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2 episodes with workplace equality
2 episodes with workplace equality
2 episodes with workplace equality
2 episodes with workplace equality
2 episodes with workplace equality
In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter explore the classic movie 9 to 5 and its critique of workplace inequities. Joined by wage and hour reporter Daniela Porat from Law360, they share insights on the evolution of wage and hour laws, pay transparency, salary history bans, and the ongoing fight for gender equality in the workplace. Tune in for a thought-provoking discussion on workplace equality and practical tips to help employers comply and keep up with the ever-changing legal landscape in this area.
Send us a textIn this empowering episode of Marketing in the Madness, Katie Street dives into a crucial conversation with Mar Duermeijer about female leadership, workplace equality, and the dynamics of creating inclusive environments. Together, they unpack the challenges, opportunities, and transformative lessons for women striving for leadership roles in traditionally male-dominated industries like technology and media.With Mar's diverse career in psychology, content creation, and advertising technology, this episode offers invaluable insights into how individuals can navigate their careers, speak up for themselves and others, and build a supportive culture for growth and innovation. Whether you're a woman aiming for leadership or an ally looking to drive positive change, this episode delivers actionable advice to break barriers and redefine leadership.What You'll Learn in This EpisodeThe importance of speaking up and building a network of sponsors to advance your career.How societal conditioning impacts leadership styles and workplace dynamics.The difference between being a "boss" and a "leader" and why empathy matters.Why creating a safe and inclusive environment benefits everyone.Strategies for challenging workplace norms and fostering collaboration.Key TakeawaysSponsors, Not Just Mentors: Having sponsors who advocate for your growth is essential for career progression.The Power of Speaking Up: Whether for yourself or others, voicing concerns and standing against inequality is a catalyst for change.Leadership vs. Bossing: True leaders empower their teams, foster innovation, and create trust, while "bossing" stifles creativity and growth.Tackling Workplace Harassment: Changing the culture requires education, allyship, and individuals willing to stand against injustice.Breaking Social Conditioning: Gender roles and stereotypes influence how leadership is perceived—changing these norms starts with how we raise and empower the next generation.In this episode you will hear discuss regarding Women in Leadership, Female Leaders, Workplace Equality, Breaking Gender Barriers, Empowering Women at Work, Inclusive Leadership, Speaking Up for Change, Empathy in Leadership, Workplace Harassment Solutions, Career Progression Strategies, Building Inclusive Workplaces, Leadership vs. Bossing, Mentorship vs. Sponsorship, Social Conditioning in Leadership, Supporting Women at WorkConnect with Katie Street:https://www.linkedin.com/in/katiestreet/https://www.instagram.com/streetmate/ Follow Street Agency:https://street.agency/https://www.instagram.com/street.agency/https://www.linkedin.com/company/streetagency/
This episode originally aired on Sept. 23, 2024. Veteran journalist Connie Chung originally wanted to tell her story through stand-up, but her husband — veteran daytime talk host Maury Povich — convinced her to write a memoir. We’re still hoping for that stand-up, Connie! In her memoir “Connie,” she describes her career as an Asian American woman in a white male-centered industry, and provides a behind-the-scenes look at some of her career-defining reporting. Connie joins the Bright Side to discuss her new memoir and why everyone needs a mentor or a Maury.See omnystudio.com/listener for privacy information.
In this final episode of the season, Isabel discusses how to normalise the conversation, not the suffering, around menopause with Dr Cecilia Caetano, Vice President, Head, Global Medical Affairs, Women's Health, Bayer. Menopause affects over 50% of the world's population, but its symptoms and effects are often misunderstood or ignored. Find out how industry can help by equipping not only HCPs but also women with the knowledge and awareness to manage menopause on an individual level, debunking the myths and prejudices surrounding the topic and much more.
So much of the advice we get on negotiation is about acting a certain way or adopting a particular posture. Negotiation expert and Wharton School professor Mori Taheripour offers actionable advice on how to close the deal — while staying true to your authentic self. She shares her insights on why women often struggle with self-advocacy in negotiations, offering practical tools to boost confidence and reclaim power at the bargaining table. Plus, she reveals her own pre-negotiation pep talk and the ultimate hype song! See omnystudio.com/listener for privacy information.
Three in four workers in Ireland (74%) say there is an issue with discrimination in their workplace, a new survey by Matrix Recruitment has found. Of those, one-third (33%) have personally experienced discrimination, and a quarter (27%) have witnessed and experienced discrimination at work. The recruitment company published the first part of its annual Workplace Equality Report today, highlighting the more than half of workers in Ireland (57%) who say that their career progression has been hindered by discrimination and three in four (77%) have left or considered leaving a job because of this issue. According to 36% of respondents, gender discrimination is the most common form of workplace discrimination (up from 25% in 2023). This was followed closely by pay and age discrimination (33% each) and ethnic discrimination (25%). Speaking about the survey results, Rena Weld, Recruitment Manager at Matrix Recruitment, said: "It is clear from our survey findings that discrimination remains a significant issue in Irish workplaces. It's alarming to see how many people have either experienced or witnessed it firsthand, and that so many careers have been affected. Employers need to understand that they have a fundamental responsibility to address these kinds of issues in the workplace. The fact that nearly all respondents (97%) say employers should actively provide support speaks volumes. It's time for workplaces to take real, decisive action to ensure equality and fairness for all staff." Rise in Far-Right Sentiment at Work Worryingly, one in four (25%) people surveyed say there has been a recent rise in far-right sentiment or behaviour in their workplace. When asked in what way this 'far right' sentiment manifested: 63% reported a marked increase in discriminatory remarks or jokes at work Half responded that colleagues were minimising or dismissing verified facts related to discrimination of minority groups One in two (48%) said that they noticed colleagues spreading misinformation, disinformation and/or conspiracy theories and More than one third said that colleagues were openly opposing diversity and inclusion initiatives in the workplace Greater Opportunities for Men? Over a third of workers (37%) said they knew a colleague of the opposite sex and with the same role/responsibility who is being paid more than them. Of those, 41% were women (versus 18% of men). When asked if they feel there is a 'glass ceiling' for women in the workplace in Ireland, ie. a barrier preventing women from advancing their career, almost three in four workers (72%) responded that there is. However, of those, more than a third (37%) say that things are improving slowly. In relation to promotional opportunities, almost two-thirds of respondents (62%) agree that men have greater opportunities, while more than a third (35%) say that there are equal opportunities between the sexes. Age Discrimination When it came to age discrimination, the Matrix Workplace Equality Report highlighted the almost three in four (71%) respondents who say that Ireland has an issue with ageism in the workplace, down slightly on last year's results (78%, 2023). The same number (71%) say that people over 50 have fewer promotional opportunities compared to younger colleagues. Despite this, the vast majority of people (96%) agree that workers aged over 50 have as much to contribute to the workplace as those under 40. Years of experience, mentorship, loyalty and reliability were all key attributes that those over 50 contribute to the workplace, according to respondents. Of the minority who said that over 50s don't have as much to contribute to the workplace: More than half (58%) responded that older people are not as up to speed with technology compared to younger workers, which is a year-on-year rise (43% in 2023 and 36% in 2022). 48% said that younger people have more energy to bring to a job 44% responded that older people are stuck in their ways and Almost one in three (30%) said th...
Send us a textIn this compelling episode of Living the Dream with Curveball, host Curveball is joined by Toby Mildon, a certified executive coach and diversity and inclusion expert. Diagnosed with spinal muscular atrophy, Toby has faced various forms of discrimination, which fueled his passion for creating inclusive environments in both the business world and everyday life.Toby shares his journey from working in IT project management to becoming a diversity and inclusion manager at prominent organizations like the BBC and Deloitte. Learn about his personal experiences with prejudice and exclusion, and how inclusive managers helped him thrive. Toby also discusses the significant advancements in treatments for spinal muscular atrophy and how they are changing lives.Dive deep into the benefits of diversity and inclusion for brand innovation and productivity, and discover Toby's frameworks for implementing effective diversity and inclusion strategies in the workplace. Toby also talks about his books, "Inclusive Growth" and "Building Inclusivity," which offer invaluable insights and practical steps for fostering inclusive cultures.Don't miss Toby's advice for leaders looking to champion diversity and inclusion in their organizations, and hear about the exciting projects he's working on, including AI-driven tools for analyzing diversity data.If you would like to be a podcast guest please sign up at podmatch.com
On the April 22nd, 2024 episode of Liberal Dan Radio, we discuss Muldrow vs St. Louis, a shocking SCOTUS ruling and also talk about being too healthy as a fat person to get help for your size.. And, as always, if time allows, we will do some response videos as well.Tune in live at 8PM Central on Liberal Dan Radio, Talk From The Left, That's Right. Help me, as NerdyDanDotCom by downloading this game and playing it for a few days. Get your base to level 5, do a rally, and get a 5 star hero. (Paying $5 for the hero can net me $35). Listening live? You can also watch Twitch! You can comment on the show thread at liberaldan.com, on the Liberal Dan Radio Facebook page, and @liberaldanradio on Twitter. Also, check out the Liberal Dan Radio Minicast. You can become a Liberal Dan Radio Patreon. If you don't feel like a subscription, you can also Buy Me A Cider. “Hypocrite of the Week” – Music: If I Had a Chicken – Kevin MacLeod
Listen to this clip from The Heidi Harris Show where Heidi discusses a employee for the city of St Louis winning a major workplace equality lawsuit.
In this episode of Label Free Podcast, host Deanna Radulescu interviews Kristine Cherek, a former corporate attorney, law professor, and author of "Tread Loudly: Call Out the Bullshit and Fight for Equality in the Workplace." Kristine shares her background in the legal field and her journey towards advocating for workplace equality.Kristine discusses her experiences as a woman in male-dominated workplaces and the challenges she faced in her career. She highlights the importance of speaking up and being bold in the face of adversity.The conversation delves into the societal labels placed on women, the struggles they face in the workplace, and the need to embrace one's uniqueness and authenticity. Kristine emphasizes the message of her book, encouraging individuals to be true to themselves and not conform to societal expectations.The episode concludes with Kristine sharing where listeners can connect with her on her website (https://kristinecherek.com/), social media, purchase her book, and support indie bookstores through platforms like bookshop.org. The host, Deanna, commends Kristine for being a voice for women and empowering them to stand in their truth and use their voices.Are you ready to experience a new level of wellness? Look no further than doTERRA, the leading provider of high-quality essential oils. Join me, your host Deanna Radulescu, as I share an exciting partnership with doTERRA on the Label Free Podcast.Discover the power of nature's remedies with doTERRA's exceptional range of essential oils. From the invigorating Sweet Orange, perfect for consumption, to the refreshing and germ-fighting toothpaste, doTERRA has you covered. Experience the natural whitening and deep cleansing properties that will leave your mouth feeling fresh and revitalized.But that's not all! doTERRA offers a wide range of supplements designed to support your overall vitality. The Lifelong Vitality Pack is a must-try, packed with high-quality ingredients that will nourish your body from within. And for those seeking the ultimate anti-aging solution, look no further than the collagen and NMN combination. This dynamic duo is a game-changer, helping you maintain youthful skin elasticity, luscious hair, and strong nails.Ready to elevate your wellness journey? Click the link below to sign up and explore the world of doTERRA. Take advantage of our specially curated bundles, including the toothpaste, cleaning products, and more. Experience the transformative power of high-quality essential oils and unlock a healthier, happier you.Join the doTERRA revolution today and discover the true potential of nature'shttps://doterra.me/9BpKXkhttps://doterra.me/by9rqQAs always thank you for the support, to contact me directly follow the link below:https://www.labelfreepodcast.com Stay Healthy, Stay Ready- Deanna Marie Radulescu
In this episode of Label Free Podcast, host Deanna Radulescu interviews Kristine Cherek, a former corporate attorney, law professor, and author of "Tread Loudly: Call Out the Bullshit and Fight for Equality in the Workplace." Kristine shares her background in the legal field and her journey towards advocating for workplace equality.Kristine discusses her experiences as a woman in male-dominated workplaces and the challenges she faced in her career. She highlights the importance of speaking up and being bold in the face of adversity.The conversation delves into the societal labels placed on women, the struggles they face in the workplace, and the need to embrace one's uniqueness and authenticity. Kristine emphasizes the message of her book, encouraging individuals to be true to themselves and not conform to societal expectations.The episode concludes with Kristine sharing where listeners can connect with her on her website (https://kristinecherek.com/), social media, purchase her book, and support indie bookstores through platforms like bookshop.org. The host, Deanna, commends Kristine for being a voice for women and empowering them to stand in their truth and use their voices.Are you ready to experience a new level of wellness? Look no further than doTERRA, the leading provider of high-quality essential oils. Join me, your host Deanna Radulescu, as I share an exciting partnership with doTERRA on the Label Free Podcast.Discover the power of nature's remedies with doTERRA's exceptional range of essential oils. From the invigorating Sweet Orange, perfect for consumption, to the refreshing and germ-fighting toothpaste, doTERRA has you covered. Experience the natural whitening and deep cleansing properties that will leave your mouth feeling fresh and revitalized.But that's not all! doTERRA offers a wide range of supplements designed to support your overall vitality. The Lifelong Vitality Pack is a must-try, packed with high-quality ingredients that will nourish your body from within. And for those seeking the ultimate anti-aging solution, look no further than the collagen and NMN combination. This dynamic duo is a game-changer, helping you maintain youthful skin elasticity, luscious hair, and strong nails.Ready to elevate your wellness journey? Click the link below to sign up and explore the world of doTERRA. Take advantage of our specially curated bundles, including the toothpaste, cleaning products, and more. Experience the transformative power of high-quality essential oils and unlock a healthier, happier you.Join the doTERRA revolution today and discover the true potential of nature'shttps://doterra.me/9BpKXkhttps://doterra.me/by9rqQAs always thank you for the support, to contact me directly follow the link below:https://www.labelfreepodcast.com Stay Healthy, Stay Ready- Deanna Marie Radulescu
Join Jess and Bec for another fabulous Friday as they catch up with the incredible Hannah Ferguson - the founder and CEO of Cheek Media Co! The gals share your money wins and losses, plus a broke tip or two. AND this week a few spicy ones for your day; Firstly a Money Dilemma about being stuck in a workplace that promotes men over women. Plus you D.Md us this week about what to do when you find out your sister makes her money on OnlyFans. What's the line between your duty of care, and crossing a boundary? The gals have thoughts and feelings on this one, tune in to find out! Some useful links:Workplace Gender Equality AgencyFind Hannah on instagram See omnystudio.com/listener for privacy information.
In this episode of Fairygodboss Radio, Kumud Bika, VP at The Muse, sits down with Julie Grzeda, Director of Early Career Talent at GE Aerospace. Starting as a chemistry major, Julie found her true calling in human resources during an internship at GE in the '90s, marking the beginning of her impactful tenure. From her early days on the shop floor to leading change in early career development, she shares insights on the power of continuous learning and building meaningful relationships. Hear Julie's candid stories about navigating dual careers, relocating to different geographies, and finding balance between work and life's rubber vs. crystal balls. Fairygodboss is proud to partner with GE Aerospace. Find a job there today!
The International Women's Day 2024 theme is to 'Invest in Women: Accelerate Progress'. Tune into this Health Shots InFocus podcast with Radhika Bhirani to hear a monologue on what investments can go a long way in empowering women and building a better future.
In this episode, we delve into the persistent challenges faced by women in the workplace as they strive for equal opportunities and advancement. Despite progress towards gender equality, unconscious biases continue to hinder women's career growth, contributing to the existence of the glass ceiling. Through personal anecdotes and insightful analysis, we explore the impact of societal norms, leadership models, and systemic barriers on women's professional development. From discussing strategies to challenge biases and redefine leadership to highlighting the importance of fostering inclusivity and diversity, this episode uncovers the complexities of achieving true gender balance in today's workplaces. Join us as we navigate through the obstacles and opportunities on the path towards breaking through the barriers and fostering a more equitable and inclusive work environment for all. Get in touch with us at the Forgive and Thrive podcast: For feedbacks and comments on the Forgive and Thrive podcast, send us an email at forgiveandthrive@gmail.com using #feedback in the subject line. If you want to share your story on the Forgive and Thrive podcast, send us an email at forgiveandthrive@gmail.com using #story in the subject line. We'd appreciate your review on Apple podcast: https://podcasts.apple.com/gb/podcast/forgive-and-thrive/id1567444243 Follow the FnT podcast on social media: Instagram: https://www.instagram.com/forgiveandthrive/ Facebook: https://www.facebook.com/forgiveandthrive/ LinkedIn: https://www.linkedin.com/in/forgiveandthrive/ YouTube: https://www.youtube.com/@forgiveandthrive Music by Caffeine_Creek_Band from Pixabay. --- Send in a voice message: https://podcasters.spotify.com/pod/show/forgiveandthrive/message
Reflecting on the iconic "Nine to Five" documentary resonates deeply with us, as it does with so many who've witnessed the seismic shifts in women's roles throughout history. In our latest episode, the three of us – Marlena, Jamie, and Christy – celebrate Women's History Month by weaving personal family tales into a broader narrative of women's long march towards workplace equality. We laugh, we lament, and we honor the daring steps taken by women who came before us, sharing a heartfelt tribute to those who fought tenaciously for the rights and opportunities we often take for granted today.The professional landscape for women has been a battlefield of both triumph and trial, and this episode doesn't shy away from the gritty details. From my mother's breakthrough from the automotive grind to the tech wave, to the stories of our own professional endeavors in administration and law, we lay bare the stark realities of the past and present. We stitch together the heritage of women's suffrage, the unfinished symphony of the Equal Rights Amendment, and the personal choices that define the modern woman. It's a candid look at where we've come from and the ongoing struggle for a world where one's gender doesn't dictate their professional destiny.We wrap up our discussion with a laser-focused look at the stubborn issues of gender pay disparity and the perpetual fight against workplace discrimination. Echoing through our conversation are stories of resilience in the face of inequality – a patchwork of voices from women, the LGBTQ community, and people of color. We scrutinize the slow crawl of progress, acknowledging the strides made and the mountains yet to climb. Our episode is not just a conversation but a clarion call to listeners to join the pursuit of an equitable future, as we celebrate the courage and grit that continue to push society forward.Medical Disclaimer Have questions or comments for A Witch, A Mystic & A Feminist? Send us a message at https://www.wmfpod.com/contact/. Also you can subscribe to receive updates at https://www.wmfpod.com.
Meet Nolita Lewis, an executive leader with over 22 years of experience at GE. From being a first-generation college graduate with a fascination for planes to becoming a pioneer in the aerospace industry, she reflects on the challenges along the way and shares how her dedication and fearlessness have helped her break barriers and succeed in a field traditionally dominated by men. Hear about Nolita's experience of being the only woman in the room and what has motivated her to stay at GE for more than two decades. She also provides practical advice on building a network and the importance of intentional self-care. Tune in to learn more about Nolita's remarkable story and gain insights into building a successful career in STEM. Nolita Lewis is currently the executive leader of the Materials Behavior and Operations department in Engineering Material Systems at GE Aerospace. Her passion for Aerospace, engineering and math bought her to GE and has kept her here for 20+ years. She is a first-generation college study born in Atlanta, Georgia. She has been married for 16 years and has two children. In the office, she is a proud member of the African American Forum, GE Women's Network and serves as an ally for the GLBTA Alliance & Veterans Network. Fairygodboss is proud to partner with GE Aerospace. Find a job there today!
Listen to this episode of Fairygodboss Radio to discover Maureen Connolly's inspiring journey at PepsiCo, from her start as an intern to her current role as the eCommerce Sales Manager for Walmart.com. Maureen shares insights into the people and empowering culture at PepsiCo, emphasizing the company's dedication to developing female talent. She also discusses the importance of building a network, the value of showing empathy, and the impact of vulnerability in professional and personal relationships. Tune in for valuable advice on leveraging the people around you and embracing challenges to fuel your growth. Fairygodboss is proud to partner with PepsiCo. Find a job there today! PepsiCo is an Equal Opportunity Employer: Female/Minority/Protected Veteran/Disability/Sexual Orientation/Gender Identity
In this episode of Fairygodboss Radio, we chat with Heidi Herbrand, the Vice President of Talent Acquisition at GE Aerospace, about her impressive 30-year journey in the world of HR and recruiting. When asked how she got to where she is today, she responded that her success could be attributed to three key factors: 1) her natural curiosity and love for challenges, 2) her focus on the work rather than titles, and 3) her proactiveness in raising her hand for new responsibilities. Throughout the episode, Heidi emphasizes the importance of being intentional and focusing on the positive aspects of life and work. She shares her personal strategies for finding balance, including calendaring everything and reflecting on the week to curate more of the good things. For those interested in a career at GE Aerospace, Heidi also highlights current job opportunities and the groundbreaking work being done at the company. Heidi is a true servant leader in Talent Acquisition with over 30 years of cross functional recruiting, HR and entrepreneurial experience. She is an authentic leader who is passionate about connecting top talent to great work and bringing an aspect of fun into her team culture. Heidi likes to build things. Throughout her career, she has built great teams and great organizations though consistent leadership and leveraging her strong business acumen to create innovative solutions. She consistently pushes past traditional boundaries and has been instrumental in evolving teams and driving strategies to achieve excellence. Fairygodboss is proud to partner with GE Aerospace. Find a job there today!
When people talk about gender bias and sexism, what comes to mind? Are you clear about when gender bias happens to you and around you? Or does it feel so common it's hard to discern?The mixed messages about how to respond to gender bias and sexism keep us flailing, even when there are efforts to make meaningful change. We need to make these changes at all levels of leadership and as long the burden to make the changes continues to be on those who have been harmed, nothing will change.When we gather collectively, we are a force. And yet, internalized misogyny gets in the way. Until we see how gender bias impacts us all, we will continue to turn on each other, whether directly or by supporting those with counter interests to our own.Today's guest offers us language and a framework to help address gender bias through tangible practices and language to help us understand the many nuances and complexities around identifying gender bias–in ourselves and others–and how we can make actionable change.Amy Diehl, PhD, is an award-winning information technology leader, currently serving as Chief Information Officer at Wilson College in Pennsylvania and is a gender equity researcher and author of the new book Glass Walls: Shattering the Six Gender Bias Barriers Still Holding Women Back at Work. She has also written numerous scholarly journal articles and book chapters. Her writing has appeared in Harvard Business Review, Fast Company, and Ms. Magazine. She is also a sought-after speaker, consultant, and lawsuit expert witness.Listen to the full episode to hear: Defining gender bias and the six primary barriers that impact women in the workplace, regardless of industry How researching gender bias in the workplace has helped Amy make sense of her own experiences How gender bias impacts all women, even if they don't recognize it as such How the sub-barriers of acquiescence cause women to individualize systemic problems Why leaders need to take responsibility for the cultural norms in their work environments Two kinds of hostility that women enact towards each other What a truly supportive and inclusive workplace could look like Learn more about Amy Diehl, PhD: Website Twitter: @amydiehl Instagram: @amydiehlphd Connect with Amy on LinkedIn Glass Walls: Shattering the Six Gender Bias Barriers Still Holding Women Back at Work Learn more about Rebecca: rebeccaching.com Work With Rebecca Sign up for the weekly Unburdened Leader Email Resources: Prey Tell: Why We Silence Women Who Tell the Truth and How Everyone Can Speak Up, Tiffany Bluhm Good for a Girl: A Woman Running in a Man's World, Lauren Fleshman Choosing to Run,Des Linden and Bonnie D. Ford The Longest Race: Inside the Secret World of Abuse, Doping, and Deception on Nike's Elite Running Team, Kara Goucher and Mary Pilon Dirty Dancing
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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In this episode of Fairygodboss Radio, we sit down with tech leaders at PepsiCo, Angelica Arceneaux, Senior Director of Information Technology, and Martha Roos, SVP of Digital Product Management. With over 32 combined years of experience at the company, these two friends share their insights on how to advance in the tech industry, why PepsiCo is an exceptional place for women to work, and how to navigate challenges and thrive as a woman in technology. Tune in and discover how these two trailblazing leaders are changing the game in tech and paving the way for future generations of women in the industry. [Recorded on February 2, 2023] Fairygodboss is proud to partner with PepsiCo. Find a job there today! PepsiCo is an Equal Opportunity Employer: Female/Minority/Protected Veteran/Disability/Sexual Orientation/Gender Identity
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When it comes to Black Women in the workplace, there's always been a strong focus on achieving equality but to me achieving equity is more important. In this episode, I'm sharing what I see as the difference between equity and equality and how Black women can take control of addressing this imbalance at work. ---------------------------------------------------------- Download my free "5 Secrets Black Women Need To Know About Career Change After 40" guide here: https://janicesutherland.ck.page/5secretsblackwomenneedtoknow ---------------------------------------------------------- Did you enjoy this video? “Subscribe” to my weekly Monday Morning Motivation Message + Career design strategy, stories to inspire, events & programs for Mid-career Black women & access to information I only share with subscribers - direct to your inbox to support & guide your journey a fabulous midlife - https://janicesutherland.ck.page/newsletter ---------------------------------------------------------- Learn more about the Reinvention BluePrint for Women of Color program here: https://calendly.com/janicesutherland/reinventionblueprint ____________________________________ FIND ME ON: Official Website | https://www.janicesutherland.com Facebook | https://www.facebook.com/iamjanicesutherland LinkedIn | https://www.linkedin.com/in/iamjanicesutherland Twitter | https://www.twitter.com/This_Woman_Can YouTube Channel | https://www.youtube.com/@thiswomancan Janice Sutherland helps frustrated, #mid-career, professional women of color re-align their careers while staying true to their values and personal and professional priorities. #thiswomancan #careertransition #careerpivot
In this bonus episode, Graham discusses improving diversity and inclusion within businesses. Business leaders often find this topic sensitive or challenging or may be scared of making a mistake, but legal compliance requires leaders to get this right. If you are looking for clarity on this important subject then this is a must-listen. Duration: 20 min 55 secWebsite: www.theexecutivemindset.co.ukEmail: theexecutivemindset@sagegreen.comFollow us:LinkedIn: @TheExecutive MindsetFacebook: @ExecutiveMindsetCoachingTwitter: @TheExecMindSee our website for privacy policy theexecutivemindset.co.uk/privacy-policy
Learn the key takeaways from the EEOC hearing on Navigating Employment Discrimination in AI and Automated Systems and additional workplace AI developments. Joining Nita Beecher are former Vice Chair of EEOC, Leslie Silverman, to discuss the hearing, and Savanna Shuntich, who explains what employers are facing under the new NYC AI law, as well as the recommendations of The Institute for Workplace Equality's AI Technical Advisory Committee.Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/
In this episode of Fairygodboss Radio, Publicis Sapient's Vice President of Product Management, Anne Phelan, shares stories and advice learned over her 20-year career. Born and raised in the U.K. as one of eight siblings, Anne broke the mold of what a woman “should” do by venturing into business. Having worked in technology-focused industries that are traditionally male-dominated, Anne talks about the challenges she has faced finding her place and feeling imposter syndrome – plus the critical technique her career coach taught her to overcome it. Listen to the full episode to learn more about how Anne has navigated being a successful working parent and product leader – especially with the support of Publicis Sapient. [Recorded on October 26, 2022] Anne is a VP Product Manager for Publicis Sapient, International Product Lead for Retail & Consumer Products and EMEA Product Management Lead. Anne has 20+ years experience of helping companies to succeed in their ambitions of Digital Transformation, from creating strategies through to delivery and understanding what is needed to be successful for the future. People growth, inclusivity, equity and diversity are paramount to Anne to ensure that the same opportunities are available to all. Outside of her career Anne is a mum to 2 young children and has spent the last 4 years navigating what it means to be a successful working parent, and everything that entails. Fairygodboss is proud to partner with Publicis Sapient. Find a job there today!
Cindy Esliger talks about transformation and empowerment in this episode. She refers to the inner wisdom we all possess that already knows what to do if we're only willing to tap into it. Are we ready to start playing big to work at living up to our full potential? Cindy shares from her own career journey and struggles; detailing how she never did find the mentor she desired, forcing her to rely more fully on her inner sage, and the real barriers she came up against in her industry. Her experiences led her to understand the external forces at work against women in their career path, but also illuminated how women can reframe their own power to greater effect. Her insight is enlightening. What do you want from your career? What's stopping you from getting there? Why aren't you playing big? These are the questions Cindy posits and she shares advice for addressing the questions and finding answers. One of the answers may be coaching: find out exactly how to start reaching your full potential and maybe decide if coaching can help you get there.Resources discussed in this episode:Guide for What Is Your WhyAstronomic Audio—Contact Cindy Esliger - Career Confidence Coaching: website | instagram | facebook | linkedin | email
Three in four workers in Ireland have experienced workplace discrimination that's according to the 2022 Workplace Equality Survey. Breda Dooley from Matrix Recruitment, outlined the findings in this report.
The mission of the WiSTEM2D (Women in Science, Technology, Engineering, Math, Manufacturing, and Design) Professional Pillar at Johnson & Johnson is to “inspire, nurture and recognize groundbreaking female leaders.” Remo Colarusso embodies this mission by being a passionate advocate and ally for female talent. As Vice President of Janssen Supply Chain at Johnson & Johnson, Colarusso is primarily responsible for the global manufacturing and supply management of all J&J pharmaceutical brands – but also devotes much of his time to mentoring the next generation of STEM2D leaders. Listen to this episode of Fairygodboss Radio to find out what it means to Colarusso to be an ally and his No. 1 piece of advice for men who want to be allies but aren't sure where to start. Remo Colarusso is Vice President, Janssen Supply Chain at Johnson & Johnson. In this capacity, Remo is responsible for the global manufacturing and supply management of all J&J pharmaceutical brands. Remo has more than 30 years of biotech and pharmaceutical experience with Johnson & Johnson in the areas of manufacturing, pharmaceutical development, planning, strategy, engineering, project management and process improvement. Over the course of his career, Remo has been recognized for his commitment to driving supply chain innovation and continuous improvement to deliver maximum value for customers and patients. Personally, he is a strong advocate for diversity and inclusion and focuses a lot of his time mentoring the next generation of industry leaders. Fairygodboss is proud to partner with Johnson & Johnson.
The DC Insider podcast returns with a lively discussion of the latest developments involving the EEOC and Artificial Intelligence. Join David, Nita, and Burt as they review the EEOC at a critical point—with tensions among the Commissioners, nominees pending required for the Democrats to have a majority, and hearings on new strategic enforcement priorities. Meanwhile, AI developments are accelerating, with the EEOC's HIRE initiative, the pending report on AI by The Institute for Workplace Equality, and the latest on the NYC and DC local laws regulating employers' use of AI.
New research from Three Ireland reveals that over two thirds (69%) of SMEs do not believe they are supported enough as a business to grow further. The sentiment survey of over 300 small and medium sized companies in Ireland was carried out to mark the launch of Three Ireland's annual Grants for Small Businesses which comprises of a €100,000 bursary. The grant programme, funded by Three Ireland and managed by the small business network and support provider, Enterprise Nation, seeks to fund 10 small businesses and award them a portion of a €100,000 bursary. The bursary will be made up of cash, plus advice, support and connectivity solutions from Three Ireland's expert business advisers. With the cost of living steadily rising, the support SMEs require for day-to-day costs is evident – with 29% of businesses surveyed stating that cost of living support would be the most beneficial business support for growth. The research also outlined that government grants or funding for business (24%) and tax incentives (24%) were the next most beneficial support for business growth. These findings further underscore the necessity of offerings such as Three Ireland's Grants for Small Businesses and highlight how the challenges for small businesses vary significantly from larger corporations. Padraig Sheerin, judge for Three Ireland's Grants for Small Businesses and Head of SME, Three Ireland, said: “At Three, we've seen first-hand what the grant programme can do and the feedback we've had from last year's winners has been extremely positive. They have made incredible strides and I'm so happy Three has been there to support them in the next stages of their journey. “The results we've seen from the research have further outlined the challenges we know SMEs face daily. With the rising cost of materials, equipment, and services being the top (15%) challenge for businesses, we know our grant will alleviate some of the pressure and allow our winners to focus on growing their businesses to the best of their ability.” Sonya Lennon, judge for Three Ireland's Grants for Small Businesses and Entrepreneur and Advocate for Workplace Equality, said: “I am delighted to come on board as a judge for Three's Grants for Small Businesses programme, and to see the development of so many exciting companies who are thriving with the support of Three. Seeing how the small businesses from this programme have developed and grown their teams over the course of the past year is inspirational. “It serves as a reminder of what we can achieve when we are given the proper fuel. I have been involved with various small businesses throughout my career, and know the hard work, dedication and perseverance it takes to build something from the ground up. “Last year's winners, including ByoWave, AgriGuardian and HerSport, really inspire me – their extraordinary teams are shaping our future, enacting real change and altering the landscape of their respective fields. What Three Ireland has done with this programme is powering such positive change. These businesses won't be small for long.” The sentiment survey has also revealed a marked increase in support for mental health and wellbeing when compared to pre-pandemic levels – with 15% of companies offering mental health/counselling services compared to 11% pre-pandemic, and 18% of companies offering wellbeing support compared to 12% pre-pandemic. See more stories here. More about Irish Tech News Irish Tech News are Ireland's No. 1 Online Tech Publication and often Ireland's No.1 Tech Podcast too. You can find hundreds of fantastic previous episodes and subscribe using whatever platform you like via our Anchor.fm page here: If you'd like to be featured in an upcoming Podcast email us at Simon@IrishTechNews.ie now to discuss. Irish Tech News have a range of services available to help promote your business. Why not drop us a line at Info@IrishTechNews.ie now to find out more about how we can help you reach our audience. You can also f...
It's Pride Month, and support for the LGBTQIA+ community at work is top of mind for us at NextUp. This week on Advancing ALL Women, we're discussing 'Transitioning at Work' with guests Keisha Williams, Director, Workplace Equality, Human Rights Campaign; Lakeisha Washington, National Chair of Engagement- Mosaic ERG and Sales & Key Account Manager, Altria; and Monique Evans, Senior Commercial Loan Closing Representative, Wells Fargo. We'll be talking about best practices for supporting trans employees and all LGBTQIA+ team members at work through the lens of our guests personal stories and lived experiences. A not-to-miss episode!
It's Pride Month, and support for the LGBTQIA+ community at work is top of mind for us at NextUp. This week on Advancing ALL Women, we're discussing 'Transitioning at Work' with guests Keisha Williams, Director, Workplace Equality, Human Rights Campaign; Lakeisha Washington, National Chair of Engagement- Mosaic ERG and Sales & Key Account Manager, Altria; and Monique Evans, Senior Commercial Loan Closing Representative, Wells Fargo. We'll be talking about best practices for supporting trans employees and all LGBTQIA+ team members at work through the lens of our guests personal stories and lived experiences. A not-to-miss episode!
Every Thursday in August, you'll hear Even Better on Vox Conversations, a special series focused on helping people live better lives individually and collectively. In the second episode, host Julia Furlan talks with author and CEO Minda Harts about how to fight for equality in the workplace. Harts's work has focused on empowering people, particularly women of color, to find their voice and secure a seat at the table. Julia and Minda discuss the failures of "Lean In" to meaningfully address these issues, how to overcome common workplace obstacles and stereotypes, and how to achieve success through enrolling your coworkers and colleagues in the project of creating a truly equitable and respectful workplace. Host: Julia Furlan (@juliastmi) Guest: Minda Harts (@MindaHarts), author; founder and CEO of The Memo References: You Are More Than Magic: The Black and Brown Girls' Guide to Finding Your Voice by Minda Harts The Memo: What Women of Color Need to Know to Secure a Seat at the Table by Minda Harts Lean In: Women, Work, and the Will to Lead by Sheryl Sandberg Even Better is here to offer deeply sourced, actionable advice for helping you live a better life. Follow Even Better at vox.com/even-better. Enjoyed this episode? Rate Vox Conversations ⭐⭐⭐⭐⭐ and leave a review on Apple Podcasts. Subscribe for free. Be the first to hear the next episode of Vox Conversations by subscribing in your favorite podcast app. Support Vox Conversations by making a financial contribution to Vox! bit.ly/givepodcasts This episode was made by: Producer: Erikk Geannikis Editor: Amy Drozdowska Engineer: Patrick Boyd Deputy Editorial Director, Vox Talk: Amber Hall Learn more about your ad choices. Visit podcastchoices.com/adchoices
Every year, employers and employees alike look forward to the results of MetLife's research on workplace trends and the changing needs of the workforce. With two decades of research backed by 150+ years of expertise, MetLife's 20th Annual U.S. Employee Benefit Trends Study helps us better understand what really matters to employees. As we look at the current landscape of the U.S. workplace, new MetLife data finds that overall job satisfaction has reached a 20-year low, and loyalty continues to decline – but working women are one of the least satisfied groups in today's workforce. In this episode of Fairygodboss Radio, Missy Plohr-Memming, MetLife's Senior Vice President of Group Benefits National Accounts Sales, shares insights from the report, including: Why working women are unsatisfied with their jobsHow to re-examine your employer's benefit offerings to ensure they're meeting your unique needs and supporting your well-beingHow organizations can improve the 'whole employee' experienceAnd more! Fairygodboss is proud to partner with MetLife. Learn more about their innovative research here!
Betsy Cerulo is the CEO and founder of AdNet/AccountNet, Inc., a Baltimore based company with a powerful mission of being “Advocates for Workplace Excellence & Equality”. Betsy founded the business in 1990, with a mission to provide exemplary human capital management services, including professional staffing and executive search, to government and corporate clients throughout the United States. Along the way she came out and is a leading advocate of LGTBQ rights and diverse and inclusive corporate cultures. Today Betsy shares her entrepreneurial journey, plus the inside secrets of team building, recruitment, hiring and firing, inclusive company cultures, and why its always vital to follow your own intuition. Download Podopolo [https://podopolo.com/get-app] here to keep the conversation going in the Wings comments section and invite your friends to connect around podcasts recommended to you by what interests and inspires you.
It's Pride Month, and support for the LGBTQIA+ community at work is top of mind for us at NextUp. This week on Advancing ALL Women, we're discussing 'Transitioning at Work' with guests Keisha Williams, Director, Workplace Equality, Human Rights Campaign; Lakeisha Washington, National Chair of Engagement- Mosaic ERG and Sales & Key Account Manager, Altria; and Monique Evans, Senior Commercial Loan Closing Representative, Wells Fargo. We'll be talking about best practices for supporting trans employees and all LGBTQIA+ team members at work through the lens of our guests personal stories and lived experiences. A not-to-miss episode!
It's Pride Month, and support for the LGBTQIA+ community at work is top of mind for us at NextUp. This week on Advancing ALL Women, we're discussing 'Transitioning at Work' with guests Keisha Williams, Director, Workplace Equality, Human Rights Campaign; Lakeisha Washington, National Chair of Engagement- Mosaic ERG and Sales & Key Account Manager, Altria; and Monique Evans, Senior Commercial Loan Closing Representative, Wells Fargo. We'll be talking about best practices for supporting trans employees and all LGBTQIA+ team members at work through the lens of our guests personal stories and lived experiences. A not-to-miss episode!
Jennie Brooks, host of the Unstoppable Together podcast, chats with Melody Stachour, Director of Pride Programs of Booz Allen's LGBTQIA+ business resource group, GLOBE+. This Pride month they discuss the proliferation of anti-LGBT legislation and policy sweeping the nation and the role of allies and corporations in continuing the fight for LGBTQIA+ equality.
Every day, John and Mark X. Cronin show what people with differing abilities can do. Not only is he the co-founder of the world's largest sock store, John's Crazy Socks, but John also has Down Syndrome. He and his father, Mark, have created a business dedicated to spreading happiness. Their relationship-first approach to sales leaves their customers pleased; their business boasts over 29,000 five star reviews! With multiple charity partners and more than half of their colleagues having differing abilities, the Cronins are champions of equality.
Have you seen an upsurge in the number of employees departing your organization? Stay tuned as Ron and Heather address the undervalued issues of neglected employees and treat them as if they were number-making machines. Stay involved and take action today to avoid future business disasters and establish basic ideas that aren't just lip service. WHAT YOU'LL LEARN FROM THIS EPISODE What does it mean to take care of your employees? How do you treat employees fairly at work? Top reason employees stay with your company How to overcome corporate difficulties with your team member The impact of workplace integrity and strong leadership RESOURCES MENTIONED IN THIS EPISODE Marco Polo Don't be a Jerk by Brad Warner | Paperback & Kindle CONNECT WITH US: If you need help with anything in real estate, please email: invest@rpcinvest.com Reach Ron: RP Capital Leave podcast reviews and topic suggestions: iTunes Subscribe and get additional info: Get Real Estate Success Facebook Group: Cash Flow Property Facebook Community
In this episode of Fairygodboss Radio, Romy is joined by Talat Mangla, a Director in PwC's Trust Solutions group and a working mom of four. Talat shares insights on the power of embedding flexibility at work, embracing the unfamiliar, and being your authentic self. [Recorded on March 31, 2022] Talat Mangla is a Director in PwC's Trust Solutions Innovation group, where she leads digital transformation as a product manager. She's skilled at leading large teams, managing client relationships, reporting results to executive audiences, public speaking, and auditing. She has 14 years of audit experience with public and non-public clients in a range of industries including utilities, consumer and industrial products, aerospace and defense, and not-for-profits. Talat has supported clients and managed engagements in a broad range of complex circumstances including bankruptcy and restatements. Talat transitioned from the client-facing audit world to the tech space, where she is currently a product manager. She has released two large-scale products that innovate and tech-enable the audit; they are utilized daily by thousands of staff within PwC's Trust Solutions practice. Talat is a graduate of the Lee Honors College at Western Michigan University and a Certified Public Accountant. She lives with her husband, four children and parents in northern Virginia. Fairygodboss is proud to partner with PwC. Find a job there today!
We celebrate International Women's Day 2022 with our latest 1% Podcast guest, founder, entrepreneur, social entrepreneur, broadcaster and fashion designer Sonya Lennon. Sonya has just been named in the top 100 Irish women who are changing the world in 2022. Sonya has dedicated much of her time and energy to helping Irish women (re)enter the workforce with confidence via WorkEqual, the non-profit she founded in 2011. Upon realising that to achieve sustainable, positive change, the right conversations have to happen at boardroom level, Sonya went on to co-found LIFT Ireland in 2018. LIFT is a social enterprise aimed at increasing the level of positive leadership in Ireland which has an impressively large and rapidly growing membership base. Hopefully we can use this fascinating and solution-based conversation as a lens to view the state of equality in the workplace as we celebrate this important day.
It's traditionally been mothers who have had to take time off work to look after children. But in the past two years, the pandemic has accelerated a huge shift towards many more fathers wanting to play an active role in family life. In this episode of Working It, we look at the fast-moving changes in workplace parental leave trends - and what that means for mothers, fathers - and the co-workers who pick up the slack.Isabel talks to Matt Schneider, co-founder of the US-based City Dads Group, about why paternity leave matters - and the barriers that still stand in men's way. Are we really still hard-wired to think about men as breadwinners and women as caregivers?Then she discusses why paternity leave matters more than ever in the current hot labour market, with FT management editor and Working It regular Andrew Hill. If the older, male, leaders in organisations take a dim view of younger colleagues taking paternity leave, do they risk losing them to other companies with a more forward-thinking culture?And we find out that equality for men in this area might just be the key to women's advancement - and even help to close the gender pay gap.Want to read more?Join a City Dads Group in the US https://citydadsgroup.com/The FT's Emma Jacobs on family leave policies as the key to staff retention https://www.ft.com/content/b14b4e7a-e87d-4aee-a267-8100661e4b57France doubles paternity leave https://www.ft.com/content/36efc7ea-9deb-489a-ac82-97138b7b34f5McKinsey survey on paternity leave and why it matters https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/a-fresh-look-at-paternity-leave-why-the-benefits-extend-beyond-the-personalWe love to hear from you. What do you like (or not)? What topics should we tackle in 2022? Email the team at workingit@ft.com or Isabel directly at isabel.berwick@ft.com. Follow @isabelberwick on Twitter Subscribe to Working It wherever you get your podcasts - please listen, rate and subscribe!Presented by Isabel Berwick. Editorial direction from Renée Kaplan. Assistant producer is Persis Love. Sound design is by Breen Turner, with original music from Metaphor Music. Produced by Novel. See acast.com/privacy for privacy and opt-out information.
In this week's episode, AXELOS' Allan Thomson speaks to Elizabeth Harrin, project manager, author and owner of the blog Girl's Guide to PM, and Nicola Carroll, project manager at AXELOS, about what it's like for women in project management.Visit www.AXELOS.com to find out more about our best practice guidance.Follow us on Social Media:LinkedIn: [www.linkedin.com/company/4999764]Facebook: [www.facebook.com/AXELOSGBP]Twitter: [www.twitter.com/axelos_gbp]YouTube: [www.youtube.com/user/AXELOSBestPractice]
On this week’s show is Will Evans, co-creator of Ignition Brewery, the UK’s first brewery and taproom bar staffed exclusively by people with learning disabilities. Will explains that his colleagues were typically offered jobs that kept them hidden in back rooms or storage centres—but Ignition Brewery has successfully shown that his colleagues exceed in everything, from public facing roles, to managing the bar and making the beer. This is a wonderful story of community, be sure to check it out. You can also listen on Apple or Spotify.Visit Ignition Brewery in Lewisham or online.Platform is for people who are pissed off with capitalism. Subscribe to get episodes like this delivered to your inbox every week. Get full access to Planet: Critical at www.planetcritical.com/subscribe
Bloomberg's Global Head of Diversity and Inclusion, Pamela Hutchinson, talks to Julia Gillard about how we accelerate the pace of change in workplace equality and why we need to include all women, not just certain groups, when it comes to furthering gender parity.Earnings from the podcast will go back into funding for the Global Institute for Women's Leadership, furthering the work they do to create a world in which being a woman is no barrier to being a leader. See acast.com/privacy for privacy and opt-out information.
The buzz: “In this century the paramount moral challenge will be the struggle for gender equality around the world” (Nicholas D. Kristof). Organizations from the United Nations to university clubs have been trying to secure a world of equality in business for years. Recent initiatives like the UN Women Global Innovation Coalition for Change (GICC), WiDS and FQ (Female Quotient) have created a vast ecosystem matrix focused on creating change. How and where is it happening? The experts speak. Shelley Zalis, The Female Quotient: “In order to be irreplaceable one must always be different” (Coco Chanel). Judy Logan, Women in Data Science (WiDS) Conference, Stanford University: The future belongs to those who believe in the beauty of their dreams (Eleanor Roosevelt). Anita Varshney, SAP: “Hope lies in dreams, in imagination and in the courage of those who dare to make dreams into reality” (Jonas Salk). Join us for The Future of Equality in Business, Technology and Innovation – Part 2.
The buzz: “In this century the paramount moral challenge will be the struggle for gender equality around the world” (Nicholas D. Kristof). Organizations from the United Nations to university clubs have been trying to secure a world of equality in business for years. Recent initiatives like the UN Women Global Innovation Coalition for Change (GICC), WiDS and FQ (Female Quotient) have created a vast ecosystem matrix focused on creating change. How and where is it happening? The experts speak. Shelley Zalis, The Female Quotient: “In order to be irreplaceable one must always be different” (Coco Chanel). Judy Logan, Women in Data Science (WiDS) Conference, Stanford University: The future belongs to those who believe in the beauty of their dreams (Eleanor Roosevelt). Anita Varshney, SAP: “Hope lies in dreams, in imagination and in the courage of those who dare to make dreams into reality” (Jonas Salk). Join us for The Future of Equality in Business, Technology and Innovation – Part 2.
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