Creating Safe Spaces For Dialogue

When I read a post today about a PhD student who was kidnapped and murdered while conducting fieldwork, I was deeply shaken. It brought back memories of my own fieldwork experience during my PhD, when I was sexually harassed. No one had prepared me for how to handle such situations. In anthropology—still a male-dominated field—fieldwork is often romanticized as an adventure, as if being able to "handle anything" is a measure of competence. This mindset leaves many researchers, especially women and young students, feeling isolated when they face dangers in the field. When I was harassed, I didn’t tell my supervisors because I thought I was “overdoing it”. I took my own precautions and carried on with the fieldwork. Later, while writing my dissertation, I came across a handful of articles about female researchers who had experienced similar or even worse situations. I decided to include my experience in my dissertation. The response from my supervisors? “Oh, I didn’t know—you should’ve told me." Followed by: “Are you sure you want to write about this?" Yes, I was sure. And I still am. Since then, I have delivered workshops for young researchers to help them recognize that if something feels off, then IT IS off. No research is worth your safety. No academic expectation should silence your voice. I remain committed to advocating for women's and students’ rights, ensuring that no one has to navigate these situations alone. It’s time we talk openly about the risks of fieldwork and change how we prepare the next generation of researchers. Have you or someone you know faced similar challenges? Let’s keep this conversation going. #WomenInResearch #FieldworkSafety #AcademicResponsibility #PhD #GBV

Discourses of Climate Delay 🌎 Discourses of climate delay subtly undermine urgent climate action by framing it as either unnecessary, too disruptive, or impossible to achieve. These narratives don't deny climate change but instead promote inaction through complex messaging, effectively slowing progress toward meaningful environmental goals. One common approach is to redirect responsibility. This discourse suggests that the burden of action lies primarily with individuals or other entities, rather than addressing the systemic changes required from industries and governments. By focusing on personal responsibility alone, broader, impactful initiatives can be sidelined. Another tactic is to emphasize the downsides of change, portraying climate action as a source of economic hardship or social disruption. This discourages support for essential policies by highlighting potential challenges rather than long-term benefits, impeding collective progress. The push for non-transformative solutions is also prevalent. This narrative often suggests superficial fixes, like minor fossil fuel improvements, as adequate steps. By promoting incremental changes rather than systemic transformation, these approaches can delay necessary shifts in energy and resource management. Finally, surrender narratives frame climate change as an unsolvable problem, encouraging resignation rather than action. This viewpoint implies that adaptation is the only feasible response, discouraging mitigation efforts. Addressing these delay discourses requires a clear focus on accountability, transformative solutions, and sustained commitment. Recognizing these tactics is critical to advancing genuine progress in climate action. #sustainability #sustainable #business #esg #climatechange #climateaction

How to (female) Diplomat: Navigating Male-Dominated Spaces (Without Losing Your Dignity, Self Respect and Authenticity) A very senior ambassador once threw a top secret briefing on the ground in front of me—fully expecting I’d pick it up. A calculated power move, dressed up as carelessness. I let it lie there. After all, his arms weren’t broken. Instead, I met his eyes and said, “I think you dropped something, Ambassador.” Then waited. Silence. Eventually, he bent down and picked it up. I realised something that day: Some people test you just to see if they can. And if you play along, they’ll keep pushing the boundary. I’ve spent years being the only woman in the room – whether in the army or diplomacy. Sometimes the youngest, too. And often, the only one not trying to prove I belonged by mimicking the men around me. Because here’s the real power move: 𝗕𝗲𝗶𝗻𝗴 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳. Trying to blend in might feel like the safest option, but in diplomacy or business, it’s your differences that make you effective. So, if you find yourself in a room where the rules weren’t written with you in mind, try this: 1️⃣ 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗣𝗿𝗲𝘀𝗲𝗻𝗰𝗲 Ever notice how some men tend to take up space—physically, vocally, and in decision-making? Don’t shrink. Take the seat at the table. Speak first if you have something valuable to say. → 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝘃𝗼𝗹𝘂𝗺𝗲; 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗰𝗼𝗻𝘃𝗶𝗰𝘁𝗶𝗼𝗻. 2️⃣ 𝗣𝗹𝗮𝘆 𝘁𝗵𝗲 𝗟𝗼𝗻𝗴 𝗚𝗮𝗺𝗲 I once watched a male colleague dismiss a female diplomat’s input in a negotiation—only for him to miraculously propose the same idea 15 minutes later. Instead of calling it out directly, she let him own it and subtly reinforced the idea so it stuck. The win mattered more than the credit. Every single person in that room knew where the credit lay. → 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗼𝘃𝗲𝗿 𝗲𝗴𝗼. 3️⃣ 𝗙𝗶𝗻𝗱 𝗬𝗼𝘂𝗿 𝗔𝗹𝗹𝗶𝗲𝘀 Not everyone in the room wants to see you succeed. But some do. Spot the quiet power brokers—the ones who influence decisions without being the loudest. → 𝗕𝘂𝗶𝗹𝗱 𝗮𝗹𝗹𝗶𝗮𝗻𝗰𝗲𝘀. Some of your best allies might be men. 4️⃣ 𝗙𝗹𝗶𝗽 𝘁𝗵𝗲 𝗦𝗰𝗿𝗶𝗽𝘁 𝗼𝗻 “𝗟𝗶𝗸𝗲𝗮𝗯𝗶𝗹𝗶𝘁𝘆” Ever been told you’re too direct? Or not assertive enough? Too friendly. Or not friendly enough. The double bind is real. But instead of playing an impossible game, reframe it: →𝗗𝗼 𝘁𝗵𝗲𝘆 𝗿𝗲𝘀𝗽𝗲𝗰𝘁 𝗺𝗲? 𝗗𝗼 𝗜 𝗿𝗲𝘀𝗽𝗲𝗰𝘁 𝗺𝘆𝘀𝗲𝗹𝗳? If the answer is yes, likeability is a bonus, not the goal. 5️⃣ 𝗦𝗲𝘁 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀—𝗧𝗵𝗲𝗻 𝗛𝗼𝗹𝗱 𝗧𝗵𝗲𝗺 Whether it’s a demeaning “joke,” being interrupted, a door deliberately slammed in your face—set the boundary. Then hold it. Because the moment you don’t, they’ll push it further. 💡 You don’t need to be louder, tougher, or “one of the guys.” You just need to be strategic about how you show up. What’s worked for you in male-dominated spaces? Let’s share the playbook. 👇

Have you ever been 'Manterrupted' ? Well, early in my career I have been manterrupted a couple of times before I realised how to deal with it. The phenomenon of women getting interrupted in work meetings, classes, and pretty much every kind of conversation ever by men whether consciously or unconsciously is so common that it has a name: "MANTERRUPTING." There are loads of high profile examples: •Taylor by Kanye at the VMAs. •Senator Kamala Harris by her colleagues during the U.S. Senator Intelligence Committee hearings. •U.S. Chief Technology Officer Megan Smith by Google Executive Chairman Eric Schmidt during a panel discussion. And, probably you during the course of your everyday life. Stopping #manterrupting requires a conscious effort to change communication habits and creating an inclusive environment where everyone's ideas are valued and respected. Here are some steps that can be taken to stop manterrupting: ✅Raise awareness: It's essential to acknowledge that manterrupting is a real problem that can undermine women's contributions to the conversation. Creating awareness about the issue can help both men and women recognize it when it happens. ✅Establish a No-Interruption rule , from anyone for that matter. ✅Support your female colleagues: If you hear an idea from a woman that you think is good, back her up. You’ll have more of an effect than you think and you’ll establish yourself as a team player too. ✅Women, own your voice: Don’t undermine your authority ,speak authoritatively. ✅Women should practice assertive body language: The high-power poses not only make you appear more authoritative, but they actually increase your testosterone levels – and thus, your confidence. Creating an environment where everyone feels heard and valued can lead to more productive and fulfilling conversations. What do you think? Follow Vinita Dalal✨ (Army Veteran)

It was a little ironic. The opening session of the UN's Commission on the Status of Women (CSW68) this week had five men in a row speaking on gender equality. However, it wasn't planned this way. Speaker number 3, the President of the UN Economic and Social Council, was called away to a family emergency, as her (male) replacement wryly noted: "so instead of the female president, you are getting the male vice president, adding to the agenda disbalance of this opening”. There were dry chuckles in the room. Despite the not-to-ideal opening, I found the CSW68 opening session inspiring and impactful. During this session, and some of the others I have attended this week, we were reminded of the stark inequalities that persist around the world. Some particularly resonant take aways from me have been: 👉 Secretary General of the UN, Antonio Guterres' powerful opening speech, where he stated: "Patriarchy is far from vanquished – it is regaining ground, autocrats and others are promoting ‘traditional values’. Patriarchy is an age old tradition. We don’t want to bring it back, we want to turn it back. We don’t want granddaughters to enjoy less freedoms than their grandmothers had". I found this very moving. 👉 UN Women Executive Director, Sima Bahous' address, where she explained: "Poverty continues to have a women’s face. More women experience poverty than men. 1 in 10 women live in extreme poverty. 342m women and girls will be living in poverty by 2030 at current rate of progress". Wow, just wow. 👉 UN Women Senior Data and Policy Specialist, Ginette Azcona's update on progress against the Sustainable Development Goals (SDGs): With only 6 years remaining until the 2030 target, NONE of the 17 SDGs have been met, and only 2 are close to target. There has been very little progress since last year. And if that isn't depressing enough, consider these facts: 👉 54% of countries still lack key laws on gender equality, including on equal rights to enter a marriage and initiate a divorce 👉 Globally women hold just 27% of seats in parliament 👉 With the current (slow) pace of change, women are on track to hold just 30% of managerial roles by 2030 👉 At the current (slow) rate of progress, by 2050 women will spend on average an additional 2.3 hours per day on unpaid care and domestic work than men. The time is NOW to lean forward and take meaningful actions to accelerate the pace of change. Not sure what to do? How about signing up to the UN's Women's Empowerment Principles (WEPs): https://www.weps.org/about You can check here whether your organisation is a WEPs signatory, and if not, ask your leadership team why not: https://lnkd.in/eHgu2cRC #GenderEquality #GenderEquity https://lnkd.in/eWfeqHrY

𝗢𝗡 𝗕𝗘𝗜𝗡𝗚 𝗛𝗘𝗔𝗥𝗗 I was once in a meeting where I relayed an idea. I was a VP. There was another male VP in the meeting. And our boss. The meeting went on as if I didn't say anything. Then, the male VP relayed the same idea. And the boss said, "Great idea!" The oversight wasn't necessarily intended. It manifested an unconscious bias that often goes unnoticed in our daily interactions. Recognizing this is the first step toward making meaningful changes. When a woman states an idea, it may be overlooked, but everyone notices when a man repeats it. This is called the “stolen idea.” When a male coworker runs away with a woman’s idea, remind everyone it originated with her by saying something like, “Great idea! I loved it when Katie originally brought it up, and I’m glad you reiterated it.” If someone takes your idea, you can speak up for yourself by saying, “Thanks for picking up on that idea. Here’s my thought. . .” (then add something new). Ways that we can make sure women’s ideas are heard: 1. Invite other women to speak 2. Distribute speaking time equally 3. Ask to hear from women who are being interrupted and spoken over 4. Amplify other women’s ideas by repeating them and giving credit 5. Praise and showcase other women’s work 6. Create systems to distribute “office housework,” such as note-taking, in meetings 7. Share public speaking opportunities with women who have less power or privilege 8. Share pronouns In reflecting on this experience, I'm reminded of the importance of RAW leadership: Being 𝗥𝗘𝗔𝗟 in acknowledging our biases and striving for equity, Being 𝗔𝗖𝗧𝗜𝗩𝗘 in amplifying and crediting ideas regardless of their source, and recognizing the 𝗪𝗢𝗥𝗧𝗛𝗬 impact of ensuring every voice is heard and valued. By adopting these practices, we can dismantle unconscious biases and create a more inclusive environment where everyone feels seen and heard. How do you ensure all voices are heard in your spaces?

When a woman shares an idea in a meeting - silence. When a man repeats it later - it's "brilliant." Waiting for space doesn’t work for women. You have to take it. How to be heard in a room full of men: 1. Be confident in your speech. Speak with confidence, even if your voice shakes. Be concise. Cut the fluff - get to the point fast. If you’re interrupted, say, “I’d like to finish my point.” Keep going. 2. Back your ideas with facts. Don't say "I think". Instead, say: “This strategy increased revenue by 20%.” Facts demand attention. 3. Attach your name to your ideas. Instead of “Maybe we could test this,” say: “I developed a strategy called X. Here’s how it works.” This makes it harder for someone else to take credit. 4. Support other women. When I saw a colleague’s idea get ignored, I spoke up: “That’s a great point she just made. Let’s go back to that.” And just like that, she had the floor again. 5. Follow up in writing. Summarize your key ideas after meetings. Email a summary: “As we discussed, my recommendation is X.” Now, there’s a record of your contribution. In a world where women’s voices are too often ignored, it’s on us to make sure we’re heard - loud and clear. Your voice matters. Use it, own it, and make sure they listen. P.S. Have you ever had your idea dismissed, only for someone else to get credit?

🙄 She is 𝙩𝙧𝙖𝙣𝙨, so 𝙄 𝙖𝙢 𝙣𝙤𝙩 𝙞𝙣𝙩𝙚𝙧𝙚𝙨𝙩𝙚𝙙 -> 𝙄'𝙫𝙚 𝙗𝙚𝙚𝙣 𝙧𝙚𝙟𝙚𝙘𝙩𝙚𝙙 𝙩𝙝𝙤𝙪𝙨𝙖𝙣𝙙𝙨 𝙩𝙞𝙢𝙚𝙨 🙄 In my journey, I've encountered people who, without even a greeting, asked, "𝘼𝙧𝙚 𝙮𝙤𝙪 𝙩𝙧𝙖𝙣𝙨?" This happened on dating apps, in clubs, and in many social settings. These moments were tough and, frankly, not everyone could endure such experiences. But through these trials, I’ve come to understand something profound: those people were not meant for me. Their curiosity was not rooted in love or respect. To those who truly wish to understand and support people like me, here are three essential tips for becoming a better trans ally: 1. Create 𝙏𝙧𝙪𝙡𝙮 𝙎𝙖𝙛𝙚 𝙎𝙥𝙖𝙘𝙚𝙨 (where everyone can express themselves without being judged): 𝙎𝙖𝙛𝙚𝙩𝙮 and 𝙚𝙢𝙥𝙖𝙩𝙝𝙮 are paramount. Before asking personal questions, ensure that the environment is one where the other person feels secure and respected. This means listening, offering support, and not prying into personal details prematurely. 2. 𝙀𝙙𝙪𝙘𝙖𝙩𝙚 𝙔𝙤𝙪𝙧𝙨𝙚𝙡𝙛 (𝙮𝙚𝙨, 𝙞𝙩'𝙨 𝙮𝙤𝙪𝙧 𝙧𝙚𝙨𝙥𝙤𝙣𝙨𝙞𝙗𝙞𝙡𝙞𝙩𝙮): Take the initiative to learn about trans experiences and issues. This shows respect and a genuine desire to understand. There are numerous resources available – books, articles, and training programs – that can provide valuable insights. 3. 𝙍𝙚𝙨𝙥𝙚𝙘𝙩 𝙄𝙣𝙙𝙞𝙫𝙞𝙙𝙪𝙖𝙡 𝙄𝙙𝙚𝙣𝙩𝙞𝙩𝙮 (𝙗𝙚𝙛𝙤𝙧𝙚 𝙥𝙪𝙩𝙩𝙞𝙣𝙜 𝙖 𝙥𝙚𝙧𝙨𝙤𝙣 𝙩𝙤 𝙩𝙝𝙚 𝙗𝙤𝙭😓): Avoid defining someone solely by their trans experience. I am not just a "trans person"; I am Magda (she/her), a 𝙬𝙤𝙢𝙖𝙣 𝙬𝙞𝙩𝙝 𝙩𝙧𝙖𝙣𝙨 𝙡𝙞𝙛𝙚 𝙚𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚. Recognize and honor each person’s individuality and the unique journey they’ve undertaken. With gratitude, hope the world will be inclusive one day enough for everyone ✨💜 Magda (she/her) 🌈

“I spoke to your husband. He called me regarding an electrical outlet job,” said the caucasian man in his late sixties, holding out his business card. “Is he around?” I didn’t feel like explaining that it was me. I had introduced myself over the phone as Celia and shared my pronouns, but he completely ignored them and went based on my voice. Even a simple job like this can cause microaggressions. I try my best to give grace to people who unconsciously misgender me. I was exhausted after 20 calls and just needed the job done. On top of that, I wasn't sure if he would walk away if he knew I was trans. Before my transition, as a privileged brown businessman, I would call the shots, negotiate the price, and they would just do the job without arguing. Now, it’s different. Even though I explain in great detail what needs to be done, they often see me as a damsel in distress who needs help. They simply ignore me, and remain fixated on their price quote. I have seen this toxic culture in the workplace as well. Trans women, especially women of color, are often not taken seriously, even when we are professional and exceptionally skilled. We work three times as hard compared to our cisgender counterparts. If Lynn Conway could get fired from IBM for coming out as a trans woman, we don’t stand a chance. Though we have progressed over the years, there is still much work to be done when it comes to queer, trans, and gender-expansive folks of color. In any line of work, true professionalism comes from listening, respecting, and valuing each other—not from undermining another person, whether it be your colleague or customer. #linkedintopvoices #allies #allyship #RebekonConsultingLLC #changemakers #diversityequityinclusion #diversity #diversityequityandinclusion #hrconsulting #hr #mentalhealth #hrtech #Bathroom2Boardroom #diversityandinclusion #neurodiversity #hradvice #hrrecruiter #hrrecruitment #leadership #humanresources #deib #lgbtq #transgender #genderdiverse #gendernonbinary #humanrights #ceo #ceos #leadership #leaders #healthcare #healthequity #diversityinclinicaltrials #genderequity #racialequity #entrepreneur

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