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Last week we all celebrated Women’s International week. Now comes time to put words into action. A recent survey revealed that women are more inclined to prioritize the needs of their children, pets, senior relatives, and their spouse or significant other before their own- Shelley Zalis. Here are some additional data, which calls out for an urgent need to prioritize and act on it. Current burnout figures for women suggest that women aren't feeling celebratory, with 46% of women reporting feeling burned out vs 37% of men [Future Forum, 2022; n=10,243; Global Survey.] This is an all-time high since May 2021. In addition, we've seen a growing number of women in high profile positions step away from corporate roles. The 'Women in the Workplace' study revealed that women leaders are leaving corporate America at the highest rate in years - the largest gap ever between men and women leaving corporate work. [McKinsey and LeanIn.org (2023).] In a Deloitte report, 'Women @ Work 2022: Global Outlook' 53% of respondents reported higher levels of stress than a year ago, with nearly 50% feeling exhausted. Nearly 40% of these women cite burnout as their primary reason for leaving their current employment. [n = 5,000, across 10 countries.] Unfortunately high rates of chronic stress and burnout lead to affective disorders, such as anxiety and depression. Over one third of women (36.7%) now report having been diagnosed wth depression at some point in their lives, vs 20.4% of men, and the rate for women has risen at nearly twice the rate for men since 2017. Women also have the highest rates of current depression or treatment for depression (at 23.8%) compared to men at 11.3%. (2022, n = 5,167 based on the Gallup Panel, a probability-based panel of about 100,000 adults across the USA.] It is time for all to collectively collaborate and walk the talk.

Today I had the honor and privilege to kick-off International Women's Day (eve) as the moderator of a powerful and insightful fireside chat with Sally Loh, President Otis China and Haran Vela, Executive Vice President, Engineering. We had a fascinating conversation on our theme 'Inspire Inclusion' where we believe inspiring others to understand and value inclusion for women (~50% of the global population) forges a better world. With over 900 colleagues in attendance, our leaders were transparent and vulnerable regarding their personal experiences and shared practical examples of how their exceptional leadership creates strong inclusive teams, fosters fairness and equity in the workplace, and innovation to achieve even stronger business results for Otis! Here are some key takeaways: * It takes intentionality to be inclusive * Conquer imposter syndrome - change your language from "I can't do this" to "Why can't I do this" - believe in yourself * Women in leadership must be role models for those in the pipeline so they have someone to look up to - "If I can see it, I can be it" * YOU own your career ... you must speak up and advocate for yourself * Set clear criteria for advancement and be transparent about it to everyone * We must change the narrative around the perceptions of our industry and be intentional in how we market/brand the company so we attract more talent from various backgrounds and genders * Have deep gratitude for feedback - "Feedback is a gift" * Women wear a lot of hats ... carve out "me time" ... it is OK * Find allies and continue seeking various perspectives especially when you're feeling frustrated or concerned with how something went in the workplace * As leaders, we must intentionally seek out talent that might not have the exposure but have the competence and elevate them; provide them with access to opportunities * Lean in and be curious - formalized training on inclusion, unconscious bias, sponsorship, mentorship, etc are critical to our journey as leaders * Together with the beautiful tapestry of diversity we have at Otis, we will continue to innovate and lead our industry! #weareotis #diversityequityandinclusion #internationalwomensday2024 #wearemanyvoices #womenempowerment #inclusionmatters

I had heard this phenomenon below called “The Great Breakup”, where professional women left positions in search of organizations that were more supportive and flexible. My question: what are you and your organization doing to help address this? In order for all to be most successful, we need a variety of voices “at the table” to encourage healthy dialogue and collaboration. When women are not present (and thus not heard), what fills the void?

Women leaders are increasingly willing to leave their jobs, and research shows that is at least in part due to a search for purpose in their working lives. More than half of women (53 per cent) surveyed in a Gartner HR Research study from 2021 said the pandemic caused them to question the purpose at the heart of their jobs. That shows up in multiple ways as women re-examine their careers and working lives. A 2022 report from McKinsey & Company and LeanIn.org found that a record-high number of female executives in both Canada and the U.S. left their jobs in 2021 (10.5 per cent), citing issues such as lack of advancement prospects and lack of flexibility. In addition, 29 per cent of women considered reducing their hours or leaving the workforce. Read more at the link below about why purpose is key to attracting and retaining women employees. https://lnkd.in/gkaD-M-W

New report: women in the workplace are more ambitious and competitive. What we already know is that women are smart, work well in teams, and are resilient, and make less than their male counterparts. #workplace #workers #women

🌟 Transform Your International Women’s Day Event! 🌟 With International Women's Day approaching, are you envisioning what your event will look like? Are you aiming for something beyond the routine - something that genuinely inspires and catalyzes real transformation? This year's themes: "Inspire Inclusion" from internationalwomensday.com  “Invest in Women - Accelerate Progress” by UN Women Both set the potential for a powerful agenda. As an experienced speaker and facilitator in workplace inclusion and women's leadership development, I've had the honor of contributing to events across a wide range of leading organizations such as: Twitter, Dell Technologies, EMC, Amazon, InterDigital, Inc., Baxter International Inc., and Manulife, as well as at events like Diversity Best Practices Global Event from Bonnier Business Media and the Women’s Impact Forum put on by Avenues The World School. I have a few slots still open for virtual (and potentially in-person!) events throughout the month of March. I'm here to offer a collaborative approach for: 🔹 An invigorating keynote to inspire and set the tone for change, followed by the option to moderate a fireside chat or panel featuring your leadership. 🔹 Engaging round-table discussions for deeper, more strategic engagement. 🔹 Customized workshops to address the specific goals and challenges of your Employee Resource Group (ERG) membership, women across your organization, and/or your leading lights. I aim to partner with you in creating a unique experience that not only commemorates this significant day but also becomes a REAL opportunity to engage in gender equity in your workplace. Does this resonate? You are welcome to reach out! Let’s start a dialogue.

🤝Many companies claim they support women. I get to work at a company where it’s actually experienced. Here at Delta Vacations, our company is filled with women at all levels. Women here make up a total of: ✨76% of our workforce ✨67% of our leadership In the past 2 years, we have had: ✨63%+ in terms of diversity in female leaders ✨24%+ in female leaders These stats plaster a smile across my face. I’m surrounded by inspirational women that have made amazing headway in their careers. The best part? These women all work to lift each other up, challenge each other to be the best versions of ourselves, & act as a support system for everyone. 🫶🏼 I’ve known friends at other companies to experience a “catty culture” with cut throat competition or offices where they have to “act like one of the guys” to be acknowledged. It disappoints me to hear about workplaces like this because one cannot grow to their full potential in a toxic space. One’s light gets dimmed before it ever gets the chance to shine. If I was a flower, the workplace culture here would be the sunshine & water that help to nourish my evolution within my career. 🌷 Everyone deserves a place that wants to watch them grow & not step on their fresh blooms. The women I am surrounded by prove to me work-life balance is real. You can be a wife, mother, & powerhouse leader all-in-one! 🙌🏼 How reassuring is that to see?! For me, it’s a breath of fresh air. That mindset starts from the top & trickles down to the rest constantly. Here’s to a month of celebrating women, & cheers to the workplaces that do so 365 days of the year. 💕 #socialmedia #socialnetworking #theinsider

“Diversity is a potentiality that needs to be activated.” This statement by Priya Parker from her book “The Art of Gathering,” made me think: How do we make sure diversity is really presented in our meetings, events, and communities? Through equal representation of speakers in events? Taking into account all the opinions or ideas when making a crucial team decision?  Providing access to content or resources? And also, when shouldn’t diversity be the priority since there are other considerations needed to be taken into account? For me, activating diversity is a must for any company, because it fosters creativity and innovation, while promoting social responsibility. Eventually, it can lead to productivity and new products or services. Activating diversity won’t be accomplished through a one-time event that celebrates employees’ or participants’ diversity, or by making a team 50/50 gender equal. Rather, it should be through top-to-bottom strategic thinking that helps foster such culture through departments, teams, and activities. Organizations should really understand the different needs of their employees and target audiences, and continually apply practices to successfully achieve diversity. What does activating diversity mean for you? #diveristy #dei #leadership #innovation #employerbranding

Are Gen Z female leaders facing different struggles than those of Gen X female leaders? Elisia K. and I wrote an article with Fe league called "Generational Unity: The Missing Link To Women’s Empowerment In The Workplace" and it just got published at HR.com Let us know what you think about this and tag female leaders to start a dialogue on this topic! Dr. Desiree-Jessica Pely, Lisa Friscia, SHRM-SCP, Natalie Neptune, Lauree Ostrofsky, CPC, PCC, Avva Thach, M.S, Elena Sarango-Muniz, Madi Baldwin, Carolyn Thayer-Azoff, M.A., Hannah Berson, Danielle Korins, Danielle Scrozzo Oliva, PHR, SHRM-CP, Amy L. Ross, SPHR, SHRM-SCP, Ashley Freeman, Amber Caraballo, PHR, SHRM-CP, Pamela Castellana, SPHR, Sahana Mukherjee, SHRM-SCP [she/her], Dr. Jiani Wu 🌈, Julia Psitos what do you think? #genz #genx

💡Male allies are more important than ever to develop future women leaders. But how to actively become one? 👇Check out the full article of Kristen Anderson. I particularly liked the 5 Tips… 1️⃣ Affirm a person’s competency. For example, acknowledge a woman leader’s key contribution to her peers in a meeting or public forum and find ways to make those more visible to the community, such as speaking opportunities. 2️⃣ Notice when women’s contributions are overlooked in team meetings,. When someone else gets credit for her idea, add a comment such as “I’m glad you picked up on X’s idea” to bring back the credit to her. Or when a woman is interrupted, step in and say ‘I do not think that Y was finished with her point’. 3️⃣ Ask clarifying questions when you suspect bias, particularly Iin discussions of talent,. Ask, for example, “What do we mean, exactly, when we say she is not strategic? How are we applying these criteria across all candidates?” or “you say she is aggressive, yet I don’t see her exhibiting different communication behaviours than her colleagues.” Do the Flip Test, asking yourself whether you would have thought the same/made the same assessment if ‘she’ had been a ‘he’. 4️⃣ Bring up and advocate for female talents as potential candidates when you hear others discuss big assignments. This is what a Sponsor does! 5️⃣ Sponsor the Gender Balance or Women’s Employee Resource/Affinity Group in your organisation. This will enable you to practise key skills to be a better leader: learn to actively listen, become an advocate/sponsor, improve your own leadership style. Kristen Anderson Hedwige Nuyens European Women on Boards (EWOB)