable to workaholism for various reasons: passion and drive, new responsibilities, and adjusting to the learning curve of managing a new business. This was exactly how Tina felt when she founded Spectrum.    “If I'm being very honest about a couple years into starting spectrum, I hit a wall and I hit it hard and was so super burned out. And there was about at least a three-week period that I struggled to get out of bed. I was so tired.”   If you are feeling the same way, do not just ignore it. Workaholism leading to burnout can have many negative consequences. Tina was well aware of this fact, so she took action in order to build herself back up. We discussed the four steps she took to overcome overwhelm:   Realigning her priorities and making the most of her support system. She took concrete steps like scheduling dedicated family time on her calendar Creating a space for herself to take care of her mental health by doing yoga. Walking away from adversarial clients.   Gender Balance and Diversity Within the Engineering & Manufacturing Field in Utah   Tina talked me through her advocacy when she was planning to launch her recruitment firm. She said, “We really struggle in terms of our reputation and women's rights. That's one thing that I really wanted to promote. Where we focus on engineering and manufacturing in Utah, there's not a ton of representation for females out here, especially when it comes to equality, politically and professionally. Our goal was to really make sure women have a seat at the table.”   Her team took intentional steps to reach their objectives. They created channel partnerships and pipelines of candidates. They go beyond social media platforms through face-to-face networking.  She elaborated on how they would align with a group with similar mission and values for mutual support. This resulted in having females in 41% of their placement, which is an astonishing feat in their industry.   Business Development Strategies   We also discussed Tina's most influential business development strategy. How are they able to develop their client base? She explains, “Through a lot of our networking events is our number one way to do it where we can get in front of people. For example, we just did a hosted roundtable with the Utah Outdoor Association which does a lot of product development for outdoors like kayaks, canoes, tables, and that type of thing. So if we can get in and present, be the experts, be that resource, then we have people coming to us with questions that evolve into those strategic conversations. And what's been the most successful for us is getting that FaceTime. We're not cold callers.”   This strategy of hosting and speaking at events builds the credibility of Tina and her team. This gives them the opportunity to have a consultative approach instead of just selling.    Our Sponsors   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Tina Hazlett Bio and Contact Info   Tina started Spectrum Recruiting Solutions in 2018 after serving 17 years in the Talent Acquisition industry.  A professional sabbatical and personal desire to travel helped to provide the mental space she needed to create her vision of the ideal Talent Acquisition Firm. She and her entire family spent a full year traveling across the United States in a Winnebago, on purpose.  She fulfilled her soul as well as her contractual non-compete agreement.    With sheer determination and a dream, she built a successful recruiting, consulting & outplacement company that is thriving today. Amongst historic levels of economic uncertainty and geopolitical turmoil, she began a recruiting revolution!     When she's not putting her blood, sweat, and tears into Spectrum, she is active in the community fighting for gender pay equality and managing her family's annual "Backpack Project" which provides basic necessities to underprivileged kids within our community. Somehow Tina still finds time to continue exploring her soul and her world, traveling, hiking, biking, teaching yoga, and living life to the absolute fullest with her AMAZING family.   Tina on LinkedIn Spectrum Recruiting Solutions website link Spectrum on Facebook Spectrum on Instagram Spectrum on YouTube Spectrum on Twitter   People and Resources Mentioned   Foram Brown on LinkedIn Emily Rushton on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Related Podcast You Might Enjoy   TRR#155 How to Grow a Recruitment Agency from Start-Up to $3M Profit in Two Years, with Emily Rushton Subscribe to The Resilient Recruiter   If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  “Support the podcast and leave a review here”.  

Do women still need to get on the course to progress their careers in major programmes? Does The Boys Club still exist in 2023? Inclusivity and ambition—how are they connected? Navigating Major Programmes podcast co-host, Corail Bourrelier Fabiani, shares her Oxford Saïd Business School dissertation's insightful findings in this week's episode. Riccardo and Corail take a deep dive into equality, diversity and inclusion in the infrastructure industry uncovering the taboo topics that have been avoided for decades.   “In the research, you can see that women's interests are not really accommodated in major urban transport infrastructure programs,” says Corail. “And there is a big gender data gap, which is kind of reinforcing inequalities in this space. In my opinion, all this is reinforced by the fact that we don't have enough women at the top. So I thought, how are we changing this?”   Corail, the accomplished programme manager behind projects such as the Paddington Square Public Art Programme and the Shard Quarter Public Art Programme in London, concludes the discussion with four steps to solve this complex, systemic issue.   Key Takeaways:  The seven gender-related challenges in major programmes and how to solve them.How language labels leaders as men and how applications can encourage the women talent pool to apply.How to alter networking and affinity bias in order to better support women in infrastructure and why women-designed networks with male allies are so vital.The scarcity mindset and what happens to women at the top.  If you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox. The conversation doesn't stop here—connect and converse with our community: Riccardo Cosentino on LinkedInCorail Bourrelier Fabiani on LinkedIn Transcript:Riccardo Cosentino  00:05You're listening to Navigating Major Programmes, the podcast that aims to elevate the conversations happening in the infrastructure industry and inspire you to have a more efficient approach within it. I'm your host, Riccardo Cosentino brings over 20 years of major product management experience. Most recently, I graduated from Oxford University's day business school, which shook my belief when it comes to navigating major problems. Now it's time to shake yours. Join me in each episode, as I press the industry experts about the complexity of major program management, emerging digital trends and the critical leadership required to approach these multibillion dollar projects. Let's see where the conversation takes us. Hi, welcome back to another episode of navigating major programs. Today I'm here with a recurring guest and co-host of this podcast.   Corail  01:03I am with Corail Riccardo Cosentino  01:04l, how're you doing? Corail  01:06I am doing great. Thank you, Riccardo, Riccardo Cosentino  01:08Thank you for joining us again. Really glad that you're here today. Today, we're gonna talk about your dissertation from your master's degree at Oxford. If I remember correctly, you did a dissertation titled, "do women need to play golf in order to lead measure programs?" really catchy title? But maybe you can tell us a bit more why you picked that dissertation? And what dissertation was all about? Corail  01:39Yeah, sure. Yeah. So yeah, this title was kind of a humorous reference to an HBR article, which said that basically, many women in male dominated industries feel compelled to play golf to access to the top leadership network. And my research was about women's network, and how can those women network help change the culture of major program, which are notoriously male dominated environments? And I thought it was funny that some women would think like, Okay, I'm gonna play golf, so make the most important contact, and I was like, okay, is this still happening? Do we still need to go on, on the course to get this important contact. So I did this research as part of our MSc in major program management at the Said business school. And it was really like, out of had the like, how out of an impulse after an event that happened during a master's degree. And I don't know if you remember that. But basically, each year, the program gets the opportunity to do a debate at the famous Oxford Union. And during our cohort, we have Ella a brilliant change manager, men's leader, who proposed the motion for that debate, which was around the importance of gender diversity in major programs, team versus versus experience. And we were all quite excited to debate this topic at the Union. But basically, the university got back to us and said, it's too late volatile as a topic. So they brushed it off, and they say, maybe debate another topic. And at the time, I was really shocked. And I think we were all the women of our cohort. I think we were below 30%, maybe around 28% 25% 28% of women in the cohort. And we were all pretty upset about this decision. Because we didn't understand it. We were like this is the Oxford Union the Union debates corruption slavery, things like that. And we can talk about that, you know, gender diversity in major program, but I saw Okay, that's that's say something right about our industry and about the I think the leap that we have to make to make it an OK topic, you know, to talk about that. So we decided to self organize, and to redo that debate, just organized by students. And it was a great, great moment. And I thought, Okay, I want to look deeper into all this EDI questions on major program. So I started like looking a little bit into what the UK Government says about gender diversity in major program. So I looked at the infrastructure and projects authority report at the time. And what I found was quite upsetting when you look at the budget, although major programs represent like astronomical budgets in the UK, but first of all, only 10% last year were classified as likely to be successful, and most of them only had just thought So you think there is an issue they are right. And in the IPA report, they acknowledge that the main issue was with capacity and capability of the teams and of the leadership in the UK. But there was no mention at all about, you know, the fact that we are losing opportunity, because we're not leveraging women's talent pool. And I looked deeper into it. And I looked at the appointment process for senior responsible owners, you know, the leader of this major program. And I found that although there is a mention about diversity, in the report, it's very, like there are no real KPIs or practical ways to do it, or methodologies or anything, and when you look at what they're looking for the SRO usually in, in a biased environment, you would, it's more oriented towards male. So there, we have something like, You should possess strong leadership and decision making skills, that's fine. But when you are in a male dominated industry, leadership resonate with a man. So that's where we'll come to your man. Mind. Sorry. And that's, you know, for example, Bent Flybjerg, called the major program leaders, Master Builder, Master Builder, as a word, I think you will think about a man rather than a woman, just just with that simple words. There are other things that I thought were interesting in the way they said this the label thing, for example, they say, you need to have the experience, the character and personality that are right for the program. And I think this is all well, but it's very subjective, right. And in unbiased environment, it's subject to bias. So I think there are lots of different things like that, that will, that are not not laid out in a way to promote women as leader in that in that environment. And what effectively, when you look at how many leaders of major program in the UK are female, it increased a lot recently, you have about 30% of SROs, that are leaders that are female leaders. But actually, they're only managing about 10 to 15 15%, of the major program budgets. So you realize that they, you're increasing the number of women at the top, but in effect, the budget that they manage is so much smaller than the budget and then manage. And really, in the research, you can see that women's interests are not really accommodated for in major urban transport infrastructure programs. And there is a big gender data gap, which is kind of reinforcing inequalities in this space. And in my opinion, all this is reinforced by the fact that we don't have enough women at the top. So I thought, Okay, how are we changing this. And I looked at what was suggested as the best way to improve gender diversity in leadership roles. And I realized that in research networks are always mentioned as one of the ways and in some research, it's mentioned as a way like a hidden gem. So something that is really useful. But that is not really, that male leaders don't think is really is actually useful. But let me say it's again, because network has shown are shown as hidden gem in the literature, because men leader don't really think that they are that useful when female leaders think that they are really useful. And I thought it's an interesting is one of the most interesting points to look at. Because when you have a strong network, that a lot of the other the issues that you can that you can solve. So for example, if you have a strong network, and you want to have more role models to improve your gender diversity, you can find this through your this network. And so that's how I started looking into it. to remit to continue, Riccardo Cosentino  09:22no, let me let me jump in. So it's interesting. So you talk about network and I understand anecdotally how important they are. Because I've seen my level, you know, when you're recruiting for executive talent, the first thing you do is you go into your network, you know, I mean, the day is when you get a certain level in our organization, and so the seniority, you know, you do post a job, but you typically make sure that people within your network, see the posting and apply and so it is about networking. Because when you hire the certain level you need, you know, the compensation is high, the responsibilities high. So you really want a second opinion even before you start the process. So yeah, I can see our network. Very, very important. So it's interesting that you, you got to that conclusion for your research as well. I guess my question is, does he have to be a woman network or does just have to be a networking, we talked about this in the last podcast as well. As you change as your research actually has a different view than the previous answer you gave me in the previous podcast? Corail  10:37Now, my my, I think, my research says that it does need to be a women's network as in the people who need to, to design it need to be women. But obviously, men need to be involved in it massively. And it's, especially male leaders need to be actively involved in the network and give feedback, etc. But it's all about women designing this network and women using systems thinking to think about their situation and think about how to improve it together. Before you know like talking about it was male leaders and receiving and, and having the kind of reverse mentoring, interaction with male leaders, I think why it's important that it's that we use Women's Network is that obviously, men and women don't benefit from networks in the same way. So in, in the research, in paper, academic papers, you see a lot of research about men network, and what we call weak ties. And I think it's a, you know, Granovetter, who was like one of the first in social science to talk about networks, who said something really funny, he said, It is remarkable that people receive crucial information from individuals whose very existence they have forgotten. So it means like you you get crucial information to get a job from your loose ties for people who are not like in your closest process network, because the information that your best friend knows you already know. But you know, it's the friend of your friend who's going to have the information that you need, or you know, and all this loser ties that you have in your network. And that's really true for men. But for women, research shows that is slightly different. women really need strong ties, as well as weak ties, not only the weak ties on the don't surface, just because they don't have enough of them, and they don't, they can't have as good network with men because you have a homophily bias. So you will want to connect, or you will naturally connect faster with someone who looks like you and who is like you and has the same gender, etc. So there is a sort of imbalance and because we men generally at the top are a bit lonely, a way to, for them to basically catch up with men is to have strong networks, both men network and female network. But when they're alone at the top, they need to develop strong ties with the men who are the top but then if they want to change the system and change, you know, the culture of this environment, then they need to proactively create networks to connect with those women that they wouldn't meet otherwise, and to rethink the way we're doing thing together. I think Riccardo Cosentino  13:40there's a very interesting finding, I'd like to take you back actually, to the beginning of this conversation when you were mentioning about the biases within even the job postings having that that's a very interesting concept. And it's something that I read in literature where even the adjectives used to describe things. You know, I think you mentioned master builder, right? If you think of a master builder, the first thing that comes into mind is a man with a beard. And probably a hat, right, a pointy hat. And so your mind I mean, this is probably deviating a little bit from your research but I think it'd be interesting to know your view is how do you remove that bias when even the who writes the job posting is probably a man or maybe recycling a job posting that was already you already developed by another man so how do we break that cycle? Corail  14:40Yeah, I think I think that's that's a good question. It's really difficult you know, and what is interesting is like some research even show that depending on your language, if you're French for example, or if you're a Italian like you Ricardo, we gender everything is gender, right? We say he we say her and if you say Speak, you know, or if you write, you know, whether it's a woman or a man. Whereas you have some languages that are non that if you say, my friends, you don't know whether it's a man or a woman, etc. And it's funny because it does something that the tricks our brain and induce countries, usually you have less issues with gender inequalities than in the countries that really differentiate in the language, whether you're a man or a woman. And I think there has been a lot of work done on this to try and neutralize as much as possible, the adverts. So that it there is no gender assigned to the advert and the terms employed by the employers are really gender neutral, and try to bring to your mind like a gender neutral candidate. But I think beyond that, some, well, companies like need to improve that the pipeline and try are trying to go directly and look at the you know, train women from from, you know, create specific programs for women from earlier on, so that there are more women in that pipeline, etc. There is something really interesting as well, is that research shows that women will only apply when, you know, they fit all the criteria. And I think you know that whereas men will apply when they feel only 60 I think it's around 60% of the criteria. So I think there is something as well, In that which you see more and more now, it's just a simple line saying, if you don't feel all this criteria, please play anyway. And that that helps you getting more female candidates who will match the male candidates because they will be encouraged to apply no matter you know, even if they feel a bit overwhelmed by the by the description. Riccardo Cosentino  16:47That's very, that's very interesting insight. And I knew of the problem, but I didn't know the solution. So thank you for the firm, thank you for the solution. I will definitely make sure my next job posting has that additional line at the bottom. What What else? What else? Are you finding your research? I think you had 7 to seven points of conclusion, I believe in your research, well, what are the what are the points? What are the conclusion do you draw from from what you researched? Corail  17:19Yeah, so I have seven several layers of finding. So the first the first findings was indeed, like I found seven gender related challenges in major programs. One group of challenges was feeling older, you know, feeling like the oldest gender bias unfair expectation that you find in male dominated industries. And catalyst actually refers this as the double bind dilemma. Expectations put upon women are higher than men, despite lower compensations. Women are perceived as too soft, too tough, never just right. And women leaders are perceived as complete, competent or likeable. But rarely, both of them. That's what catalyst says. And that's what a lot of the women in that I interrogated, told me. And I found that most of the time, the way that they respond to that is with personal ways of responding or personal ability. So some will train super hard will take extra lessons will work so much harder, you know, stay at work, while while their male colleagues are having the drink outside. Some will say, Oh, no, I decided that I have a really strong personality. And I tell off everyone, and I don't care if I don't. Some nice. Some of them just said, like, I just help everyone to make sure that I'm like, you know, it's a, it's all about themselves and trying to transform themselves to manage to navigate those difficulties. And that's why again, I was interested in bringing this back to the network because this is a systemic issue. And you can't fight a systemic issue on your own, or you can but you get into a situation that we have today, which is you just have a few women at the top but the one that they're yet the second issue that they talked about was the boys club. So a lot of them were partner at partner levels in a big corporate companies and said that that they could still feel this boys club that they weren't included in. They were in part of it. And sometimes they found out that, you know, the the other leaders had been out for for some events, and they were not aware of that. So they're still best systems. Some mentioned the anti role models and it's funny because it's also the strongest female leaders. We talked about this about the fact that in their career, they've they've been really defended difficult to work with women. They were in higher level than them at the time. And that is very well researched. And that's a phenomenon that is understood. And that is completely structural, which is the resultant of, if there are not enough women at the top you are made to feel special, unique, etc. And you want to dissociate yourself from the lower class group, let's say, which are women at lower levels. And so that creates a sort of divide between lower levels, women, women and top level women. And it's not predictive. And some, some people think it's a women thing, but it's not a women thing. It's something that is just the result of numbers. And effectively, in every situation where you have groups that are dominant, and groups that dominated people will move from the dominated group, if they join, the dominant group will try to distance themselves from the dominated group. Women talk also about some women choosing respite over ambition. And so it was hard for me to accept because obviously, I feel like I only know really ambitious women around me. But that's what came out in my interviews. Some said, Well, women just don't have the ambition, they just don't want to go to the top. I don't know if this is true, or if it's a resultant of the culture that is difficult for women. And there are some research. And I think it's it's interesting to look into that, which says that in environments that are really inclusive, women and men have the same level of ambition, in environments that are not inclusive, there is a big gap of ambition. So I think it's important to take this into consideration, even if you will feel like it's a bit of a chicken and an egg situation. Riccardo Cosentino  21:56I had a guest on another podcast and we talked we you know, one question I had for her, because it's not an it's, I think, is a known phenomenon. That is this women tend to exit like a career, you know, especially after giving after having children, some don't return to the workforce. And the ones that return to the workforce don't might not have the same career ambition that they had before having children. And I was actually thinking, because, you know, the way even the way I just described is almost like the women made this decision. But I was also I was actually wondering if is if the environment actually is driving women away, rather than the run into the woman making this decision? I mean, you know, it's already hard enough, the environment is really not conducive, are going to do something else with my life. Corail  22:50Absolutely. Yeah. I totally agree with that. And I think this fan phenomenon of women exiting the workforce at mid mid level, is mainly you see it mainly in male dominated industries, such as tech, for example. And I think some women leave because yes, they, you know, they, they have this babies and suddenly maternity like, you know, is this isn't, isn't there, they're cooling and, but a lot of them just leave to go somewhere else to go into a different industry that is much more, you know, flexible, much more inclusive, much more adapted to their needs, as you know, working moms, for example. And I think to me, a way to to solve this issue is really looking at paternity leave. That's That's what that's the only that's the last way to change this, this. This phenomenon. If you if you look at that, and it's live, and you and you increase it and you make sure that men and women are both involved equally, in this early stages in early process of building a little human, anything a little human, you basically involvement and it means that they are much more concerned about later on when they come back to their career about those ideas of flexibility in working of being available to get that kid out of school and working late, you know, later at night, for example, having a different work attended than women. Because at the moment what you're seeing is companies that afford like that are inclusive and propose flexible working in the tech industry. I want to be more inclusive this way. Unfortunately, the what you see is only women take these offers, you know men don't take them. And so then it's badly seen that you're going home to too early and working in the evening at home or it's seen as you're less committed and that creates a whole dynamic. That just reinforces the bias. You know that women are not committed women don't have the same ambition etc. So I think if you make sure that men are as involved as women on the early stage of raising a child, you suddenly men more interested in changing this way of working. And to make it work for everyone. I think Riccardo Cosentino  25:18I have to say, I mean, it's so it's actually, I agree with you that we need to, we need the systems in place to allow men to take paternity leave. But to be honest, in Canada, we have that, and he's now making a lot of a difference. What, uh, what, you know, what I'm noticing is, is the societal pressure and the societal norms that really need to be changed. I always say, why is always the woman taking the 12 months off in Canada, you get 12 months, right, you can get up to 12 months. And and I think the policy is that it doesn't have to be the woman, right? I mean, it the paternity leave is leave of absence. And especially public sector employers have very, very accommodating terms and irrespective of that is always the worry, you know, I understand the woman has to take the time off after childbirth to recover. But you know, after four or five months, does this really have to be the woman's their home white? Why is the man cannot stay at home? And I think it's societal pressure, I think there's a big component of societal pressure. Corail  26:23Absolutely, I would be I would be in favor and the the podcast is thinking really radical, but I would be in favor of, you know, in some countries, If men don't take the paternity leave, they get fined. And that motivates you to actually take that time off. And I think, obviously, yeah, if you have the option, but it's not mandatory. Because we're in a society that's not there yet. It's obviously it's, it's badly seen by your colleagues, you again, you look less committed, you look and so you don't take it. So yeah, as you said, the system needs to change. Riccardo Cosentino  27:02So okay, so we started the conversation with the title we dissertations, which was Do woman need to play golf in order to lead major programs was the answer. Corail  27:12Yes, they still need to play golf to live major program 100%. Unfortunately, we're not in a perfect world yet. And at the moments, women have to work harder on their networks to get the same benefits as men. And the way to work on your network and break this boys club that we're talking about is being there being on the field. Obviously, if you hate playing golf, don't totally send to me don't do that, if it's not that bad for you just yeah, get the motivation go on the green. Riccardo Cosentino  27:46I think I think use golf as a figure of speech, but it's, you know, it's, Corail  27:51yeah, get it means get out there. And if we want to talk if we want to go back a bit more into women's networks, and how they should be formed and shaped, when we talked about them with my interviewees, I had really two different narratives about them, I had some really positive narrative narratives. And I found that they can be a way of conduit to reveal gender bias issues to yourself to others, they can be a way to receive and give support to other women. They can be a way to learn and teach etc. They can be a way to, to inspire other people, other women. But mainly and more strategically, they can be a way to have a voice. So have you know a bit of a strategic impact on the leadership team of your organization. And they can be a way to where they can define and design an inclusive workplace. So as I said, women need to think about what is the like, what is the system we want to design to create a more inclusive environment, environment, but I also found out that there are also a lot of negative views about women's network and a lot of my interviewee mentioned that there are serious issues with women networks, which are sometimes unfit for purpose. They said like it can be a manifest some sense, you know, and for them it's not conductive of anything if you're just like, or sometimes it's just unstable because it's it's on the shoulders of one volunteer and doesn't last Some said they was it could be hypocrite if it's used as lip service but your company as a marketing tool, it just don't feel like it's actually useful is just like the company trying to to show that they're more intrusive without doing the work. Sometimes they said it could be biased and that goes with the with the idea That's, if you're if you're promoting meritocracy, for example, through your network, when you know that meritocracy is not the issue there, that you know, that's not helpful. Or if you're trying to throw the network shape your team so that they fit into a mold, then you're not leveraging your diversity, right? So it's not useful, either. Some study could be pernicious or even risky. And that is because they felt like sometimes there could be a backlash, you know, men feeling like, Oh, why are we not included in this? Why? Why are you rejecting us? And that can create some tensions that are not conductive of anything positive and risky. Sometimes if you're seen as like the leader of a movement or of protests in your company, right, at some point, you know, it's not good for your career, you can be blocked just because you're too vocal or too militant. So the idea of that the research was like, How can we focus on the positive impact the women's network can have? And how can we try and reduce those negative effects. And I think, to really make those networks strategic and interesting, basically, you have, you need to almost use the rules of change management, and make it a full like enterprise. And so I think if violet listeners, if there are four things that I'd like them to remember, for their networks, is, first one, the professional women network should be led by women, and mainly designed by women, supported by change consultants, maybe to help them design the change. But they need to take ownership of this network. And some women will tell you, I Yeah, but you're just adding a lot more work on to our work. And it's, it's another assignment on top of all our assignments, and I totally agree, but I see it as a necessary evil, let's say to get to a better a better environment. And they need to create sessions where they use system thinking, I think system thinking is very important, because it's a very practical tool, it helps you you can create maps, that shows the issues of a system that you can then share with the leadership teams, you know, you can bring your map that you've worked on in a session, and you can say, look, with Matt, the issues there. And here are the intervention that we think will improve that system or it or change or resolve, at low at low cost or at low budget, you can do this and that and look how it impacts our system, the system. And I think this is a powerful tool, a tool that needs to be leveraged to induce networks. So that's step one. Step two, is that as we discussed, male leaders need to be actively involved. And feedback session must be organized to present how like how all these measures will benefit not only women, but also the organization as a whole. And it's, it creates trust. And it's it's good to communicate like what you're doing. But also it helps women having a bigger purpose than just themselves if they see themselves that, that what they're doing is benefiting the you know, the organization itself, they will themselves be much more buying it, you know, they will want to do it more. Step three, is that you need to use reverse mentoring. For the senior leaders, I think it's it's, it's really important that senior leaders get a better understanding of the battles that women are facing in the major program industry, and that they themselves become female advocates like you are Ricardo. And this is like basically giving effective training to male leaders so that they understand the issue. And they and yeah, they become allies. And the final step is that results of those networks need to be properly measured with inclusion indicators like KPIs, etc, rather than just number of memberships. You know, we don't care if you're, if your network has 15 members, where we one is like, what are the results of it? What are you producing? What is the impact? How is it measured, etc. And then you need to communicate this results like really enthusiastically, via maybe professional communication campaign, and that you need to get obviously this report of your organization for that. But I think the more effective the communication, and the more you can see effective results, the better. Riccardo Cosentino  34:40Well, it makes it sound so easy, just four easy steps to solve all the equity and diversity issues that we have in the industry. Corail  34:50I'd really want to see it, you know, try it out. Try it and test it and then we can improve on that as well. You know, Riccardo Cosentino  35:00I think there's a good movement. I'm optimistic, and particularly not very optimistic. But I'm optimistic that as an industry, we are trying to move in the right direction. I think the next so well, first of all, the problem is being understood, accepted that there is a problem. I mean, probably 20 years ago, there wasn't even an acceptance or recognition that we had a problem. Atleast Now we know that we have a problem because we don't have the diversity because we have established that diversity is important for business. So I think there is a will. And it's important people like you doing research about how to do it. Because you know, one thing is to, to admit that we have an issue, but then how do we solve it? And having a systematic review, and research done on the topic is going to improve the way we go about solving this issue? Corail  35:55I hope so. Yeah. Thank you. Riccardo Cosentino  35:59Okay, so I think we covered what I wanted to cover today in the podcast, I was really looking forward to this. I really, truly enjoy your dissertation. I'm not sure if listeners are interested in seeing your dissertation. Are you able to see somewhere, have you published? Are you going to publish? Or can they just reach out? Corail  36:21Yeah, we will definitely trying to publish it with my supervisor Chantal Cantera. Lee, who is amazing and amazing professor at Cranfield University, and who's been supporting me throughout the entire process and is pushing me to get another updated version of the reserves so that we can finally get it published in a journal. So hopefully, very soon. You'll see it, I'll share it. Yeah. Riccardo Cosentino  36:47Perfect. And I will provide updates to the to the listeners if and when you publish, actually, when you publish. Corail  36:54Thank you. And it's on it. Riccardo Cosentino  36:57Yeah, I mean, you're you're being it's being recorded. You're being recorded. You're going to be publishing so having we now have witnesses to well, Corail, thank you very much for joining me today. Really enjoyed our conversations. And hopefully I'll see you again on a future episode of navigating major programs. Corail  37:18Thank you so much Riccardo   Riccardo Cosentino  37:20By now. That's it for this episode on navigating major problems. I hope you found today's conversation as informative and thought provoking as I did. If you enjoyed this conversation, please consider subscribing and leaving a review. I would also like to personally invite you to continue the conversation by joining me on my personal LinkedIn at Riccardo Cosentino. Listening to the next episode, we will continue to explore the latest trends and challenges in major program management. Our next in depth conversation promises to continue to dive into topics such as leadership risk management, and the impact of emerging technology in infrastructure. It's a conversation you're not going to want to miss. Thanks for listening to navigate the major programs and I look forward to keeping the conversation going                                         Hashtags: #GenderChallenges #WomensNetworks #MajorPrograms #Inclusivity #Diversity #EmpowerWomen #Leadership #EqualityAtWork #CareerAdvancement #SystemicSolutions #WomenInTech #GenderDiversity #CorporateCulture #ProfessionalNetworks #Advocacy #GenderEquality #BreakingBarriers #WomenEmpowerment #WorkplaceDynamics #GenderBalance #GenderChallenges #WomensNetworks #MajorPrograms #Inclusivity #Diversity #GenderBias #Leadership #SystemicSolutions #CareerAdvancement #WorkplaceEquality #ChangeManagement #GenderDiversity #WomenInTech #GenderEquality #ProfessionalNetworks #WorkplaceDynamics #WomenLeadership #CorporateCulture #GenderBalance #Advocacy Music: "A New Tomorrow" by Chordial Music. 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Diversity and gender balance is an important part of the bigger picture in medicine. This piece looks at the facts. Monty Mythen and Desiree Chappell have an important conversation with Kate Leslie, Honorary Professor, Monash University, Melbourne, Australia, Specialist Anaesthetist, The Royal Melbourne Hospital & North Western Mental Health and Non-Executive Director, Australian Medical Council and Claire Stewart, Anaesthetist, Westmead Hospital. This year TopMedTalk is proud to be providing exclusive coverage of the annual Australian and New Zealand College of Anaesthetists (ANZCA) conference, the professional body responsible for the specialties of anaesthesia and pain medicine in Australia and New Zealand. For more on ANZCA go here: https://www.anzca.edu.au/ And join in the conversation by checking out their socials here: instagram.com/the_anzca/ https://facebook.com/ANZCA1992 https://youtube.com/AnzcaEduAu

In this episode you will hear:   (22:50) Susan and Mark discuss an article written by Charlotte West of the Hechinger Report: An unnoticed result of the decline of men in college: It's harder for women to get in  (01:01:10) Lisa and Mark discuss a Speakpipe question from Esther from Tennessee about how and when your student should let a college know that they are not accepting their admission offer   (01:16:38) We continue with our interview with Ronne Turner, the Vice Provost of Enrollment at Washington University in St. Louis. Topic: Understanding Wash U, 3 of 3       Preview of Part 3 o   Ronne discusses how the school the student is coming from is evaluated. o   Ronne explains what they look for in student when they read a file. o   Ronne talks about how they were using Demonstrated Interest in their application evaluation and why they made the decision no longer use demonstrated interest the way they were before. Ronne is transparent s she shares  o   Ronne discusses some institutional priorities wash U has when she discusses the “Here and Next” campaign o   Ronne discusses What Wash U can do better?     (01:25:50) Mark shares our recommended resource, which is mefa.org's cost calculator:   (01:40:30) Mark shares his enthusiasm for the University of Redlands for the College Spotlight. This in-depth Spotlight will air over two episodes, Part 2 of 2     We now have set up audio recordings in your own voice for any question you send in for our “question from a listener” segment. In order to send us an audio message, just go to speakpipe.com/YCBK. You can also use this for many other purposes: 1) Send us constructive criticism about how we can improve our podcast 2) Share an encouraging word about something you like about an episode or the podcast in general 3) Share a topic or an article you would like us to address 4) Share a speaker you want us to interview 5) Leave positive feedback for one of our interviewees. We will send your verbal feedback directly to them and I can almost assure you, your positive feedback will make their day. Speakpipe.com/YCBK is our preferred method for you to ask a question and we will be prioritizing all questions sent in via Speakpipe. If you have a question for one of our upcoming interviews with admissions professionals, here is a list of admissions professionals who we will interview in 2023 or 2024 Confirmed interviews not yet completed Bard-Mackie Siebens Rice University-Tamara Siler American University-Andrea Felder Pitzer College-Yvonne Berumen Chapman University-Marcela Meija-Martinez Connecticut College-Andy Strickler* Trinity College-Anthony Berry* College of the Atlantic-Heather Albert* Spelman College-Chelsea Holley* Scripps College-Victoria Romero* Saint Louis University-Daniel Wood-(Interview is about transfer admissions, Daniel is a transfer counselor) Colby College-Randi Arsenault* University of Georgia-David Graves* University of Minnesota-Keri Risic Cornell University-Jonathon Burdick Oberlin College-Manuel Carballo Carleton College-Art Rodriguez Swarthmore-Jim Bok Joy St. Johns-Harvard Duke-Christoph Guttentag Florida State-John Barnhill Southern Methodist University-Elena Hicks Johns Hopkins-Calvin Wise Cornell University-Shawn Felton Haverford College-Jess Lord UAspire-Brendan Williams Yale University-Moira Poe Akil Bello of Akilbello.com Bard College Baylor University Butler University California Institute of Technology-Ashley Pallie Colorado School of Mines Creighton University   To sign up to receive Your College-Bound Kid PLUS, our new monthly admissions newsletter, delivered directly to your email once a month, just go to yourcollegeboundkid.com, and you will see the sign-up popup.   Check out our new blog. We write timely and insightful articles on college admissions: https://yourcollegeboundkid.com/category/blog/ Follow Mark Stucker on Twitter to get breaking college admission news, and updates about the podcast before they go live. You can ask questions on Twitter that he will answer on the podcast. Mark will also share additional hot topics in the news and breaking news on this Twitter feed. Twitter message is also the preferred way to ask questions for our podcast:   https://twitter.com/YCBKpodcast   1. To access our transcripts, click: https://yourcollegeboundkid.com/category/transcripts/ 2. Find the specific episode transcripts for the one you want to search and click the link 3. Find the magnifying glass icon in blue (search feature) and click it 4. Enter whatever word you want to search. I.e. Loans 5. Every word in that episode when the words loans are used, will be highlighted in yellow with a timestamps 6. Click the word highlighted in yellow and the player will play the episode from that starting point 7. You can also download the entire podcast as a transcript   We would be honored if you will pass this podcast episode on to others who you feel will benefit from the content in YCBK.   Please subscribe to our podcast. It really helps us move up in Apple's search feature so others can find our podcast.   If you enjoy our podcast, would you please do us a favor and share our podcast both verbally and on social media? We would be most grateful!   If you want to help more people find Your College-Bound Kid, please make sure you follow our podcast. 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Political analysts discuss the week in politics, including bills concerning gender at the statehouse, the debt ceiling and more.

What role should men play in the quest for gender equality at work? In today's episode, Emilie speaks with David Smith, an associate professor at the Johns Hopkins Carey Business School and co-author of Good Guys: How Men Can Be Better Allies for Women in the Workplace, all about the impact true allyship has on achieving gender equity at work.Related Links:Learn more about David's work here Good Guys: How Men Can Be Better Allies for Women in the  Workplace Enroll in Level Up, our leadership accelerator Iris Bonet: What Works: Gender Equality by Design Ep 03: How to Get a Male MentorEp 263: How to Command your Story in an InterviewEp 249: How to be a Concise, Compelling, and Cogent CommunicatorEp 347: How to Reset Your Inner Narrative and Reclaim Your ConfidenceEmilie's LinkedIn Learning Course: Becoming a Male Ally at WorkJoin us in the Bossed Up Courage Community on FacebookGot a boss move to share? Schedule a call to chat with EmilieGot a career conundrum you want us to cover on the podcast? Leave a voicemail at 910-668-BOSS(2677) or shoot us an email at info@bossedup.org.