Event Planning

Women's equality matters on the other 364 days of the year too. I have a love/hate relationship with awareness days. They serve to bring well needed attention to issues and bring us together to celebrate progress. But they are often co-opted and used as a PR campaign by organisations who aren't really doing the work. But the most disappointing thing for me is often the aftermath. The feeling that when the day/month is done, the issues are done. And we move on to the next. IWD is over but 1 in 5 women will still experience sexual abuse in their lifetime. 80% of the gender pay gap is still attributed to the motherhood penalty. 137 women around the world will still be killed by a partner or family member every day. And, still, only 9 of the FTSE100 CEOs are women. For the men in my network, here are 5 things we can do to advance women's equality, beyond International Women's Day: 💡Join your organisations gender balance and parenting networks exec teams and get involved in arranging initiatives 💡 Commit to listening and learning by reading books, listening to podcasts and attending events about feminism, gender equality and the motherhood penalty 💡Assess who you are sponsoring at work and do more to amplify women's voices in your organisation 💡Donate to, and support, organisations who are doing the work, such as Pregnant Then Screwed and UN Women UK. 💡 If you are a dad, Parent Out Loud at work and be an equal parent at home. Request flexibility, take all the paternity leave available and be unapologetic about your childcare responsibilities at work. A more equal world is good for ALL of us. Let's take continue to do the work all year round. #InternationalWomensDay #GenderEquality #MotherhoodPenalty #ParentingOutLoud

𝗜𝘀 𝘁𝗵𝗲 𝗹𝗼𝗻𝗴𝗲𝘃𝗶𝘁𝘆 𝘀𝗽𝗮𝗰𝗲 𝗺𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗺𝗶𝘀𝘁𝗮𝗸𝗲 𝗹𝗲𝗴𝗮𝗰𝘆 𝗽𝗵𝗮𝗿𝗺𝗮𝗰𝗲𝘂𝘁𝗶𝗰𝗮𝗹𝘀 𝗵𝗮𝘃𝗲 𝗯𝗲𝗲𝗻 𝗺𝗮𝗸𝗶𝗻𝗴 𝘀𝗶𝗻𝗰𝗲 𝘁𝗵𝗲 𝟭𝟵𝟱𝟬𝘀? As you can imagine I consume at a lot of longevity content, and one thing keeps standing out: the biggest names I see and hear are still mostly men. 1️⃣ Only 17% of the top 100 longevity leaders are women. 2️⃣ At major conferences, lineups can be as imbalanced as 12 men for every woman. 3️⃣ In 2024, women-led startups in health and longevity attracted just 2% of venture capital in the US and Europe. 4️⃣ In research, only about 30% of scientists are women, and in drug trials women make up under 30% in early phases and about 41% later on. That imbalance whilst seemingly trivial does influence who gets the microphone, whose science is amplified, and thereby likely has knock-on effects to which companies get funded. Whilst less pronounced, the imbalance seems reminiscent of the past ✔️ After the thalidomide crisis in the 1950s, women were excluded from most clinical trials until 1993. ✔️ For decades medicine defaulted to the male body, leaving women with more side effects, misdiagnoses, and treatments that didn’t fit their biology. ✔️ Even now, they are 50–75% more likely than men to have adverse drug reactions. Of course men can talk about women's health and cite studies, but I believe it isn't the same as when women lead the conversation. With their biology, longer lifespans, and greater burden of chronic illness, women bring nuance and lived experience that male-led research can possibly miss in addition to simply being more likely to inspire behavioral change in female audiences. Still, the spotlight often circles the same few male voices, while equally credible women don’t always get the same recognition. Yet there are already incredible names in the space: → Dr. Rhonda Patrick: breaking down complex aging science for a mass audience. → Celine Halioua (Loyal): raised $125M+ to develop the first FDA-approved longevity drug. → Kristen Fortney Fortney (BioAge Labs): using AI and biobank data to target aging pathways. → Robin Berzin MD (Parsley Health): building a new model for preventive, personalized care. → Anne Fulenwider (Alloy Health): tackling menopause as a central longevity issue. → Dr. Gabrielle Lyon: putting muscle health at the center of longevity. → Stacy T. Sims, PhD.: proving that “women are not small men.” through research → Roma Van der Walt (Vitelle): creating longevity protocols designed for women. → Lucia Kupcova: supporting healthspan ventures and investors. → Kate Ryder (Maven Clinic): built the first women’s health unicorn and is reshaping femtech investing.

A student recently commented to me that the news cycle feels dominated with climate pessimism. But I disagreed. As I thought more about it, I realized that it is more important than ever to remain resilient and to fill our own news cycle with climate optimism. Everyday I try to spend time honoring the accomplishments and contributions of individuals actively driving sustainability initiatives for communities worldwide. I thought I would add some climate optimism to your feed today! ⭐ Dr. Ayana Elizabeth Johnson, Founder of Urban Ocean Lab, is a marine biologist and policy expert working at the intersection of conservation and social justice. ⭐ Vanessa Nakate, a climate justice activist from Uganda, is committed to amplifying the voices of African activists and raising awareness about the impact of climate change on the continent. ⭐ Catherine Coleman Flowers, a MacArthur Genius Grant recipient, is a leading environmental justice advocate and author, working to address sanitation and water issues in marginalized communities. ⭐ Dr. Dorceta E Taylor, an environmental sociologist, is a leading scholar on environmental justice, sustainability, and diversity in the environmental movement.    These leaders exemplify the importance of cultivating a global workforce with green skills and the powerful role that women play in this field. From their research, speeches, podcasts, articles, and so much more, their work has unlocked insights that are changing the world.     #SustainabilityLeaders #Inspiration

How. Is. This. Still. Happening?! 😡 Today, I had a conversation that left me fuming—and not for the first time. I spoke with an incredibly talented, experienced female candidate who just discovered that a male colleague—junior to her in the industry, with half her experience, who even reports into her—was earning significantly more than her. Yes, you read that right. In 2024, we're still having these conversations. How is this still a thing? Equal Work, Equal Pay should be the norm, not a privilege. It’s not just about fairness; it’s about respect, value, and integrity. How can we expect women to stay motivated, stay innovative, stay in industries that continue to undervalue them, especially when the events industry is pretty much made up of women? It’s infuriating that despite all the progress we've supposedly made, gender pay gaps are still very real, very pervasive, and very damaging. We talk about diversity, equity, and inclusion, but how can we take those words seriously when these disparities continue to exist? So, what do we do about it? Advocate and Speak Up: If you discover you’re being underpaid, don’t stay silent. Gather your facts, know your worth, and advocate for yourself. Yes, it’s uncomfortable, but silence only perpetuates the problem. Managerial Responsibility: Managers, this is on you too. If someone on your team is being underpaid, it’s your responsibility to address it. Push for pay adjustments if you see inequities—don’t wait for your employees to bring it up. Support Each Other: We need allies in the workplace. If you’re aware of a colleague being underpaid, support them in their fight for fair compensation. The more voices, the stronger the message. If this happens to you… Don’t internalise it: This isn’t about your worth or value. It’s about systemic issues that need to be addressed. Arm Yourself with Information: Research industry benchmarks, gather evidence of your contributions, and prepare to make your case. Demand Action: Don’t just ask—demand that your organisation takes action. Whether it’s a salary adjustment or a clear path to one, make sure there’s a concrete resolution. Know When to Walk Away: If your company refuses to rectify the situation, it might be time to look elsewhere. Don’t stay where you’re undervalued. To all the companies out there: Step up. Do better. This isn’t just about keeping your employees happy; it’s about basic fairness and decency. This shouldn’t still be happening. But until it stops, we’re going to keep talking about it, calling it out, and demanding change. #EqualPay #GenderEquality #PayEquity #DiversityandInclusion #RantOver

The excitement around the #UEFA Women’s Euro here in Switzerland is palpable. But while women’s sport has never been more visible, the playing field is still far from level. 🔹 Top male football players earn on average $1.8 million per year while top female footballers earn just $24,000. 🔹 Only 3 of the 31 largest international sports federations are chaired by women. 🔹 Maternity leave is still overlooked. Media coverage remains uneven compared to men’s sport.   LGBTIQ+ women, women of colour, women wearing headscarves, and women with disabilities often face discrimination. Many —especially women of African descent— are frequent targets of hate speech, and abuse, both online and offline.   Sport has the power to drive social change and promote fairness and inclusion— but only if all of us, including governments, federations, businesses, and media are willing to confront the systems that continue to hold women back.    We must dismantle the patriarchal barriers that still define the world of sport — and build one where women and girls, in all their diversity, are equally visible, valued, and paid.   It’s time to level the field. 👉 https://lnkd.in/eewG-zvF

Lately, I’ve been attending a lot of industry events, and there has been one recurring theme: a glaring lack of women speakers! Far too often, the only woman on a panel (if any) is the moderator—which, let’s be honest, does not really count as equal representation and the panel would still count as a ‘manel.’ And please, don’t tell me there aren’t female professionals in this or that field. There are talented women out there, bringing expertise and fresh perspectives across every sector. It’s time we move beyond tokenism and make sure women are not only present, but actively participating as thought leaders and experts. YOU can do something about it: 🔴 As a speaker, recommend, introduce and advocate for women co-panelists. 🔴 As an event organizer, audit speaker lineups and actively seek out female experts, or hire someone to do that for you. 🔴 As a sponsor or partner, support events that prioritize gender balance and hold others accountable for their choices. Equal representation doesn’t happen by accident—it requires intentional action from each and every one of us. When we create space for all voices, we enrich the conversation with diverse voices and inspire the next generation of leaders; and it is time for our event lineups to reflect that! #representationmatters #womeninleadership #diversityandinclusion #publicspeaking #genderequality #socialimpact

Female faculty have a harder time working in academia than male faculty. Women report negative interactions with male colleagues make it harder for them to secure mentoring, resources, & career opportunities. Don't believe it? Ten years ago, Griffin et al. provided a masterful analysis of the issue, using qualitative methods & analysis of interviews with 23 female scientists. They found that: * academic value systems sometimes clash with the values ascribed to women in society. * women reported negative & marginalizing interactions with men in academic settings. * women lacked access to resources needed to succeed in academic careers. What can we do? * offer career development activities so everyone has equivalent access to develop soft skills. * monitor how people treat one another in academia, negative & marginalizing interactions should not be tolerated. * educate academics, so they understand how their actions impact each other. * create formal systems for allocating resources, such that everyone has similar access. * enforce rules for workplace civility, we need to stop looking the other way when a colleague is harassed. Read the paper, look around, & ask yourself is this still the academic world that I live in? If it is, become a change agent! The citation: Griffin, K., Gibbs Jr, K. D., Bennett, J., Staples, C., & Robinson, T. (2015). " RESPECT ME FOR MY SCIENCE": A BOURDIEUIAN ANALYSIS OF WOMEN SCIENTISTS'INTERACTIONS WITH FACULTY & SOCIALIZATION INTO SCIENCE. Journal of women & minorities in science & engineering, 21(2). The link: https://lnkd.in/eZPHUNwY The abstract: Disparities in representation in the professoriate and recent research suggest that women continue to face challenges throughout their training. This study examines a specific aspect of scientific training− interactions with faculty−due to their role in socializing students into academic norms and values which can promote retention and success in science. While studies have highlighted the importance of faculty relationships in socialization, few studies have done so using a Bourdieuian framework (social capital, cultural capital, habitus, and field) or simultaneously addressed postdoctoral and graduate training experiences. This study uses Bourdieuian tools to frame an analysis of focus group data collected from 23 women who have completed PhDs in the biomedical sciences, focusing on how their relationships with faculty throughout their training experiences inform them about what it means to be a scientist, their alignment with these norms, and their access to important resources (social and cultural capital). Findings suggest that faculty interactions often suggested to women or led them to surmise that academic norms and values conflicted with their own as women. Further, women described negative and marginalizing interactions as limiting their access to important resources key to advancement in science.

I was delighted to welcome Vanessa Kerry, MD MSc, the first World Health Organization Special Envoy for Climate Change and Health, to The Minor Consult podcast. We explored how climate change is impacting human health — from the rise of vector-borne diseases to the effects of extreme weather on health care access — and we discussed what individuals and the global community can do to mitigate this crisis. Along the way, Vanessa shared insights from co-founding and leading Seed Global Health, which helps train the health workforce in resource-limited countries. Thank you for joining me, Vanessa! Listen to our entire discussion here: https://lnkd.in/gTvxJbTP #TheConsult #EarthDay

Another year, another International Women’s Day event request, this time with no budget for speakers or a "tiny budget." Women are expected to organise IWD events, often on top of their day jobs, with little to no resources. Meanwhile, the real work of gender equality, fixing systemic barriers, addressing pay gaps, and ensuring more women advance into leadership remains a low priority for the organisation. Enough with the cupcakes, the morning teas, and the token celebrations. If organisations are serious about gender equity, they must fund it, prioritise it, and ensure it delivers real change. I wrote about it (again!) https://bit.ly/4b923uV If your organisation is hosting an IWD event, ask the tough questions: • Who is doing the work, and are they being recognised? • What budget has been allocated? • How will this contribute to long-term change for women? Because cupcakes, panels and morning teas don’t close the leadership gender gap. Year-round gender equity action does. #InternationalWomensDay #GenderEquity #WomenInLeadership #LeadToSoar

I'm honored, I really am, thank you. But...my entire work week would be unpaid if I said yes to every invite to mentor, speak, present, or support a startup or VC fund just “for exposure” or equity. There's actually a term for this: the pink volunteer economy. ⏰ It's 2025—and yet women are still disproportionately asked to do work that isn’t paid, promoted, or even acknowledged. Every single week of the year I’m asked by people who are paid... to work for free. Make it make sense. 🙅♀️ From unpaid panels, presentations, and mentoring to invisible tasks like note-taking, free advisory sessions, making introductions, and planning events—it all adds up. And when we say no? We’re told we’re “not team players” or missing out on “visibility” or even better, "future opportunities." 📊 This isn’t just anecdotal—it’s backed by research ⤵️ 44% more likely: Women are asked to do non-promotable tasks more than men (Babcock et al., 2017). These include event organizing, mentoring, and internal admin—critical to the org, but ignored at promotion time (Harvard Business Review). Women are also more likely to say yes, thus keeping the cycle alive. 🎤 Panels & speaking gigs: A 2023 Women in Global Health survey found women experts are routinely unpaid or underpaid vs. male peers. Anecdotally, colleagues across sectors share with me the same story: men get fees, and women get to do “favors.” 🎨 Creative & consulting work: In creative industries, women are 40% more likely to be asked for unpaid strategic input (Creative Equals, 2021). We talk a lot about the gender pay gap and the second shift. But what about the unpaid labor that hides in plain sight in the professional world? I get it. I do want to help as much as possible, especially for friends and those doing "good" in this world. And I am! But the work often... spirals. Non-profits, starving start-ups, and new initiatives don't have budgets. But can we at least get an honorarium? Credit for the deal? 💡 But folks, if the work is really worth asking for, it’s worth budgeting for. Full stop. I know you all know this pain ➡️ Modern Agriculture Foundation (MAF), Sonalie Figueiras - The World's Green Queen, Jenny Stojkovic, Women In The Food Industry, Women in Food and Agriculture, Jenny Tang, Malin Frithiofsson, Michele Champagne, Floor Buitelaar, Julia Vol, Julia Pekerman, Tarika Vijayaraghavan, Ph.D. P.S. - Gary is not his / her real name. P.S.S. - Do you like my male twin? Now I know what I'd look like as a guy (according to AI). Do you think he'd more likely be offered payment above me?