Angie Fenton’s Post

Amplifying the strength, knowledge and culture of First Nations women! This summit celebrates the strength, resilience, and leadership of First Nations women. Come be a part of this transformative experience and contribute to the dialogue that shapes the future! #FirstNationsLeadership #EmpowerWomen #IndigenousLeadership #LeadershipSummit #PublicSector #ProfessionalDevelopment

When we invest in grassroots women, we invest in a brighter future for all. How can we invest in grassroots women? 📍Recommend them for local government leadership 📍Support their initiatives and amplify their voices By supporting grassroots leaders with resources, training, and recognition, we can amplify their impact and achieve gender-balanced leadership across all levels of public, political and economic life. #InvestInWomensLeadership #WomenInLeadership

What if I told you that being the best, the most senior, or even the most impactful person in your organization isn't enough to grant you the authority to lead powerfully? What if I told you.... .... that some people will decide whether you have the chops to lead within 100ms of meeting you? What if I told you.... .... there are simple ways for any leader, especially women in leadership, to own and leverage the authority they need to lead without obstruction? Join me on March 1, 2024, at the San Diego Women's Week's Leadership Conference; let's talk about leading your way.

How do you plan to get to your chosen career destination? Discover expert tips from inspirational executives who are blazing a trail for the professional development of women of color. https://lnkd.in/e9de_7t6 #BEWPS #WomenInBusiness #ProfessionalDevelopment

Why do we want more women in leadership? Is it because of women's rights, or to advance meritocracy to get the best results, or do we want women to embrace feminist leadership? And do we want men to be feminist leaders, too? These were questions raised in a brief address I gave to the Directory of Social Change's Women in Leadership Conference on 12 September. Here it is. I hope it's helpful and thought-provoking. https://lnkd.in/e6_38uBb

As we strive for gender parity in leadership positions, it’s crucial to understand the complex dynamics that perpetuate the gender leadership gap. From encountering the “broken rung” on the career ladder that hinders promotion to facing barriers in accessing jobs due to gender stereotypes, women persist in confronting gender gaps in the workplace. While talent accelerators can foster female leaders and provide role models, their impact remains constrained without broader structural changes. Success depends on rigorous tracking, active leadership involvement, and a deep understanding of the root causes of gender gaps within organisations. At Brewer, we're dedicated to advancing women's careers by offering flexible work arrangements for transitions, supporting women with career gaps, and empowering moms. We believe in fostering inclusivity to create an equitable workplace for all. #EmpoweringWomen #WomenInLeadership #EquitableWorkplace

"Join our webinar 🎥 to learn from top female leaders in communications 📢! Expand skills, embrace diversity, and empower women. Register now 🖊️!"

Women's leadership programs work but only kinda sort-of. This is the insightful outcome the latest BBC reporting sourcing WEF and McKinsey studies. Reading this stuff makes me more infuriated then comforted. I'm confused about: 1. Why are we still doing studies on the value of having women in senior leadership roles? 2. Why are we pitting the problem on women and funding confidence boosting and leadership training programs? 3. Why is there still vague references to the 'systemic issues' and 'root cause of gaps'? I wish instead we could point to one global FAQ page for DEI that states: 1️⃣ Yes, having women in leadership roles is a good thing. So is having men at home caregiving. Let's just agree this is good for society and get on with making that happen. 2️⃣ No, women themselves are not the problem. It is not our lack of confidence or inability to define a 'personal brand' that holds us back. That may be true for some women, but it's also true for men. 3️⃣ The 'systemic' issues are as follows: We don't value caregiving as society. Someone needs to care for our elderly and young and it is largely women who do that. You can't build an app or hack your way out of that labour. So until our organizations make time for all employees - from CEO to front line - to be part of that free labour pool, we wont have gender equality. What would you add to this global FAQ on gender equality so we stop rehasing the same stuff that doesn't progress us closer to our goal?? https://lnkd.in/gh4b9rua

"There are myriad reasons for the gender gap in leadership – among them, lack of affordable childcare, the so-called "motherhood penalty" and outright discrimination. Women are also gender stereotyped. While women's performance ratings often exceed men's, they're more likely to receive lower ratings for potential. Women tend to doubt their own capabilities, too. According to a 2024 report by executive search firm Russell Reynolds, women who want to climb the ladder are nearly twice as likely as men to believe they're not qualified for their manager's job. These kinds of elements produce overrepresentation at low company ranks, and underrepresentation at the top. "On average, we have about 46% women in entry-level positions, but that drops to 25% at the C-suite level," says Baller. " https://lnkd.in/gm6xBNsX #women #leadership #job #access #inclusion #equality #gender #genderequality

As International Women's Day approaches, this article struck a chord with me. It underscores several insights similar to those from my own research when I was still at IBM's Smarter Workforce Institute: merely focusing on skills development falls short—we require systemic alterations. The journey towards equality has seen significant progress, yet there is still more to accomplish. For further reading: https://lnkd.in/dwBb-wZQ #iwd2024 #accelerateyourcareer #womenleaders