Podcasts about leanin

Her early inspiration while growing up in Goa with limited exposure to career options. Her Father's intellectual influence despite personal hardships and shift in focus to technology.Personal tragedy sparked a resolve to become financially independent and learn deeply.Inspirational quote that shaped her mindset: “Even if your dreams haven't come true, be grateful that so haven't your nightmares.”Her first role at a startup with Hands-on work with networking protocols (LDAP, VPN, DNS). Learning using only RFCs and O'Reilly books—no StackOverflow! Importance of building deep expertise for long-term success.Experiences with Troubleshooting and System Thinking; Transitioned from reactive fixes to logical, structured problem-solving. Her depth of understanding helped in debugging and system optimization.Career move to Yahoo where she led Service Engineering for mobile and ads across global data centers got early exposure to big data and machine learning through ad recommendation systems and built "performance and scale muscle" through working at massive scale.Challenges of Scale and Performance Then vs. Now: Problems remain the same, but data volumes and complexity have exploded. How modern tools (like AI/ML) can help identify relevance and anomalies in large data sets.Design with Scale in Mind - Importance of flipping the design approach: think scale-first, not POC-first. Encourage starting with a big-picture view, even when building a small prototype. Highlights multiple scaling dimensions—data, compute, network, security.Getting Into ML and Data Science with early spark from MOOCs, TensorFlow experiments, and statistics; Transition into data science role at Infoblox, a cybersecurity firm with focus areas on DNS security, anomaly detection, threat intelligence.Building real-world ML model applications like supervised models for threat detection and storage forecasting; developing graph models to analyze DNS traffic patterns for anomalies and key challenges of managing and processing massive volumes of security data.Data stack and what it takes to build data lakes that support ML with emphasis on understanding the end-to-end AI pipelineShifts from “under the hood” ML to front-and-center GenAI & Barriers: Data readiness, ROI, explainability, regulatory compliance.Explainability in AI and importance of interpreting model decisions, especially in regulated industries.How Explainability Works -Trade-offs between interpretable models (e.g., decision trees) and complex ones (e.g., deep learning); Techniques for local and global model understanding.Aruna's Book on Interpretability and Explainability in AI Using Python (by Aruna C).The world of GenAI & Transformers - Explainability in LLMs and GenAI: From attention weights to neuron activation.Challenges of scale: billions of parameters make models harder to interpret. Exciting research areas: Concept tracing, gradient analysis, neuron behavior.GenAI Agents in Action - Transition from task-specific GenAI to multi-step agents. Agents as orchestrators of business workflows using tools + reasoning.Real-world impact of agents and AI for everyday lifeAruna Chakkirala is a seasoned leader with expertise in AI, Data and Cloud. She is an AI Solutions Architect at Microsoft where she was instrumental in the early adoption of Generative AI. In prior roles as a Data Scientist she has built models in cybersecurity and holds a patent in community detection for DNS querying. Through her two-decade career, she has developed expertise in scale, security, and strategy at various organizations such as Infoblox, Yahoo, Nokia, EFI, and Verisign. Aruna has led highly successful teams and thrives on working with cutting-edge technologies. She is a frequent technical and keynote speaker, panelist, author and an active blogger. She contributes to community open groups and serves as a guest faculty member at premier academic institutes. Her book titled "Interpretability and Explainability in AI using Python" covers the taxonomy and techniques for model explanations in AI including the latest research in LLMs. She believes that the success of real-world AI applications increasingly depends on well- defined architectures across all encompassing domains. Her current interests include Generative AI, applications of LLMs and SLMs, Causality, Mechanistic Interpretability, and Explainability tools.Her recently published book linkInterpretability and Explainability in AI Using Python: Decrypt AI Decision-Making Using Interpretability and Explainability with Python to Build Reliable Machine Learning Systems  https://amzn.in/d/00dSOwAOutside of work, she is an avid reader and enjoys creative writing. A passionate advocate for diversity and inclusion, she is actively involved in GHCI, LeanIn communities.

Emily Hyland shares her full circle story of marriage, divorce, business partners, loss, grief, finding yourself again, teacher, yoga, the power of writing, and her new full circle and her forever husband. Emily is a poet, restaurateur, educator, and mindful movement teacher. Her debut collection, Divorced Business Partners, came out in October 2024. Her second collection, Post-Mastectomy Poems, is forthcoming with Cornerstone Press, an imprint of the University of Wisconsin Press in September 2026. Hyland's poetry has appeared in The Brooklyn Review, Frontier Poetry, and The Hollins Critic, among others. She earned her MFA in poetry and her MA in English education from Brooklyn College. Her cookbook, Emily: The Cookbook, was published by Ballantine Books, an imprint of Random House, in 2018. Hyland is the eponymous co-founder of the international restaurant groups Pizza Loves Emily + Emmy Squared Pizza. She lives in Santa Fe, New Mexico where she writes and teaches at Yogasource, a beloved local studio that she co-owns and directs.wendy sloaneWed, Apr 9, 10:06 AM (12 days ago)to meMeet EmilyEmily Hyland is a poet, restaurateur, educator, and mindful movement teacher. Her debut collection of poetry, Divorced Business Partners, explores the complex nature of a relationship's evolution from marriage through ugly divorce into unexpected kinship. Emily Hyland's debut collection, Divorced Business Partners: A Love Story-not unlike Emily's own. It follows the tender, brutal, routine, awkward and aching unraveling of a marriage. While building what would become a successful restaurant. It maps the disintegration of the couple's primal bond.how does grief find us in the smallest moments? What is family when it's broken? We talk about the power of writing and her process to find her way to a better relationship with her ex. Emily shares her full circle story of marriage, divorce, business partners, loss, grief, finding yourself again, teacher, yoga, the power of writing, and her new  full circle and her forever husband. This is NOT to be missed. Follow Emily:@emilyhylandemilyhyland.com emmysquaredpizza.com pizzalovesemily.com

This week, Alexis tells Grace about a scorned scientist, unionizing fembots, and youthful abandon. Episode: Attack of the Killer Bebes | Kim Possible | Season 1 | Episode 9 | 2002 | DisneyFollow SMM on Instagram: @satmornmyst Subscribe wherever you're listening so you never miss an episode! Email us your show requests: saturdaymorningmysteries@gmail.com Check us out on YouTube: https://tinyurl.com/satmornmyst Music: Avis Akekee, https://avisakekee.bandcamp.com/

We celebrated International Women's Day by delving into the findings of the Women in the Workplace 2025 report by McKinsey & Company, in partnership with LeanIn.Org. This landmark study, now in its tenth year, provided a comprehensive analysis of the progress and challenges faced by women in corporate America. You can read the report here.Following the presentation of reported results, Christine Johnson of McKinsey & Company, facilitated an insightful panel discussion with distinguished women in the industry:Tatiana Berardinelli, Chief Human Resources Officer at ClariantAlison Jones, Chief Strategy Officer at ICISMichelle Wu, Chief Digital Data & Technology Officer at BrenntagThe panel discussion was moderated by Christine Johnson, Partner at Global management consulting | McKinsey & CompanyThis event was sponsored by Clariant.

In this episode, join Dr. Ginny A. Baro and Anna Dapelo-Garcia, the founder of Lean In Latinas, in discussing the challenges and opportunities for Latinas in corporate America. Despite the growing representation of underrepresented groups, Latinas continue to face significant barriers to leadership, with only 1% of C-suite positions held by Latina women. As an advocate for women's empowerment, our guest, Anna, founded Lean In Latinas, a non-profit organization dedicated to elevating Latina leadership. Her work in this area led to her role as a Regional Program Leader with LeanIn.Org in 2015. Anna currently serves as a DEI Senior Manager at Stanford Health Care, where she is passionate about advancing diversity, equity, and inclusion initiatives to build a more just and inclusive community. Anna shares the inspiring story behind Lean In Latinas. This conversation addresses the data of the State of Latinas in Corporate America report, revealing the systemic issues and hesitations that hinder Latinas from advancing in their careers and the wage gap that only exacerbates these challenges. Listen to this episode to discover: The widening gap between Latinas and other groups in corporate leadership, and why it's time we take action. How networks like Lean In Latinas are breaking barriers and addressing disparities in representation, promotion, and support for Latinas in corporate. How organizations can build better pathways to leadership. Tune into this episode for a thought-provoking discussion on how organizations and individuals can address these barriers, unlock talent, and foster environments where Latinas—and all employees—can thrive. To connect with Anna, you can reach her at anna@leaninlatinas.org. Recommended resources: If this resonates, let's connect to explore your #1 challenge. Whether you're focused on advancing your career, developing high-performing teams, retaining top talent, or creating clear strategies for leadership growth, we are here to support your journey. Looking for ways to grow and lead fearlessly? Visit DrGinnyBaro.com/events to take the free Fearless Leadership Assessment and explore upcoming events, including complimentary leadership development opportunities. Claim your digital or paperback copy of Healing Leadership or Fearless Women at Work to gain actionable insights for you and your team. Let's expand our network! Send me a LinkedIn connection request. I'd love to share my network with you. Watch the YouTube version of the podcast for more visual insights. The Dr. Ginny Show is brought to you by Team Dr. Ginny: thoughtfully created and produced to empower you and your organization's leadership journey. All rights reserved © 2024. This content may not be reproduced, distributed, or transmitted in any form without prior written permission.

(00:08-11:43) Pick Six CFB and NFL Playoff Edition. Standings are a little haywire. The snake draft order is throwing Martin off. Leanin' into the stink again. (11:52-23:54) Tim doesn't like picking Penn State over the Fighting Irish. Martin's show recap. Audio of Travis and Jason Kelce talking about the Chiefs laying down against the Broncos to keep Joe Burrow and the Bangles out of the playoffs. How's Doug going to explain that profanity to his adult children? Sliding door pervert moments. Did Tim's mom take Wet Pink? (24:03-24:42) Short segment to get back on track and it's Tim's mom's fault. (00:00-00:00) Friend of the show and regular guest Joe Theismann joins the show ahead of his Fighting Irish's big game tonight in the Orange Bowl. Feeling pretty nervous. Joe's a Man of the People. What does Notre Dame have to do to get the win? The Notre Dame conference situation. Joe's thoughts on tomorrow's game. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

(00:08-11:43) Pick Six CFB and NFL Playoff Edition. Standings are a little haywire. The snake draft order is throwing Martin off. Leanin' into the stink again. (11:52-23:54) Tim doesn't like picking Penn State over the Fighting Irish. Martin's show recap. Audio of Travis and Jason Kelce talking about the Chiefs laying down against the Broncos to keep Joe Burrow and the Bangles out of the playoffs. How's Doug going to explain that profanity to his adult children? Sliding door pervert moments. Did Tim's mom take Wet Pink? (24:03-24:42) Short segment to get back on track and it's Tim's mom's fault. (00:00-00:00) Friend of the show and regular guest Joe Theismann joins the show ahead of his Fighting Irish's big game tonight in the Orange Bowl. Feeling pretty nervous. Joe's a Man of the People. What does Notre Dame have to do to get the win? The Notre Dame conference situation. Joe's thoughts on tomorrow's game. Learn more about your ad choices. Visit podcastchoices.com/adchoices

We've got a lot to say after LeanIn and McKinsey & Company's recent Women in the Workplace 2024: The 10th Anniversary Report. HR executive Dr. Merary Simeon and career coach Courtney Copelin reflect on the ongoing challenges faced by multicultural women and argue the continued need for systemic change. We get candid about the barriers to advocacy and provide a variety of ways multicultural women can take action because if we, as a community, do not advocate for ourselves, we can't expect others to do so. “If we don't care, then who will?” says Dr. Merary. Episode Highlights:• Shocking news for gender diversity• Why multicultural women need to advocate for DEI• The power of multicultural women despite underrepresentation• What's holding us back• Feedback as advocacy• Small steps for big changeMentioned in this Episode:“LeanIn Says DEI Commitments to Women Just Declined for the First Time in 10 Years” by USA Today, 9/7/24“Largest Report on Women in Corporate America Reveals Women's Progress Is Fragile and Unsustainable” by LeanIn and McKinsey & Company, 9/17/24Women in the Workplace 2024: The 10th Anniversary Report by LeanIn and McKinsey & Co,Ep 72: How Managers Can Fix the Broken RungEp 74: How Employees Can Fix the Broken RungEp 76: How Organizations Can Fix the Broken RungEp 84: How to Find Mentors & SponsorsEp 97: Harnessing Feedback for GrowthMerary's Bio: Dr. Merary Simeon, a seasoned Human Resources executive, brings 25 years of experience as a trusted advisor to C-suite executives in Fortune 50 corporations. Dr. Merary has a doctorate in Strategic Leadership. She is a best-selling author and co-host of the What Rules!? podcast. As co-CEO of Zera Consulting, she passionately advocates for the advancement of multicultural women in the workplace. Dr. Merary is from Puerto Rico and is fluent in Spanish.Courtney's Bio:As an Accountability and Mindset Coach, Courtney is committed to helping her clients achieve their career goals to gain clarity, confidence, and alignment in their job search. With a passion for coaching and a deep understanding of what it takes to succeed in today's competitive job market, Courtney works closely with clients to provide guidance, support, and actionable strategies that drive results to level up their career.Connect with us on social media:

Sponsored by Paychex - one of the leading providers of HR, payroll, retirement, and software solutions for businesses of all sizes - learn more at www.paychex.com/awia. Hosts: Steve Boese Welcome to the Workplace Minute powered by H3 HR Advisors. A short, quick version of the popular HR Happy Hour Podcast, where Steve Boese takes on topics on Human Resources, HR technology, work, and the workplace. And more. In this episode Steve shares key findings from the LeanIn.org and McKinsey Women in the Workplace Survey which showed while some progress has been made in women's representation in senior corporate roles, there remains much work to be done to get closer to equity with men. To listen to the Workplace Minute powered by H3 HR Advisors - add the Workplace Minute by H3 HR Advisors skill to your Amazon Echo device's Flash Briefing or Daily News Update. Learn more at www.h3hr.com and www.hrhappyhour.net

"We like dem boys that be in them lac's leanin' (Leanin')Open their mouth their grill gleamin' (Gleamin')" O programa Melhores Discos traz os álbuns que fizeram a história da música, com abordagens de diferentes gêneros, vertentes e lançamentos de todos os estilos musicais. Produção, roteiro e locução: Julio Tavares Sonoplastia: Danilo Nunes. Supervisão: Lucas Cangelli Direção artistica: Fernando Mariano. E-mail: canal.fapcom@fapcom.edu.br NPC 2024 ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Canal FAPCOM⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ / ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagra⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠gram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Don't miss our "Women in the Workplace" 10-year anniversary panel event, celebrating a decade of progress and the path ahead. Join us as we reflect on women's gains and setbacks across industries and look forward to new opportunities. Against a backdrop of pivotal social moments over the past decade, including the #MeToo movement and the historic candidacy of the first major party presidential female nominee, how is the pursuit for equitable workplace policies, the talent pipeline, equal representation and pay parity advancing? Jumping off from the 2024 benchmark annual report on "Women in the Workplace" by McKinsey & Company and LeanIn.org, this conversation will explore the latest developments in the diverse experiences of women in workplaces across the United States. Moving beyond corporate diversity rhetoric, our panel of leaders will analyze real-world data and share authentic experiences to lay bare the reality from the C-suite to the first rungs of the career ladder. Learn more about your ad choices. Visit megaphone.fm/adchoices

Anne Chow demonstrates how embracing inclusion enhances performance and transforms workplaces. — YOU'LL LEARN — 1) Why busyness destroys opportunities 2) How inclusion boosts success 3) Why consensus is over-rated Subscribe or visit AwesomeAtYourJob.com/ep1002 for clickable versions of the links below. — ABOUT ANNE — As the former CEO of AT&T Business, Anne Chow was the first woman and first woman of color to hold the position of CEO at AT&T in 2019, overseeing more than 35,000 employees who collectively served 3 million business customers worldwide during her time there. She is currently the Lead Director on the board of Franklin Covey, serves on the board of 3M and CSX, and teaches at Northwestern University's Kellogg School of Management. • Book: Lead Bigger: The Transformative Power of Inclusion • Book: The Leader's Guide to Unconscious Bias: How To Reframe Bias, Cultivate Connection, and Create High-Performing Teams • LinkedIn: Anne Chow • Website: TheAnneChow.com — RESOURCES MENTIONED IN THE SHOW — • Book: How Will You Measure Your Life? by Clayton M. Christensen, James Allworth, Karen Dillon • Study: Women in the Workplace by LeanIn.Org and McKinsey & Company— THANK YOU, SPONSORS! — • Jenni Kayne. Use the code AWESOME15 to get 15% off your order!• LinkedIn Jobs. Post your job for free at LinkedIn.com/beawesomeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Are you leaning into God's voice? Are you desiring to know more about His ways? If so, this episode is for you! As we begin to treasure God's Word & instructions we will begin to see a drastic change in our lives. Join me as I expound on inclining our ear to wisdom. #avoiceinthedarknessllc #wisdom #knowledge #Jesus }encouragement #InclineYourEar #listen #LeanIn

Today is the day! The first episode of Shameless Leadership is LIVE. I couldn't be more excited!   In this first episode of Shameless Leadership, I dig into one of my very favorite topics: why women need to take up more space. This is a topic I have been passionate about for a long time now. In fact, you've likely heard me rant about it before. It feels like the perfect topic to kick off this new show for women leaders.  Recent data overwhelmingly tells us that the number of women in leadership still doesn't come close to representing the number of women in society.  According to Leanin.org's Women in the Workplace 2023 Report: Women represent roughly 1 in 4 C-suite leaders, and women of color just 1 in 16. Progress for early-career Black women remains the furthest out of reach. In 2023, for every 100 men promoted from entry-level to manager positions, only 54 Black women were promoted. After rising to 82 in 2020 and 96 in 2021, the promotion rate for Black women to manager has fallen back to lower than it was in 2019. Because of our “broken rung” system (described in this episode), in a typical company, men end up holding 60% of manager-level positions, while women hold just 40%. As a result, there are fewer women to be promoted to director, and the number of women decreases at every subsequent level. The impact of “microaggressions” experienced at work by women or any other marginalized group are anything but “micro”. In fact, they have a macro effect long term.  If women are to occupy more leadership roles, we must start intentionally taking up more space. We must demand more space. In this episode, I share how women are socialized to shrink our bodies, hold back our ideas and opinions, and play small in all aspects of our lives. From there, I dig into specific steps you can take to start taking up more space and stop accepting without question the leadership, thoughts, and opinions of those who have more power than you (ie: men).  If you're ready to take up more space, use your voice in new ways, and take a seat at any table, this episode is for you. Links Mentioned:  Join my September Influence & Ignite Retreat for small business owners: shamelessmom.com/retreat Article: Leanin.org Women in the Workplace 2023 Learn about my speaking, training, and coaching: saradean.com Connect with me on LinkedIn: saradean.com/linkedin We love the sponsors that make this show possible! You can always find all the special deals and codes for all our current sponsors on our website: Shameless Leadership Sponsor Interested in becoming a sponsor of the Shameless Mom Academy? Email our sales team at sales@adalystmedia.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Leanin', Leanin', Leanin' on the everlastin' pod! We're back with week 2 of our Random Year picks for Ryan's 1955 selection, Charles Laughton's The Night of the Hunter. This film is widely considered one of the greatest films ever made, and the best film from a one-time filmmaker. Does Robert Mitchum's Harry Powell still scare audiences today? Come back next week as we pick back up our Alien series with the new film from Fede Alvarez, Alien: Romulus!

In this episode, we talk about Uma's transition from technology industry executive to purpose-driven entrepreneur - and how focusing on her inner self helped drive that transition - and transform her life.    01:15 Uma's journey of Self Discovery through the Hoffman Process    07:56 Introducing solitude in your life   11:40 The Corporate Perception of Self Help: “Are you OK” versus “Investing in yourself”   14:30 Uma's new venture ELEVATE - and her first three startups   21:40 Why Now? What led Uma down the path of Self Discovery?   25:00 How this journey helped ease her transition from tech industry leader to purpose-driven entrepreneur   40:40 Uma's journey to financial stability and independence   45:00 Five Year Outlook: What will success look like?   49:30 Why “How are you?” is now one of the most interesting questions someone can ask Find out more about Uma: LinkedIn: https://www.linkedin.com/in/umathana/  Instagram: @rawwithuma @umathana1 YouTube: https://www.youtube.com/@RawWithUma    Find out more about ELEVATE: https://www.elevateasia.org/ LinkedIn: https://www.linkedin.com/company/elevateasia  LinkedIn: https://www.linkedin.com/company/elevate-the-business  Instagram: @elevateasiaorg    Find out more about the Hoffman Process Facebook: https://www.facebook.com/HoffmanCentre/ 

Recent data overwhelmingly tells us that the number of women in leadership still doesn't come close to representing the number of women in society. According to Leanin.org's Women in the Workplace 2023 Report:Women represent roughly 1 in 4 C-suite leaders, and women of color just 1 in 16.Progress for early-career Black women remains the furthest out of reach. This year, for every 100 men promoted from entry level to manager positions, only 54 Black women were promoted. After rising to 82 in 2020 and 96 in 2021, the promotion rate for Black women to manager has fallen back to lower than it was in 2019.Because of our “broken rung” system, in a typical company, men end up holding 60% of manager-level positions, while women hold just 40%. As a result, there are fewer women to promote to director, and the number of women decreases at every subsequent level.The impact of “microaggressions” experienced at work by women or any other marginalized group are anything but “micro”If women are to occupy more leadership roles, it is imperative that we start intentionally taking up more space. We must demand we take up more space. In this episode, we will talk about how women are socialized to shrink our bodies, hold back our ideas and opinions, and play small in all aspects of our lives. From there, we dig into specific steps you can take to start taking up more space and stop accepting without question the leadership, thoughts, and opinions of those who have more power than you (ie: men). If you're ready to take up more space, use your voice in new ways, and take a seat at any table, this episode is for you.Links Mentioned: Leanin.org Women in the Workplace 2023Check out my other show: The Shameless Mom AcademyLearn about my speaking, training, and coaching: saradean.comConnect with me on LinkedIn: saradean.com/linkedin

Un artista che fa il suo mainstream Learn more about your ad choices. Visit megaphone.fm/adchoices

5 Things People Who Have Never Had a Period Need to Know | Christinetine Marie | #TGVGlobalSpeakerFestival | #TGV422This is Ep. #10 from #TGVGlobalSpeakerFestival and the Guest is from GermanyTune into #TGV422 to get clarity on the above topic. Here are the pointers from Christine's conversation with Naveen Samala on The Guiding VoiceFirst rapid fire/Introduction and context settingChristine's PROFESSIONAL JOURNEY AND THE TOP 3 THINGS THAT HELPED IN Her SUCCESSPractical strategies for professionals to enhance their communication skills and ensure clarity and precision in their messagesHow can technical professionals effectively communicate complex ideas to non-experts without overwhelming them with technical jargon or confusing language?About her journey and what inspired her to develop the Fierce Gentleness™ program for ending period pain and PMS?Her program focuses on changing how you "be" rather than relying on conventional solutions like pills or special diets. How did she come to this unique approach, and what results has she witnessed?Some of the key findings and insights from her experience working with clients who had various menstrual disorders? How did they respond to her program, and what kind of transformations did they undergo?How menstrual health is interconnected with various aspects of our lives, like relationships, work productivity, and overall well-being?Key Takeaways on "We are in this together: 5 Things People Who Have Never Had a Period Need to KnowWITTY ANSWERS TO THE RAPID-FIRE QUESTIONSHow can we, as a society, work together to embrace these newfound insights and foster a more supportive and harmonious environment for individuals with and without uteruses, acknowledging their unique physiological strengths and contributing to a healthier, more understanding world for everyone?TRIVIA ABOUT PMS(Premenstrual Dysphoric Disorder) About Christine:Christine Marie Quigless, known as the Period Empress, helps individuals achieve pain-free, symptom-reversing menstrual cycles, including PMDD, PCOS, Endometriosis, and Fibroids. Her approach focuses on natural healing, devoid of medication, supplements, special diets, or exercises. She has been featured in interviews and keynote talks with organizations such as LeanIn.org and her work has been sponsored with continued support from thought leaders, particularly, Gay Hendricks. Currently residing on the “bridge” between Germany and Los Angeles, Christine Marie loves spending time with her family in the mountains, free-swimming, and practicing yoga. Connect with the guest Christine on LinkedIn:https://www.linkedin.com/in/christinequigless/AudibleKindle Ebook Hosted on Acast. See acast.com/privacy for more information.

THIS IS A PREVIEW. IF YOU WANT TO LISTEN TO THE FULL EPISODE, CHECK OUT FRUITLESS ON PATREON HERE: https://www.patreon.com/user?u=11922141EPISODE ON PATREON: https://www.patreon.com/posts/94255461Josiah is joined by his college roommate, Evan Sand, to reminisce about the good old days. And also discuss life in Des Moines, IA and Rapid City, SD after graduating college during a pandemic.Music by SHADE08

Are you curious if your experience at work is normal? On this week's episode I'm breaking down some of the biggest findings from the 2023 Women in Workplace report published by Leanin.Org and McKinsey and Company. I'm also sharing how to interpret this information for the Pharma/Biotech industry and what this means about the opportunities available to you as well as what your biggest obstacles may be.What you'll learn:An overview of the biggest takeaways from the 2023 Women in Workplace reportThe critical stage in the talent pipeline where women get stuck without advancementWhy shattering the glass ceiling is an outdated goalIf concentrated goals to advance women into leadership roles really workMentioned in this episode:Join the VIP Email InsidersJoin the Waitlist for Beyond the Ceiling - Next Enrollment is February 16th Schedule a Consultation for 1-1 CoachingHead over to Your Worthy Career for full show notes.Work with MelissaJoin the VIP Email Insiders ConnectLinkedInInstagram

On this episode of "The Federalist Radio Hour," novelist Faith Moore joins Federalist Culture Editor Emily Jashinsky to discuss her new book "Christmas Karol," a modern retelling of Charles Dickens' most famous Christmas classic, and explain her decision to make a workaholic mom the new Ebenezer Scrooge.You can find Moore's book here.Please visit our great sponsor:Goldcohttps://goldco.com/federalistVisit goldco.com/federalist today to get your free 2023 Gold IRA Kit.

In this episode, Stephanie and Mandy bring you the highlights (and low points) of the 2023 Women in the Workplace study - the largest study on the state of women in corporate America. The report is done by McKinsey & Company and LeanIn.Org, and in their ninth year they have worked with 276 organizations employing over 10 million people, surveying over 27,000 employees. They break down what is most notable from the report, a couple surprises, as well as the things that feel like they never change. As always, they cover the SO WHAT of it all - what you can do to keep advancing as a woman who works.   To get another perspective on the report, you will also hear reflections from Sally Schott, CEO of SOAR.   “I believe in the persistence of women.”   - Mandy Learn   In this conversation, you will hear: The five key takeaways from the report. What is the broken rung and what does it have to do with the pipeline of women in the workplace? How microaggressions are holding women back.     The areas of work where men and women are more similar than different.  Don't miss our ONE THING TO TRY and WHAT YOU GOT IN THAT BAG prompts at the end! (Hint: BE BRAVE! And don't let someone talk over you.) To be sure you catch every episode of Women Who Work, like and follow us on Apple Podcasts and Instagram @soarlead. LINKS:     Women in the Workplace 2023 Report --- Send in a voice message: https://podcasters.spotify.com/pod/show/womenwhowork/message

Kim Scott is a two-time New York Times bestselling author. In this chat, we talk about her first iconic book, Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity.  Kim is a former tech executive, leading critical teams with founders at Google, Apple, and YouTube – and, she's been Coach to CEO's at Dropbox, Qualtrics, Twitter and more. Sheryl Sandberg, former Facebook COO & author of LeanIn says: “Reading Radical Candor will help you build, lead & inspire teams to do the best work of their lives.” Gain insight on being a leader who cares personally but also challenges directly…and how to create a culture of candor.

Women are 32% more likely to experience burnout than men (according to Future Forum's August survey).Female senior leaders are 60% more likely to provide emotional support to their teams, more likely to ensure the team's workload is manageable and help their team navigate work life challenges (McKinsey and LeanIn.org's annual Women in the Workplace 2021 report.)Women who are climbing the corporate ladder, who are ambitious and driven, often end up considering downshifting their careers because they end up feeling like the odds are stacked against them.For a lot of women, likeability and success go hand in hand, which can translate to not wanting to disappoint their team or managers and saying “yes” even when their plate is already overflowing.Holding boundaries is often perceived as being difficult or hard to deal with, and underneath that I often see one of 4 things contributing to this difficulty in holding boundaries. In this episode of The Aligned Achiever podcast we take a look at these 4 things in greater depth.  For all the show notes come on over to: https://siobhanbarnes.com/78

Find links to all the following stories as well as other law and legal-adjacent stories at esq.social Links. On this day in history August 29, 1957, the Civil Rights Act of 1957 was passed by congress – the first piece of federal legislation aimed at civil rights since reconstruction.Prompted by the Supreme Court's landmark 1954 ruling in Brown v. Board of Education, which ignited public debate on school desegregation, the act aimed to address the widespread disenfranchisement of African Americans in the Southern United States. President Dwight D. Eisenhower initially proposed the bill to bolster federal protection for African American voting rights, a pressing issue given that only about 20% of black people were registered to vote by 1957.However, the act faced considerable opposition in Congress, particularly from Southern Democrats who were engaged in a campaign of "massive resistance" against desegregation and civil rights reforms. Amendments like the Anderson–Aiken and O'Mahoney jury trial amendments were successful in diluting the act's potency. Senator Strom Thurmond notably conducted the longest one-person filibuster in Senate history in an attempt to block the legislation.Despite these setbacks, the act did pass, albeit in a watered-down form orchestrated by Senate Majority Leader Lyndon B. Johnson. While the act had a limited immediate impact on African American voter participation due to the removal of stringent voting protection clauses, it laid important groundwork for future civil rights legislation. It established the United States Commission on Civil Rights and the United States Department of Justice Civil Rights Division, both of which would play crucial roles in the enforcement of civil rights laws.The act also set the stage for more robust civil rights legislation in the 1960s, including the Civil Rights Act of 1960, the Civil Rights Act of 1964, the Voting Rights Act of 1965, and the Civil Rights Act of 1968. These later acts would build upon the foundation laid by the 1957 act, offering more comprehensive protections against discrimination and disenfranchisement. Overall, the Civil Rights Act of 1957 was a pivotal, if imperfect, step in the long journey toward civil rights and equality in America.The Biden administration has targeted 10 prescription drugs for price negotiations under Medicare, aiming to cut their costs by half on average by 2026. This move is part of Biden's Inflation Reduction Act, which was signed into law a year ago to address the high cost of medicines in the U.S. Among the drugs targeted are Eliquis, a blood thinner by Bristol-Myers Squibb and Pfizer, and AstraZeneca's Farxiga, which treats diabetes and heart failure. These drugs alone accounted for significant spending, with Eliquis costing Medicare $16 billion in the year through May 2023.Previously, the U.S. government was prohibited from negotiating drug prices due to a 2003 law that created Medicare's Part D program. However, the Inflation Reduction Act has mandated these negotiations. The drugs selected for this round of negotiations account for nearly $51 billion, or about 20% of Part D's prescription drug costs. Around 9 million people on Medicare took these drugs and paid $3.4 billion out-of-pocket last year.Pharmaceutical companies have criticized the move, arguing that it threatens innovation and intellectual property rights. Johnson & Johnson, which has two drugs on the list, stated that the policies put an "artificial deadline on innovation." The Pharmaceutical Research and Manufacturers of America (PhRMA) also warned that giving the government the power to set prices could have "significant negative consequences."The drug industry is currently suing to block these negotiations, and companies like Merck, Bristol, J&J, and AstraZeneca have each filed lawsuits. The U.S. Chamber of Commerce is also seeking an injunction to halt the negotiations. Analysts project a manageable impact on industry revenue, estimating as much as a 5% hit. However, the government expects that the price negotiations will save Medicare $100 billion through 2031.Bristol, Lilly Blockbusters Targeted for Medicare Price Cuts (1)US names first 10 drugs for Medicare price negotiation | ReutersU.S. states are increasingly focusing on "opportunity transparency" to address pay gaps, requiring companies to be more transparent about promotion opportunities. Illinois and Colorado have enacted laws that will take effect in 2025 and next year, respectively, mandating employers to disclose information about promotions. New Jersey also has pending legislation on this issue. These efforts build on pay disclosure laws initiated in Colorado in 2021 and later adopted by states like Washington, New York, California, and Hawaii. These laws primarily aim to address pay disparities affecting women and people of color.The new rules are designed to counter the "shoulder tap" practice, where employees are quietly selected for promotions, often without the knowledge of their co-workers. This lack of transparency disproportionately affects women and minorities. A 2022 study by McKinsey & Co. and LeanIn found that for every 100 men promoted from entry-level to manager positions, only 87 women and 82 women of color are promoted. This contributes to men holding nearly two-thirds of managerial roles despite making up only half of the workforce.Colorado's law imposes fines of up to $10,000 per violation and mandates changes in business practices. It requires companies to notify all employees of job openings and promotions in writing, giving them sufficient time to apply. Amendments to the law will further require businesses to notify employees about all job openings, not just promotions.The Illinois law, effective in 2025, will require companies to announce all potential promotions to their current employees within 14 days of posting a position externally. It will also require the disclosure of salary ranges and a summary of benefits in job ads. These laws aim to have a "cascading impact" on pay equity, complementing other policy efforts like banning employers from asking about applicants' prior salary history.States Put New Spin on Pay Gap Laws With Promotion TransparencyThe American Bar Association (ABA) is forming a new task force to explore the impact of artificial intelligence (AI) on the legal profession. This move comes as law firms increasingly experiment with AI tools like ChatGPT, while also confronting ethical and practical challenges posed by the technology. The ABA Task Force on Law and Artificial Intelligence will be chaired by Lucy Thomson, a lawyer and cybersecurity engineer based in Washington, D.C. The group will include seven special advisors, such as former U.S. Homeland Security Secretary Michael Chertoff and former U.S. Solicitor General Seth Waxman.The task force aims to assess how AI will affect the practice of law, probe ethical questions, and focus on issues like risk management, AI governance, and AI in legal education. ABA President Mary Smith emphasized the need to address both the "promise and the peril" of emerging technologies like AI. The initiative reflects a broader trend of growing interest in AI tools among legal professionals, including law schools considering the use of AI in applications and classrooms.By way of brief biographical background, Lucy Thomson, the group's chair, is the principal at a firm in Washington D.C., Livingston PLLC, that focuses on issues related to cyber security.Michael Chertoff was the co-author of the PATRIOT act, and former Secretary of Homeland Security under George W. Bush. Seth Waxman was Solicitor General of the United States from 1997 through 2001 and is frequently before the Supreme Court. The average age among the team is about 70, they're all lawyers, and none of them have any evident technical expertise.ABA taps prominent lawyers to tackle AI risks, opportunities | ReutersA U.S. District Judge, James Donato, is set to decertify a class-action lawsuit against Google involving 21 million consumers who claimed the tech giant violated federal antitrust laws through its Google Play app store. The decision could significantly reduce any damages that Google might owe for its distribution of Android mobile applications. The judge stated that his previous class certification order from November 2022 should be thrown out, as he decided not to allow an economist to testify as an expert witness for the consumers. This move eliminated an "essential element" of the consumers' argument for class certification. The class action had included consumers from 12 U.S. states and five territories, separate from a similar case brought by state attorneys general against Google.US judge set to decertify Google Play class action | Reuters Get full access to Minimum Competence - Daily Legal News Podcast at www.minimumcomp.com/subscribe

Did you know there could be one million more women in management in corporate America if the “broken rung” was fixed?The broken rung, the biggest hurdle multicultural women face climbing the corporate ladder, is a systemic issue. That's why we're covering what organizations can do to fix it in our last episode of our Broken Rung series.We talk about the holistic strategies companies can implement so they can promote more women of color from individual contributor to manager. We highlight the benefits of having more multicultural executive coaches to serve as catalysts. And we discuss the importance of providing psychological safety for multicultural women employees in the workplace.Remember, you don't have to do it alone! We're here to help with this three-part series and with our upcoming What Rules!? Leadership Conference, specifically developed for multicultural women and their managers, on 10/25/23. Learn more at whatrulespodcast.com. Listen to parts one and two of our Broken Rung series, where we cover how managers and employees can fix the broken rung. Episodes linked below. Episode Highlights:Zera Consulting announcementWhat is the broken rung? Organizations need to be aware of the broken rungOrganizations need to hire more multicultural executive coachesOrganizations need to ensure psychological safety at workMentioned In this Episode:2019 Women in the Workplace by McKinsey & Company and LeanIn.OrgListen to the rest of our Broken Rung series:Ep 72: How Managers Can Fix the Broken RungEp 74: How Employees Can Fix the Broken RungRegister Now!The What Rules!? Leadership Conference is on 10/25/23. Learn more and register at Eventbrite. Connect with us on our social media: Instagram and LinkedInJoin our LinkedIn community where we discuss rule-breaking strategies for multicultural women.More from Alisa Manjarrez: Instagram and LinkedInMore from Courtney Copelin: Instagram and LinkedInMore from Dr. Merary Simeon: Instagram and LinkedInLearn more at www.whatrulespodcast.com.

Multicultural women are often “double onlys” in the workplace, meaning they are the only woman AND person of color in the room. This burden is mainly due to the “broken rung.”In our special three-part series, we've been tackling how managers, employees and organizations can fix the “broken rung,” an obstacle that prevents women from climbing the corporate ladder. Even worse, it disproportionately affects women of color.In this second episode, we talk directly to multicultural women employees, like yourself, and how you can own your narrative to address the broken rung. While many of us are told to “call out the bias,” we offer real-life situations that can come up at work and how to be strategic when handling them as a woman of color. Alisa, Merary and Courtney share their personal experiences with bias and provide steps to deal with it.Remember, you don't have to do it alone! We're here to help with this series and with our upcoming What Rules!? Leadership Conference, specifically developed for multicultural women and their managers, on 10/25/23. Learn more at whatrulespodcast.com.Stay tuned for the last episode in our series, where we'll cover what organizations can do to fix the broken rung.Episode Highlights:What is the broken rung?Being an “only” and “double only” Turning your weakness into a strengthUnderstanding and accepting yourselfHow to be strategic when addressing biases in the workplace Turning to allies for advice and supportAccepting help from othersReinforcing the good instead of being criticalHow to get noticed at workResearch Mentioned:2022 Women in the Workplace by McKinsey & Company and LeanIn.org“Women of Color Get Less Support at Work. Here's How Managers Can Change That.” by Harvard Business ReviewEpisodes Mentioned:Ep 72: How Managers Can Fix the Broken RungEp 73: 3 Moves to Improve Your Next Meeting with Monique LanauxRegister Now!The What Rules!? Leadership Conference is on 10/25/23. Learn more and register at Eventbrite. Connect with us on our social media: Instagram and LinkedInJoin our LinkedIn community where we discuss rule-breaking strategies for multicultural women.More from Alisa Manjarrez: Instagram and LinkedInMore from Courtney Copelin: Instagram and

It's a bad day. Not a bad life. Candice and Debbie chat about how the three P's - Permission, Perspective, and the ability to Pivot - help to shift their mindset when having a bad day. They speak specifically to a recent lifestyle pivot by Debbie and her family and the surprising impact it's had on her family. This is a raw conversation that is sure to give you a little extra encouragement, so tune in now.For more information about our Alpha-Gal 101 Resource Guide visit: https://www.twoalphagals.com/merch-store/p/alpha-gal-101-resource-guide*Use Code TWOALPHAGALS at checkout*

Welcome to a new week of The Don't Quote Me Podcast presented by Soter Entertainment. Episode 47 “Punch Has Me Leanin” has arrived! In this Episode, Santino revisits the Apple Vision and shares where he believes planet Earth is heading. Lean or pee? Which one have you tried? Lil Durk tries to explain his bar from his leaked Search & Rescue verse. Lil Wayne says the Carter Albums aren't significant to him, and the gang come up with why he must feel like that. Floyd fought? And there was a fight backstage? Plus, Zion Williamson. Need we say more? A lot to unpack this episode. We hope you all enjoy! And we'll see you next week for another! Love, Peace, Bye LinkTree: https://linktr.ee/dontquotemepodcast Instagram: https://instagram.com/dontquotemepod?utm_medium=copy_link Apple Podcast: https://podcasts.apple.com/us/podcast/the-dont-quote-me-podcast/id1600731510 Spotify: https://open.spotify.com/show/3iYvrUTVV9Rn7vo0AR3LwC?si=b68f1c1c3f974f01 YouTube: https://www.youtube.com/channel/UCiuPQldGw3g4Lqx6Qj7TDZA

Women face their biggest hurdle to becoming leaders at the very first step up the corporate ladder. Known as the “broken rung,” this obstacle prevents women from reaching even the most entry-level management roles. Worse yet, it disproportionately affects multicultural women. In a special three-part series, we tackle how managers, employees and organizations can fix the broken rung by breaking the rules. In this first episode, we talk directly to leaders on how they can uplift multicultural women early in their careers when they're most likely to encounter the broken rung as well as seasoned professionals who have been overlooked as a consequence of the broken rung.We offer practical actionable steps for managers to support their best talent before they burn out and quit. Whether you're a leader or working on advancing your career, this episode is for you!Stay tuned for the next episode in our series, where we'll address multicultural women employees and how they can break the rules to fix the broken rung. Episode Highlights:What is the broken rung?The consequences of the broken rung for multicultural women Taking a stand against microaggressions and unconscious biasSponsoring multicultural womenBuilding relationships to fix the broken rungResearch Mentioned:2022 Women in the Workplace by McKinsey & Company and LeanIn.orgDiversity Wins: How Inclusion Matters (2020) by McKinsey & CompanyRepairing the Broken Rung on the Career Ladder for Women in Technical Roles (2022) by McKinsey & CompanyThe P.I.E. Theory of Success: Performance, Image, Exposure by Arrowhead Consulting Half of U.S. Workforce Suffers Panic Attacks and Depression Due to Money Worries, New Survey Finds (2019) by Salary Finance2019 Women in the Workplace by McKinsey & Company and LeanIn.org2023 Mental Health at Work: Managers and Money by The Workforce Institute at UKG Connect with us on our social media: Instagram and LinkedInJoin our LinkedIn community where we discuss rule-breaking strategies for multicultural women.More from Alisa Manjarrez: Instagram and LinkedInMore from Courtney Copelin:

On this episode of "The Federalist Radio Hour," Elizabeth Grace Matthew, an America's Future Foundation writing fellowship alumna and a Young Voices contributor, joins Federalist Culture Editor Emily Jashinsky to discuss the failures of Sheryl Sandberg's corporate ladder-climbing feminism and examine what it takes for women to thrive both at work and at home.Read "The Failures of Lean-In Feminism" here: https://lawliberty.org/the-failures-of-lean-in-feminism/

Episode 84: Leanin' Into it --- Send in a voice message: https://podcasters.spotify.com/pod/show/dualitea/message

The pandemic changed the workplace, possibly forever. And, in a time when the war for talent is critical, the stakes are even higher. Now in its eighth year, the latest benchmark annual report on "Women in the Workplace" by McKinsey & Company and LeanIn.org finds that we are in the middle of “The Great Breakup.” Women managers are leaving their corporate jobs at the highest rate in years—and at a much higher rate than men. Women executives say they are seeking more flexibility, better opportunities for advancement, and a commitment to diversity and inclusion. Join us to hear from women leaders about what they are seeing firsthand, and why corporations need to prioritize employee well-being to better retain female talent. If companies don't take action, they won't just lose their women leaders; they could risk losing the next generation of women leaders, too. Learn more about your ad choices. Visit megaphone.fm/adchoices

According to the most recent “Women in the Workplace” report from LeanIn.Org and McKinsey, the gap between men and women leaving their jobs is the largest it has been since the report was first published eight years ago.  For every female director who is promoted, two women at the same level of seniority choose to quit. The report states that women are leaving companies that fail to deliver on “the cultural elements of work that are critically important to them.” Culture is our lived experience of work, and for women today, the lived experience of work isn't great. For example, the Women at Work report by Deloitte published this year finds that 10% more women are experiencing; harassment, microaggressions and exclusion at work compared to a year ago. Overall, this is an increase from 51% to 59% of women.  To understand how pervasive toxic cultures are, Charles Sull, cofounder of CultureX and Donald Sull, senior lecturer at the MIT Sloan School of Management and cofounder of CultureX analyzed the language that 3 million U.S. employees used in Glassdoor reviews to describe their employer between 2016 and 2021. What they found is a gender gap in men and women's experiences of toxic workplace cultures. Overall Women spoke more negatively than men about most elements of culture, including work-life balance and collaboration. The largest gap between the genders however, is for toxic culture, which they define as a workplace culture that is disrespectful, no inclusive, unethical, cutthroat, or abusive. On todays episode Charlie Sull joins us on the show to discuss these issues. Even if employees don't quit, employees in toxic environments are more likely to disengage from their work, exert less effort, and bad-mouth their employer to others. Sustained exposure to a toxic culture increases the odds that employees will suffer from anxiety, depression, burnout, and serious physical health issues. Given the impact toxic workplace cultures can have on our mental and emotional wellbeing, it is important we understand how to solve this issue. Here Charlie shares what we can do. Action One: Be nicer to people - dilute the toxic culture. Action Two: Report toxic behaviour to HR, if you witness it or it is happening to you. Action Three:  Take reliable data to senior leadership and keep talking about it to ensure senior management realize that this is a problem and place the item on the agenda of the CEO.  Don't lose your voice.   CultureX

March is officially the start of International Women's Month.    But as our latest episode goes live today — do women really have something to celebrate?  Considering the uphill battle women face in their personal and professional lives? And considering how gender equity in the workplace seems to be backsliding?   In fact, according to LeanIn.Org & McKinsey's 2022 Women in the Workplace Report, for every woman at the director level who gets promoted to the next level, two women directors are choosing to leave their company.   We don't just lose ideas, perspectives and talent when women leaders leave — we also lose our best advocates for equity and inclusion.   With that in mind, Inclusion in Progress takes a look at The Great Breakup, the consequences of women leaving the workforce en masse, and how to keep progress on gender equity moving forward by working to retain women on your teams.   In This Episode: [5:36] What is possible if more legislation were designed with women in mind? [7:16] What are the consequences of women leaving the workforce? [9:06] Why are women leaders demanding more from work? [13:51] How can organization leaders navigate the issue of women leaders leaving the workplace?  [16:30] What are some solutions to support women in leadership positions?  [18:23] How can you keep women leaders on board within your organization?   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress   Download our 2023 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about working with us in 2023. Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Read the full Women in the Workplace report by LeanIn.Org and McKinsey & Company. Check out our discussion on The 3 Hidden Biases of Hybrid Work & How to Avoid Them. Learn how to leave a review for the podcast.   Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.  

For the second year in a row, Women in Chemicals partnered with our sponsor BluePallet to celebrate International Women's Day! Listen as Christine Johnson and Kun Lueck from McKinsey present the findings and a subsequent discussion on the latest Women in the Workplace report. Women in the Workplace is the largest study of women in corporate America. This effort, conducted by McKinsey in partnership with LeanIn.Org, analyzes the representation of women in corporate America, provides an overview of HR policies and programs—including HR leaders' sentiment on the most effective diversity, equity, and inclusion (DEI) practices—and explores the intersectional experiences of different groups of women at work.

I got the idea for this title from a gif I received on Martin Luther King Jr Day from a friend. There was no sound, but the words followed the movement of his mouth. I'm Black and Beautiful, Yes! I'm Black, and I'm Proud of It!She has no idea how that made my entire week, month, AND year. Starting my morning with this gif will carry me throughout the week as I continue to do this work, no matter how challenging or energetically draining it can be.Reading the captions brought to mind a few conversations I have had over the past couple of months with friends and colleagues who experience the world through White bodies. Even though these conversations were similar, the awareness of the individuals was different.Join me inside the episode to see if you can identify yourself on either side, mine or theirs, and what you can do about it if you find yourself in conversations like these in the future.What You Learn:The importance of standing in your Blackness and having the tough conversationsSome topics and responses to the difficult conversations in the workplace and how to navigate thoseInteresting results from a study done in 2021 by LeanIn.Org and McKinsey & CompanyWhere to find me speaking in the upcoming months!Featured on the Show:Click HERE to read LeanIn's 2021 study: Women in the WorkplaceCheck out my newsletter titled “Did You Know” on LinkedIn which covers Leadership and Personal Development Topics for Women, teaching you how to lead confidently and consciously using practical and spiritual concepts.Begin your healing journey by joining the Relationship Architect Academy and find the support you need today!Get on the Waitlist for my upcoming community for healing and supporting my Black and Brown sisters!Reach out to me on our Contact PageLearn more about how you can work directly with meLove the show? Leave a review of the show in Apple Podcasts (click the link to find out how).Follow me on Instagram!Find me on Facebook! As an Executive Coach for Women, Professional Speaker, Corporate Metaphysician™, Author of The 5 Phases of Dating – The Grown-Ass Woman's Guide to Attracting and Maintaining Authentic Relationships, and the Creator of The Happy Executive Woman™…Anita teaches women of color how to heal from past relationships and corporate trauma, increase their confidence and improve their leadership skills.She is a board member of the Women Impact Network and Women In Technology, where she focuses on coordinating and creating professional development training for the members.Anita also coaches White allies on how to...

Women and caregivers continue to feel the effects of the pandemic as unprecedented numbers of women leaders exit the workforce or switch jobs in search of better cultures. The Great Resignation, Quiet Quitting, and Quick Quitting are new phrases to describe how women and caregivers are coping with work and home demands. As we look back on 2022, we remain positive for the year ahead.  Subscribe so you don't miss any episodes!  If you would like to learn more about today's topic: 2022 Workplace in the Women by McKinsey and LeanIn.org Where You Can Find Us Website: www.par-ity.com  Follow us on LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick  Email CathyAndDeborah@par-ity.com with questions or comments  

Women in the Workplace is the largest study on the state of women in corporate America.1 In 2015, LeanIn.Org and McKinsey & Company launched the study to give companies insights and tools to advance gender diversity in the workplace. Between 2015 and 2022, over 810 companies participated in the study, and more than 400,000 people were surveyed on their workplace experiences. This year, we collected information from 333 participating organizations employing more than 12 million people, surveyed more than 40,000 employees, and conducted interviews with women of diverse identities, including women of color, LGBTQ+ women, and women with disabilities. Our 2022 report focuses on how the pandemic has changed what women want from their companies, including the growing importance of opportunity, flexibility, employee well-being, and diversity, equity, and inclusion.Join us as we give you an overview of this report.Source: https://leanin.org/women-in-the-workplace/2022

In this 100th episode of Crina and Kirsten Get to Work, our hosts check in on the annual Women in the Workplace study and report from LeanIn.Org and McKinsey & Company.  Women in the Workplace | McKinsey   This year the study includes information from 333 participating organizations employing more than 12 million people, and surveyed more than 40,000 employees.  The study included women of diverse identities, including women of color, LGBTQ+ women, and women with disabilities.  The pandemic has changed what women want from their companies, including the growing importance of opportunity, flexibility, employee well-being, and diversity, equity, and inclusion.   What runs through all of the findings is women of color, LGBTQ+ women and women with disabilities are significantly more impacted than white women.  This  data point that runs through every finding in the report.   Women are breaking up with their employers in record numbers, particularly when it comes to women in leadership.  More women in management are leaving than can be recruited.  Why?  We know women want more flexibility at work.  The study confirms women leaders carry more of the diversity, equity and inclusion (DEI) at work than men.  It is ironic women leaders do more DEI work, which improves retention and satisfaction for employees, but results in these women leaders being overworked - and in many cases unrecognized.  And let's not forget about the second shift many women carry at home.  Women leaders want a workplace culture that prioritizes employee well-being and DEI.  Finally, women experience less support and more bias in the workplace, which makes the workplace more challenging for women.     For the 8th consecutive year, the “broken rung” at the first step to manager continues to hold women back.  For every 100 men who are promoted into management, only 87 women are promoted, and only 82 women of color are promoted. As a result, men in management outnumber women, and women can never catch up. Fewer women in lower management, means fewer women to promote into senior leadership.   Women in technology industries are underrepresented and struggling.  These women are twice as likely to frequently be the only woman in the room at work - and they face higher levels of bias based on their gender.  Tech roles are among America's fastest-growing and highest-paid job categories.  If women in these roles have negative day-to-day experiences and don't see an equal path to advancement, it could lead to larger gaps in both representation and earnings between women and men overall.   While the workplace for women is similar to the last eight reports from McKinsey and LeanIn.org, this study reports good and bad news.  The good news is women leaders are pushing back and not accepting the status quo.  The bad news is disparities for women of color, LGBTQ+ and differently abled are still significant and we are not making progress for women in leadership or in technology.  There is more work to do - so the podcast continues!   Women in the Workplace | McKinsey

The "Great Resignation" has not affected everyone equally across the American workforce. According to data from Leanin.org, the gap between women and men in senior roles quitting their jobs is the largest it's ever been. Things like burnout and workplace stress have affected women leaders quite a bit since the COVID-19 pandemic began.  Barbie Winterbottom is a Forbes council member, HR and talent acquisition expert and the author of the book The Five Imperatives. She joined the podcast to discuss how women are experiencing the pandemic in the workplace. *** Follow GovExec on Twitter! https://twitter.com/govexec

This week, we sit down with Rachel Thomas, Co-founder and CEO of LeanIn.Org and OptionB.Org, and Alexis Krivkovich, Senior Partner at McKinsey & Company, to discuss the 2022 edition of McKinsey and LeanIn.Org's Women in the Workplace report, including why women leave the workforce, how to retain better representation and leadership, and the ups and downs of hybrid work and flexibility.

This week, we sit down with Rachel Thomas and Alexis Krivkovich to discuss the 2022 edition of McKinsey and LeanIn.Org's Women in the Workplace report, including why women leave the workforce, how to retain better representation and leadership, and the ups and downs of hybrid work and flexibility.

On this episode I am joined by Julie Lythcott-Haims. She is the New York Times bestselling author of How to Raise an Adult which gave rise to a popular TED Talk. Her second book is the critically-acclaimed and award-winning prose poetry memoir Real American, which illustrates her experience as a Black and biracial person in white spaces. Her third book, Your Turn: How to Be an Adult, has been called a “groundbreakingly frank” guide to adulthood. TED has turned her book into a TED Course that is available now.Julie holds degrees from Stanford, Harvard Law, and California College of the Arts. She currently serves on the boards of Black Women's Health Imperative, Narrative Magazine, and on the Board of Trustees at California College of the Arts. She serves on the advisory boards of LeanIn.Org, Sir Ken Robinson Foundation and Baldwin For the Arts. She lives in the San Francisco Bay Area with her partner of over thirty years, their itinerant young adults, and her mother.On this episode we discuss adulting and why it is so challenging for some of us. We discuss helicopter parenting and how it has led young people to not feel as capable as they head into their adult years. We discuss her TED course and newest book, as well as her hotline that gives space to people to anonymously reach out to ask her questions about anything. Julie Lythcott-Haims (julielythcotthaims.com)Julie Lythcott-Haims | FacebookJulie Lythcott-Haims (@jlythcotthaims) • Instagram photos and videosJulie Lythcott-Haims | Speaker | TEDAshley (@filledupcup_) • Instagram photos and videos Filled Up Cup - Unconventional Self Care for Modern WomenSOLD On The DreamWhat's a life selling real estate really like? This humorous guide tells it, as it is!Listen on: Apple Podcasts Spotify

For this final episode of the season, I talk to Julie Lythcott-Haims, who is asking the question “what does it mean to grow up?” For her, it's about lovingly letting go of your past burdens so that you can be true to yourself – while not trampling on anybody else. Our conversation flows naturally from topic to topic as we learn about how learning mindfulness took her from being a lawyer and dean of a university to becoming a New York Times bestselling author, speaker, and activist focused on helping humans find their true north. Later, we bring these themes into a discussion of inclusion, identity, and intergenerational healing. Julie shares about growing up as a Black and biracial person with a white mother, healing her past to be the parent she wants to be, and widening her scope to community engagement after isolation during COVID 19. --- Julie Lythcott-Haims believes in humans and is deeply interested in what gets in our way. Her work encompasses writing, speaking, teaching, mentoring, and activism. She is the New York Times bestselling author of https://www.julielythcotthaims.com/how-to-raise-an-adult (How to Raise an Adult) which gave rise to a popular https://www.julielythcotthaims.com/speaking (TED Talk). Her second book is the critically-acclaimed and award-winning prose poetry memoir https://www.julielythcotthaims.com/real-american (Real American), which illustrates her experience as a Black and biracial person in white spaces. Her third book, https://www.julielythcotthaims.com/your-turn (Your Turn: How to Be an Adult), has been called a “groundbreakingly frank” guide to adulthood. Julie holds degrees from Stanford, Harvard Law, and California College of the Arts. She currently serves on the boards of Black Women's Health Imperative, Narrative Magazine, and on the Board of Trustees at California College of the Arts. She serves on the advisory boards of LeanIn, Sir Ken Robinson Foundation and Baldwin For the Arts. She lives in the San Francisco Bay Area with her partner of over thirty years, their itinerant young adults, and her mother. Learn more and follow Julie at https://my.captivate.fm/julielythcotthaims.com (julielythcotthaims.com). Julie is currently running for office with Palo Alto City Council, support her campaign at https://www.julieforpaloalto.com/ (julieforpaloalto.com). --- If you enjoyed this episode and want to dive in deeper, consider joining one of Rebecca's online offerings to deepen your relational skills and expand your Self care. Learn more at https://connectfulness.com/offerings (connectfulness.com/offerings) Also, please check out our short form weekly https://whydoesmypartner.captivate.fm/ (WHY DOES MY PARTNER) sister podcast. This podcast is not a substitute for counseling with a licensed provider.  

Have you ever had a big miss when it comes to science communication? I'm pretty sure we all have and the recent pandemic has given us some striking examples. Join us and Panagiota Pimenidou as we discuss what happens when we miss the mark with science communication and specific strategies that can have you hitting a homerun every time because now more than ever effective scientific communication is a must. Panagiota Pimenidou is a chemical engineer with 15 years of experience in international academia, including two tenured positions as an assistant professor in hydrogen safety and chemical engineering in the UK. She is an advocate of communicating scientific innovation directly from the creators, and mentoring doctorates to affect innovation meaningfully and positively influence society. She is the founder and hostess of the Global Greek Influence podcast, the creator of the LeanIn circle “Women in STEM research”, and ambassador for Greece of STEPs for Europe. You can connect to Panagiota through Twitter and LinkedIn. Support WIB x WISEcast here → Paypal. WISEcast is currently featured as one of the top 10 podcasts from the 60 Best Women in STEM Podcasts by Feedspot! Check out The Wisest Children on YouTube and see how our young scientist proteges are making science accessible and fun through some STEM activities for kids! You can connect with us on: Instagram, Facebook, Twitter, YouTube, LinkedIn or by email at communityengagement@thewisestwomen.com. Episode Resources: https://scicomm.plos.org/2022/05/23/from-litter-boxes-to-covid-19-how-one-scientist-strives-to-educate-the-public-on-scientific-matters-affecting-their-daily-lives/ https://scicomm.plos.org/about-this-blog/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/thewisestwomen/message

The Buzz 1: Women in technical roles are less likely than men to win promotions early in their careers, and many are exiting the field. Only 86 women are promoted to manager for every 100 men at the same level…in technical roles, only 52 women per 100 men. Diversity is crucial to help de-bias the technologies in our modern life. [McKinsey's Women in the Workplace 2021 report, coauthored with LeanIn.org] The Buzz 2: The label 'woman in tech' seems redundant…how many women would refer to themselves as ‘a female engineer' or ‘the company's female CTO'? However, there still exists a disparity in the pay scales and ability to climb the career ladder between men and women in the technology sector. [codemotion.com] The Buzz 3: At current rates, it will take 100 years for women in technical and non-technical roles to reach parity with men at the C-level [Anita Borg Institute, ‘Advancing Women Technologists into Positions of Leadership'. [content.techgig.com] We'll ask Lisa Dalesandro DiChristofer, Kylie Woods, Debbie Scott and Lori Rosano for their take on The Future of Women in Tech Careers: Should I Stay or Should I Go?

The Buzz 1: Women in technical roles are less likely than men to win promotions early in their careers, and many are exiting the field. Only 86 women are promoted to manager for every 100 men at the same level…in technical roles, only 52 women per 100 men. Diversity is crucial to help de-bias the technologies in our modern life. [McKinsey's Women in the Workplace 2021 report, coauthored with LeanIn.org] The Buzz 2: The label 'woman in tech' seems redundant…how many women would refer to themselves as ‘a female engineer' or ‘the company's female CTO'? However, there still exists a disparity in the pay scales and ability to climb the career ladder between men and women in the technology sector. [codemotion.com] The Buzz 3: At current rates, it will take 100 years for women in technical and non-technical roles to reach parity with men at the C-level [Anita Borg Institute, ‘Advancing Women Technologists into Positions of Leadership'. [content.techgig.com] We'll ask Lisa Dalesandro DiChristofer, Kylie Woods, Debbie Scott and Lori Rosano for their take on The Future of Women in Tech Careers: Should I Stay or Should I Go?

The Buzz 1: Women in technical roles are less likely than men to win promotions early in their careers, and many are exiting the field. Only 86 women are promoted to manager for every 100 men at the same level…in technical roles, only 52 women per 100 men. Diversity is crucial to help de-bias the technologies in our modern life. [McKinsey's Women in the Workplace 2021 report, coauthored with LeanIn.org] The Buzz 2: The label 'woman in tech' seems redundant…how many women would refer to themselves as ‘a female engineer' or ‘the company's female CTO'? However, there still exists a disparity in the pay scales and ability to climb the career ladder between men and women in the technology sector. [codemotion.com] The Buzz 3: At current rates, it will take 100 years for women in technical and non-technical roles to reach parity with men at the C-level [Anita Borg Institute, ‘Advancing Women Technologists into Positions of Leadership'. [content.techgig.com] We'll ask Lisa Dalesandro DiChristofer, Kylie Woods, Debbie Scott and Lori Rosano for their take on The Future of Women in Tech Careers: Should I Stay or Should I Go?