Curtins’ Post

Steps I Am Taking to Champion Diversity in Leadership By Fatemah Alajmi 1.Creating Inclusive Policies At Jack and Queen, I prioritize inclusive policies that promote equal opportunities across hiring, leadership development, and workplace culture. My goal is to eliminate biases and create an environment where everyone feels valued and empowered. 2.Ensuring Representation I am committed to building a leadership team that reflects a variety of perspectives, including diversity in gender, culture, ethnicity, and socioeconomic backgrounds. True representation strengthens our ability to innovate and connect with global audiences. 3.Empowering Through Mentorship I’ve developed mentorship and professional development programs to uplift individuals from underrepresented groups, providing them with the tools and confidence they need to step into leadership roles. 4.Collaborating with Communities I actively engage with diverse artisan groups and communities worldwide, ensuring that their voices are heard and their contributions are celebrated through our designs and initiatives. 5.Advocating for Equality Gender equality is a central focus of my mission. I use Jack and Queen as a platform to inspire change and create equal opportunities for women and men in leadership and beyond. 6.Celebrating Progress and Setting Goals Tracking our progress toward diversity goals is critical. I believe in transparency and regularly celebrating milestones, which not only motivates us but also inspires others to join the journey. 7.Building Partnerships I collaborate with organizations that champion diversity and inclusion, learning from their expertise and amplifying their efforts to drive meaningful impact. 8.Embedding Diversity in Our Identity Diversity is at the heart of Jack and Queen’s identity. From our designs to our campaigns, every element reflects our commitment to inclusive leadership and representation. 9.Hosting Conversations That Matter Through workshops and events, I aim to raise awareness and spark dialogue about the importance of diversity in leadership. These platforms allow us to learn, grow, and inspire positive change together. 10. Leading with Intention As a leader, I know that actions speak louder than words. I strive to create an environment where everyone feels empowered to contribute and where diversity isn’t just an initiative—it’s a way of life. I believe that diversity in leadership isn’t just about fairness; it’s about building stronger, more innovative, and more compassionate organizations. At Jack and Queen, we are paving the way for a future where diverse voices shape a better world.

Explore the article by Centre for Innovation and Entrepreneurship shedding light on Sarah Liu, our Managing Director & Founder, to hear her insights about driving gender diversity and inclusion within tech and other male-dominated sectors.

Tuesdays #Inspiration story! Each Tuesday, I carve out time to delve into the world of someone who sparks inspiration within me. I strive to secure one-on-one time to glean wisdom from their experiences. It’s my practice to immerse myself in the company of those who challenge and elevate me toward greatness. As an #ExecutiveCoach, it's not just about imparting knowledge; it's about living the principles I champion—cultivating impactful connections is one such principle at the heart of what I do. Today, I had the privilege of engaging in an enlightening conversation with Kristen Anderson, CEO and Board Member of European Women on Boards (EWOB) and a luminary in Diversity and Inclusion (D&I). As an acclaimed Inspirational D&I Leader of 2021 and the former Chief DEI Officer at Barilla, her insights are particularly relevant in today's global business environment. Here are the top 5 takeaways from our discussion that are essential for every visionary DEI Leader : 1. Networking as a Lever for Advancement: Kristen underscored the importance of networking for women, urging them to embrace it as a powerful tool for advancing their careers, much like their male counterparts. 2. Strategic Mentorship: We agreed on the transformative impact of mentorship and sponsorship. Kristen’s efforts with #EWOB to build a 1000-member strong network exemplify the power of collective support for women in leadership. 3. Navigating Gender Bias: Kristen shared her strategies for overcoming gender bias, emphasizing the need for women to advocate for themselves assertively, especially in male-dominated fields like engineering. 4. Unconscious Bias and Allyship: We discussed the pervasive issue of unconscious biases in the workplace and the importance of self-awareness and inclusive leadership in combating such biases. 5. Action for Gender Equality: Kristen highlighted the necessity for concrete actions toward gender equality, noting that initiatives like removing names from applications can significantly increase diversity in hiring. The conversation with Kristen was a meeting of minds and a confluence of visions. It reaffirmed my belief that when leaders align on diversity, inclusion, and equity values, the path to innovation and success becomes more accessible and impactful. As a community, let's ask ourselves: - How are we promoting gender diversity within our own organizations? - What concrete actions can we take to further the cause of women in leadership? Could you join the discussion and share your thoughts? Let’s not just be spectators but allies and actors in this critical mission. #Leadership #DiversityAndInclusion #WomenInBusiness #ExecutiveCoaching #Empowerment

Are the days of the lone, heroic leader over? Last week, I was surrounded by 45 incredible female leaders from around the world. We came together to discuss the future of female leadership—an initiative to support the UN’s SDG5 gender equality initiative. The power of the gathering alone was transformative! There was a clear consensus that the path forward is collective leadership. Here’s what we discovered – key takeaways: 1. Collective leadership goes beyond collaboration; it’s about co-creating: It’s a shift from "me" to "we". Collaboration gathers ideas from a select few for specific outcomes, while co-creation aims to innovate and create something groundbreaking, like a new leadership style for women. Collaboration drives teams and projects and can finish once the task is complete but co-creating drives communities, is ongoing, and makes individuals feel they are part of a big picture. 2. Collective leadership is about giving space to others: In a world full of polarizing views, collective leadership involves being secure in our own beliefs while also allowing room for others to express their own beliefs. It’s rooted in humility – recognizing that we are not defined by a role or title, but are equal, active participants in the creative process. 3. Collective leadership is about the journey, not only the outcome: It's about belonging, where individuals are uplifted and valued for their unique contributions. It’s an approach free from discrimination and bias, recognizing the significance of each person's role in achieving shared goals. Traditional leadership programs often focus on developing individual leaders, yet what is truly needed is an emphasis on collective leadership awareness. Collective leadership leverages our innate desire for community and shared purpose, leading to greater creativity and innovation in both work environments and communities. Let's experiment: The next time you face a complex challenge, resist the urge to come up with the answers alone. Instead, create opportunities for diverse contributions and co-creation. Draw out people's talents, passions, and perspectives. The collective wisdom that emerges will far surpass what any one person could conceive. Let's lead together and achieve extraordinary outcomes. The future is ours to shape, together. #CollectiveLeadership #Collaboration #Diversity #Innovation #SharedPurpose #FemaleEmpowerment

Join in for the most understated discussions about - Biases Men face.The focus often falls on the systemic challenges women and minorities. However, men can encounter their own forms of bias that impact their professional journeys. As @Sheryl Sandberg aptly stated, “In the future, there will be no female leaders. There will just be leaders.” This implies that biases exist for everyone, regardless of gender. The question arises: who stands up for men dealing with bias? We @Global inclusion Summit highlight the vital role of male allies. Men can advocate for equitable treatment, listen to their colleagues' experiences, and challenge stereotypes that contribute to unfair biases. By doing so, they not only support their peers but also foster an inclusive culture that benefits everyone. By working together and taking an active role in promoting equality, men can help dismantle biases in the workplace—and create an environment where every individual has the chance to thrive. Those interested, may contact the organisers (info@globalinclusionsummit.in Surbhi : 8800636503) Manmohan S. Kalsy Alok Sheopurkar, PCC Vijay Sinha Sonal Kapur Sinha Prasanth Nair Manoj Kohli Sanjeev Bikhchandani Shalini Arora Kochhar Rajlakshmi Saikia Sonali Majumdar Smriti Handa Kiran Singh Amit Das Richa Kumari (she / her) Harvinder SINGH Himanshu P. Dr. GP Rao Samriti M. Dr. Alok Kumar Agrawal Sandeep Banerjee Sujoy Banerjee Bhavna Batra (She/Her) Sheeba Aly Dr.Saagarika Ghoshal Indrajeet Sengupta Sanjay Bose DHARM RAKSHIT Indrani Mukherjee Lipika Verma

Join in for the most understated discussions about - Biases Men face.The focus often falls on the systemic challenges women and minorities. However, men can encounter their own forms of bias that impact their professional journeys. As @Sheryl Sandberg aptly stated, “In the future, there will be no female leaders. There will just be leaders.” This implies that biases exist for everyone, regardless of gender. The question arises: who stands up for men dealing with bias? We @Global inclusion Summit highlight the vital role of male allies. Men can advocate for equitable treatment, listen to their colleagues' experiences, and challenge stereotypes that contribute to unfair biases. By doing so, they not only support their peers but also foster an inclusive culture that benefits everyone. By working together and taking an active role in promoting equality, men can help dismantle biases in the workplace—and create an environment where every individual has the chance to thrive. Manmohan S. Kalsy Alok Sheopurkar, PCC Vijay Sinha Sonal Kapur Sinha Prasanth Nair Manoj Kohli Sanjeev Bikhchandani Shalini Arora Kochhar Rajlakshmi Saikia Sonali Majumdar Smriti Handa Kiran Singh Amit Das Richa Kumari (she / her) Harvinder SINGH Himanshu P. Dr. GP Rao Samriti M. Dr. Alok Agrawal Sandeep Banerjee Sujoy Banerjee Bhavna Batra (She/Her) Sheeba Aly @

In today’s professional landscape, being authentic and embracing equality are fundamental aspects of effective leadership. Through my interactions with fellow leaders, I’ve witnessed the evolution of management roles where gender disparity is no longer a barrier. These leaders exemplify how authenticity and determination can navigate complex professional environments successfully. Historically, women in leadership were often held to different standards, particularly regarding assertiveness. However, this disparity is diminishing as societal mindsets shift. Men and women alike now view each other as equals, fostering a more inclusive professional environment. Beyond the family, where men are now being raised in households that practice gender equality, actively promoting workplace equality and eliminating gender biases are crucial steps in this transformation. Recognizing and addressing these biases can drive innovation, creativity, and success across organizations. By advocating for environments where everyone can lead based on merit, we contribute to a more dynamic and inclusive workplace. Personally, I am dedicated to breaking pre-defined molds and encouraging others to do the same. This commitment is essential to creating an equal opportunity workspace for future generations. To all leaders, I urge you to embrace your unique leadership style, confront biases, and champion diversity in leadership. This is more than a call to action—it's a pledge to cultivate a work setting where everyone is valued and treated equally. Together, let’s redefine leadership and pave the way for a future that values equality and authenticity.

Embracing Diversity - The People side of Sustainability I recently participated in a gender equality awareness challenge at my workplace at Marel and I'm excited to share some insights from the experience! Together with my colleague, Jana Mußler, a brilliant young female professional, we dove into a series of thought-provoking LinkedIn Learning videos, which had been carefully curated for us. These sessions weren't just about ticking a box; they were about embracing perspectives, fostering understanding, and sparking meaningful conversations. One thing that struck me was, that although I am used to working with women and consider myself an active promoter of equality (in my entire career I have had equal number of male and female managers and my teams have been quite gender balanced), there are so many challenges women encounter at work which I was not even aware of.  Through these videos, we explored topics ranging from unconscious bias, double discrimination, leadership/likability double bind, and emotional labor to inclusive leadership practices. Each video sparked a fresh perspective and challenged us to reflect on our own behaviors and biases. It was eye-opening, humbling, and incredibly rewarding. But the most valuable aspect was the dialogue it ignited between Jana and me. We shared experiences, exchanged ideas, and learned from each other in ways that transcended our differences. It reinforced the notion that diversity isn't just a buzzword; it's a catalyst for innovation and growth. As we continue with our work, I'm reminded that true progress is built on empathy, understanding, and collaboration. I'm grateful for the opportunity to participate in this challenge and for the inspiring individuals, like Jana and our Diversity & Inclusion specialist who set up this challenge to drive positive change within our organization. Let's keep the conversation going and continue to champion diversity, equity, and inclusion in everything we do. Together, we can improve the People side of sustainability and create a workplace where everyone feels heard, respected, and empowered to succeed. 💪 #Unity #GenderEquality #Inclusion #DiversityAndInclusion #Sustainability

"What would you do if you weren't afraid?" Sheryl Sandberg, COO of Facebook and author of "Lean In," has been a pivotal figure in advocating for women's rights in the workplace. Key lessons from Sheryl Sandberg’s career and advocacy include: Leadership: "Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence." Gender Equality: "In the future, there will be no female leaders. There will just be leaders." Building Resilience: "You are not born with a fixed amount of resilience. Like a muscle, you can build it up, draw on it when you need it." Career Growth: "Careers are a jungle gym, not a ladder." Facing Adversity: "Option A is not available. So let’s just kick the shit out of Option B." Mentorship and Support: "Mentoring is a two-way street. You get out what you put in." Work-Life Balance: "Done is better than perfect." Sheryl Sandberg’s insights encourage us to rethink our approach to leadership, resilience, and equality in the workplace, pushing for a world where everyone, regardless of gender, has a fair chance to succeed.

🎥 New Video: Gender Equity in the Technology Industry I'm excited to share my latest presentation where I dive into an important topic—Gender Equity in the Technology Industry. In this video, I discuss: 🔹 Opening: Setting the stage for why gender equity matters in tech 🔹 Background: The current landscape and challenges 🔹 Problem: Key barriers to achieving gender balance 🔹 Solution 1: Establishing a Gender Equity Policy to ensure fairness 🔹 Solution 2: Creating a supportive environment through Mentorship and Sponsorship Programs 🔹 Solution 3: Promoting a workplace culture of Innovation that empowers all genders 🔹 Conclusion: How these solutions can transform the future of tech Take a look, and let me know your thoughts! How is your organization fostering gender equity in the workplace? #GenderEquity #TechIndustry #Innovation #WorkplaceCulture #Mentorship #Sponsorship #Leadership