Just when you finally got a handle on saying “sorry” so much, turns out there’s another detrimental phrase in your lexicon keeping you from being taken seriously as a woman: “Just.” As in, “Just checking in,” and “Just following up,” and “Just...
If you want to see our engagement skyrocket, please try to go beyond checking the box after you push send on that next annual survey. Instead look to connect with us in a timely and transparent dialog. Tap into our passion for truly authentic connection and together let’s take our organization to new heights.
The best entrepreneurs scratch their own itch, said Paul Kedrosky, senior fellow at the Kauffman Foundation. User-entrepreneurs — that is, those who start a company to fill a need they have themselves — have a much higher survival rate than other startups, according to Kauffman Foundation research.
Amy Cross has an itch: She’s passionate about creating a fair and just world for women. She believes many women feel as strongly about social justice as she does. Women are the more philanthropic and socially responsible gender. Cross wants women to be an even more powerful force for good by helping them use their purchasing power (women make 80 percent of consumer purchase decisions) to buy products from companies that operate in women-friendly ways. BUY UP Index rates parent companies of consumers’ favorite brands in four categories:
Gender diversity in the boardroom and C-SuiteWorkforce practices, such as maternity leave or flexibility and leadership programsPhilanthropy and corporate social responsibilityAdvertising and marketing that portrays inclusiveness
She’s also developing an app so consumers can check corporate brand ratings when they’re shopping. Top-ranked companies can reach these activist consumers by making special promotional offers. A consumer can reach out through the app and send emails to companies with a poor rating, telling the company exactly why she will no longer buy its products. Cross is now seeking to raise money from her crowd as a way of demonstrating that consumers are willing to pay for her service even before the service is available.
LE PLUS. Parité, égalité professionnelle, lutte contre les stéréotypes... Et si les élections municipales étaient l'occasion de réfléchir à la place des femmes dans notre société ? Claire Serre-Combe, Margaux Collet et Paul Poussard de l'association "Osez le féminisme !" nous poussent à nous poser les bonnes questions.
Earlier this month, a LEGO ad from 1981, featuring a little girl, went viral. The adorable image sent an important message: That kids are kids, and the segregation of "girl" and "boy" toys is not only sexist, but unnecessary.
Marion Chapsal's insight:
Dear Lego company,
My name is Charlotte. I am 7 years old and I love legos but I don't like that there are more lego boy people and barely any lego girls. today I went to a store and saw legos in two sections the girls pink and the boys blue. All the girls did was sit at home, go to the beach, and shop, and they had no jobs but the boys went on adventures, worked, saved people, and had jobs, even swam with sharks. I want you to make more lego girl people and let them go on adventures and have fun ok!?!
NEW YORK – As a continuation of Prune Nourry’s ‘Holy Daughters’ project in India, the artist’s new ‘Terracotta Daughters’ sculptures make a statement about gender preference in China. Nourry has created an army of 116 life-size ‘Terracotta Daughters’ as a contemporary postscript to China’s famed Terracotta Soldiers.
Nourry’s installation will commence a world tour after a Paris debut in April 2014, with subsequent stops planned in Switzerland (June) and New York City (October).
Click to view a trailer about the Terracotta Daughters that samples a 52-minute film being made about the project and a 21-minute version that will be aired during the world tour.
Nous assistons depuis quelques années à l'émergence des réseaux économiques féminins en Rhône-Alpes.
Ce phénomène s’inscrit dans un mouvement international.
Femmes d’entreprises, femmes d’influence, femmes expatriées, représentantes de réseaux internationaux, branches féminines de réseaux socio-économiques mixtes…toutes ont ressenti le besoin à un moment donné de se structurer.
Le REF est né de cette volonté de mettre en commun nos valeurs et nos expériences afin d’apporter des solutions concrètes pour une meilleure représentativité des femmes dans le monde économique et de contribuer ainsi à la création de richesse.
The French government today examined a sweeping gender equality overhaul, with a proposed new law on equal pay, paternity rights, domestic violence and sexism in the media.
Marion Chapsal's insight:
"The "men-women equality" law, presented to ministers today, seeks to change deeply-ingrained habits in a country where women do 80 per cent of household chores, are paid on average 27 per cent less than their male counterparts and occupy just 14 per cent of France's 36,000 mayoral posts.
Proposed measures include docking maternity leave from couples if fathers fail to take proper leave too, enabling courts to accelerate restraining orders, trials and compulsory "awareness-raising courses" for violent male partners. The law also envisages providing females considered under threat of violence with free emergency mobile phones to alert police.
Divorced men who fail to pay alimony could see the owed funds taken directly from their social benefits.
Companies that fail to respect gender equality could be excluded from public contract tenders, while sports federations will also face penalties for shunning equality. Fines on political parties failing to respect gender parity in legislative elections will be doubled. Currently only 26 per cent of French MPs are women."
Good move thanks to our Minister Najat Vallaud- Belkacem
Self-confidence, supportive colleagues and a strong network of peers – without these issues addressed Britain’s workforce will continue to lose strong talent
Marion Chapsal's insight:
I believe this is not a Britain only issue but a global issue. It is urgent for companies to avoid a shortage of a skilled workforce. Only by addressing also such invisible barriers as lack of confidence, of internal and external support, can we attract and retain those talents.
I am very proud to be involved into the next LEAD Conference in Brussels and facilitate a workshop on Women and how to overcome the double-bind of speaking while female.
Women and girls are gravely implicated in peace and security issues around the world, and therefore, they must be a part of the processes that will lead to their protection.”
“The key challenges in protecting women and children in emergencies, and ensuring women are able to participate in these processes, is not related to knowing what needs to happen…We need a commitment to do it. We need to see leadership and accountability in the international community for these issues.”
“If humanitarian leadership, through whatever mechanisms, can finally collectively step up to the plate and provoke the behavioral change necessary to ensure humanitarian action works with and for women and girls, we will have undertaken bold, transformative work.”
L’existence d’une corrélation entre mixité et performance n’est plus à démontrer : de rapports “Women Matter” de McKinsey en études du Crédit Suisse Reseach Institute et autres synthèses “Women in Business” de Grant Thornton, la conviction des observatrices et observateurs de la mixité en entreprise est là, qui associe la capacité de transformation des organisation à leur maturité en termes d’égalité professionnelle.
L’étude récemment parue du réseau Grandes Ecoles au Féminin vient enfoncer le clou, en apportant des indications précises sur la perception de la mixité chez les managers et dirigeant-es.
Elaborée à partir des réponses à un questionnaire “quanti” adressé à plus de 4000 ancien-nes élèves des écoles membres de GEF, d’une quinzaine de grands entretiens “quali” avec des dirigeant-es, cette étude procède d’une analyse complète menée au cours d’ateliers philosophiques impliquant un panel d’acteurs et actrices de l’Economie Sociale et Solidaire.
You can start by asking new questions. The evidence is in: having more women in leadership is good for business. Instead of, “What can women do to get ahead at work?” why not start asking, “What are we doing to make it possible for women to succeed in this organization?”
A woman's minister who reports into a man. An equalities minister who seems to believe there are so few women at the top of business simply because they're not good enough. The whole thing is a shambles, says Kate McCann
Marion Chapsal's insight:
The new minister for women is Nicky Morgan, while Sajid Javid, a former banker and general high-flyer, will take up Miller's old role as culture secretary in charge of equalities. Morgan isn't a secretary of state but a minister - one step down. And in early briefings, aides suggested she would report to Javid. That's right, the minister for women, and thus the portfolio she holds, is subordinate to a man. Unsurprisingly, Number 10beat a hasty retreat on this idea later in the day.
On top of this, in the past Morgan has voted against equal marriage and backed Nadine Dorries controversial amendments to the Health and Social Care bill in 2011, calling for independent advice for women seeking an abortion. Meanwhile, Javid is the minister who found himself in hot water for appearing to suggest that there are no women on the Bank of England's monetary policy committee because they didn't make the grade. It would have been tough to find two ministers with a history more ill-suited to the women and equalities brief.
There are some amazing leaders bucking the stereotype of African women but they are still too few and far between
Marion Chapsal's insight:
“Figures show that when women earn, 90% of it goes back into their society, their children’s education or the local community; therefore it’s smart economics to look at women as a human resource”
If we do not push for African women to gain their positions not only in parliament but also in business, we will never see more of them in managing companies and sitting on boards. We need a strong statement of intent around African women in leadership, otherwise all the many empowerment programs and much talk will be wasted and African women will remain development objects.
Ce qui est intéressant pour l’avenir par rapport à cette question du pouvoir, c’est précisément de réfléchir sur la manière dont la mixité va faire évoluer les formes du pouvoir. Ce n’est pas d’un côté le management au féminin, de l’autre le management au masculin, qui ne font encore une fois que renforcer les stéréotypes. Mais c’est une plus grande mixité du pouvoir, qui facilite la possibilité pour les hommes comme pour les femmes d’adopter une diversité de styles, de comportements selon les exigences de la situation, selon la nature de la motivation de l’équipe, selon le contexte dans lequel on se trouve.
During my latest experiences facilitating trainings about gender-balanced teams I have noticed the power of stories. The ability to articulate one's personal story. How did it all started? Why are you on this Journey towards Gender equality? What are your drives? What are the obstacles you meet on this road? Where are you heading? Can you you share your vision of a gender-balanced workplace?
It's essential to talk about business benefits and bottom lines, to give numbers and big data.
It's also crucial to talk with passion and to weave the narrative that will resonate.
So grateful to The RSA (Royal Society for the encouragement of Arts) for inviting me to speak in London this year and to animator and illustrator, Katy Davis, for this amazing short on empathy! Beautiful.
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