Thanks Dorie Clark for giving me a shout out all the way from the USA!
Dorie is a prolific author, speaker and role model for those stepping out of trading time for money and into trading money for expertise or impact.
Want a copy for yourself? - Australia and NZ https://lnkd.in/f72jzzG
Otherwise try Amazon
Thanks to Karina Lane - Daily Life, SMH & The Age for interviewing me.
NOVEMBER 12 2017
I'm pretty passionate about helping women into the C-suite, and sometimes it's our language and mannerisms that can get in the way. Firstly because they are different to those of the incumbent at times which can contribute to "exclusion" and secondly, because they've not been a problem before if you worked in mostly feminised industries or in lower level roles, so you may not know that there is any difference or what is going wrong.
Being able to sharpen all the tools in your leadership toolkit is awesome. Language and communication habits fit in this toolkit. Sometimes it's as simple as one small change to a verbal habit and it can make ll the difference.
As someone heading into the C-suite, self awareness and personal development will be part and parcel of your journey. There are times when you need to acknowledge that another way might be more helpful.
Thanks to Karina for interviewing me for her article in Daily Life.
"I spent years working on my confidence, and knew the ins and outs of assertive communication. I was all about girl power. Apologise for taking up space? Not this lady.
But then I read Tara Mohr's book Playing Big: Practical Wisdom for Women Who Want to Speak Up, Create and Lead. Mohr argues that women constantly diminish their power with speech habits that make us appear apologetic, surprised or even uncertain about what we're saying. This means our ideas and opinions are unappreciated and not valued."
From the Broad Agenda Blog and published on 30 June 2017
Written By: Megan Deas
COMMENTARY: Actually, it was all about the money at the AIM Great Debate Canberra on 23June 2017 when six strong, intelligent and passionate women from various backgrounds got together to debate whether equal pay will close the gender gap.
With great wit and light-hearted banter, the panellists kept the audience entertained while providing evidence for both sides of the pay gap argument. A friendly and fun debate, the sense of camaraderie was evident on the podium, with zingy one-liners as the only daggers fired.
We here at BroadAgenda naturally love us a good debate, and were more than happy to cheer our Chief Editor Virginia Haussegger AM on as she joined forces with the negative team. Here’s our recap of the day.
From time to time I find articles that express the sentiments in my community, or that answer some of the questions my readers are asking. Here are the links to the source.
Thanks to Sydney Morning Herald, MARCH 7 2015 and Annabel Crabb for this gem.
I'm Proud to be a Feminist Despite my Regular Lapses
"Feminism is messy and imperfect, and has people you love, as well as people you can't stand.
I am a feminist because to be one seems perfectly obvious and reasonable to me. I am a feminist because it bothers me that women are more than 50 per cent of the population and more than 60 per cent of university graduates but somehow only 3 per cent of chief executives. I am a feminist because it bothers me that a woman gets killed by her male partner every single week, and somehow that doesn't qualify as a tools-down national crisis even though if a man got killed by a shark every week we'd probably arrange to have the ocean drained. I am a feminist because it bugs me that "working mum" is a phrase I hear every day but I never hear "working dad"."
As I prepare for the AIM Great Debate in Canberra on closing the gender salary gap on 23 June 2017 I've been looking at the economics of gender. Our team is researching and exploring the data and arguments for both sides of the coin - Whether closing the gender salary gap will close the gender gap itself. I'm on the negative.
There is so much to explore including -
- The data around the gender salary gap,
- Bias, gender stereotypes and negotiating,
- Is the gender gap all about money?
- Where else might women be penalised purely as a result of gender including the tax on being female (products for women that are more expensive and GST on feminine hygiene products)
- Domestic violence,
- Career choices,
- Career breaks,
- What happens industries or sectors become feminised,
- Representation of women in positions of power including public, NFP and
- And the superannuation gender salary gap - the legacy that takes years to emerge.
The link below contains excellent information from a speech that the Dr Richard Denniss, Chief Economist at The Australia Institute, gave for the Breakthrough 2016 event on what’s really holding women back when it comes to money.
Thanks to The Victorian Trust for their article The Three Big Lies Holding Women Back.
"Denniss’ keynote address breaks down the untruths we’re sold about women’s economic security. In short—the time for research and data collection is over—we need action!"
(You won't be disappointed.)
Featured in October 2016 in the Australian International Mine Management Bulletin.
Decision-making Under Adversity - By Amanda Blesing and Russell Boon
Learning how the brain interprets and processes stressful situations can help the decision-making process in high-pressure environments
We initially became interested in decision-making as a topic because of insights and evidence from the gender diversity debate. Organisations with both women and men on the leadership team in relatively equal numbers perform better on a range of measures including profitability, productivity, risk, customer satisfaction and staff engagement. And the reasons why? Researchers put it down to better decision-making:
- ‘companies with strong female leadership deliver a 36 per cent higher return on equity, according to the index provider MSCI’ (World Economic Forum, 2015)
- ‘companies ranked in the bottom quarter in terms of gender diversity on their boards were hit by 24 per cent more governance-related controversies than average’ (World Economic Forum, 2015).
However, women are frequently criticised for their decision-making. They’re allegedly slower at making decisions, wanting more evidence and are more risk averse. This is seen as a negative by organisations that are used to more masculine models of leadership.
On the flipside, we know that testosterone drives a bias toward action, competitiveness and risk taking, so men tend to make decisions faster. However, a too-fast decision isn’t always a better decision, and certainly a too-slow decision doesn’t get anyone anywhere fast. Additionally, when stress, anxiety or fear is added into the mix, no one is great at making decisions. In fact, we’re wired to bypass the logical parts of our brain when under pressure, which makes great decision-making really challenging.
By Emma Gardiner on International Women's Day March 8, 2016 in Supplier News, Spice Magazine (events & tourism)
Amanda Blesing, creator of The Ambition Revolution, shares her tips on how to step up, speak out and take charge.
“My mission in life is to help women to play a much bigger game – change the world if you will – and do so with big ideas, big vision and big, audacious bucket loads of confidence,” said Blesing.
The former CEO currently works with, and speaks to, busy and ambitious professional women to help keep them focused on their strategic goals around their leadership aspirations.
One of the things she said she noticed while working alongside those in professional roles and larger organisations was that the women tended to require a different style of encouragement in order to step up into leadership roles or opportunities.
Every now and then I find a great article that takes a sightly different perspective or slant on solving an old problem. Gender equality is an old problem. I like the more masculine appraoch that this author takes to tackling biases.
Jonathan Segal, Contributor, Entrepreneur and Partner in Employment Practice Group of Duane Morris
Research finds we are still 100 years away from gender equality in the C-suite. That's unacceptable.
It is now more than three years since Sheryl Sandberg, COO of Facebook, wrote her ground-breaking book, Lean In: Women, Work and the Will to Lead. “Lean In,” I believe, is shorthand for “Go for it, if you want it.”
In her book, Sandberg acknowledges that there are many systemic obstacles to the advancement of women in corporate America. However, her focus is what women can do to maximize their chance of success in spite of these obstacles.
Well, more and more women are leaning in. That includes applying for leadership positions and/or negotiating for more equitable compensation.
Delighted to be featured on Huffington Post for my work.
Article by Alex Pirouz published on 11 October
"I’m not saying anything groundbreaking when I say the Entrepreneurial scene has really taken off over the past 5 years.
This in turn has seen more and more women start and grow businesses, in Australia alone that increase has been phenomenal.
Recent Australian Bureau of Statistics Data shows women make up just over a third of all business operators, which is close to a 50% increase over the past decade.
It’s inspiring to see so many women Entrepreneurs start ventures and share their missions with the world.
After coaching and mentoring thousands of Entrepreneurs men and women alike, it’s clear to me that the reason so many women are beginning to start businesses and do so well at the same time is due to their passion to transform industries."
A great reflective piece on Time.com by Nate Hopper @NDHopper
20 October 2016
How we describe inventors influences what we think of them—and what they did
We love us our geniuses. And we really, really love us the kind of genius who experiences an epiphany of almost divine origin—like being struck by lightning or a falling apple. This framing places the origins of innovation in a character trait, instead of depicting it as the result of effort and endurance. Geniuses are blessed heroes. The rest of us are incapable.
All of that, according to a recent study by Kristen Elmore of Cornell University and Myra Luna-Lucero of Columbia University, is wrapped up in how we most often describe genius in everyday life—as flashes or strikes, or as a lightbulb turning on. When compared to a different metaphor that implies long-term work—that “the seed of an idea” then “took root” and “has borne fruit”—the researchers found that the lightbulb metaphor led people to believe an idea was, they write, “more exceptional.” We feel that a lightbulb genius is a better genius.
The authors write that, “For a female inventor, the seed (vs. lightbulb) metaphor increased perceptions of her genius, whereas the opposite pattern was observed for a male inventor.” In essence: Men are struck by genius, while women must work for it.
The New York Times
Economic View, 18 March 2016
By CLAIRE CAIN MILLER
"A new study from researchers at Cornell University found that the difference between the occupations and industries in which men and women work has recently become the single largest cause of the gender pay gap, accounting for more than half of it. In fact, another study shows, when women enter fields in greater numbers, pay declines — for the very same jobs that more men were doing before."
February 04, 2016 Bain Brief
By Melanie Sanders, Jennifer Zeng, Meredith Hellicar and Kathryn Fagg
Excerpt and link below
" The way we work today is fundamentally different than how we worked a decade ago. Gone are the days when employees would work 9 to 5, Monday to Friday, and only within the four walls of the office. Thanks to leaps in technology, businesses now run 24/7 from anywhere and everywhere.
Flexible workplaces are becoming the norm. Employees are increasingly seeking flexibility in when, where and how they work. This growing demand is rooted in shifts in workforce demographics, accompanied by changing expectations of work-life integration. For example, the percentage of dual-income households in Australia has increased from 40% in 1983 to nearly 60% in 2013.1 We have seen the percentage of working mothers with children under the age of 18 increase by 6% in the past decade.2 The aging population means employees are staying in the workplace longer, often in a more flexible capacity. And the current generation of new recruits, known as millennials, has very different work expectations than their baby boomer parents. Survey after survey has shown what millennials want most is to work flexibly.3
For women, workplace flexibility is especially important. ....."
New York Times article - Economic View - By JUSTIN WOLFERS JAN. 8, 2016
Economics remains a stubbornly male-dominated profession, a fact that members of the profession have struggled to understand.
After all, if the marketplace of ideas is meant to ensure that the best ideas thrive, then this imbalance should arise only if men have better ideas than women. That implication infuriates many female economists. Now new evidence suggests that the under-representation of women reflects a systemic bias in that marketplace: a failure to give women full credit for collaborative work done with men.
At least that is the conclusion of research by Heather Sarsons, a brilliant young economist currently completing her dissertation at Harvard. And it is a pattern that may explain why women struggle to get ahead in other professions involving teamwork.
Or more on collaboration and women
Study Says Women Don’t Get Credit When They Work With Men - The Cut
By Dayna Evans - 11 January 2016
We all remember the dreaded middle-school group project. There would be four or five people, all tasked with the same goal, but only one of them would actually do the work, and when the project was graded, everyone — no matter their level of commitment or competence — would wind up with the same grade. Well, it turns out that the miseries of underrecognized hard work on group projects persists long after middle school. Or at least it does for women.
Heather Sarsons, a Ph.D. candidate at Harvard, explored this phenomenon with a study in which she looked at "CVs from economists who went up for tenure between 1975 and 2014 in one of the top 30 PhD-granting universities in the United States." She found a bias toward men in instances where men and women co-authored research papers, and found that co-authoring with men was a disability for women in their work, a phenomena she calls a "co-author penalty."
Every now and then an article grabs my attention because it encapsulates and explains some of the arguments around gender equality really well and I want to make sure those who follow me have access to it. This recent article in The Australian is such a piece. It's an interview with Diane Smith-Gander, head of Chief Executive Women and her first observation is that 2015 was a watershed year for women in leadership - by Glenda Korporaal, The Australian, Associate Editor (Business), Sydney
"Chief Executive Women president Diane Smith-Gander believes 2015 was a “watershed year” for women in corporate Australia.
“Things have definitely changed,” Ms Smith-Gander said in an interview to mark the start of her second year as CEW president.
“There is more awareness of the need to have more gender equity. Corporations have gone past the idea of saying ‘we need more women’ to the idea that, like having good safety standards, it is the right thing to do to have more inclusion and true equality.
“People are realising that it makes good business sense to try to keep their talented women. They want to retain them through the employment cycle. They don’t want to throw away their recruitment and training costs, their investment in learning and development of an employee just to have them be paid out and leave.
“There is definitely a benefit in terms of costs. But companies will also get the benefit of better decision-making that diversity brings to the workplace.” " READ MORE ....
Curious about gender bias? Janet Crawford is a gender and unconscious bias expert and here is a great explanation from the Webstock 2015 Conference in New Zealand.
My standout takeaway?
"Media is not benign. Because it is this sort of imagery that brains use in our unconscious calculation of who belongs where and what competence looks like." - referring to Yahoo CEO, Marissa Mayer's youthful blonde looks, and Fortune magazine's need to reassure us that she is indeed competent.
Article published by European Women In Business - October 2015
As women we are living and working in exciting times. Right now, there is a huge spotlight on gender diversity and encouraging women into senior roles, into industries that have been the purview of men traditionally and even into the entrepreneurial space.
However it would appear that women don’t need much encouragement when it comes to wanting to set something up for themselves. In both Australia and the USA increasing numbers of women are setting up small businesses. Sometimes this is in addition to their paid employment and sometimes it’s in place of their regular salaried employment.
Either way, women are beginning to carve out their own piece of the pie and quite clearly want a say in how their financial and personal freedoms turn out, that is not quite as reliant on other people’s good luck or poor planning.
The reality is that diversity in all its forms is a societal issue - and gender diversity is not just about women. So while there are some skeptics of the Male Champions of Change program, my personal belief is that until we involve everyone in solving this nothing much will change. Power, in all its forms, is challenging to let go of whether you are a man or a woman, so convincing men that they need to step down from leadership and give someone else a go, is not going to be easy if you yelling from the sidelines so to speak.
Once again - I'm a big fan of Annabel Crabb's writing. Here's more.
Extract from Sydney Morning Herald
Annabel Crabb - 5 September 2015
"Sex discrimination commissioner created a new club for male business leaders, who then vied to one-up each other.
For a person whose job it is to promote the interests of women, the Sex Discrimination Commissioner Elizabeth Broderick has spent an awful lot of time thinking about and talking to men.
Has her approach been provocative? Indisputably. Controversial? Sure. Worth it? I reckon – and here's why."
As always Annabel Crabb serves up meaty topics with a dose of humour helping us keep the conversation bright and breezy on big issues.
Extract from Sydney Morning Herald
Annabel Crabb 22 August 2015
"There are a lot of arguments against having formal quotas or targets for women in business and politics. Some are very convincing; that's why this continues to be a vexed debate. It's easy to recoil at the idea of quotas; the idea of a central government reaching in to twiddle the managerial knobs of a private enterprise is as essentially-chilling as the idea of a central government telling individuals whom they may or may not sleep with."
Why does imposter syndrome still exist in women?
Last updated 12:06, August 8 2015
"Entitled "The imposter phenomenon in high achieving women", it [the research] detailed the results of five years of working with 150 successful women, ranging from undergraduates and PhDs to lawyers and teachers, who persisted in believing they were not very bright and had somehow fooled anyone who thought otherwise.
That's me to a T, I thought, while jumping to the conclusion that, as a university dropout, I had far more claim to being an imposter than any of the genuine high achievers.
They might be victims of a syndrome, but I really had reason to doubt myself, compared with the outgoing Oxbridge graduates who seemed to dominate the industry in which I worked. This lot might have imagined themselves to be phonies, I told myself, but I was the real deal, a genuine phony.
On the back of the research we ran a story in Cosmo asking, "Are you a victim of imposter syndrome?" and were flooded with letters from readers who were young and ambitious and slowly climbing the career ladder while convinced they were going to be unmasked at any moment."