Always for Impact

Petition for all workplaces to have this chart pinned in every meeting room. Who is with me? 🙋🏻♀️🙋🏿♀️🙋🏽♀️🙋🏾♀️🙋🏼♀️ Credits to Kim Goodwin 🙌 — P.S. Tomorrow, I’m sending out a newsletter on dealing with mansplainers. 10,900 women will read it. If you want to know how to shut them up — sign up here: https://lnkd.in/gJxXBzCW #equality #womenleaders #leadership #diversityandinclusion

Matt Rife walks on stage to a crowd of hundreds of people. To start his Netflix comedy show, Natural Selection, he opens with a joke about domestic violence. Everybody laughs. People clap. Some whistle, some cheer. If you read that and were expecting a punchline, there is none, writes Olivia Cleal. “Testing the water, seeing if y’all are going to be fun or not,” Rife continued.  “I figured we start the show with domestic violence, the rest of the show should be pretty smooth sailing.”

What’s the toughest part of male allyship for #genderequity? The answer may surprise you.   Yes, getting comfortable with sponsoring women loudly, calling out biased/sexist comments, and publicly advocating for more equitable workplace practices can be taxing for some men…but few things make men squirm more than recognizing (and owning) the truth that too many of us have been getting a free ride at home.   That’s why I appreciate this excellent CNN article by Madeline Holcombe titled: “No, you can’t just ask your wife to make a list.”   In it, she shines a bright--and for many men at least--uncomfortable light on pervasive inequities in the division of domestic work, child care, and that pernicious mental and emotional labor that tends to fall to women, especially in heterosexual, dual-career couples.   “Mental load, also commonly called, ‘Invisible work,’ has evolved to mean the behind-the-scenes stuff that keeps a home and family running smoothly, although it’s hardly noticed and is rarely valued,”   Covid-19 exacerbated an already troubling global gender divide. One thing should be crystal clear to those of us in dual-career partnerships: We are never going to close the gendered wage gap or equally advance women to leadership roles if their partners aren’t truly partnering at home.   From our research for #goodguys, David Smith and I offer a few evidence-based things men can do right away to show up as better partners at home, and therefore, more genuine allies at work: ✅ Pull your weight at home. Consistently do at least half of the domestic work and childcare at home and share more of the load as needed based on your partner’s work schedule and stress level. ✅ It’s not just about the chores! Share equally in all the cognitive/emotional unpaid labor that too often defaults to women (keeping lists, planning events, knowing your kids’ clothing sizes so you’re ready to take them shopping on your own). ✅ Not sure how you’re doing as a partner at home? Do a Domestic Audit: Ask your partner if you’re really showing up as a full partner around domestic chores AND mental labor (then, don’t get defensive when you get the feedback). ✅ Take time away from work and leave LOUDLY. Set boundaries around work by boldly communicating your domestic commitments and publicly stepping away from work to fulfill them. ✅ Support your partner’s career without reservation. Collaborate with your partner to create a flexible strategy that maximizes both careers. ✅ Deliberately role-model allyship and partnership for your daughters and sons. Let’s change these gendered norms in a generation. ✅ As a couple, get your hands on Eve Rodsky's book #fairplay and read it together 😊 #genderequality #genderbalance #menasallies #womenleaders #equalpay https://lnkd.in/eTUUjnQj

Joyce Ong’s start-up, Tax Nuggets Academy, aims to gamify the “tedious” world of accounting professional development.

So many male founders shouting at VC's to invest in women. Not many male founders investing in women. If you announce to the public as an all male founding team, and you've said diversity matters to you. You're lying. What you're actually saying is diversity matters provided it doesn't cost you, provided it isn't your problem to solve. I gave half my equity to a woman. HALF. I gifted it to her years after the company was started. Because she's amazing, and because I trust her, sure. But there's SO MUCH MORE to it. And I'm sick of the fucking hypocrisy. Not having equality at the top means I'll never have it below. It means I'll lose the perspective of half my customers, partners and team. I'll never have it in my product, in my design, in my press releases, in my meetings, in my planning, in my comms, in my relationship with my customers. It means I'll never have equality in my hiring policies, in the leave policies I create for my team, or the flexibility I create in our workplace to allow for the best candidates. Not having equality at the top means I don't care enough about it to act on it at the top. Caring comes with a cost. Beliefs cost you. They are't free. People die for beliefs. They aren't a hollow statement, or a like, or a thumbs up. You have to live them, breathe them, and yes, in a modern age, you have to expend for them. If you don't care enough about your beliefs to pay for them, they aren't your beliefs, and nothing will change just because you tell people you have them. If you're in an all male founding team YOU are the problem. The VC didn't choose YOUR team. YOU did. Grow up, men.