Women can also benefit from interpreting feedback as providing information about the preferences and point of view of the person giving the feedback, rather than information about themselves.
“What we know is that women entrepreneurs reinvest 90% of their revenues into the community,” González said, listing education, nutrition, household expenditure, and caring for children and elderly people as social services that women buy with profits.
If governments strove to give women a greater share of the $15tn public procurement industry, economic growth would be more evenly distributed in developing countries, González said.
”—Female entrepreneurs ‘an amazing engine for economic growth’ via The GuardianFollowing in the footsteps of IPPR, Nesta has made a public commitment to end all male panels at our events and advocate the same for events we participate in. As we host regular live events and publish videos online, we hope this will bring more diverse and representative perspectives to political and social debates and start to make events with no women speakers seem odd and anachronistic.
Tokenism? We don’t think so. It’s as important as ensuring that organisations’ Boards are representative, and at Nesta we’re glad that our Board has moved closer to gender parity. Given the current proportions of women experts represented in public debate it may be easier to think of a man to speak or chair an event than to find a woman. Making this pledge makes it necessary to spend that extra effort to get someone different in.
”—Well done, NESTA.Sony Pictures has just picked up a script for a lady-centric sci-fi action flick called “The Eden Project.”
Yay!
The secret to keeping mothers in the workforce lies not in giving them more time off, but in getting more fathers to stay at home instead.
Excellent stuff from gautamramdurai @gautamramdurai
Gender equality at the top of business has stalled, and trust in business is alarmingly low. Putting more women in charge could well be the key to a better future for business and society alike. A McKinsey Quarterly article.
I was appointed six months ago and the more I have spoken about feminism the more I have realized that fighting for women’s rights has too often become synonymous with man-hating. If there is one thing I know for certain, it is that this has to stop.
For the record, feminism by definition is: “The belief that men and women should have equal rights and opportunities. It is the theory of the political, economic and social equality of the sexes.”
I am from Britain and think it is right that as a woman I am paid the same as my male counterparts. I think it is right that I should be able to make decisions about my own body. I think it is right that women be involved on my behalf in the policies and decision-making of my country. I think it is right that socially I am afforded the same respect as men. But sadly I can say that there is no one country in the world where all women can expect to receive these rights.
Some women suspect that their managers may not be comfortable talking to them about their careers. Some men think they might do or say the wrong thing when talking to women. Few people have much experience discussing gender and understanding how it affects careers. Our company therefore decided to facilitate the conversation by choosing a few topic areas and suggesting questions and discussion starters that managers could use.
Career aspirations
What are your career aspirations?
What do you dream about or imagine in your future?
How could your aspirations be better met?
How connected do you feel to our purpose?
Compelling, challenging work
How excited are you about the work you are doing today?
What would it take for you to feel you are innovating in your job?
How much are you learning/growing in your current role?
Team-working norms
What do you want in your next role?
When will you be ready for a change?
How well does your team define expectations and working norms for each other?
How well do those norms enable you to make choices that work for your work life and personal life?
What flexibilities do you want/need to enable your work life and personal life to thrive?
”—eBay’s programme to encourage women to thrive in the organisation.
Source: Realizing the power of talented women, in McKinsey Insights
Advice from PayPal’s Retail Engineering Head Angie Ruan on supporting women in tech:
Become comfortable with technology.
Start something simple.
Go deeper.
Internalize your commitment to supporting women.
Hire, hire, hire (at least one woman tech role model).
Enable growth.
Focused recruitment.
Don’t forget about the environment.
“Because we’re essentially making this up as we go along, you can be a 25-year-old woman and do a killer investigation for us. We’re not going to say, ‘Wait your turn’ or ‘Pay your dues,’ ” says Shani Hilton, the deputy editor in chief. “If you have a great idea and the ability to go execute it, and if you can lead people, you’re going to get that chance.”
This isn’t to say that nerdy-guys-in-the-basement aren’t a big part of the gaming market, but they are not the dominant force anymore.
At Ampp3d our general advice is that if you think you are being hard done by, then public harassment, rape and death threats of the women involved generally makes YOU look like the dick.
”—Yay, Martin Belam, ampp3d and the Daily MirrorS.H.E. Globl Media founder Claudia Chan working to change the conversation from celebrity gossip to women’s empowerment.
You make think it’s obvious that when quotas are used, weaker candidates are selected. Several recent studies show that exactly the opposite is true!
Because when it comes to guys, we have whole fandoms bending over backwards to write soulful meta humanising male characters whose actions, regardless of their motives, are far less complex than monstrous. We take male villains and redeem them a hundred, a thousand times over – men who are murderers, stalkers, abusers, kinslayers, traitors, attempted or successful rapists; men with personal histories so bloody and tortured, it’s like looking at a battlefield. In doing this, we exhibit enormous compassion for and understanding of the nuances of human behaviour – sympathy for circumstance, for context, for motive and character and passion and rage, the heartache and, to steal a phrase, the thousand natural shocks that flesh is heir to; and as such, regardless of how I might feel about the practice as applied in specific instances, in general, it’s a praiseworthy endeavour. It helps us to see human beings, not as wholly black and white, but as flawed and complicated creatures, and we need to do that, because it’s what we are.
But when it comes to women, a single selfish or not-nice act – a stolen kiss, a lie, a brushoff – is somehow enough to see them condemned as whores and bitches forever. We readily excuse our favourite male characters of murder, but if a woman politely turns down a date with someone she has no interest in, she’s a timewasting user bimbo and god, what does he even see in her? Don’t get me wrong, I’ve seen some great online meta about, for instance, the soulfulness and moral ambiguity of Black Widow, but I’ve also seen a metric fucktonne more about what that particular jaw-spasm means in that one GIF of Cumberbatch/Ackles/Hiddleston/Smith alone, and that’s before you get into the pages-long pieces about why Rumplestiltskin or Hook or Spike or Bucky Barnes or whoever is really just a tortured woobie who needs a hug. Hell, I’m guilty of writing some of that stuff myself, because see above: plus, it’s meaty and fun and exactly the kind of analysis I like to write.
And yet, we tend overwhelmingly not to write it about ladies. It’s not just our cultural obsession with pushing increasingly specific variants of the Madonna/Whore complex onto women, such that audiences are disinclined to extend to female characters the same moral/emotional licenses they extend to men; it’s also a failure to create narratives where the women aren’t just flawed, but where the audience is still encouraged to like them when they are.
”—Gender, Orphan Black and the Meta of Meta