Workplace Culture Insights

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

Would you believe me if I told you that around half of the women in your team are reluctant to raise problems, concerned that this will impact their leader's perception of them? Our Three Barriers research found that women are very cautious about raising issues, negativity or even raising concerns due to the belief that this can cause repercussions for their career progression. In my line of work and research, I am very aware of the gendered expectations and behaviours that women will adopt within a workplace and how there is a narrow acceptable operating range of behaviours available to women. Too assertive and you're aggressive. Too warm and you're not decisive enough. Too confident and you're arrogant. But nearly half of women actually withholding issues in their role due to these fears, that's startling. What can organisations do? 🔶 You can create a a culture of psychological safety to enable employees to speak up. Leaders role modelling vulnerability themselves, and responding positively when others display vulnerability, helps to show that it is safe. 🔶 You can encourage allyship so that issues raised are supported by others. Equip employees at all levels to demonstrate allyship. 🔶 You can counteract gender biases by changing processes and systems. Audit your talent procesess, frameworks and cycles for biases and stereotypes and counteract them. This will also helo to nudge behavioural change at scale. #EDI #GenderEquity #ThreeBarriers

I recently came across some disturbing yet unsurprising statistics: 🔹 In India, women earn 18.2% less than men on average (Monster Salary Index). 🔹 Globally, the WEF estimates we’re 134 years away from closing the gender pay gap. 🔹 And many companies still don’t track or publish pay parity data at all. That got me thinking: We’ve never discriminated on gender at Gera. But over time, could unintentional bias have crept in? So, I asked our HR team to run a complete gender pay parity audit, role by role. We compared salaries for every role with both men and women, normalised for tenure, scope, and experience. The results? ✅ Women at Gera earn 6% more on average than their male peers. ✅ In 18 comparable roles, only 2 showed men earning more, justifiably, not due to gender. ✅ Just 1.33% of employees showed any potential gender-based gap. ✅ No corrections were needed. This wasn’t just about numbers. It was about staying true to what we stand for. In a world where fairness often feels aspirational, I’m proud that at Gera, it’s operational. Unfortunately, we’ve still got a long way to go as a society. More leaders need to ask the hard questions, listen without defensiveness, and act with transparency. Have you seen organizations truly treat all genders fairly? In your view, what more can be done to make equality not just an ideal, but a norm? #GenderParity #EqualPay #Leadership #Fairness #PeopleFirst #LetsOutdo #GreatPlaceToWork #RealEstateIndia #DEI #TruthOverAssumptions Gera Developments

I once got feedback that I was “intimidating.” I took it to heart. I spent the next few years trying to be as approachable, warm, and agreeable as I could be. I assumed this was a character flaw that I needed to fix. But years later, I realized something: this feedback wasn’t about me. It was about the system - one that judges women more harshly and polices their personalities more than their performance. And the numbers back this up. 👇🏽 🎯 Women are 7x more likely to receive negative personality-based feedback than men. 🎯 56% of women have been called "unlikeable" in reviews (vs. 16% of men). 🎯 Harvard Business Review found that 76% of “aggressive” labels in one company’s reviews were given to women (vs. 24% to men). This Is the Leadership Double Bind: Speak up? You’re “too aggressive.” Stay quiet? You “lack confidence.” Show ambition? You’re “unlikeable.” Ask for a promotion? You’re “too pushy.” And here’s the kicker - it’s worst for high-performing women. This is why women... ↳  Hesitate to showcase ambition. ↳  Are reluctant to ask for opportunities. ↳  Are leaving workplaces faster than others. So, what can we do? Here are 3 ways we can start changing this narrative today: ✅ Check your language. Is the feedback about personality or performance? If you wouldn’t give the same critique to a man, please reconsider. ✅ Challenge vague feedback. “You need to be more confident” isn’t actionable. Women deserve the same clear, growth-oriented feedback as men. ✅ Support women’s ambition. If certain leadership traits (ex. being assertive) are seen as strengths in men, they should be seen as strengths in women too. Have you ever received unfair feedback? What’s one piece of feedback you’ve had to unlearn? 👇🏽 ♻️ Please share to help end unfair feedback. 🔔 Follow Bhavna Toor (She/Her) for more insights on conscious leadership. Source: Textio 'Language Bias in Feedback' Study, 2023 & 2024 #EndUnFairFeedback #IWD2025

I’ve sat in too many boardrooms where someone says: “Our culture needs fixing. Let’s run a workshop.” And I always pause. Because culture isn’t a one-day exercise. Culture lives in the everyday. It’s in the way two colleagues talk to each other when no one else is around. It’s in how managers respond under pressure. It’s in the tone of an email when deadlines tighten. That’s where your real culture shows itself. And here’s the part most leaders don’t want to hear: Culture takes time. You can’t shortcut it. You can’t patch it up with quick fixes. It’s built … slowly … on three things: 1. A clear strategy that people can actually follow. 2. Values that mean something in practice, not just in print. 3. Daily behaviours that reflect both top down and bottom up. When those align, trust grows. When they don’t, the cracks widen. So before you ask, “How do we fix our culture by next quarter?” Ask a harder question: “Are we ready to live the culture we keep writing about?” Because culture doesn’t change when you print new values. It changes when people start living them.

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?

Deloitte’s fourth annual Women @ Work report is out, and it’s not just a collection of eye-opening statistics – it’s a real reflection into the lived experiences of working women all around the world (https://deloi.tt/4bot8sZ).      This year’s report surveyed 5,000 women across 10 countries and the bottom line is: while we’ve made meaningful progress, women are still facing an uphill battle on multiple fronts. From unique mental health challenges and significant responsibilities of child and senior care to non-inclusive behaviors at work and return-to-office mandates, there are many prevalent issues impacting women’s well-being and productivity around the world.        Here's what each of us can do to set the tone daily with our teams to empower inclusion, show up for women, and lead meaningful change:      - Normalize conversations about mental health and well-being by building strong support systems, providing reliable resources, and showing up for each other  - Implement family friendly policies and flexible working options, and enable leaders to understand and encourage these policies   - Foster a culture where everyone feels empowered to speak up, show up as their authentic selves, and stand against non-inclusive behaviors     The progress we’ve made is impactful but there is so much more we need to do. Proud to work at a place like Deloitte that embodies inclusion and the advancement of women in the workplace.  

#Progress, #persistence, and glimmers of hope for women   Deloitte has published their Women@Work report for the past three years to shed light on the complex challenges women experience in the workplace around the world. 5,000 women across 10 countries participated, and the data revealed some nominal improvements this year regarding #burnout and hybrid-work experiences.   What is striking about this report is how much needs to be done. I have to say, I feel like we are in this period of transition where topics like gender equality, #flexibleworking, and #mentalhealth are becoming more “accepted” to openly discuss in the workplace - and we certainly do so at #deloitte. You can sense the temperature of our society when you see such massive success with films like #barbie – this feminist movie surely would not have been in theaters when I was a kid.   Women in the workplace are not just faced with navigating systems not designed for them. We bring with us factors outside of the workplace. This report clearly recognized that women bear the greatest responsibility for domestic tasks, despite working full time. Perhaps this is what leads us to a key finding on the topic of working hours and flexibility. The data shows that an organization’s ability (or inability) to offer women flexibility around when their work gets done is a top lever of #engagement and #retention, even more so than where they work. In sum: inflexible organizations risk losing talented women. With 132 years left to go before we reach gender parity…I can certainly understand the frustrations – it’s exhausting.   As leaders we shoulder the responsibility of empowering the women around us by acknowledging these difficulties, providing support, and creating an environment where women feel energized. For me, I look to initiatives that offer a chance to connect with other women and build a community. That’s why I really appreciate opportunities to connect with other female partners (pictured below!), as well as our recently founded initiatives Women @ the Wheel as well as the female CIO Circle, where I am able to do just this. I am also grateful for the support we receive from our male leadership - thank you Ted Choe and Nicolai Andersen for keeping pushing this topic. Let's all stay aware that we are (by far) not there yet and this will take a tremendous amount of effort to progress.   Claudia Ahrens Julia Preukschat Tatjana Wiebusch Geraldine Aubert Martina Hornung Dr. Renata Jovanovic Stefanie Kampmann Anika Lier Susanne Uhlmann Jennifer Fischer Dr. Eva-Maria Lueger Nina Schrader Wiebke Merbeth Dr. Sarah J. Becker   #GenderEquality #Consulting #Diversity #Leadership

Here’s why hustling hard won’t lead you to being successful in business or in life. As a successful woman in business, you’re hitting those ambitious targets, but at what cost? Stress, burnout, middle tyre, low libido and a lingering sense of emptiness? It’s time for a reality check. ⛔The truth is, hustle culture glorifies relentless work, but it's taking a toll on your mental health and happiness. Studies reveal that 76% of employees experience burnout at least sometimes, with many suffering from anxiety and depression. That’s scary. Sound familiar? Real success and happiness come from balance—not just in business, but in life. Prioritising your wellbeing, nurturing meaningful relationships, and finding joy in your daily activities are crucial steps toward true fulfilment. Dr. Emma Seppälä highlights that our culture of constant busyness diminishes both productivity and creativity. It’s time to rethink our approach if we truly want to achieve professional and personal success. 🥰Just imagine waking up each day with energy, feeling genuinely happy and fulfilled, and still achieving your business goals without the grind. This isn't a fantasy—it's entirely possible. The key lies in redefining success on your terms. Here’s how we can start: 👉 Set Clear Boundaries: Separate work time from personal time. It’s essential for maintaining mental health. 👉 Embrace Mindfulness: Incorporate mindfulness practices to stay present and reduce stress. 👉 Invest in Relationships: Spend quality time with loved ones. Strong connections are vital for long-term happiness. 👉 Follow Your Passions: Engage in activities that bring you joy and fulfilment beyond work. Are you ready to transform your life and achieve a level of success that includes true happiness and wellbeing? I’m here to guide you every step of the way. Ready to make the shift? Dive in with me and discover the power of living a balanced, joyful, and successful life. 🌟 Message me if you’re ready to take the first step. Let’s do this! 💪

As we wrap up Mental Health Awareness Month, I need to say this clearly: We’re not talking enough about the emotional cost of hustle culture, grinding it out and the pursuit of perfection.  We talk about burnout, anxiety, depression, ADHD, like we're having a cup of coffee. These are life-effecting mental health conditions, and nearly impossible to address when we feel the constant pressure to do more and be more. We live in a 24/7 work mode with emails, texts, Teams and numerous other tools sending us notifications.  It’s not just exhausting; it’s considered normal, yet it’s NOT normal for our bodies and minds. And if people are feeling burned out, they're too scared to say anything to their teams. According to the Women Business Collaborative and Deloitte, nearly 60% of women feel unsupported by their employers around mental health, and 70% don’t feel safe discussing it at work. Even more staggering, 95% fear career consequences for asking for flexibility.   Let that sink in. Mental health isn’t just about surviving; it’s about having the capacity to thrive. And if you’ve ever led through burnout (I have), raised a family while building a business (I do), or questioned whether being vulnerable would cost you respect (I’ve felt it), then you know this isn’t a personal problem. It’s a leadership crisis.  The truth I’ve come to live by:  💜 Vulnerability is a leadership superpower.   💜 Boundaries are not barriers, they’re bridges to healthy relationships.   💜 And asking for support isn’t weakness, it’s our strength. When I left corporate to co-lead StandOut Authority, I promised myself one thing: I would build and lead a company where humans come first. Not revenue. Not reputation. But real people. That means honoring mental health, not just with words, but with systems. So to the women out there feeling the pressure to keep it all together, your worth is not measured by your productivity. It’s felt in your presence. Your peace. Your voice. And to the employers reading this? Supporting mental health isn’t just the right thing to do. It’s the smartest business decision you’ll ever make. Let’s raise the standard. Let’s build cultures where women can thrive, not just survive.   #MentalHealthAwarenessMonth #WomensMentalHealth #MentalHealth #WomenInBusiness #WomenInLeadership #Entrepreneurship