Importance of Diversity

🇵🇱 Yesterday marked an absolutely historic moment in Poland, as our nation came together for record-high voter turnout during the 2023 Parliamentary Election. This significant increase in voter engagement is a testament to the strength of our democracy and makes me incredibly proud to be a part of it. 👉 It also highlights the importance of understanding the gender gap in our social and political life. It's a moment that encourages us to activate historically marginalized groups, ensuring that every voice is heard. Heartfelt thanks go out to the activists, organizations, and campaign creators like Kobiety na Wybory who tirelessly worked to make this possible. Their dedication and perseverance have played a pivotal role in driving this change. 🤔 I hear this question often: "Why focus on gender at all?" Well, because it matters, and here are some arguments as to why: 🌈🏛️1. Diverse Decision-Making Gender diversity in political life fosters a variety of perspectives and ideas, which is essential for the health of a democratic society. A political landscape that reflects the diversity of its citizens results in better representation, improved accountability, and more responsive governance. 👩💼👨💼 2. Gender Parity in Political Leadership Achieving gender parity in political leadership positions is not just a matter of fairness; it is crucial for social vitality. In countries with a higher number of women in parliament, there is evidence of more effective governance. 📜👥3. Better Legislative Outcomes Research indicates that the presence of women in political decision-making bodies results in the passage of laws that promote gender equality, protect women's rights, and address issues such as domestic violence and workplace discrimination. 🗳️The 2023 Polish Parliamentary Election turnout is today's shining example of the incredible impact of inclusive engagement and the transformative power of addressing gender disparities with dedication and persistence.

AI systems built without women's voices miss half the world and actively distort reality for everyone. On International Women's Day - and every day - this truth demands our attention. After more than two decades working at the intersection of technological innovation and human rights, I've observed a consistent pattern: systems designed without inclusive input inevitably encode the inequalities of the world we have today, incorporating biases in data, algorithms, and even policy. Building technology that works requires our shared participation as the foundation of effective innovation. The data is sobering: women represent only 30% of the AI workforce and a mere 12% of AI research and development positions according to UNESCO's Gender and AI Outlook. This absence shapes the technology itself. And a UNESCO study on Large Language Models (LLMs) found persistent gender biases - where female names were disproportionately linked to domestic roles, while male names were associated with leadership and executive careers. UNESCO's @women4EthicalAI initiative, led by the visionary and inspiring Gabriela Ramos and Dr. Alessandra Sala, is fighting this pattern by developing frameworks for non-discriminatory AI and pushing for gender equity in technology leadership. Their work extends the UNESCO Recommendation on the Ethics of AI, a powerful global standard centering human rights in AI governance. Today's decision is whether AI will transform our world into one that replicates today's inequities or helps us build something better. Examine your AI teams and processes today. Where are the gaps in representation affecting your outcomes? Document these blind spots, set measurable inclusion targets, and build accountability systems that outlast good intentions. The technology we create reflects who creates it - and gives us a path to a better world. #InternationalWomensDay #AI #GenderBias #EthicalAI #WomenInAI #UNESCO #ArtificialIntelligence The Patrick J. McGovern Foundation Mariagrazia Squicciarini Miriam Vogel Vivian Schiller Karen Gill Mary Rodriguez, MBA Erika Quada Mathilde Barge Gwen Hotaling Yolanda Botti-Lodovico

The relocation decisions of male-female couples are predominantly determined by what's best for the man's career: 1. Couples are more likely to relocate when a man is laid off than after a woman is. 2. Men's earnings increase following a couple's move to a new commuting zone, while women's earnings stay the same or decline. This in part because women spend less time working, particularly in the first year after the move when they are more likely than men to be job hunting. The gender gap persists for at least five years and is largest among couples who are in their 20s. The researchers study Germany and Sweden, and attribute the results to relocation decisions being driven by antiquated gender norms. They conclude that "households in both countries place less weight on income earned by a woman compared to a man, particularly in Germany." By Seema Jayachandran, Lea Nassal, Matthew J. Notowidigdo, Marie Paul, Heather Sarsons, and Elin Sundberg. https://lnkd.in/eHSXi5Mj

"Communities and countries, and ultimately the world, are only as strong as the health of their women," Michelle Obama once said. The impact of women’s health on our societies cannot be overlooked. The theme of today’s International Women’s Day is #InspireInclusion. To me, closing the gender health gap is an important requirement to create a truly inclusive society. Women are still underdiagnosed, undertreated, and underserved – often due to a historical lack of women-centric research and female health data. They face serious health risks because of this. Last year, a study suggested that women may be twice as likely to experience a fatal heart attack because of unrecognized unique risk factors. In its recent report on women’s health, the World Economic Forum revealed that women are diagnosed later than men: 4.5 years later for diabetes. 2.5 years for cancer. These years can cost lives. Genetics and environmental factors might be at play here, but gender bias is also an important factor. The latest #WEF report suggests that addressing this bias and closing the women’s health gap would allow 3.9 billion women to live healthier and higher-quality lives. As the gender health gap really is essentially a female data gap, AI and digitalization offer huge opportunities to transform women’s health. Health apps can facilitate access to services and empower women with technology that is tailored to their needs and lifestyles, for instance. AI can help process huge amounts of anonymized data that may help close the gap. I strongly believe that health equity and inclusion are about overcoming disparities, about looking for what unites us. However, in order to tackle the gender health gap, we must first acknowledge the differences. Male bodies have represented humanity for too long, with women treated as “small men”. The COVID-19 pandemic, for instance, proved just how untrue that is. It revealed the fundamental gender differences in the immune system – just one instance where a human organism’s gender matters. One interesting fact: Women account for almost 80 percent of people with autoimmune diseases. Immunologist Akiko Iwasaki, who was honored with the Else Kröner Fresenius Prize for Medical Research in 2023, has devoted herself to teasing apart the differences between the immune responses of men and women to COVID-19 and other viral infections. Incidentally, our very own female leader, Else Kröner, was an early advocate of better healthcare for women. In 1973, she joined the international women's association #Zonta and became one of its most active German leaders. To this day, Zonta remains committed to improving health access for women and among others to equal rights issues. From Else Kröner to Akiko Iwasaki, countless remarkable women have made tremendous contributions to improving women’s health. Kudos to their commitment! Let’s take this day as an opportunity to raise further awareness and to commit to advancing this important topic. #IWD2024

UK schools are taking a bold — and necessary — step. Starting this year, a new curriculum will address misogyny, toxic masculinity, and the influence of online figures like Andrew Tate. The goal? To teach boys (and girls) how to recognise harmful narratives, build emotional literacy, and engage in healthy relationships. For those of us working in leadership and inclusion, this is big. Because what we normalize in childhood — the stories we hear, the models we follow, the power structures we internalize — becomes the foundation of how we show up later in life. At work. In politics. In relationships. This is why the work of organisations like PSHE Association and voices like Laura Bates (founder of Everyday Sexism) matter so much. They’ve been sounding the alarm for years — and it’s encouraging to see policy beginning to respond. This isn’t just about education. It’s about prevention. About making sure we don’t have to keep fixing broken systems at the top — because we taught people differently from the start. How do you educate children in your surroundings to engage in healthy relationships? #GenderEquality #ToxicMasculinity #LeadershipStartsYoung #EmotionalLiteracy #femlinq #InclusionMatters #EducationReform #HealthyLeadership #FutureOfWork

Hello LinkedIn ! Imagine sitting in a job interview for a multinational company and being asked: "Are you planning to get married?" "Do you intend to have children? Now, ask yourself: Would a man be asked the same questions? Despite all the progress we claim to have made in workplace equality, these intrusive and discriminatory questions still exist. They send a clear message: a woman’s career potential is evaluated not by her skills, experience, or ambition but by her personal life choices. The Cost of Ambition: What Are Women Expected to Sacrifice? For women in male-dominated fields, like oil and gas, the reality is even harsher. What kind of job requires a freshly married woman to be sent to the field for seven or more weeks without flexibility? Is this about business necessity, or is it a failure to accommodate diverse career paths? I've been witnessing some sad stories of incompetent managers forcing a freshly married woman to stay in the field more than here rotation schedule basically "6 weeks" in the cost of her own mariage !!!!! The real issue is NOT women’s ability to handle demanding roles. Women have proven, time and again, their competence in high-pressure environments. The real problem is the systemic unwillingness to adapt workplace policies to support employees regardless of gender who want both a successful career and a fulfilling personal life. Men are rarely asked about their marital status or parental plans. Why? Because corporate structures were built with their careers in mind. But when a woman steps into the same space, she is expected to prove that she won’t “disrupt” the system with her life choices. Companies love to highlight their Diversity & Inclusion initiatives. But true inclusivity is not about hiring women just to meet quotas it’s about ensuring that they don’t have to justify their personal lives to keep their careers. If we want real progress, we must shift the conversation: - Stop penalizing women for wanting both a career and a family. - Stop questioning their commitment to work based on their personal choices. - Start designing policies that support all employees, men and women, in balancing career ambitions with personal fulfillment. This is not just a women’s issue it’s a workplace fairness issue. And it’s time for companies to catch up. Let’s break the cycle. Let’s demand change. #Diversity #Inclusion #WomenInLeadership #BreakingBarriers #WorkplaceEquality #WomenInSTEM #WomenInEnergy #WomenInTech #GenderEquality #EmpowerWomen #CareerGrowth #WomenInBusiness #WomenInOilAndGas #WorkLifeBalance #EqualOpportunities #Leadership #RepresentationMatters

Representation Alone Isn’t Enough In the wake of Kemi Badenoch’s appointment as the new Leader of the Opposition, WhatsApp groups, social media posts, and headlines are filled with questions: “Is this a win for equality?” This reaction itself is problematic and points to a fundamental misunderstanding of what representation truly means. When a white leader is appointed, the focus is rightly placed on their policies, track record, and plans for the country. But when someone from an underrepresented community steps into a similar role, the conversation too often shifts to their ethnicity, as if their very presence equates to a step forward for equality. This response shows just how far we still have to go in understanding that representation alone is not the finish line. True equality isn’t about simply putting diverse faces in high places—it’s about ensuring those in power work for the benefit of all, challenge the status quo, and promote equity at every level. The assumption that an ethnically diverse leader will automatically champion progressive, inclusive policies is not only flawed—it’s dangerous. Expecting that Badenoch’s policies will reflect the needs and priorities of all Black or ethnically diverse people is reductive and ignores the diversity of thought that exists within any group. Representation doesn’t guarantee diverse perspectives or priorities; it simply means that someone who looks different now holds the position. Margaret Thatcher, for instance, didn’t represent all women, nor did Boris Johnson represent all men. This burden of “representing” a whole demographic is rarely placed on white leaders. Badenoch’s appointment highlights the danger of symbolic wins without substance. If we’re quick to label this as “progress” solely because of her ethnicity, we risk settling for a superficial kind of diversity—one that doesn’t challenge or change structures. True progress demands that we look deeper: What are her policies? Who do they benefit? What kind of society does she envision? If a leader isn’t actively working to dismantle systems of inequality, their identity alone doesn’t amount to much. Representation alone can’t drive change. Genuine equality comes from holding leaders accountable, regardless of background, and questioning their policies and impact—not just their appearance. Yes, we need to look at the systemic barriers that create a lack of diverse leaders within sectors, but that’s only part of the puzzle. True progress is about policy, it’s about interrogating leadership not only for appearances but for actions. Don’t get me wrong—this is complex. Representation matters, too, as a lack of diversity often points to deeper systemic and structural barriers. Believe me, in any sector, the talent is there. But appointing your own Kemi Badenoch won’t mean you’ve done the work! Until we stop conflating diverse leaders with automatic progress, we’ll keep missing the larger, systemic work needed to achieve genuine change.

Recommended reading! From London. While urban planners strive to create inclusive environments for all citizens, truly inclusive cities require acknowledging that our spaces do not serve everyone equally. Cities historically designed primarily by and for men need deliberate recalibration to address the needs of women and other overlooked groups. This requires policymakers and designers to specifically examine how urban environments function for diverse populations with different lived experiences. The 2024 Handbook: Gender-Informed Urban Design & Planning LLDC (London Legacy Development Corporation) and Arup have released a usefull handbook addressing a critical gap in urban planning: gender-informed design approaches. The publication features beautiful illustrations by Shanice Abbey. Key findings: • Urban environments, traditionally viewed as gender-neutral, often contain embedded biases that compound gender inequalities • Over half of UK girls aged 13-18 report unwanted sexual comments in public spaces • Women's movement patterns are significantly impacted by caregiving responsibilities • Research identified specific "hotspot" areas perceived as unsafe within the LLDC boundary Practical recommendations for implementation: • For local authorities: Establish gender-informed corporate strategies, implement gender budgeting, adopt targeted planning policies, and utilize planning obligations • For developers: Embed gender-informed principles throughout project lifecycle, conduct participatory engagement, and prepare Gender-Informed Design Statements • Deploy specific design interventions including strategic lighting, carefully placed public realm furniture, and thoughtful land use planning This handbook offers evidence-based insights and practical tools for integrating gender-informed principles into existing planning frameworks, emphasizing intersectionality and meaningful community involvement. The guidance extends beyond theoretical concepts, suggesting concrete design solutions such as layered lighting for human scale, social seating configurations, and interim uses for vacant sites. A valuable resource for all urban professionals committed to creating truly inclusive cities. #UrbanPlanning #GenderEquality #InclusiveDesign #PublicSpace #UrbanSafety #SpatialPlanning #DesignInnovation #CommunityEngagement

Did you know on average women in the UK need to work 19 years longer than men to bridge the pensions savings gap? This was highlighted by findings from the Pensions Policy Institute earlier this year. The gender pension gap is a serious issue, particularly for women in midlife and beyond. Many women are forced to leave the workforce early due to health concerns like menopause, and at retirement, women’s pension pots are £136,000 short of men’s, leaving many to face financial insecurity. Also, 37% of women in the country do not engage in investments beyond their workplace pension, whereas this figure is 24% for men -- in part due to having less disposable income available for investment -- according to Aviva, a UK pension provider. The pandemic made things worse, with women over 65 struggling to bounce back from job losses. Gender pay gaps, ageism, and caregiving duties further compound these challenges, particularly when viewed through an intersectional lens. In the UK, women are almost three times more likely than men to retire early to care for a family member. All together, from the gender pension gap to caregiving duties, these findings paint a stark picture of the challenges midlife and older women face in the workplace. Yet, organisations are lagging. Despite Europe’s median age climbing, less than 10% of companies factor age into their diversity strategies. Older workers are often overlooked, but the skills they bring are invaluable. We need to prioritise flexible work, carer’s leave, and menopause support. Some companies are making strides by integrating age-inclusive practices—but more must follow suit. It’s time to close the pension gap and give older and midlife women the recognition, financial security and pension parity they deserve. Learn more about gendered ageism in one of our most recent blogs: https://lnkd.in/eEurQvKJ And read more about the gendered pension gap: https://lnkd.in/eNRxk2gu #GenderEquality #GenderEquity #EDI #DEI #ThreeBarriers

A state agency called me and inquired, “Do you have experience in racial and gender equity?” I responded, “As an Asian Indian transgender individual, I possess lived experiences that I can contribute to the trainings and discussions.” However, they specified, “We are actually looking for women of color,” implicitly excluding transgender identities. In my discussions about racial and gender equity with clients, I often find myself pigeonholed into a binary understanding of gender and race. I have highlighted the importance of recognizing and including transgender identities in discussions, policies, and actions towards gender equity. This is not merely a matter of fairness or legal obligation—it’s a crucial aspect of acknowledging the rich diversity of human experience. By doing so, we address the specific challenges faced by transgender individuals, foster inclusivity and respect, and advance society towards true gender equity.