Career conversations for gender equity

Fostering Gender Equity in Leadership: How Storytelling Bridges the Gap 🌉 The journey towards gender equity in the workplace is a shared responsibility, requiring active participation from all genders. Men are crucial in this journey as allies, advocates, and sponsors. Similarly, women can help men understand the nuances of their challenges, guiding them on how best to support their female colleagues. This is where the power of storytelling becomes pivotal. How Men Can Help 🔊 Amplify Women's Voices: Men can use their platforms to amplify the achievements and voices of their female colleagues. This includes endorsing their ideas in meetings, recognising their contributions, and publicly celebrating their successes. 🚪 Open Doors to Sponsorship: By actively sponsoring women for leadership roles and opportunities, men can help bridge the visibility gap. Sponsorship involves more than just mentorship; it’s about advocating for someone’s advancement as if it were your own. 👥 Foster Inclusive Networks: Creating professional networks that are inclusive and diverse helps break down the silos that often hinder women’s access to opportunities. Men can facilitate introductions and invite women into spaces where they have traditionally been underrepresented. How Women Can Help Men Help 📚 Educate Through Storytelling: Sharing personal narratives and experiences with male colleagues illuminates the challenges and biases women face. Stories can foster empathy, understanding, and action far more effectively than statistics alone. 💬 Encourage Open Dialogue: Inviting men into conversations about gender equity and seeking their perspectives can help dismantle defensive barriers. It’s about creating a partnership where both parties feel heard and valued. 🔗 Collaborate on Solutions: Working together to develop actionable strategies for promoting gender equity in the workplace underscores the idea that this is a collective endeavour, not a zero-sum game. Why Storytelling Matters 🌟 Creates Connection: Stories transcend the intellectual to touch the emotional, creating a powerful connection between the storyteller and the listener. This emotional engagement is crucial for fostering genuine understanding and empathy. 🔄 Changes Perspectives: Well-crafted narratives can challenge existing perceptions and biases, paving the way for a deeper understanding of women's systemic challenges in the workplace. ✨ Inspires Action: Stories highlight problems and potential solutions, inspiring listeners to take concrete actions toward fostering an inclusive environment. The path to gender equity in leadership is complex and requires the concerted effort of everyone within the organisation. By leveraging storytelling, we can bridge gaps in understanding, foster empathy, and drive meaningful action towards a more equitable workplace. P.S. Can you recall a story that changed your perspective on gender equity in the workplace? How did it inspire you to act? #story

After the launch of Tech Sis, I heard the same question countless times from countless male friends, ecosystem partners, etc. -- "How can I help?" Well, after talking with many abundantly talented women in the fintech/VC/banking spaces, I have some thoughts! I present... 💜 Amplifying Female Voices in the Workplace: A Guide for Male Allies 💜 Creating an inclusive workplace means ensuring that everyone’s voices are heard—and that means allies have an important role to play in helping talented women gain visibility and access to growth opportunities. Here are some ways male allies can champion their female colleagues and move the needle on career equity: Speak Up for Women in Every Room: Support women’s contributions not just publicly but behind closed doors as well. If you’re in decision-making meetings, ask yourself, “Whose voice is missing?” and actively advocate for her input. Allyship is about supporting women where it counts, especially when they're not present. Recommend Women for High-Visibility Roles: When new projects or roles open up, look at the skills women around you bring to the table and put their names forward. Many women face barriers to promotion not due to skill gaps but because they haven’t had the chance to shine. Be the one who brings their name into the spotlight. ✨ Share the Stage, Literally and Figuratively: If you notice women getting interrupted or overlooked in discussions, use your position to bring the focus back to their insights. In meetings, invite their input and be a voice that redirects attention where it’s deserved. On panels or speaking engagements, advocate for gender diversity in lineups and let women lead the conversation whenever possible. 🚨 Sponsor, Don’t Just Mentor: 🚨 🚨 🚨 🚨 While mentorship is crucial, sponsorship—actively recommending women for critical career steps—has an even greater impact. Seek ways to sponsor women by vouching for their potential and championing their goals to others in your network. Women often progress faster when they have sponsors pushing them forward in tangible ways. 🚨 🚨 🚨 (Can you tell I really wanted to emphasize this one?) Celebrate Women’s Wins: Be the first to recognize and celebrate women’s successes. Acknowledging accomplishments in a genuine way amplifies their impact and keeps the momentum going for the next opportunity. Every small recognition strengthens a culture of mutual support. Every little step counts when it comes to fostering an inclusive environment. When we’re intentional about allyship, it doesn’t just support individual careers—it changes company culture and creates a stronger, more resilient workforce. We are here to help create spaces where women’s voices aren’t just heard but are truly valued and elevated! 💜 What did I miss? What advice can you offer me to continue to be a champion for my fellow women (and overlooked men) as well? #womeninfintech #womeninfinance #womeninVC

Why is it that even in industries dominated by women employees, men rise to the top of the most prestigious and influential organizations? One answer is career escalators. “Career escalators” points to the practices, structures and norms that move a person upward in their careers. However, as research by many, including Prof. Christine Williams shows in her research, “glass elevators” are hidden advantages for men to advance in women-dominated fields. As Cathleen Clerkin, PhD reveals, a broad look at nonprofit workers reveals a slight advantage for men in leadership. Women represent about 70% of employees yet only 62% of leaders. The real gap, however, shows up when you look at size of the non-profit, as measured by revenues. Men nonprofit CEOs oversee nearly twice the revenues as women (~$11M vs. ~$6M). And men CEOs earn on average +27% more than women CEOs. Having worked with many nonprofit boards on their hiring practices, bias is a concern in recruiting CEOs and board directors. Preference for the “think leader, think male” can give an implicit advantage to White men, resulting in disadvantages or de-accelerators for women and BIPOC men. Often those concerns are expressed in donor networks, strategic thinking, vision and public persona -- all of which are important and yet the evaluation of who can do them can be fraught with biases. What can you do? The author suggests many important strategies. ✔ Check for biased language and treatment in the hiring process.  ✔ Track demographic data.  ✔ Be transparent about pay.  ✔ Create clear career matrices.  ✔ Have explicit conversations about career goals.  ✔ Sponsor women and give them challenging opportunities. When we make these often invisible accelerators visible--and work towards creating clear, equitable and transparent access to them--we can come closer to achieving our intention of creating remarkable and inclusive organizations.  Research by Candid. Article published in Harvard Business Review.

The gender pay gap doesn’t begin at the boardroom. It begins shorter after graduation. According to new FT analysis, men in the UK are earning 14% more than women just five years after leaving university - even when they studied the same subjects. Take maths graduates: men most often go into software development roles, averaging nearly £50k. Women most often go into teaching, averaging £34k. The same degree. Very different outcomes. This challenges the old narrative that the gender pay gap is mainly about “course choice.” It’s not. The disparity starts with how careers are channelled, valued, and rewarded right from the first rung of the ladder. Our own Three Barriers research shows how gender stereotypes, systemic bias, and unequal access to networks compound over time. By the time we get to the C-suite, the gap has widened into a chasm. This is an important issue for organisations: talented women are being funnelled away from the highest-paying, highest-prestige roles before they even have a chance to compete for leadership. This means, if we want more women in senior roles tomorrow, we need to tackle inequity in career pathways today. 👉 I'd love to hear examples of organisations working with schools and universities to encourage women to opt into a wider range of careers. Please share best practices of what your organisation is doing in this space! #GenderEquity #WomenInLeadership #GenderPayGap

This #internationalwomensday I'm turning the spotlight on us - my fellow men in leadership. Dear men in leadership, are we part of the problem or the solution in women's #leadership journey? It's time for a heart-to-heart. As a man in a position of influence, I've had to ask myself some tough questions. For decades, women have been pushing against glass ceilings, navigating gender biases, and fighting for seats at the leadership table. But here's the thing: It's 2024, and we're still talking about "the first woman to..." milestones. It makes me wonder, are we, as men, doing enough to change the narrative? Or are we unintentionally holding the pen that continues to write a story of inequality? Let's talk about being allies. Real allies. Not just in words, but in actions. How do we move from passive supporters to active champions for women leading from the front? Here's where we can start: A. Listen More - Before we can be part of the solution, we need to understand the problem. And that starts by listening more. B. #empathy starts at home and drives behavioral #change - Create an ecosystem that you expect for your partner, sisters, and mothers at their respective workplaces. If you root for them at home, it is time you start rooting for your fellow women colleagues too. C. Challenge the Status Quo - It's comfortable to go with the flow, especially when the current system benefits you. But growth and change come from discomfort. D. #inspireinclusion - Ultimately, fostering a culture of respect and inclusivity where everyone feels valued and empowered to contribute to their fullest potential is perhaps the most significant action an ally can take. E. Sponsorship - Mentoring is great, but sponsorship is where we see significant impact. Use your chivalry to open doors that matter, recommend them for projects and promotions, and ensure they get the visibility they deserve. F. Educate yourself and others - The journey of allyship is ongoing. It's about creating an environment where everyone, regardless of gender, can thrive. This conversation is just the beginning. I want to hear from my LinkedIn community- both men and women. 1. To the men: How can we better support our women colleagues? What actions have you seen make a real difference? 2. To the women: What do you need from us, your allies, to help you lead from the front? Let's use this space to share, learn, and grow together. Your thoughts, experiences, and suggestions are not just welcome—they're needed. Happy Women’s Day to all of us! #genderequality #allyship #iwd2024 #gratitude

In the face of political and social headwinds, men who champion a gender-fair workplace (and world) continue to show up with individual commitment, intention, and inclusive leadership behaviors. The new administration—in a flurry of executive orders, lawsuits, and threats—imagines it can do away with diversity (the presence of people with different identities and experiences), equity (fairness and justice), and inclusion (making everyone in your organization feel valued, respected, and welcomed in). But here is something they didn’t count on: Thoughtful, inclusive men who aren’t having it. Men who recognize the reality of gender, racial, and other biases that prevent a genuine “meritocracy.” Men unwilling to change course in their individual intentionality around allyship for a FAIR workplace. In this piece for the Society of Women Engineers, Sandra Guy offers a roadmap for staying the course as an ally in challenging times. You’ll find key tactics here from men like Michael D. Smith, D.Eng. David Smith, and Lee Chambers. She even includes several male ally tactics from #GoodGuys to help you stay the course on your gender inclusion commitments: ✅ Have your evidence-based inclusion pitch cued up. Be able to cite statistics, research, and studies about why gender inclusion and gender balance in hiring, retention, and promotion are good for men, women, and organizational outcomes. ✅ Assume women are capable and competent — then stop assuming. Scrutinize any automatic, often erroneous, assumptions and speak up about valuing women colleagues as talented and accomplished. ✅Encourage women to be confident in their skills. Affirm their capabilities and challenge sexist and biased comments about assertive, competitive, self-confident women.  ✅Speak up if it seems that women are not getting credit for their ideas and innovations. ✅Level the playing field by upholding the same performance expectations for men and women.  ✅Be observant but don’t give unsolicited advice. Flip the script and ask yourself if you would give a man any unsolicited advice you are considering giving to a woman. ✅Participate in women’s initiatives and events. When there, demonstrate your willingness to listen, and ask women how you can support them. ✅During meetings, create space for women so their voices are heard, and make clear that you value their perspective and expect them to contribute ideas. ✅Calmly and consistently call out men interrupting women in meetings. Consider establishing a no-interruption policy that would apply to everyone. ✅When you publicly intervene to disrupt inappropriate language or behavior, take full ownership of your actions. Do not attribute your concern to the presence of women. #genderequity #genderdiversity #genderequality #womenleaders #goodguys #menasallies #maleallies #workplaceallies #21stcenturyleadership #genderinclusion Workplace Allies https://lnkd.in/eMifabNH

Today, as we commemorate International Women's Day, let's not only celebrate the remarkable achievements of women worldwide but also reflect on the ongoing challenges that persist—particularly in the workforce. One such challenge is the gender pay gap, an issue I have personally worked on as a Board Member of Girls in Tech, Inc. According to the United Nations, women are paid approximately 20% less than men globally. While factors such as education, working time, and occupational segregation explain part of the gap, a significant portion is simply due to gender-based discrimination. The reality is stark: ▪️ Women are concentrated in lower-paid, lower-skill work. ▪️ For every dollar men earn, women earn 77 cents. ▪️ Women are underrepresented in decision-making roles. ▪️ Women carry out 2.5 times more unpaid work than men. According to the World Economic Forum’s Global Gender Gap Report 2024, it will take 134 years to reach full gender parity. While the majority of the top 10 most gender-equal countries are in Europe, there is still much work to do. Women remain underrepresented in the workforce at 42%, and they hold just 31.7% of leadership roles, according to LinkedIn data. So, what can we do to address and overcome the gender pay gap? 1. Advocate for Pay Transparency Laws: Legislation like New York State’s Bill S9427A and the EU Pay Transparency Directive are critical steps forward. These laws require employers to disclose salary ranges in job postings and prohibit questions about pay history—practices proven to help close the gender pay gap. 2. Foster Open Conversations About Compensation: Research from the Pew Institute indicates that salary transparency helps prevent lowball offers, which disproportionately affect women and minority candidates. When companies are required to advertise salaries and allow open discussions on pay, the playing field begins to level. 3. Support and Elevate Women in Leadership: Addressing the gap means not only ensuring equal pay but also empowering women to access and thrive in leadership roles. Gender equality isn't just a women's issue—it's a societal issue that impacts us all. Further, female candidates can easily assess future employers and workplace conditions and pay through platforms such as: Glassdoor: https://lnkd.in/eU4hY-Ew Fishbowl: https://lnkd.in/eKvPTQ2w Gender Pay Gap Bot: https://lnkd.in/eq2bhY3h #IWD2025 #GenderEquality #PayTransparency #WomenInLeadership

Every year on International Women’s Day, my feed fills up with thoughtful posts—from men and women—thanking the women in their lives. And while appreciation is great, the reality is that women are still underpaid, under-promoted, and underrepresented in leadership. So this year, instead of just saying thank you, let’s ask: What are we actually doing to change that? ✅ Pay Equity Isn’t a “Nice to Have”—It’s a Business Imperative. My recent experience at Syndio taught me that pay gaps don’t close themselves. Companies that regularly audit pay, address inequities, and commit to transparency aren’t just doing the right thing—they’re building stronger, more competitive, and lasting workplaces. ✅ Hire, Promote, and Sponsor Women. If your leadership team or pipeline is mostly men, it’s not by accident. Be intentional about who gets hired, who gets the big projects, and who gets a seat at the table. ✅ Parental Leave & Caregiving Support Shouldn’t Be Career Killers. Women still carry the majority of caregiving responsibilities, and it impacts their careers. Fair parental leave, flexible work policies, and support for caregivers benefit everyone—not just women. ✅ Call Out Bias When You See It. That woman who got talked over in the meeting? The idea she voiced that was ignored until a man repeated it? Don’t just notice—speak up. Being an ally means taking action in the moment. ✅ Invest in Women’s Careers & Ventures. Fund female founders. Mentor women in your industry. Advocate for women to get leadership opportunities. The more women rise, the better workplaces (and businesses) become. Gratitude is great. But real change comes from action. What’s one thing you’re committing to today to make workplaces better for women? #IWD2025 #InternationalWomensDay #GenderEquity #EqualPay #WomenInLeadership

I’m excited to share my recent conversation with Shari Simpson, SHRM-SCP, MBA, MHRM on the HR Mixtape podcast! We had a fantastic discussion about evidence-based approaches to gender equality in the workplace and practical strategies organizations can implement to create fairer environments. In this episode, I share key insights from our book, including: ✓ How subtle design choices (like table shapes and resume formats) can significantly impact workplace fairness ✓ Why flexibility and hybrid work models boost job satisfaction, particularly for caregivers ✓ How to integrate fairness into everyday practices rather than treating it as a one-off program If you're interested in data-driven approaches to fairness and creating equitable workplaces where everyone can perform at their best, I’d love to hear your thoughts on our chat. Thank you, Shari, for having me and for hosting such an engaging conversation! And thank you to Paylocity for supporting this important dialogue! 🎧: https://lnkd.in/gyXRWDd3 #GenderEquality #WorkplaceFairness #HR #DEI #DataDrivenDesign #MakeWorkFair #FlexibleWork #OrganizationalDesign #Leadership