Celebrating Employee Achievements

5 Uncomfortable Truths Most High-Achieving Women Spend Their Entire Careers Avoiding: 1.) Deflecting Compliments Hurts Your Career. For years, I was the queen of deflecting compliments—brushing off praise with "Oh, it was nothing" or redirecting it to others. I didn’t realize I was diminishing my value and reinforcing the idea that my contributions were not worth celebrating. This habit cost me visibility and career advancement. 2.) Your Achievements Won't Speak for Themselves. Here's why it takes women so long to learn this truth: 1️⃣ Belief 1: Good work alone should be enough. 2️⃣ Belief 2: Self-promotion feels like bragging. 3️⃣ Belief 3: Staying humble will make me more likable. Avoid this trap: Recognize that sharing your success is not arrogance; it’s accurately representing your value. 3.) Staying Silent Costs You Opportunities. Think of every opportunity you've missed because you didn’t speak up. I stayed quiet about a project that saved millions, assuming my work would speak for itself. It didn’t. A male colleague, who contributed far less but wasn’t shy about promoting his role, received the recognition—and the promotion. Face it: Silence doesn’t serve you. If you don’t promote yourself, someone else will—and they might not tell your story how it deserves to be told. 4.) You Can Be Liked and Respected, but Respect is Non-Negotiable. ✅ If you confidently own your achievements, you’ll be seen as a leader. ✅ If you continue deflecting compliments, you’ll remain invisible. ✅ If you stay silent, you’ll reinforce the status quo that women’s contributions are less valuable. Choose wisely: Would you rather be liked for your silence or respected for your contributions? 5.) Women Often Play Small, But the World Needs You to Play Big. Most people think modesty will open doors, but in reality, it’s flipped: owning your awesome is the key to unlocking new opportunities. Actions tell your story, so start making yours count by confidently representing your value.

Innovation knows no gender. Reflecting on my journey as an engineer over the past 25 years, from stepping into the workforce to witnessing the remarkable strides women have made today, I am struck by both the progress achieved and the many challenges that persist. When I started my career in the late 90s, women engineers were a handful and today, I'm heartened to see more women not only entering the field but also pioneering innovations and driving meaningful change. ➡️ However, looking at the numbers, in 2023, men outnumbered women in global engineering by 86.3% to 13.7%. And despite the demand for tech skills, women constitute only 28% of engineering graduates globally. In STEM fields, they make up 33% of researchers but hold just 12% of national science academy memberships. ➡️The leaky STEM pipeline begins early and persists over time. It is not just enough to keep feeding the pipeline by increasing the number of female students. It is imperative to work towards breaking gender stereotypes through early investment in reskilling and the promotion of STEM education. Apart from making STEM education more fun and engaging, introduction to female role models and mentors can help change stereotypical perceptions related to these subjects and inspire more girls to choose and work in the area. ➡️I see technology as an enabler here. Achieving equal representation of women in the tech industry requires a collaborative effort from organisations, academia, and government bodies. At the organisational level, tech firms should focus on creating supportive structures that not only attract but also retain and nurture female professionals. Flexible working policies, improved leave and well-being benefits, and support networks serve as key factors in promoting women in the workplace. Investing in training and mentorship programs is essential to equip high-potential women technologists with the necessary skills for leadership roles. Initiatives like involving female employees in the recruitment process, hosting career fairs, and offering internship programs can help organisations move towards a more gender-balanced workforce. The future of engineering is bright, and women are an integral part of that future. By continuing to support and celebrate women in engineering, we are investing in a world where innovation knows no gender, and where the contributions of all are valued and recognized. #InternationalWomenInEngineeringDay 🎉✨

**WHY YOU SHOULD TALK ABOUT THE THINGS YOU DO WELL: "IT'S NOT BRAGGING IF IT'S BASED ON FACTS"** Everyday I see women holding back from sharing their achievements, feeling like they are doing something wrong if they talk about the things they do well. Feeling like they are "too much", that maybe people will judge them, that talking about their accomplishments will prevent them from climbing the ladder (whatever that ladder is). The truth is: it is the other way around. Research shows that self-promotion is one of the ingredients to succeed at work. Self promotion is culturally perceived to be something wrong. We all listened something like "Do not brag about the things you do well" when we were kids. But if in job interviews, applicants who talk confidently about their achievements are considered to be more competent and if you are more likely to get a salary raise if you ask for it, maybe we need to change our mindset about this! My mindset shift happened for the first time when I realized that "It's not bragging if it's based on facts" and started facilitating #IAmRemarkable. Thinking and talking about the things we do well is like exercising a muscle. You need to practice it. And practicing something that is also connected to our cultural beliefs implies breaking your unconscious bias. For example: research also shows that "Men and women do not like women who promote theirselves." Why? When I joined my first full time job I believed I could not talk about the things I did well or the things/ roles I wanted to do next. One of my mentors explained me that actually talking about those things would help me to land my next job or get invited to rooms where I could add value. This is the kind of culture we need to foster in our companies, breaking our own biases when we listen to someone that talks openly about the things they do well. 3 things that helped me start talking about my achievements: #1 I have learned with Joana Bastos dos Santos and Anna Vainer that "It's not bragging if it's based on facts". 1)Think about the experiences you had and projects where you had an impact. 2)Think about the data: What was the result? How did you help X number of people or your team/ company? How much of X did you drive? Link the things you do well to the results of what you actually did. When you write it down you will feel more comfortable talking about it. #2 Time block your calendar to write about the things you did well during the week. "Small" things do count. Save at least 30 minutes of your time to write it down and always add numbers and facts. #3 Practice. Communicate actively with your manager or team in your next 1:1. Talk about those things with your mentors and ask for guidance on how you can do it intentionally. Thank you TEDxLisboa for the invitation to talk about my experience and for inviting a POWERHOUSE of women (like ex-Ministers). We need to break our biases and for that to happen we need to start talking about our biases.

Ever downplayed your work achievements? You're not the only one. I often hear from professionals"I'm just doing my job" or "It's not a big deal." But, owning your career wins is crucial for growth. Here's how to capture and communicate your success: 🌟 Maintain a Brag File: Jot down your successes regularly. It could be completed projects, positive feedback, or significant milestones. 🌟 Quantify Your Wins: Use numbers to demonstrate the scale of your impact. 🌟 Apply CAR(L): For any achievement, detail the Context, Action, Result, and Learnings. It’s gold for interviews and reviews. 🌟 Rehearse Your Success: Practice makes perfect. Share your wins with a mentor or just reflect in front of a mirror. You're not boasting—you're simply acknowledging your hard work. #OwnYourVoice #LeadingQuietly

If you're a woman, you may have felt that you're on an endless treadmill of proving your worth. That’s "Prove it Again" bias in action. It's a pervasive double standard where men are often evaluated on their potential while women must continually prove their accomplishments. 🛑 This is how it might manifest: 🏆 Success has a gendered lens: When men succeed, their skill and talent are credited. But when women succeed, it is often luck or external factors that get the credit. 🔍 And when it comes to failure, the scrutiny intensifies for women. A man’s error might be shrugged off and forgotten, but a woman’s? It sticks like glue as though it were proof that she didn’t belong in the first place. How do we level the playing field? 1️⃣ By recognizing and challenging gender biases in the talent pipeline. 2️⃣ By celebrating women's achievements as loudly as we do men's. 3️⃣ By using fair and equitable methods to evaluate performance. 4️⃣ By normalising women’s success as a product of their skills and remembering their mistakes are steps in the learning process. 5️⃣ By asking yourself, whenever you decide about women - "Would I say or think that about a man?" #GenderBias #ProveItAgain #DiversityEquityAndInclusion #WomenInLeadership #MichelleRedfern

My “WOMEN in TECH” project wants to make EVERY DAY of 2024 an IWD, not just today. On January 1st I set myself the challenge of learning about one brilliant female tech leader every day. I had 3 motivations: 1. Most examples of inspirational tech leaders (inc. quotes & keynotes) feature men. I was as guilty as anyone in always referring to the usual suspects. 🎤 2. There is still a HUGE imbalance in the workforce (74% of the AI-industry is male) and it is estimated that it will take 131 YEARS 🤯 to close this gap at the current rate of change. ⚖️ 3. Many of the best storytellers are women but we don’t do a good enough job of shining a spotlight on them. 🔦 ⬇️ So, in a tiny way, I thought I would dedicate 2024 to making a small impact. There are now 72 amazing women on this list already and we’ll end the year on 366. The list has already been viewed by over 567,623 PEOPLE who have clicked on 1.91M links to view their keynotes, conversations and showreels!!!!! 🙌🏻 So if you’re interested in being inspired by some brilliant female scientists, storytellers and CEO’s, then head over to BetterStories .org / WOMEN FEATURED LEADERS WORTH FOLLOWING: Talia Gershon • Cleo Abram • Dr. Joy Buolamwini • Daniela Braga, PhD • Kieran Snyder • Margaret Mitchell • Clara Shih • Jennifer Eberhardt • Liv Boeree • Timnit Gebru • Galit Ariel • Fei-Fei Li • Whitney Wolfe Herd • Hannah Fry • Dr. Sasha Luccioni • Kate Soule • Melanie Perkins • Limor Fried • Alice Zhang • Julia Hartz • Prof. Amanda Kirby • Ida Tin • Eleonore Fournier-Tombs • Tania Boler • Sukhi J. • Nancy Giordano • Dr Catriona Wallace • Julie Sweet • Francessca Vasquez • Miranda Ratajski • Asu Ozdaglar • Francesca Cornelli • Senta Cermakova • Lauren Ingram • Frances Frei • Jodie Cook • Sophie Devonshire⚡️ • Rav Bumbra • Dr Magda Chelly • Helene Li

I live for the day when... Int'l Women's Day becomes obsolete. When equality is so deeply ingrained that we no longer need a dedicated day to celebrate half the population. I imagine telling future generations, “Do you know we used to have a special day just to push for fairness?” And seeing their confused, shocked faces because true equity is simply the norm. Until that day, we still have work to do. One of the most impactful ways to make IWD obsolete is through the power of Allyship. Here are 12 ways to be a stronger ally to women: 1/ Push for Equal Pay & Promotions ↳ Ask: “Are we applying the same standards for everyone?” 2/ Amplify Women’s Voices ↳ If a woman is interrupted, say: “Let’s hear her finish.” 3/ Sponsor, Don’t Just Mentor ↳ Name a woman for key opportunities. 4/ Share the Stage ↳ Decline all-male panels and recommend a woman expert. 5/ Challenge Bias ↳ Ask: “Would we say this about a man?” 6/ Normalize Parental Leave ↳ Take your leave - and talk about it openly. 7/ Call Out Microaggressions ↳ If you hear a dismissive comment, respond: “Let’s be mindful of how we talk about our colleagues.” 8/ Share Office Housework ↳ Say: “Let’s rotate this to keep it fair.” 9/ Advocate for Women in Leadership ↳ Ask: “Are we considering a diverse range of candidates?” 10/ Ask How You Can Help ↳ Instead of assuming, ask: “What would meaningful support look like for you?” 11/ Make Room at the Table ↳ Notice who speaks the least and invite them in. 12/ Commit Daily ↳ Set a reminder: “Have I amplified, advocated, or supported inclusion this month?” 💜 Real change happens when we show up for each other - not just today, but every day of the year. Let’s build workplaces and communities where everyone thrives. Who is someone who inspires you to be a better ally? Please tag them below! ♻️ Please share to help create a fair workplace for all. 🔔 Follow Bhavna Toor (She/Her) for more on compassionate leadership. #IWD2025 #Allyship #WomensHistoryMonth

On this International Women's Day, I want to share a story that shaped my perspective on women in technology. When I was 10, I watched a documentary about Margaret Hamilton and her groundbreaking work on the Apollo 11 mission. It left me in awe. #Hamilton led the team that wrote the software for Apollo 11's guidance computer. Her code was crucial for landing humans on the moon. The printed code was taller that her. At that young age, I didn't think twice about a woman leading such a monumental project. It seemed natural. But Hamilton's story spark my interest on technology. Now, years later, I realize how truly extraordinary Hamilton's achievements were. She pioneered software engineering before it was even a recognized field. Her foresight in error detection and recovery software saved the Apollo 11 mission from failure. Hamilton's work laid the foundation for ultra-reliable systems we depend on today. She broke barriers in a male-dominated field and reached for the stars - literally. #IWD25 

I tracked every “quick favor” for 30 days. 29 extra work hours per week. $1,657 of unpaid work. This stops now. Here's the playbook successful women wish they had sooner: First, check if you're already in the trap: □ Missing family events (they'll get over it...) □ 50%+ unused vacation (you're 'too needed'?) □ 2+ late nights (your family understands, right?) □ Skipping 3+ lunches weekly (your health is optional?) □ 5+ weekend emails (because boundaries are for others?) Sound familiar? Let me decode what's really happening. When they say: "You're the only one we trust!" "We need YOUR magic touch!" "Nobody handles this like you do!" What they mean is: ”Here's more work to do for us (without the promotion).” Let's do the math on your 'excellence tax': ➜ "Emergency" solutions: 6hrs ($343) ➜ Extra projects: 10hrs ($572) ➜ Training others: 8hrs ($457) ➜ "Quick" favors: 5hrs ($286) That's $86,212 of unpaid work yearly that you’re GIFTING your company. [Based on avg senior manager salary in US, 2025] McKinsey's 2024 report confirms: Women who always over-deliver are 4x more burned out... and 50% less likely to be promoted. Ready to break free? Here's your 7-day escape plan: Days 1-3: Get ruthlessly clear • Track every single task (yes, even the 2-minute ones) • List ALL responsibilities (especially the invisible ones) • Calculate your true hourly rate (prepare to be shocked) Days 4-7: Reclaim your power • Document your processes (become replicable) • Train your backup (you deserve time off) • Master the boundary script below... Save this script (it's your new best friend): "Thanks for thinking of me! I'm currently leading [X projects]. Let's: 1. Schedule this for next month 2. Train someone else to own this 3. Reprioritize my current workload Which works best for you?" Your freedom metrics (track weekly): 📉 Hours of unpaid work (your time = your wealth) 📈 Career growth (focus on YOUR goals) 📈 Tasks delegated (trust your team) 📈 Personal time (your life matters) 📈 Breaks taken (non-negotiable) Because here's the truth: The women who make it to the top didn't get there by being everyone's backup plan. ♻ Share this wake-up call with another brilliant woman paying the 'reliability tax'. ➕ Follow Julia Snedkova for career strategy that respects your ambition.

Ma'am my manager is steeling credit for my work ? A Client's Story & Action Plan..... A talented female client recently confided in me about a frustrating situation: her manager kept taking credit for her work. This is a scenario many women face, and it can be especially disempowering considering societal norms around female self-promotion. Here's what I advised her (and what YOU can do if you find yourself in a similar situation): 1. Breathe & Assess: Before reacting, take a step back. Is this a one-time incident or a pattern? Recognize your frustration, but channel it into proactive steps. 2. Be Your Own Champion: Document Everything: Don't rely solely on memory. Keep a record of your contributions. Emails with ideas, drafts with timestamps, and project notes are your allies. 3. The Art of the "FYI": Subtly keep higher-ups informed. When sending project updates or successes to your manager, consider copying relevant colleagues or leaders. This creates a paper trail of your involvement. 4. The "Credit Correction" Conversation: If it happens again, address it with your manager privately. Focus on facts ("In the meeting, you mentioned...") and suggest a more accurate portrayal of events. Practice beforehand to feel confident. 5. When All Else Fails, Elevate: If the behaviour persists and these steps don't work, consider talking to HR or a trusted senior leader to discuss your concerns. 👉 Remember: 🎊 Your contributions are valuable! Don't be afraid to advocate for yourself professionally. 🎊Document your achievements and build a network of supporters. Feeling Stuck? If this resonates and you need help navigating the situation, reach out in the comments or DM me. Let's discuss how to get you the recognition you deserve! Follow Sadhanaa Giri ☀ for more #womeninleadership #selfadvocacy #workplaceissues #linkedinlearning #manager #leadershipcoaching #executivecoaching LinkedIn LinkedIn Guide to Creating LinkedIn Social Impact LinkedIn News India