Today, we announced that Elizabeth M. will officially step into the role of Chief Legal Officer at Bumble Inc.!
At Bumble, we believe in nurturing the career paths of our employees and supporting women executives in their journey to leadership roles. Liz’s career growth at Bumble is a shining example of how dedication, expertise, and a supportive environment can help you achieve your full potential.
Since joining Bumble in 2018, Liz has been a key part of our Legal team, progressing from Legal Counsel to Director of Legal Affairs, then to Assistant General Counsel, and finally to Acting Chief Legal Officer. During this time Liz played a tremendous role in our company's growth and transformation, helping guide us through our 2021 IPO and navigating critical reproductive rights issues that are central to our mission.
We’re so proud of you, Liz, and can’t wait to see you continue to succeed in your new role. Congrats!
#BumbleLeadership#WomenInLeadership
So wonderful! 👠👠🌹🌹Congrats beautiful niece of mine Elizabeth M. ! I’ve followed your journey from your days on your tricycle at the age of 3 to fiercely finishing first in your class at university, already a beautiful, smart, young woman, then on to the high-powered, New York law firm, and then, a graceful but powerful finish at the amazing Bumble Inc. ! So proud of you! 💙💙💙 A true role model! Keep going and keep shining power Frau! #family #rolemodels #inspiration #femaleleaders #connections #success
Strengthening Ethical Conduct In Higher Education I Experienced Transactional Attorney & Legal Counsel | Expertise in Research Agreements, Compliance, and Institutional Oversight I Life-long Learner and Connector
Strategic Storyteller & Executive Coach for Multi-Disciplinary Women in Tech, Media, Finance, and More | Creative Leadership Enthusiast | Failure & Resilience Speaker | Former Brand Builder & Marketing Executive
Between Molly Baz's phenomenal lactation cookie billboard being taken down to Bumble Inc.'s absurd celibacy campaign to #HarrisonButker's degrading commencement speech, I am feeling 🙃…and this all happened through public channels in a matter of weeks.
Imagine what happens behind the scenes in homes and offices.
Sure, more women are working now than at any time in U.S. history (cc. Axios).
Sure, single women own more homes than single men (cc. Pew Research Center).
Sure, women now drive the world economy (cc. Harvard Business Review).
That’s all well and good, but it’s not a complete picture.
We can have an executive position and still be objectified.
We can have a peaceful home and still be called bitter.
We can have all the money in the world and still be told we don’t know what to do with it.
Need I say more? This issue runs deeper than I think anyone could have ever imagined.
I’m a white heterosexual woman, and I have faced countless sexist experiences, especially in the workplace. At times, they were crippling and made me feel like I was coo-coo crazy. The expectation was for me to shrug it off and hustle harder, and I did many times while sacrificing my own well-being.
Imagine what it’s like for Black and Brown women, for Queer women.
You can’t, unless you ARE them.
So, if you aren’t, it’s time to sit down and listen and try to understand and to do something about it even if it’s really fucking hard or uncomfortable for you.
Women are tired.
That is all✌🏼
#sexism#advertising#media#creativeleadership#executivecoach#womeninleadership#womeninbusiness#womenentrepreneurs#futureofwork
🗣️Lightbringer🗣️Peacemaker🗣️Agent of Change | Guiding Parents to Accept Their Trans Child | Empowering the Silenced to SPEAK | Uplifting the Wounded to HEAL | 〰️➡️🌊➡️🌊🌊🌊❤️
We Need Better Trust and Safety Policies on #LinkedIn
Hey hey, I hope this finds you happy and well. I want to share something very important to me. I am a creator who has created spaces for others to gather and share experiences on very serious topics. The first is a room for parents and community to learn about the transgender community, how to support them, and how to have difficult discussions between parent and child. Another room is on the resiliency of trauma survivors, to rise and soar above the chaos we overcame. These spaces are very close to my heart, and I am grateful for the opportunity to create them and to connect with you.
However, creating these spaces also comes with challenges and risks. For my connections, for parents, and for survivors to feel safe to speak about their own experiences requires careful curation. I must be open and understanding and also have had to create rules and remove people from those spaces for being disruptive and disrespectful. In the past few months, I had several I disconnected from and a few blocked to maintain those spaces. To do this as a creator is difficult. I have to manually go to each of my events they went to, remove them and here's the rub: LI notifies them you are removing them from each. I had to do this for 50+ events for one person and spent 7 hours one afternoon just to block.
Move ahead 2 weeks, I had another react aggressively to our disconnect with threats I reported to LI as harassment; they agreed and blocked them, an option I didn't have. Ten days later, this person popped up in my feed. I have sent messages back and forth trying to get this person blocked, again. I got the runaround and then they told me they recommended I BLOCK them - which was the entire purpose of the first report. I went through the process and explained again, how as a woman, as a trans advocate, I didn't feel safe on their platform and to work on their Trust and Safety policies. If I felt unsafe, how could other women, the actual LGBTQ community, or people of color feel safe on their platform?
This is why I am writing this. I want to raise awareness. We need better Trust and Safety policies on #LinkedIn. We need the option to block anyone who harasses or threatens us, without having to go through a tedious and ineffective process. We need LI to take our reports seriously and act swiftly and decisively to protect us. We need LI to be a safe and trusted space where we can express ourselves professionally and connect with others who share our values and interests.
I know I am not alone in this. I know many have faced similar or worse situations on LI, and I stand with you and support you. Please share your stories and your thoughts in the comments.
Let's make our voices heard and demand change.
Together, we can make a difference.
Thank you for reading and for being part of this amazing community.💜
#TrustandSafety#empowerment#mentalhealth#accountability
Tiny Ripples➡Waves➡Tsunami of Love🌊❤️
Here are a few things that happened before 6:30am today:
- While I was out walking, a man leaned out of his car window and barked loudly at me, whipped a u-turn, circled back, and repeated.
- I had to reconnect to my wifi which treated me to seeing the names of the surrounding wifi networks, two of which were named with misogynist sentiments against women.
- I read a number of posts about the experiences of a woman who was rejected for a professional role because she did not wear makeup to the interview.
There is nothing whatsoever that was atypical about the first 45 minutes of my day.
The gauntlet that women are forced to run on a near daily basis before we even get to work is ridiculous.
And that gauntlet is exponentially worse for women of color, for trans women, for queer women, and for women with disabilities, to say nothing of what that gauntlet looks like for women who hold multiple marginalized identities.
Running the daily gauntlet we are so often forced to before we even get to the office—be it physical or virtual—is exhausting.
Imagine what we could do if the daily gauntlet wasn't costing us so much.
N.b. Misogynist, sexist, racist, ableist, homophobic, transphobic, etc. comments will be deleted.
#WomenLeaders#GenderEquality#WomenAtWork#WomenInLeadership#WomenInEverything
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As always, thoughts and views are my own and do not represent those of my current employer.
“Over the past four years at MMG EARTH, we’ve spent over 10,000 hours studying identity, power, culture, and society in organizations across just about every sector you can think of.
Through that work (and beyond it), I’ve learned so much about power across race, gender, disability, and LGBTQIA+ identity.
Here are three ways that leaders in organizations wield privilege to abuse power:
1️⃣ Develop unspoken rules about expressions of emotion at work. Normalize dismissiveness and gaslighlighing but punish historically marginalized people for pointing out these dynamics often through social exclusion, ignoring presence in meetings, and being unresponsive to emails.
2️⃣ Use legal teams to justify inaction. Prods legal to create extensive lists of exposure to lawsuits with initiatives and programs dedicated to ceding power to Black and Brown people, queer and trans folks, and people with disabilities. This inaction is often preceded or followed by evading actual laws when beneficial to the C-suite—for example, engaging in unlawful union-busting activities, witnessing blatant discrimination based on identity and looking the other way/pretending not to see it, and refusing to write up employees formally engaging in harassment.
3️⃣ Merit-based increases wielded as a tool to subject historically marginalized folks to constantly proving they are worthy of a raise. Meanwhile, their counterparts experience seemingly automatic increases that do not require them to demonstrate performance-based objectives, efficacy, or even competency in completing the fundamental responsibilities of their role.
I'm experimenting with different topics on LinkedIn and would love your input. Comment below if you‘d like me to share some of the guiding practices we've designed to navigate and dismantle abuses of power within organizations.”
#repostBunny McKensie Mack
🖼️: Mingwei Lim
The capture of true sisterhood. We all know that it comes with actions, though. How have you, as a woman been planting this seed in your career and life? Here are some of my ways that I practice it:
🌱 being a proactive HRBP who questions managers on decisions to hire man vs. woman
🌱 ensuring that there is fair pay in my organization
🌱 never taking credit for a work that wasn’t mine and naming the person/woman who did it
🌱 genuinely cheering for my colleagues and friends’ success
🌱 not asking questions about their relationship status nor pregnancy plans
🌱 having open and transparent discussions with my girls
🌱 promoting diversity that goes beyond gender (culture, personality traits, equal benefits to women who have kids and who don’t / are married or single, sexual orientation, etc.)
🌱 collaborating - always. never competing
Parabéns, Rebeca! Você é gigante!
#sisterhood#femaleempowerment#diversity#internationaltalent#foreignwomen#female#femaleentrepreneur
Trainer, MC, Speaker Coach - Strategic & passionate business leader with proven expertise in Communication. I'm here to help your teams grow and to bring energy and passion to your events
It’s been great to see most Companies and Brands celebrating PRIDE month through the month of June. Recognition makes a huge difference for any underrepresented group.
While some are suspicious that there is some “Pink-Washing” going on, I’m hopeful that most companies realise the work doesn’t stop at the end of June. The challenges in the Gay community and all under-represented groups continue through the year.
One way to keep the topic alive is to build Allyship across your teams. Allyship is key to progress in any social movement and it’s a huge addition to your company's culture if you invest in it.
At Google, I founded a Men Practicing Allyship group along with Huseyin Tasbent and Marcus Sheridan. We worked closely with the Women@Google team to amplify their messaging and events and build additional content, events and workshops specifically designed for men who wanted to be more active Allies. With over 500 members we provided men with more understanding of the differences in the experience between the sexes as well as building more inclusive language and team practices.
If you want to work together on building better Allies on your team, get in touch. I can help you build a plan on:
- Building Awareness
- Increasing Allyship
- Advocating for Others
I learned so much from the Women@Google team Rachel Burke Burke Laura LyonsRadhika ShashankSandra Varas-GodomarOseremen IbhawohSwetha MandhyanKaren HanlonJannette FloresMonica Diaz Veronica Araujo Aidan BoothUte Murphy
Looking forward to building a more inclusive and supportive team with you.
#Allyship#Awareness#Advocacy#Pride#Inclusion#Gluework
When Holly Conti and I joined forces in 2020, we set out to join the 2% of women who scale their companies to seven figures and beyond.
I founded Full Swing Public Relations in 2019 as a soon-to-be single parent to a then-two-year-old and my ambition was simply to make my old salary back.
My personal mission was to change who holds money and power in our country. This fueled me to grow my ambition and scale.
Why?
Because only 30% of global news sources are women.
Most of the decision-makers in newsrooms across the country are still white, cisgender, heterosexual men. The same crowd who holds a majority of political offices leads the majority of Fortune 500 companies and gets paid better than the rest of us for doing the same jobs.
Having worked in newsrooms, served as an elected official in my 20s, and worked exclusively in politics for several years, I know that who frames the narrative is who holds the money and power in our democracy.
For better or worse.
Full Swing is trying to make it better.
Our five years in business working with underrecognized leaders nationwide have proved we have the power to change the narrative through PR.
By consciously positioning yourself to *be the news,* you can open doors beyond your wildest dreams and flip the script on who is telling the story.
We know this because we’ve done it for ourselves, and we’ve done it for our clients.
It’s game-changing.
We have to *take responsibility for being visible* if we want to reclaim our democracy.
We have to *show up* in the places that will give us the credibility and platform to transform whose story counts and the image that comes up when you think of a CEO.
Right now, that image is not female.
It’s not a person of color.
It’s not a queer person, and certainly not a single mom living in deep red Idaho.
PR can help you flip the script on what’s possible and whose story counts. DM me to learn how we can work together.
#ReclaimYourPower#PRAgencyLife#WomenHelpingWomenEntrepreneurs#LGBTQOwned#QueerOwned
“Thou shall not give up on dating and become a nun” says Bumble.
I’m trying to put a posititive spin on this but I really can’t find the words.
Trivialising the serious challenges women face in dating today, is not just outdated but terribly prejudiced.
Feminism and s*x positivity are about equality and the freedom to make our own choices. The suggestion that being single means being celibate is not only misguided but also harmful. It implies that a woman’s value is tied to her relationship status and that choosing to have an active s*xual life is only right if she’s in a relationship.
The effects of the patriarchy are still felt every day and violence against women remains a serious issue.
Women are rethinking what they want from their relationships.
For many women, choosing celibacy is a powerful way to regain control over their lives and bodies. For others, the freedom to choose is about creating a space to figure out what they really want without the pressure to conform to societal expectations.
We deserve better from platforms that claim to support us.
We deserve messages that genuinely reflect our autonomy and the diverse ways we choose to live our lives.
Bumble you failed.
Bumble CMO, you are a woman, what happened?
If this is one of those silly stunts to get us all talking about the brand, well… you failed again - I’m not tagging you nor sharing your ads.
This ad is like a bad date, in fact it’s not even a date - I’m swiping left.
#adfail#women
Well worth a read – Milly Fox-Jones applies some much-needed nuance to a trend that elicits strong reactions.
This world is complicated. Language especially. And social media platforms are designed to provoke a blanket, zero-sum emotional response to everything. (Even to issues of which we have little or no lived experience.)
I’m always glad to get perspective that challenges and contextualises my own knee-jerk reactions. Thoughtful discussions like these help me sharpen and clarify my own thoughts.
If you’re the same way, I’d highly recommend checking out Milly’s article.
While you’re at it, I’d check out her other stuff, too – highly likely to provoke thoughts. 🤯😁
"It’s really hard to be a woman. To be honest, it’s really hard to be a person, but as we’re on ‘just a girl’, let’s talk about it from the female perspective."
After the backlash, I was compelled to write about the 'just a girl' trend with a different interpretation.
Interested? Have a read ⬇️
I’ve been studying Budtenders for the last 5 years at High Buds Club and I believe there are 5 “types” of Budtenders. Here are some patterns I see -
1. The stereotypical stoner.
White, male, 20-40s. Small town. Typically a purist, flower smoker. Believes they are the subject matter expert and hates "big weed".
2. The canna mom.
White, female, 25 - 40ish. Loves a bong, a joint and an edible. Suburban. This is their main gig and they are happy to be here.
3. LGBTQ
20’s/30’s, usually urban. Flower forward but very into concentrates. Usually a creative. This is part-time work.
4. BIPOC
20’s-50’s, urban/suburban. Cannabis is a ritualistic piece of their identity and a part of their cultural upbringing. Lots of creatives in this group as well.
5. Students/new grads.
Early 20’s, this is a part-time job, not a career. Can’t believe they get paid to sell weed and are like a kid in a candy store. Very excited by new innovation, not a weed nerd.
Of course there are exceptions and not everyone fits into these buckets. But when looking for patterns, these are some of the ones I see.
Owner / Managing Director, Asmantra Sports and Consulting GmbH FIFA Football Licensed Agent # 202406-7143
3moSo wonderful! 👠👠🌹🌹Congrats beautiful niece of mine Elizabeth M. ! I’ve followed your journey from your days on your tricycle at the age of 3 to fiercely finishing first in your class at university, already a beautiful, smart, young woman, then on to the high-powered, New York law firm, and then, a graceful but powerful finish at the amazing Bumble Inc. ! So proud of you! 💙💙💙 A true role model! Keep going and keep shining power Frau! #family #rolemodels #inspiration #femaleleaders #connections #success