Women&Co

“Proper parental leave for fathers and co-parents is good for mothers, good for babies, good for fathers and good for society too. Countries with six or more weeks’ paternity leave have a gender pay gap that’s 4% smaller and a workforce participation gap that is 3.7% smaller too, meaning change can help grow the economy while helping British families,” #paternityleave #gendergap #workingmothers

In a typical business meeting, men account for 75 percent of the speaking. Studies reveal that women are interrupted about half the time during meetings, and in male-dominated rooms, approximately 75 percent of women feel uncomfortable voicing their opinions. To create a workplace where women’s voices are heard and valued, consider these three strategies: Strategy 1 - Preparation is Key Advanced Preparation: Women who are not used to speaking up in meetings can benefit from thorough preparation. Knowing the meeting agenda in advance allows for the preparation of ideas and talking points, which can be discussed with a trusted colleague or mentor beforehand. This not only boosts confidence but also garners support from others in the meeting. Strategic Seating: Even where you sit can impact your participation. Women are encouraged to arrive early and choose a seat that positions them front and centre, which is often where men sit during meetings. This helps ensure visibility and participation. Strategy 2 - Take Space and Make Space Assertive Communication: During meetings, women should actively carve out space to speak, even if it means interjecting at opportune moments. Using phrases like “I’m going to quickly jump in here…” can help women assert themselves without waiting for an invitation to speak. Leverage Allies: Men and leaders can play a critical role in amplifying women’s voices by making space for them. This can be as simple as saying, “I don’t think [she] was finished speaking” or encouraging a woman to share her ideas. Strategy 3 - Don’t Stay Silent Challenge Stereotypes: Women often hesitate to speak up due to fears of being perceived as aggressive rather than confident, a bias that disproportionately affects women of colour. Both men and women must challenge these stereotypes internally and in the workplace by focusing on the content of what’s being said rather than who is saying it. Speak Up for Fairness: Men, particularly in leadership roles, can help correct imbalances by publicly acknowledging women’s contributions, especially in situations where women’s ideas are mistakenly attributed to others. This isn’t special treatment—it’s ensuring fairness and recognition for their work. Source: The CEO Magazine, “Three proven strategies to unleash the potential of women’s voices”, Kathryn Landis https://shorturl.at/fi32X #womensvoices #genderbias #womenintheworkplace

Every woman possesses a powerful voice, yet too often, societal norms and workplace dynamics discourage women from using it. It’s crucial for women to feel empowered to speak up, assert their ideas, and take space in professional settings. Organisations have a responsibility to create inclusive spaces where diverse voices are encouraged and heard. This includes actively listening to women’s perspectives and ensuring their contributions are acknowledged. How are women in leadership tackling gender bias in their workplace? Making Space ❝For me, being accommodating is about creating space, which can be as authoritative as expressing a firm point of view: it’s about making room for different perspectives, styles, and voices. If I disrupt the flow of a meeting to ask a quiet colleague for their thoughts, that’s an act of being accommodating in an authoritative way. I challenge bias by making room for people to be seen and to represent themselves.❞ - Farah Hussain, Director, Global Partner Marketing, PayPal Speaking Up ❝I have been challenging myself to have the courage to speak up when I see behaviour that is not inclusive. I find that asking questions helps a lot in these instances. I play back what I hear and then ask if that was what was actually meant, this simple tool can make people aware of and adjust non-inclusive behaviour.❞ - Catherine Boeger, Vice President, Partner Solutions Strategy & GTM, Microsoft Corporation Impacting Processes ❝In my role, I focus on diversity within my team and that starts with hiring. We redact names on resumes/CV’s so as we select those we choose to interview, we are doing so without unconscious bias. I also expect our internal and external recruiters to provide a diverse slate of candidates for every position we are hiring for. I am a huge proponent of women in IT and I work to source, promote and provide opportunities to women in my field.❞ - Lisa Baldwin, CIO, Tiffany and Co Source: Adobe Blog, “Amplifying her voice – how women executives are heard” https://shorturl.at/vykZv #womensvoices #womenintheworkplace #womenarepowerful

In a world where cultural norms and societal expectations often dictate a woman's role, Afghan breakdancer Manizha Talash has emerged as a powerful symbol of protest. Manizha, who recently participated in the 2024 Olympics, wrapped herself in a cape (made from a burqa) that read, “FREE AFGHAN WOMEN”. In Afghanistan, where women’s rights have been severely curtailed, her decision to breakdance on a global stage is a bold statement against the forces that seek to suppress women's voices and choices. Manizha knew she would be disqualified for her protest but stated: ❝I thought: I’ve got one minute when the whole world’s watching me and I thought, what’s more important, my dream, my life, or women in Afghanistan? I didn’t go there to win, that doesn’t matter to me.❞ Manizha Talash’s journey underscores the importance of using your voice, even when it’s difficult to do so. Her story is a powerful reminder that visibility is not just about being seen, but about being heard in a way that challenges the status quo and pushes for progress. It also highlights the importance of perseverance in the face of adversity—a key quality for any woman striving to build her voice and visibility Source: The Guardian, “‘What’s more important, my dream or the women of Afghanistan?’: breakdancer Manizha Talash on her Olympic protest”, Steven Burgen https://shorturl.at/63oJu #womeninsport #afghanwomen #womenactivists

The decision of many women to stay out of the spotlight at work isn’t merely a matter of personal preference—it’s often a strategic choice shaped by complex workplace dynamics and societal expectations. Many women consciously opt for “intentional invisibility” to navigate the challenges they face in environments that often penalise them for stepping into the spotlight. Understanding these underlying factors is essential for creating environments where women feel empowered to step into the spotlight without fear of negative repercussions. Here are 5 key factors that contribute to women choosing to remain less visible at work: 1. Fear of Backlash  Women who assert themselves at work often face penalties for violating traditional feminine norms. This double bind—where women must choose between being liked and being respected—leads many to deliberately avoid the spotlight to prevent backlash and protect their career gains. 2. Gender Stereotypes and Bias Women are frequently expected to be modest, nurturing, and team-oriented, while men are encouraged to be ambitious and assertive. When women do step into the spotlight, they often encounter implicit biases that question their right to be there, leading to their contributions being undervalued or judged more harshly. 3. Desire for Professional Authenticity  Many women reject traditional, self-promoting leadership styles in favour of approaches that align with their personal values. This choice, while allowing them to remain authentic, often means they are less visible and their contributions go unrecognised. 4. Balancing Professional and Personal Demands  For many women, particularly those with families, intentional invisibility is a way to balance the demands of work and home. Staying out of the spotlight can offer the flexibility needed to manage these dual responsibilities without jeopardising family stability. 5. Cultural Conditioning  Cultural norms that encourage women to be humble and avoid appearing boastful persist into adulthood, making it difficult for them to embrace the visibility necessary for career advancement. This conditioning often leads women to downplay their achievements, even when they are deserving of recognition. Source: Harvard Business Review, “Why Women Stay Out of the Spotlight at Work”, Priya Fielding-Singh, Devon Magliozzi, and Swethaa Ballakrishnen https://shorturl.at/jTiqa #womenatwork #genderbias #womenschallenges

The workplace often pits women against each other, but when we choose collaboration over competition, we can create a powerful force for change. Supporting your female colleagues by amplifying their ideas in meetings, giving credit where it’s due, and standing together against bias can lead to significant cultural shifts in the workplace. Let’s build women’s voices and visibility in the workplace. #womensupportingwomen #womensvoices #womenarepowerful

Join Women&Co at this month’s webinar on 27 September. Research reveals that almost one-third of women have been told they need to speak up more, and 28% of women have been advised to develop greater executive presence. On the other hand, 74% of women cite being talked over or interrupted in a meeting and studies show that when women and men work on tasks together, women often get less credit for success and more blame for failure. Co-founders Kerrin Miller and Elaine Seale-Mckend lead the conversation around the challenges and necessity of building women’s voices and visibility in the workplace. RSVP on our LinkedIn event: https://bit.ly/3MzBjbt Don’t forget to save the webinar date on your calendar! 🗓️ Source: Women Rising, “The Voice of Women at Work 2023” https://shorturl.at/Va54d #womenatwork #womensvoices #allies

In this conversation we turn our attention from womens voices to those of our male counterparts. How do they make themselves heard in the spaces and places that count? We know from our extensive work with women at all levels in organisations globally, that many of them struggle to claim their space particularly in board settings. What can we learn from their insights and how can we can further develop our voices to make sure we do not lose valuable opportunities for our insights and messages to be heard and valued. Join @Elaine Seale-McKend and @Kerrin Miller and guests to listen and share your thoughts

1 September honoured Emma M Nutt, a name that might not be widely known but whose impact is monumental in the history of women in the workforce. In 1878, Emma became the world’s first female telephone operator, a role that was previously held exclusively by men. Her entry into this position marked a significant turning point, not just for her career, but for women in general, as it demonstrated that women could excel in roles that had long been considered the domain of men. By 1910, the majority of telephone operators were women, largely because of Emma’s pioneering role. Her entry into this field also shifted societal perceptions of women’s capabilities, showing that women were just as competent. Emma’s story is not just about being the first; it’s about opening doors for others. Her legacy is a powerful reminder that women can and should take on roles that challenge traditional gender norms and that when they do, they pave the way for others to succeed. Emma M Nutt Day serves as a symbol of the progress women have made in the workforce, but it also reminds us of the work that still needs to be done. Women continue to break barriers in various industries, but they often face challenges similar to those Emma might have encountered—scepticism, bias, and the need to prove themselves in ways that their male counterparts do not. #womensvoices #womensstories #womenleading

❝You can't be what you can't see.❞ - Marian Wright Edelman In September we continue our journey from last month’s discussions on the powerful theme of “Building Women’s Voices and Visibility at Work”. We’ll be sharing insights into the challenges women face when speaking up at work, strategies for building confidence and visibility as well as inspirational stories of women who have used their voices to create change. Follow us this month and join the discussion. 📌 Don’t forget to RSVP for our monthly LinkedIn webinar happening on Friday, 27 September: https://bit.ly/3MzBjbt #womensvoices #womenatwork #allies