Career Responsibilities

When Moms First was starting out, a lot of people asked me: Why moms? Why not all parents? This is why: https://lnkd.in/eh3gqwPm ------ "This month, the U.S. Census Bureau published a bombshell finding: The gender wage gap just got wider for the first time in two decades ‒ with women now earning just 83 cents to a man’s dollar. That’s maddening. But, for moms at least, it’s hardly surprising. It’s next to impossible to balance work and family in this country ‒ and as this new data shows, women are taking the hit. As the cost of child care continues to soar, women will just keep falling further behind. On paper, there’s no reason to believe that women should be earning less than men. Girls are more likely to graduate from high school and more likely to hold a bachelor’s degree. More women than men go to law school and medical school, and women’s enrollment in MBA programs has reached record highs. In fact, women do earn nearly as much as men ‒ at least early in their careers. On average, women in their late 20s and early 30s are much closer to parity, taking home at least 90 cents on the dollar compared with the guys sitting next to them at graduation or new hire orientation. Then, when women hit their mid-30s, something changes. The pay gap gets wider. It’s no coincidence that that’s precisely when women are most likely to be raising kids. All of a sudden, women are forced to make very hard choices to manage the demands of work and family. As the founder of Moms First, I’ve heard versions of this story from more women than I can count. Maybe mom drops down to part-time so she can make it to school pickup. Or maybe she switches to a new job that pays less but offers more flexible hours. Or maybe she drops out of the workforce entirely, because the cost of day care would have outpaced her salary anyway. Make no mistake, we are talking about moms here. When women are paid less than men anyway (and, in the case of Black and Hispanic women, way less), deprioritizing their careers can feel like the only logical decision, even if it isn’t what they wanted. This creates a vicious cycle, where pay inequity begets more pay inequity ‒ and women are systematically excluded from economic opportunities. At the same time, while women experience a motherhood penalty, men experience a fatherhood premium ‒ working more hours and reaping bigger rewards than those without kids. As Nobel laureate Claudia Goldin put it, when describing her pioneering research on the pay gap, 'Women often step back, and the men in their lives step forward.' Because here’s the thing: The 'choice' to step back from the workforce isn’t much of a choice at all. If grandma isn’t around to pitch in and child care costs more than rent, what other option do you have?"

Black women lost 91% of all women’s jobs in April. But that number isn’t the whole story — it’s just the tip of the truth. Here’s what’s “under the hood”: 1. This isn’t a fluke. It’s design. We’re overrepresented in jobs labeled essential during crisis and expendable during recovery. Admin, healthcare support, education, retail — sectors that get cut first and protect last. This is occupational segregation, and it’s doing exactly what it was built to do. 2. We were already leaking out of the pipeline. Let’s not pretend this started in April. We’ve been underpromoted, underpaid, and undersponsored — despite being the most educated demographic in the country. So when layoffs come, we aren’t just losing jobs. We’re losing hard-won ground. 3. Post-2020 performative #DEI is dead — and we’re the collateral. Many of us were hired into DEI roles or “diversity-friendly” spaces when companies wanted good press. Now, as backlash builds and budgets shrink, we’re first on the chopping block — again. This is what happens when #equity is cosmetic. 4. The economic damage is generational. 91% job loss isn’t just a stat. It’s a ripple: • Mortgage denials • Career derailment • College fund delays • Entrepreneurship on pause • Healthcare gaps This hits families, not just individuals. 5. Stop calling this a resilience issue. Resilience isn’t a fix for economic exploitation. We are not interested in masking systemic harm with individual hustle. So no, this isn’t just about job loss. It’s about power. It’s about who gets to stay. It’s about who gets protected — and who gets the short end of the stick just for taking up space. Black women are architecting a strategy that doesn’t require permission. Black women are pivoting on purpose, rebranding without code-switching, and rising without waiting for rescue. If this shook you, good. If it lit a fire under you, even better. Now let’s build something they can’t lay off. #RebrandAndRise #CareerNomadNoir #BlackWomenAtWork #StillEmployedStillAfraid #RNA #Layoffs #WorkplaceTruths #StopTheErasure #PowerToPivot #LinkedInNews LinkedIn News #hellomonday #officehours Source: Black Enterprise Magazine, May 2025 Jeffrey McKinney https://lnkd.in/eCMzUd8K

Heat. Air Quality. Insurance Costs. An Indian Reality We Must Confront. Reflecting on a recent article I read around on how global heatwaves, air pollution, extreme weather are no longer distant threats. They’re having real, measurable impacts on homes, health, and financial risk. As an insurance broker, I believe it’s our duty to understand these changes, and help India stay resilient. Here’s what our sector should be really be thinking about:   What’s Changing, and Why It Matters 1. Rising temperatures and worsening air quality are more than environmental issues, they lead to greater health risks (respiratory, cardiovascular), increased mortality, and greater stress on medical systems. 2. Homes in many Indian cities are more exposed: ageing infrastructure, poor insulation or ventilation, and limited cooling systems magnify heat stress. 3. As insurers factoring in more frequent claims for heat damage, pollution-related losses, and weather disasters, premiums go up. That may make cover harder to access for many.   What the Insurance Industry Must Do 1. Embed Climate & Health Risk into Underwriting We need granular data: mapping risk zones for heat, pollution, flood etc., and using that to price fairly. Homes in “hot-spots” may need additional risk mitigation built into policies. 2. Design Products that Pay for Prevention Develop solutions that reward preventive measures, from cool roofing and air filtration to safer construction practices, where it is best to avoid the use of hazardous materials like asbestos. Parametric/trigger-based covers can also play a role, activating when thresholds such as heat index or AQI are breached. 3. Educate and Partner with Clients Many customers are unaware of how indoor heat or local air quality can damage property, health, and finances. Brokers must become educators, helping people assess risk, explore mitigation, reduce exposure. 4.Collaborate with Regulators & Local Governments Building codes, city planning, heat-mitigation infrastructure, pollution control, these are public goods that reduce risk for everyone. Working together can help reduce insurance risk, keep costs manageable, and make adaptation scalable. Why This Is a Leadership Opportunity India is uniquely placed. We have diverse climates, rapid urbanisation, and growing awareness. By acting now: Build trust: clients will value brokers who anticipate change, offer stable, forward-looking solutions. Drive innovation: those who develop climate-resilient products will lead, not lag, as regulation and customer expectations evolve. The realities of climate change are here and so are opportunities: to protect, to innovate, to lead. Insurance isn’t just about recovering losses, it’s about building resilience and enabling safer, healthier lives. #ClimateRisk #IndiaResilience #HealthAndClimate #RiskManagement https://lnkd.in/dYrveZd3 

Am I really about to write this…….  It’s so disheartening to see that some age-old biases still rear their ugly heads in the professional sphere. Today, I had a conversation with a BRILLIANT senior candidate in the events industry, a single mother with an impressive skill set and an undeniable passion for her work. Yet, despite her qualifications and expertise, she found herself repeatedly overlooked for senior roles simply because she needed a modicum of flexibility to balance her career with her family responsibilities. Let's be clear: this isn't about a lack of talent or capability. This is about systemic biases that continue to disadvantage women, particularly mothers, in the workplace. It's a tale as old as time. In the wake of the COVID-19 pandemic, remote work and flexible schedules became the norm for many industries. Companies adapted overnight to accommodate these changes, recognizing that productivity and performance are not confined to traditional office hours or locations. Yet, even as we navigate this new landscape, it seems that old prejudices die hard. It's time for a reality check. Women, especially mothers, should not have to choose between advancing their careers and being present for their families. The persistent gender gap in leadership positions is not due to a lack of qualified candidates but rather a failure of organizations to dismantle outdated norms and biases. When we overlook talented individuals simply because they prioritise caregiving responsibilities, we perpetuate a cycle of inequality that harms not only those directly affected but also stifles innovation and progress within our organizations. It's up to all of us – leaders, colleagues, and allies to challenge gender stereotypes and advocate for equity in the workplace. In the end, diversity and inclusion are not just buzzwords – they are fundamental principles that drive innovation, foster creativity, and propel companies forward. It's time to shatter the glass ceiling once and for all and create a world where talent, not gender, determines success! Rant over... but it truly struck a nerve. It's infuriating to witness, especially when exceptional candidates lose out. But mark my words, the company wise enough to hire her for her next role will undoubtedly emerge as the ultimate victors in the end! #GenderEquality #WorkplaceEquity #InclusionMatters #EmpowerWomen Anna Whitehouse

I was the only woman in the room so through some unspoken rule — I was supposed to plan the farewell party? A University of California survey of 3,000 employees found that women were 29% more likely than white men to report doing more office “housework” than their colleagues. Planning team lunches, and parties, taking notes, cleaning up the table after a meeting, scheduling calls — and other such “thankless” tasks often fall into women’s laps. Each of these is significantly hurting gender equality. Harvard Business Review labels these tasks as 'low-promotability tasks' — that are helpful to the organization but the person performing them isn’t perceived as making an impact. The way work is allocated in organizations needs to change. Not only do we need to re-address the perceived value attached to these tasks, but we also need to ensure that women aren’t the only ones doing office housework. Whenever it happened to me, I didn't have the courage to push back. I still wish I had. It's an unappreciated burden that a lot of women carry but we’re afraid of pushing back because we want to be seen as team players. It's time leaders make sure all work is shared equally, including “Dave’s” goodbye lunch. The trend of non-strategic work being piled up on women's desks needs to stop. We don't need logistical tasks, give us career-making roles and responsibilities. We'll no longer accept being sidelined. #bias #genderequality #womenintech #womenleaders #career #leadership

In today's digital era, it's disheartening to witness stereotypes perpetuated against women, belittling their accomplishments to mere superficial traits. Phrases like "It's easy for her, she's a girl," or "A selfie is all it takes for her to succeed," painfully underscore the ignorance that still prevails, undermining the relentless efforts and tenacity of countless women. Particularly in a realm where social validation through social media has become a norm, such misguided judgments add an extra layer of bias that women have to fight against daily. If success was as effortless as being 'pretty' for women, the narrative of gender pay disparity or underrepresentation in leadership roles wouldn't exist. The reality is starkly different. Many incredibly talented women I know continue to earn less than their male counterparts, not because of a lack of competence, but because of an embedded gender bias. I've devoted a decade to my career, propelled by an unyielding passion for my work. Yet, the reductionist view of attributing any success I or other women achieve to mere appearance is not only unfair but grossly inaccurate. The road to recognition and fair treatment is an uphill battle, demanding a daily confrontation with biases and stereotypes. Every individual, irrespective of gender, faces challenges in their pursuit of success. If being 'pretty' was a shortcut to an easier life, we'd be living in a matriarchal society, which is far from our current reality. It's crucial to shed these preconceived notions and foster a more inclusive and respectful environment for all. Here are three tips on fostering respect and inclusivity: 1️⃣ Educate Yourself and Others: Understand the systemic biases and educate others around you. Awareness is the first step towards change. 2️⃣ Listen and Empathize: Before making assumptions, listen to the experiences of women and empathize with their struggles. 3️⃣ Advocate for Fair Treatment: Stand up against injustices, support policies that promote equality, and encourage others to do the same. P.S.- I am pretty but I am a good professional. Just don't drop your ignorance in the name of giving your validation just because Internet is free.

Are we punishing women for prioritising their families? Data from Career Returners shows that 94% of returners find it difficult to re-enter work, with CV gaps still triggering bias in hiring. If you’ve ever stepped away from work to care for a child, a parent, or simply to protect your own health, you’ll know that coming back isn’t always easy. Confidence fades. Skills feel stale. And even seasoned professionals are often made to feel like they’re starting from scratch. But let’s be clear: A career break is not a career ender. And no one should be penalised for putting family, caregiving or wellbeing first. This impacts everyone, but disproportionately women. Mothers. Daughters. Carers. Founders. Women who haven’t stopped working, just shifted the nature of their work. As someone who built businesses with toddlers at my feet, I know this story well. If we’re serious about inclusion - especially in midlife, we NEED to redesign our systems to welcome returners with confidence, not suspicion. That means: → Removing bias from job ads, interviews and ATS filters  → Offering mentoring, reboarding and coaching for returners  → Promoting their success, not hiding their stories Talent doesn’t disappear because someone stepped out of the workplace. It’s time we stopped acting like it does.

Black women, we need to prioritize increasing our salaries by 20-50% this year. The pay gap is real, but so are the strategies to close it. Here’s how: 1️⃣ Seek an internal promotion Don’t underestimate the power of staying where you are—just at a higher level. Start by reviewing your company’s internal job board or having an intentional conversation with your manager about your career growth. Use data and measurable results to advocate for your value, and position yourself for leadership opportunities. Sometimes, the raise you’re looking for is already in the building. 2️⃣ Upskill & pivot into a more technical role within your current company Technical roles tend to pay more, and many companies offer resources like training programs, certifications, or even tuition reimbursement to help you get there. Focus on building skills that are in high demand, such as project management, data analysis, or cloud computing, and align those skills with your company’s current needs. This way, you increase your value without needing to look outside your organization. 3️⃣ Job hop to a competitor company in your SAME job title This strategy has completely transformed my life. I went from earning $48,000 to over $200,000 in less than five years by strategically moving between companies. The key was knowing my worth, staying in my zone of expertise, and negotiating aggressively at every turn. Many times, the fastest path to higher pay isn’t staying loyal to one company—it’s taking your skills to a competitor who values them more. Here’s the truth: You don’t need to reinvent yourself or switch fields to earn more. Often, the money you’re looking for is already within reach—you just have to move up a level or move to another company to do the same work. Let’s make this the year we secure what we’re worth. What’s your next move? Share your thoughts below. #flynanced #jobhopping #salarygrowth #blackwomenprofessionals

The Real Reasons Women are Exiting the Workforce As a senior leader at the intersection of policy, product, and advocacy, I've witnessed a critical trend that demands our attention. I've witnessed, firsthand, a disheartening trend: accomplished women, poised for leadership, choosing to exit the workforce. This exodus isn't due to a lack of ambition or capability but stems from systemic challenges that remain unaddressed. Top 3 Reasons Women are Quitting: 1/ Burnout Epidemic: Balancing high-stakes professional roles with personal responsibilities often leads to chronic stress and exhaustion. Many women find themselves at a breaking point, questioning whether enduring this relentless pressure is sustainable.The absence of adequate support systems exacerbates this fatigue, making the option to step away seem like the only viable solution. 2/ Comfort Zone Trap: Many talented women are paralyzed between known mediocrity and unknown potential. The fear of breaking away from 'comfort' keeps them stagnant. 3/ Stagnation in Career Advancement Despite their dedication and expertise, numerous women encounter barriers that hinder their progression into senior leadership roles. This glass ceiling not only stifles their professional growth but also diminishes their motivation to remain within organizations that fail to recognize and reward their contributions. I recall a conversation with a mentee—a brilliant product manager and mother of two. Despite her exemplary performance, she felt perpetually on the brink of burnout, unseen in her aspirations, and constrained by an inflexible schedule.Her story is not unique but echoes the experiences of many. The solution I proposed to her focused on three critical strategies: 1/ Speak to your manager about a flexibility and office timings that allow her to balance professional responsibilities with family needs. Manage your time more effectively and wisely 2/ Create a career progression plan in the current job that identifies opportunities available for exceptional impact and a future promotion, to break the stagnation she found herself in 3/ Contribute to organisation wide initiatives that establish open communication channels and implement policies that support work-life balance, in turn helping others through the same dilemma. This demonstrates commitment to her and her organisations collective success. Women aren't just leaving jobs—they're making powerful statements about workplace culture. It's imperative that we, as leaders and organizations, confront these challenges head-on. Creating structured mentorship opportunities can provide women with guidance, support, and advocacy, helping them navigate career challenges and advance into leadership roles. Mentorship isn't just support—it's survival. Your Turn: >> What trends have you noticed contributing to this issue, and >> How can we collaboratively create a more inclusive and supportive workplace for all?

𝟭/𝟯𝟲𝟱: Women’s Day 𝟯𝟲𝟰/𝟯𝟲𝟱: Women’s Working Day [Even For Housewives] Every year, Women’s Day is celebrated with flowers, wishes, and appreciation posts. But honestly, I’m tired of these celebrations. Because a single day of acknowledgment doesn’t change the everyday reality. A reality where: • Women are expected to manage both home and work. • A woman working late is questioned, while a man working late is respected. • A woman’s career is considered optional, but her household responsibilities are mandatory. Before marriage, I never fully understood what women go through. I built a 7-figure business. I worked hard, led teams, made decisions, and created something meaningful. But after marriage, I was expected to suddenly excel at something I had never done—household work. 🗣️ If I raised my voice respectfully, I was CLEVER. 🗣️ If I focused on work, I was selfish. 🗣️ If I struggled to balance both, I was incompetent. At one point, I had to step back from my own business—the business I built—just to keep up with societal expectations. I stopped taking a salary, handed over operations, and barely worked an hour or two a day. It wasn’t my choice. It was the only way to maintain peace. This is not just my story. This is the reality for millions of women. 🔺We talk about empowering women, yet we expect them to compromise at every stage. 🔺We call her housewives, but there is no housemen. 🔺 We celebrate their strength, but never lighten their burden. So this Women’s Day, don’t just wish Happy Women’s Day. Stop expecting women to do everything. Start sharing the load. Because true respect isn’t about celebration. It’s about 𝗖𝗛𝗔𝗡𝗚𝗘. #WomensDay