Girl Geek X Community’s Post

A lot of women can resonate with the feeling of being isolated and lonely as the only female on their tech teams. Speaking from my own experience, it can lead to an imposter syndrome and a longing for the feeling of belonging. But I came up with a few tricks and tips that has helped me come of this feeling. 1. Improving your visibility in the team 2. Connecting with other Women in Tech 3. Creating your own community of Women in Tech 4. Giving back to the community by mentoring other early-career women Read it in detail on Medium 👇

Come join me and other female leaders in Tech in our community. We host 3 events at my work place IMPACT Commerce this spring. Sign up here: https://lnkd.in/dP5fu5cg - would be great to meet you The topics and dates are: Being a female Leader in Tech – opportunities and biases April 16, 2024 Balancing Energy and Trusting Your Values as a female leader in Tech May 28, 2024 Unlocking Your Full Potential as a female leader in Tech June 20, 2024

✅ Yesterday's virtual coffee was all I needed to make my day more interesting✨ ✅Had the pleasure of connecting with an incredible woman who was blown away by HerTechTrail's impact on Black women in Tech. HerTechTrail offers tuition-free education, empowering women with both tech and soft skills. She was particularly impressed by: ✅Our Academy equips women with in-demand tech skills. Our thriving community fosters empowerment through soft skills development, networking opportunities, and mentorship. ✅The Creator's Challenge (Sponsored by ORGANIZELY) provides our community members a platform to showcase their skills and potentially earn extra income! This led to a fantastic conversation about collaborating and expanding our reach to empower even more women! I feel so inspired by this! ✨ ✅This is just one example of the amazing connections you can make by putting yourself out there. Who knows who you might meet and what incredible opportunities could arise? ✅If you are passionate about empowering Black women in tech, Let's connect in the comments and see how we can collaborate to make a difference! #hertechtrail #HTTACohort10 #womenintech #collaboration #productmanager

#Diversity (#EDI) does not advance the interests of underrepresented groups ,,, it's a competitive strategy used by some minority group members to gain unmerited #power. #privilege, #prestige (eg unqualified people like Claudine Gay) and undermine the principle of merit .. while excluding qualified disabled candidates out of prejudice ... the numbers are painfully clear ... eg 3% of the Canadian Federally regulated workforce were disabled 30 and more years ago and that has not changed. despite organizations pretending to include the disabled . Every majority and minority population excludes its disabled constituents .. the disabled are the only underrepresented group that deserves attention to gain opportunities to advance based on merit ... other groups such as immigrants take no longer than everyone else to establish themselves ,,, but they want special treatment to advance faster than everyone else. https://lnkd.in/gnrQgUf5

Feeling energized and empowered ✨ I couldn’t think of a more exciting panel to moderate than women in tech. There’s so many ways to be “in tech” regardless of your interests or skill sets. And last night’s panel really highlighted all of the not-so-linear paths you can take to get there. Our panelists, Jennah Dohms, Rachel Kito, CPA and Prachi Goyal (she/her), brought not only valuable learnings but the best energy. In Prachi’s words, we need to own female chauvinism. Some key takeaways: 📣 Take up space. Own your wins, your areas of expertise, and your ideas. 🧠 Stay curious. Whether it’s to gain clarity, learn new skills, or explore an opportunity. 🗺️ Don’t stress over your path. Every experience you have brings value to another opportunity, and the right place for you to end up might not be clear when you start. Special thanks to Monday Girl for putting on the event, and Grace Nguyen and Dalena Nguyen for cohosting.

Want to influence what’s next for a more diverse and inclusive tech industry? Tech Talent Charter has created a two-minute survey, which it hopes will help to create a DEI roadmap for the tech industry.    The roadmap will be based on: - D&I challenges those in the tech industry are facing  - Areas for immediate attention  - Policy changes to drive real progress - People's vision for community initiatives that work You can take the survey here: https://lnkd.in/eqE5624H If you can’t access the survey or want to be more involved with the roadmap, please contact Karen Blake, Co-Chief Executive Officer at the Charter.   #Diversity #Inclusion #DiversityAndInclusion #InclusionAndDiversity #DiversityInTech #InclusionInTech

The art of concise messaging When you are answering a question, making a pitch or simply expressing your point of view in a meeting, do you get straight to the point and then support it with brief but compelling evidence? Or do you flounder around, spilling out your thoughts randomly until you eventually land on your conclusion as if by accident? For many of the people I work with, this latter approach is the default, which they need to be coached out of. Because the problem is that listening is hard work, listeners have short attention spans and are easily distracted. By the time you arrive at your point they may have lost interest, lost your train of thought or even - if you are exceptionally long-winded - lost the will to live! Concise messaging is particularly vital when you are presenting to mixed tech and non-tech audiences, and this is the focus of the workshop I will be presenting at the Women of Silicon Roundabout conference being held at London's ExCeL Centre on November 27-28. I am proud to be representing PowerSpeaking, Inc., who are Gold Sponsors of this annual event where around 5000 women in technology come together to share information and ideas, network, and gain invaluable advice for advancing their careers. Carrie Beckstrom, CEO, will introduce speakers in select tracks of the conference. Sarah Palmer, Director of Business Development, EMEA, will give a series of short “popcorn sessions” focused on specific presentation and communication skills—which, by the way, were standing-room only at WIT Amsterdam. I will be presenting my one-hour workshop on both days. If you’re attending the conference, stop by our booth to grab some swag, tap into valuable career-development resources, and chat with us about how we can help accelerate your team's and organization’s performance through powerful communication skills. #communicationskills. #wit #wosr24 #womenintech #presentationskills #executivepresentations #technicalpresentations

There are only a few days left to save £80 on tickets for Computing UK and CRN UK's 2024 Women And Diversity In Tech And Channel Festival! ⏳ 🐦🪱 The early bird discount ends this Friday, 16 August, so book yours before it's too late: https://bit.ly/3AwIr5s. Here are all of the reasons why you should attend the #WomenAndDiversityFestival: - To make new connections and expand your personal network - To learn practical tips on how to advance your career - For advice from industry leaders in the Mentoring Academy - To show your support for increasing diversity within the tech sector - To learn about success stories of improving representation - To find out how to attract more diverse talent to your organisation

Diversity and equity in organizations are indeed crucial for fostering creativity, innovation, and long-term growth. Here are some lessons that organizations can learn from ongoing efforts: 1. **Diversity leads to creativity and resilience**: Diversity brings in new ideas and acts as a pathway to unlock creativity. The more an organization is open to perspectives from people of different backgrounds, the more creative and resilient it becomes. 2. **Embrace diversity carefully**: If not deployed carefully, an organization could suffer from friction, uneasiness, and conflicts. 3. **Take responsibility**: One of the most important things an organization can do is create responsibility, oversight, and advocacy for diversity within the organization. 4. **Recruit smarter, not harder**: Focusing on changing percentages, rather than changing experiences, will set diversity, equity, and inclusion (DEI) recruitment initiatives up for failure. In terms of additional support needed to ensure successful strategies, here are some suggestions: 1. **Ensure the CEO positions themselves as the top champion for DEI efforts**: This helps in centering DEI in the business strategy. 2. **Hold executive leaders accountable for DEI outcomes**: This can help in mitigating implicit bias at the systemic level. 3. **Invest resources in cross-training and upskilling**: This can help in creating mentoring and sponsorship programs. 4. **Build a diverse supply chain**: This can result in improved rates of recruitment and hiring, increased levels of representation in an organization, increased feelings of engagement and belonging, and increased rates of retention and internal promotion. Remember, the journey towards diversity and equity is a continuous process and requires consistent effort and commitment from all levels of the organization. It's not just the right thing to do from a societal perspective, but also makes good business sense. Mental Health Pakistan (Drug Detox & Psychiatric Rehabs) Karachi | Multan | Rawalpindi | Islamabad https://bit.ly/44M8bVs Overseas Pakistanis Cell https://bit.ly/44JGVHc

Fascinating and insightful WEF session on DEI which aligns well with the work we do with parents@work, and my leadership coaching. Thank you for your insights Caroline Casey, Michael Ensser, Anne-Laure Malauzat and Lorenzo Simonelli. There have been media reports of divestment from DEI initiatives in the tech world, therefore interesting to hear the statistic that DEI team hiring has increased 169% from 2019-22. > Diversity is important for insights innovation and growth. > Inclusion is the imperative for making it work. > The benefit in attracing people because they know we sponsor and support DEI inintiatives is huge. > A lot of people don't feel included even if they don't have the usual "markers" of gender, race, or disability etc > There is a need to break silos and not just rely on ERGs and HR to solve inclusion ...and my favourite: > Every Leader should go through therapy or self-awareness: Where are you? Who are you?