Career Development Insights

𝐓𝐡𝐢𝐬 𝐚𝐝𝐯𝐢𝐜𝐞 𝐜𝐚𝐧 𝐝𝐞𝐬𝐭𝐫𝐨𝐲 𝐲𝐨𝐮𝐫 𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐜𝐚𝐫𝐞𝐞𝐫! “Fake it till you make it." I know because I used to believe in it. I smiled through doubts, nodded in meetings even when I wasn’t sure, and tried to act like I had it all figured out. But let me tell you—it didn’t work. Instead of building confidence, it left me feeling like an impostor in spaces I had already earned. The problem with “Fake it till you make it” is that it encourages you to mask your doubts and avoid asking questions. But in the corporate world, this mindset can backfire. Pretending to know everything won’t earn you respect. It’ll leave you stuck, missing out on growth opportunities, and potentially making costly mistakes. Over my 5+ years in Big 4s, startups, and a regulatory body, I’ve learned that confidence doesn’t come from faking. It comes from showing up authentically. It comes from owning what you know, being honest about what you don’t, and actively seeking to learn and grow. If you’re still figuring out your career, here’s my advice: 📌Ask questions. It shows initiative, not weakness. 📌Admit when you need help—it builds trust. 📌Focus on learning and improving every day—that’s what truly sets you apart. 📌Don’t fake it. Build it. That’s how you create a lasting, successful corporate career. Have you ever felt the pressure to “fake it”? Have you faced this in your career, and how did you handle it? LinkedIn LinkedIn News India LinkedIn Life LinkedIn Guide to Networking #linkedin #growth #mindset #corporate #politics

"Black women aren't just doing their jobs. They're performing an exhausting one-woman show where the script changes daily." Let me break down what Black women navigate in professional spaces: We don't just choose our words. We filter them through a racial-gender matrix. We don't just speak. We modulate our tone to avoid the "angry" label. We don't just gesture. We control our hand movements to appear "non-threatening." We don't just dress. We calculate every outfit to seem "professional enough." We don't just style our hair. We make political decisions with each hairstyle. This isn't paranoia—it's strategic survival: When we speak directly, we're "aggressive" When we show emotion, we're "unprofessional" When we assert boundaries, we're "difficult" When we seek recognition, we're "entitled" When we express frustration, we're "hostile" The mental load is crushing: • Constantly scanning environments for potential hostility • Preparing responses to microaggressions before they happen • Developing thick skin while remaining "approachable" • Achieving twice as much while appearing humble • Advocating for ourselves without triggering stereotypes Research shows this hypervigilance takes a measurable toll: Black women experience higher rates of stress-related health conditions Black women report the highest levels of "bringing their full selves" to work Black women face the most severe career penalties for authentic self-expression Black women spend more mental energy on workplace navigation than any other group For those working alongside Black women, here are research-backed ways to help: 1. Amplify Black women's ideas and give proper credit 2. Interrupt when you witness tone-policing or stereotyping 3. Question double standards in evaluation and feedback 4. Create space for authentic expression without penalties 5. Recognise the invisible labour Black women perform daily 📢 When they expect us to carry the world, we choose rest 📢 The Black Woman's Rest Revolution offers: ✨ Black women therapists who understand workplace navigation ✨ Bi-weekly healing circles for processing code-switching fatigue ✨ Expert guidance through professional double standards ✨ Global sisterhood that honors our authentic selves Limited spots available Join our revolution: [Link in comments] ⚠️ Check your spam folder for confirmation Because we deserve workplaces where our expertise matters more than our tone. Because our brilliance shouldn't require constant repackaging. Because our professional value shouldn't depend on our likability. #BlackWomenAtWork #WorkplaceNavigation #ProfessionalAuthenticity #RestIsRevolution P.S. I help Black women heal from workplace abuse & racial trauma through revolutionary rest. 📸 Collaboration between Sarah_akinterwa & leaningorg on IG

It’s no secret that men outnumber women in #STEM careers. Even though entry-level hiring numbers have been improving, women still hold only 34% of STEM (science, technology, engineering, and math) roles, with larger gaps for the highest-paid and fastest-growing jobs. Progress toward #parity is plateauing. And even when women are hired into STEM roles, many often leave the field early. Why can’t employers hold onto these sought-after hires? We know the first years of a woman’s STEM career are crucial to her long-term success – and the success of her employer. I’m thrilled to share that the Healthcare Businesswomen’s Association recently teamed up with the brilliant minds at AdaMarie and dove deep into this issue to identify the challenges and discuss solutions. The product of this collaboration is available for you to download today: “Bridge Skills: The Missing Piece in the STEM Pipeline.” https://lnkd.in/eMnxBxTb A testament to our commitment to change, this white paper was architected by AdaMarie’s Head of DEI, Sara Sanford, PMP, MPA and includes key insights from myself and the HBA’s Chief People and DEI Officer, Nikki Jones, SHRM-CP and AdaMarie CEO, Rebecca Tierney. The paper sheds light on the pivotal early years of women's STEM careers and reveals actionable insights and best practices that are crucial for closing the "Bridge Skills" gap—a gap that, if addressed, can significantly enhance the retention and success of women in STEM fields. This paper is more than just research; it's a roadmap for employers, educators, and professionals to foster a more inclusive and equitable STEM landscape. It's an invitation to explore the untapped potential of women in STEM and the benefits that gender equity brings to innovation and growth. Please download, read, and share the paper… Let it be a catalyst for discussion within your organizations, academic circles, and beyond. Your engagement and feedback are invaluable to us as we strive to make a meaningful impact for women in the business of healthcare. Together, we can bridge the gap and pave the way for a more equitable future…let’s turn these insights into action! #HBAImpact #HowWomenLead #Inclusion #GenderEquity #DiversityInSTEM #WomenInSTEM #BridgeSkills

I've often been the only stiletto in a room full of flats. Literally. And metaphorically. Cutting my teeth in engineering, mining and energy was both isolating and polarising. With 11 February marking the United Nations International Day of Women and Girls in Science, it really is time to break the mould. Despite progress, barriers persist, hindering women's full participation in STEM. Here's my recommendations to flip the script and ignite REAL change: 1️⃣ Reverse Mentoring: Pair seasoned pros with emerging talents for a fresh perspective exchange. Watch innovation soar as insights flow both ways. 2️⃣ Hackathons for Change: Empower women to lead hackathons tackling real-world challenges. Repeat after me: diverse viewpoints drive better solutions. 3️⃣ Storytelling Showcases: Spotlight female trailblazers in STEM through vibrant storytelling events. No boring write ups please. From podcast series to TED-style talks, we can creatively amplify voices and inspire the next generation. 4️⃣ Intersectional Insights: Embrace intersectionality in STEM initiatives. Let's celebrate diverse identities, experiences, and talents, fostering a richer, more inclusive STEM community. 5️⃣ Pay Parity Parties: Host pay equity celebrations! Shine a spotlight on those championing equal pay, inspiring others to do their part in closing the gender pay gap. 💡 It's time to disrupt the status quo and pave new paths for women and girls in STEM. What's your ideas to spark innovation, foster inclusivity, and propel progress to increase #womeninstem? #BreakTheMould #InnovationInspiration #linkedinnewsaustralia #changemangement

True or False: There is a stark GENDER PAY GAP in Healthcare. TRUE. TRUE. TRUE. 💰 The Gender Pay Gap(GPG) is the difference between the average earnings of men and women, expressed relative to men's earning. 🤓 Key Facts: 👉 The GPG for hospital doctors = 24.4%. I.e. the average pay of all female hospital doctors is 24.4% lower than that of all male hospital doctors. 👉Doctors have the largest pay gap of any single professional group. 👉In the NHS the ethnicity pay gap is the largest for black women in medical roles. 👉Female academic medics are underrepresented at the highest levels of academia- male professors earning 15% more than female professors. 👉Women are under-represented in leadership positions in medicine. Globally, women comprise 70% of the health workforce but occupy only 25% of global health leadership roles. 👉Male doctors in the NHS earn 17 per cent more than their female colleagues (worsened from 15% in 2018) male doctors earn £10.000 a year more, taking home on average £67,788 in basic pay, compared to £57.569 for female doctors. 👉2 in 3 Consultants are men (32,000 male consultants vs 18,000 female), despite women representing 60% of those entering medical school and 2/3 of doctors in training. 📜Sources: -Melanie Jones, Egzi Kaya, The gender pay gap in medicine: evidence from Brain, Oxford Economic Papers, 2023. -The Pay Gap for Women in Medicine and Academic Medicine, An Analysis of the Wam database, 2009. -The Independent Review of the Gender Pay Gap in Medicine - Mend the Gap, 2017. -Accelerating progress towards gender equity in health and science Kim de Laa, Sarah Kaplan, Lechin Lu, Lancet, 2022. 🤔 So, what factors did the MEND THE GAP 2020 report find which impact the GPG? 👉The maternity pay gap 👉Less than full-time training (LFTT) 👉Bonus payments: Clinical Excellence Awards(CEA) awards go to male consultants more frequently. This is an incentive scheme which rewards NHS consultants on top of their basic salary for truly outstanding work or research & 'additional sessions'. As a female NHS doctor this is a very disheartening read 😞 BUT...I feel heartened that my trust delivered teaching on this subject matter today to us Trainee Psychiatrists to raise awareness( thank you Dr Elena Fage & Dr Bernice Knight). AND... I am proud that in 2023 The Royal College of Psychiatrists reduced the median gender pay gap among its staff to just 2.13%, which has consistently been falling ever since its first gender pay audit in 2019. FYI, this contrasts to the national average median gender pay gap of 14.9%. So ladies, we still deserve A LOT BETTER and our workplaces have a long way to go.. but, hopefully the only way is UP 🚀 #genderpaygap #femaledoctors #womeninhealthcare #womeninmedicine

AI just told women to accept 20% less pay A new study from the Technical University of Würzburg-Schweinfurt (linked in comments) just confirmed what many of us suspected: ChatGPT and other AI models systematically recommend lower salaries for women than men with identical qualifications. Up to 20% lower. In some cases, that's a $120,000 difference just by changing "he" to "she" in the prompt. 😵💫 Let that sink in for a moment. As someone who's spent years helping women negotiate their worth, this doesn't shock me. These AI models are trained on data that reflects decades of systemic bias - the same bias that created the gender pay gap in the first place. But here's what concerns me most: women are increasingly turning to AI for career advice, including salary negotiation guidance. And now we know these tools are literally programming women to undervalue themselves. So let me be crystal clear about this: ⚡ Stop outsourcing your worth to machines that don't understand your value! ⚡ Your salary negotiation shouldn't be guided by an algorithm trained on historical inequality. It should be based on your actual market value, the specific problems you solve & the measurable impact you create and linking that to what companies truly need. The real issue isn't just biased AI - it's that many women lack the confidence and skills to negotiate effectively in the first place. And now AI is reinforcing those insecurities with "data-driven" advice that's actually discrimination-driven. Here's what you should do instead: 💪 Learn to negotiate as a core professional skill, focusing on advocating for yourself rather than others (which women tend to struggle more with than men) 💪 Research salary data from multiple sources, including human ones 💪 Build confidence through practice and preparation 💪 Focus on the value you bring, not what others "think" you deserve Because here's the truth: if we don't learn to advocate for ourselves effectively, we'll always be at the mercy of systems - human or artificial - that undervalue us.

Aspiring women executives can learn from Fiona Lang's experience. Fiona is general manager of BBC Studios in Australia and New Zealand. She says “do the hard yards and master your skills, even if it gets boring.” She notes the challenge of lacking real-time feedback in leadership, advocating for self-assessment and emotional intelligence to make sound judgments. Lang's career journey, transitioning from law to leading a major division, also illustrates the value of transferable skills like negotiation and stakeholder management. Actions! 1. Embrace and master even the mundane aspects of your role for building confidence and resilience. 2. Recognize the importance of continuous learning and skill development. 3. Develop transferable skills, like negotiation and stakeholder management, to adapt to various roles. 4. Be aware of the limited real-time feedback in leadership positions and learn to self-assess performance. 5. Cultivate emotional intelligence to engage in open, honest dialogues for better judgment and decision-making. SOURCE: https://bit.ly/4b85FNn #AdvancingWomen #ExecutivePresence #LeadtoSoar

Authenticity is the golden rule when it comes to working with Family Offices. They can tell within moments if you are being genuine. Early in my career, in my twenties and thirties, I thought being a leader meant having all the answers. If someone asked me a question I didn’t know, I would find a way to make it sound like I did. I believed confidence was the same thing as credibility. Over time I learned that there is far more I don’t know than I do, and that is perfectly fine. Today, when someone asks me a question, I often respond with “I don’t know” or “I’m not qualified to answer that.” That honesty has become one of the most valuable lessons in my life. It builds real trust and creates space for meaningful relationships. Family Offices value sincerity more than polish. They have seen every pitch and every personality type. What matters most is truth. They want to work with people who are grounded, self-aware, and genuine in both words and actions. When founders ask for advice, I tell them to stop trying to impress and start trying to connect. The families you want to work with are investing in people. The most powerful thing you can bring into any conversation is your true self, exactly as you are.

A concept that came up in coaching yesterday was the double-bind. I've spoken previously about the glass cliff, the glass ceiling, and similar terms that are helpful in giving language to inequities faced by women & women of colour in the workplace. As someone who has been labelled as 'combative' by a previous manager, it's exhausting & frustrating AF trying to navigate layers of unspoken expectations and biases while striving to remain true to oneself and succeed professionally. The double bind for women of colour is where they encounter conflicting demands or expectations that place them in a no-win situation. Here are some ways this shows up - 🎤 Assertiveness vs. Likability: there is a risk of being perceived as aggressive or abrasive. This can sometimes lead to unfair backlash that other colleagues may not face. On the other hand, if one chooses to be more reserved to avoid negative perceptions, they may seem to struggle showcasing their leadership qualities. 🎤 Professionalism vs. Authenticity: Bringing your 'whole selves' to work and highlighting cultural identities is encouraged, but this can sometimes result in facing microaggressions, tokenism or feeling like one doesn't quite fit in with the company's culture. On the flip side, downplaying cultural identity to fit in may leave them feeling disconnected and inauthentic, impacting their job satisfaction and performance. 🎤 Competence vs. Approachability: In a predominantly white or male-dominated work environment, the pressure to prove competence while also being approachable can be overwhelming. While showcasing high competence is essential, it can inadvertently intimidate colleagues (aka tall poppy syndrome) and lead to social isolation. On the other hand, focusing on being approachable and accommodating may undervalue their competence, causing them to miss out on career opportunities. 🎤 Diversity Advocate vs. Professional Identity: women of color are often expected to take on this role (often unpaid) in the workplace. This can sometimes overshadow their professional skills and career aspirations. Striking a balance between advocating for diversity and focusing on their career path can be a difficult task, as they may face criticism for not fully embracing the role. 🎤 Visibility vs. Scrutiny: The yardstick is not the same for women in leadership! While being visible is important for serving as role models, it can also subject them to higher levels of scrutiny and criticism compared to their peers. This increased scrutiny may lead them to avoid visibility, resulting in missed opportunities for career advancement. Have you faced similar experiences? How did you navigate the same? #GenderEquality #Inclusion #genderEquity #InclusionAtWork #InclusiveWorkplaces #DoubleBind #WomenOfColour

Growing up, I was told that people like me ... those from lower socio-economic backgrounds – don’t go into careers like law. Yet, my male counterparts from similar backgrounds were applauded for their ambitions. That moment stuck with me. It made me question why certain aspirations are encouraged for some, but seen as unrealistic for others. It made me aware of the unspoken barriers that exist – not just in terms of gender, but also class, networks, and access to opportunities. While the legal profession has made significant progress in gender representation, challenges remain – particularly for women at senior levels and for those who don’t follow the traditional pathway into law. A Thomson Reuters report highlights key areas where women in law still face barriers: – Bias in hiring and progression: Women, especially those from lower socio-economic backgrounds, may not always have access to the same networks and opportunities as their more privileged peers. Unconscious bias can play a role in hiring, promotions, and client-facing opportunities. – Retention challenges: Women continue to leave the profession at higher rates than men, often due to career progression barriers, work-life balance concerns, and lack of mentorship at senior levels. – The gender pay gap: Despite positive change, disparities remain, particularly at the most senior levels, where women are underrepresented in full-equity partnerships and top leadership roles. These findings reflect industry-wide challenges, but many organisations and individuals are actively working to address them. How do we empower more women to not only enter the legal profession, but thrive in it? – Mentorship and sponsorship: Encouraging senior professionals to actively support, mentor, and advocate for women at earlier stages in their careers. – Flexible and inclusive career pathways: Recognising that not all lawyers take the same route, and ensuring alternative pathways (like solicitor apprenticeships or CILEX) are valued. – Challenging biases: Recognising the intersection of gender and socio-economic background, and ensuring hiring and promotion decisions are based on ability, not connections or privilege. I would love to hear your thoughts – what do you think needs to change to ensure women can thrive in law? #IWD2025 #WomenInLaw #BreakingBarriers #DiversityInLaw #SocialMobility #EquityInLaw