Lately, we’ve been seeing the consequences of a company that had failed to embrace gender intelligence. It’s been a rough year for Uber.

Wading through one PR crisis to the next, the ride-hailing company has lost about half a dozen senior staff members, including its top communications executive. And ever since a former Uber engineer’s blog post went viral in February, alleging a culture of sexual harassment that went ignored, the company has called for an independent investigation of itself. Despite board member Arianna Huffington insisting that sexual harassment is not a “systematic problem” for the $70 billion company, Uber has accepted it is need of a culture change.

The majority male company is just the kind of audience Barbara Annis had in mind when she co-authored the book Results at the Top: Using Gender Intelligence to Create Breakthrough Growth. The communications expert and creator of the term ‘gender intelligence’ has just published the first book of its kind written specifically for men to learn how they can help advance women in the workplace. Annis says gender diversity can’t be achieved without them.

In the book, Annis explains how having women on boards and in leadership positions is almost universally connected to better performance. She coaches male leaders on how they can achieve gender parity.

“It’s actually not a difficult conversation, but it’s perceived to be that way,” Annis says. “They key is how you handle and frame the discussion. You must move beyond blame.”

How can you promote the conversation among male leaders? Here are the basics.

The idea

Annis describes gender intelligence as the understanding, valuing and inclusion of gender differences.

Decades of neuroscience research have revealed important differences between the male and female brain. They’re wired differently and that means they have to function differently in business. They’ll respond to stress, solve a challenge and communicate to team members in different ways. It’s not that one way is better or smarter than the other, they each of their advantages, but understanding them will clear up much of the confusion and misconceptions that prevent companies from success.

“It is a shift from viewing men and women as equal in number to equal in value,” she says.

When colleagues can recognize the unique differences in men and women, celebrate them as advantages and learn to work within that space, Annis says they can be more successful.

It is not gender-blindness, the idea that men and women think and act the same way. Instead, Annis encourages and appreciates “difference-thinking.”

The incentive

Annis wants male leaders to embrace gender intelligence, not simply because of the social pressure, but also because she knows it will help launch them to greater profits. Helping companies understand and appreciate the different ways men and women think and act encourages them to bring more diversity to management and upper level positions.

In turn, that helps them better connect to the marketplace.

“Women are graduating in greater numbers than men globally,” Annis says of the added incentive to hire on women. “And, 82% of consumer spending is done by women.”

The process

Annis starts by walking readers through the science behind her workplace theories. She explains the chemicals and anatomy that contribute to barriers between genders, then she explains how the most successful companies implement these ideas.

Though Results at the Top is written for men, women can also gain important perspective from the book.

“One of the key factors women always ask us is how they can be more effective in communicating with men to build their credibility.”

It’s a lesson Annis learned herself after achieving incredible success at Sony, where she was the first woman in sales and went on to become first female sales manager. Though she was forging a path for women within the company, she may not have been changing the company’s culture.

“I was just trying to fit in and be one of the boys because I thought that was the key to success,” Annis admits.

Annis worked hard to emulate what she calls the “alpha male way of leading,” but it wasn’t until she understood gender intelligence that she could see the potential for women to be themselves and, in that, provide great value to a company.

Now, she sees her teachings making important impacts.

“I recently worked with an executive at a sales division at Ericsson [an informations and communications technology company]. After our work together, he mentioned how not only did his personal and family life improve, but so did his division at Ericsson.”
Through helping companies build this type of intelligence, she’s offering some assurance they’ll avoid some of the headlines plaguing even the smartest companies. Even in our digital world, technological advancement isn’t enough. Consumers demand gender advancement.

The post She’s getting men talking about gender parity appeared first on HER Magazine ™.

Where do you start? What’s the best approach?

Here are nine things to remember that will make it a quicker and smoother process for finding investors.

Make some money

It might sound counterintuitive, but in order to land serious investment, you need to make some money first. Prove that your idea is worth investors’ time — build a basic version of your app, get it in front of users, make some money, and then pitch your idea. Most investors, accelerators, and incubators want to see that your startup is actually capable of generating real revenue before cutting you a check.

Develop a proposal for your idea

The fundamental aspect of a great proposal is thorough research. You need to know everything you possibly can. Know your competitors, their market numbers, and their strategies. Utilize this knowledge and tweak it to tailor your startup. Be aware of risks in your business and position them in an honest and educated light. The investors will ask you about the risks extensively in your pitch. They want to know the risks associated with their investment.

Get your idea out there

A lot of founders are hesitant to share their startup idea… but this is a big mistake. Reid Hoffman, co-founder of LinkedIn, says “If you’re not embarrassed by the first version of your product, you’ve launched too late.” Even if you don’t think your app is “perfect,” get it in front of real users, make some money, and gain the traction you need to draw the attention of investors.

Leverage your network

The truth is, you are way more likely to land investments or get accepted by a startup accelerator if you actually know someone. Leverage your network — who do you know that could connect you with the decision-makers? It’s still worth trying to expand your existing network, but most deals are the result of personal connections.

Secure meetings with patient persistence

I am not saying hang around office buildings with your business card, but it is good to be persistent. Once you have developed a few contacts, ask to meet with them and pitch your idea. This may be a quick five-minute walking and talking situation, or a full presentation. Take what you can get, and roll with it. The best opportunities come when you least expect them, so be ready.

Present yourself well

Have a well-designed presentation with flattering and easy-to-understand graphics. Develop cohesive brand identity throughout your word use, materials, speech and presentation. Consistent and branded language is necessary to target ideal demographics.

Fake it until you make it

This doesn’t mean you should lie about your background, but acting the part will get you farther than you think. When the questions begin to fly at you, be prepared. Investors want to know about the leadership structure and see it exhibited. The idea and market are important factors, but investors want big picture, too. Know your numbers and strategies to grow the business when the time comes.

Leave them wanting more

Tell your business’ history as if it was a movie, with engaging highlights and perhaps a lesson learned along the way. Leave the nitty-gritty details out of this. Adjust your pitch accordingly for the time limit, and make sure to leave time for questions.

In simple terms, state the problem and explain how your company solves that problem. Get to the point, and avoid ‘history of’ stories. Know your market and know your exit. Investors want an idea that will make them money.

Pitching requires practice, preparation and balance. It may take several times before you get any bites, but that is okay. Be ready for the questions that the investors will ask.

Do as much research as you can and be genuine in your approach. You will learn what works and what doesn’t as you progress. Give them a tempting taste of your business with its fiscal growth potential, and leave on a good note.

The post Have An Idea? How To Find Investors and Make Your Pitch appeared first on HER Magazine ™.

And sometimes, they even have more setbacks than most especially when it comes to their path to excel.

So if you’re a smarty pants and think you know how to do it all because you’re so smart, here’s how that attitude can set you back in a major way.

You’re too hard on yourself

Intelligent people are meant to figure out solutions to difficult problems, right? We look to smart people to figure out solutions to complex issues. Turns out if you score high in the IQ department, there are undoubtedly certain problems that keep you up at night. Sometimes, you can get so worked up about how to get around a situation that you lose sight on the fun stuff in life.  Plus, it’s no fun losing sleep.

You have difficulty developing relationships

Ouch. Here’s some truth juice: intelligent people seek relationships with other intelligent people since this is what challenges them. Here’s the problem!  You limit yourself when it comes to different thought processes. The more diversity of thought you have in your life – the better off you are, but turns out people like you kind of have a hard time developing relationships even when it comes to love.
It is hard for intelligent people to develop romantic relationships. Their high standard for companionship and friendship could leave them lonely and isolated. Often times, the only joy they get is either from work and career.

Want to keep going? Read all 6 struggles smart people face inside HER Magazine. Access May’s issue by downloading our magazine in iTunes or Google Play.

The post Are you a smarty pants? 6 problems you have. appeared first on HER Magazine ™.

This was a comment that I received after commenting on a news story about a woman who had three illegitimate children, all in foster care due to a drug addiction, who was facing child neglect charges for failing to take care of her fourth child, a toddler.

‘Shaming?’ I thought to myself, incredulously before responding.

“I’m not shaming, I am pointing out that what she did was wrong and that she should be punished,” I pointedly replied.

“Who are you to judge???” she practically screamed at me through the keyboard. “Women need to stick together and support each other.”

“So you’re telling me that because I share a demographic characteristic with someone that I should support them unconditionally?” I asked (hoping she’d see the trap I was laying and back off).

“Yes! We have to stick together and women like you just hurt other women with your shaming!”

“OK,” I typed, resisting the urge to throw my laptop across the room, “So now replace ‘women’ with ‘white men’ and see if your statement doesn’t sound sort of….racist.”

“YOU’RE racist!” she posted, before I gave up.

This interaction illustrated a crucial flaw in the logic of the no-shaming culture, namely that there is a big difference between shaming, stating differences of opinions, and rational judgment. Unfortunately, this ignorance is not limited to angry Internet commenters. Far too much of the feminist movement has not yet learned to discern that not every disagreement or condemnation of behavior is shaming- and that is a problem for our movement as a whole, as more and more women work to achieve significant positions of political, economic, and legal power and authority, where judgment is a necessary skill set.

When Shaming Is Never Okay

Straight up, it is totally unacceptable to shame people for who they fundamentally are as a human being. It is never acceptable to shame anyone about their weight, gender, race, religion, physical appearance, age, sexual orientation, or handicap. That should be a given.

Unfortunately, ‘shaming’ has become this all-encompassing word thrown around callously like last year’s iPhone whenever anyone states an opinion about another human being, regardless of logic.

Behavior-Shaming is a Necessary Part of Life

However, during my interaction, I wasn’t shaming based on any of the above criterion, but judging the behavior of another. (Don’t start your angry comments just yet!) When conducted in a civilized and respectful manner, behavior shaming is not only a positive action, but also one that has sustained humanity for millennia.

Shaming deviant and immoral behaviors has been an integral part of our judicial history. According to Eric Posner, legal systems throughout history have frequently tried to harness the power of shame. In the past, a common form of criminal punishment was restraint in the stocks, a highly public and shameful exposure. Even today, the perp walk, public trials, criminal records, and all the rest ensure that anyone who encounters the law will be publicly shamed. People who are tempted to commit a crime are deterred not only by the threat of fine and imprisonment but also—and perhaps more effectively—by the vision of the shame that they would bring down on themselves and their families if they are caught.

Judging to a certain extent allows us to develop a general baseline of what behaviors are socially acceptable and draw a line in the sand as to what will not be tolerated and what will not be glorified. This is not the same thing as condemnation, which asserts superiority over another based subjective terms.

According to Sharon Lamb, EdD PhD, Professor of Counseling Psychology in the Department of Counseling and School Psychology at UMass Boston, “Judgment differs from condemnation in that “judgments are anchored by social standards of behavior” whereas condemnation is “more unpredictable and less controllable”

Mark Peters at Slate sums up the distinction rather succinctly: There are things of which we should be unashamed, like our own bodies. But there are times when we should feel shame. (When we do something wrong.)

When Worlds Collide and Feminists Judge

While this intersection might initially seem uncomfortable at first, the truth is that when feminists judge (in a positive and constructive manner), society as a whole benefits. At the highest level of judging, the Feminist Judgment Project sought to write the ‘missing’ feminist judgment in key court cases by putting feminist theory into practice, in judgment form. The results were overwhelmingly positive as Erika Rackley, professor in law at Durham University, wrote that “the judgments help us see how the incorporation of viewpoints and perspectives from sections of society which remain under-represented on the bench might improve the quality of judicial decision-making.”

Additionally, shaming negative behavior can have a positive impact on many social movements as well as at the individual level.

Jennifer Jacquet, a professor of environmental studies at New York University, argues that the public itself should shame people and corporations who violate moral norms. She argues that public shaming can be harnessed for good, for example, to compel corporations to stop polluting. Human rights groups have long “named and shamed” torturers and dictators Judging is also an important part of our development as individual women. As one WonderEsque blogger eloquently puts it: We are called to judge. We are called to judge whether investments or purchases are wise. We are called to judge whether those we’re in relationship with are trustworthy. We’re called to judge whether a boss is a man of integrity or not. Unless we become robots on a production line, we cannot turn off the part of our brain that judges.”

Like every woman, I’ve had to cut ties with certain individuals because I don’t agree with their life choices. I’ve had to publicly denounce the behavior of former friends in order to save my own dignity, self-respect, and reputation.

As women we cannot continue to blindly let the behaviors of our sisters go unchecked for fear of “shaming” them. That doesn’t mean we call other women names, but it does mean that we hold each other to the same standards that we would hold ourselves to, to speak our opinions in a positive and constructive manner, and to know when it is best to possibly not say anything at all.

The same WonderEsque blogger offers some parting advice: What we can – and should – do is learn to keep our mouths shut unless our opinions will edify others.

And there’s no shame in that.

Like what you’re reading? Access HER magazine’s monthly publication in iTunes or Google Play – it’s where we feature powerhouse women you can learn from and share exclusive content you won’t find here.

The post The Shame in the No-Judgment Feminist Culture appeared first on HER Magazine ™.

For me, saying no will always feel scary. I will always have that nagging voice in the back of my mind telling me that I’m missing an opportunity or making a mistake.

The truth is, saying no may never feel completely comfortable, and that’s okay. We just have to learn to tune into our intuition, rather than that crazy voice.

Know what you Want

This is the absolute most important step is learning when to say no. First, you have to know exactly what you want. Then when an opportunity comes up, all you need to do is ask yourself if it will get you closer or further away from the vision for your life.

Think about what you most value and make some overarching goals for your life. For me, spending as much time as possible with my husband and kids will always be my first priority, so I try to make my business decisions based maximizing my time at home.

Once you know the goals for your life, make some long-term business goals. Look ahead to the next one to five years and fantasize about how you want your business or career to look. A LOT can change in a year’s time, so don’t worry about being too ‘out there.’

Listen to your Gut

Now that you have some clarity on the vision for your life, figuring out when to say no will be much easier. The next step is learning to listen to your intuition, that inner knowing that we all have.

If you’re not used to listening to that little voice, it can feel like you don’t have one. You do, but you’ve just been thinking over it.

Like any other skill, listening to our intuition takes practice. Try to take a little time each day for stillness. Sit in a comfortable position and focus on your breath for a few minutes each day.

Taking this time to slow down and practice mindfulness will help you make space for that intuition to talk to you.

Now that I practice mindfulness on a regular basis, I’m much more tuned into my body and am amazed at the guidance that comes through.

When I need to say no to an opportunity, I always feel myself tensing up and clenching my jaw. In the past, I never noticed that, because I was too busy overanalyzing every aspect of the decision.

Find out more ways on how to know when to say ‘no’ inside HER Magazine. Access April’s issue by downloading our magazine in iTunes or Google Play.

The post How to know when to say no appeared first on HER Magazine ™.

“You can’t do it on your own. And you shouldn’t do it on your own.”

It’s sage advice from the women who have learned by experience that a diverse network is stronger than a one-woman-show.

The Utah Women’s Networking Group, an organization of hundreds of working professionals dedicated to educating and empowering women in business and giving back to the community, is hosting the 2nd Annual Women’s Entrepreneurial Conference. HER Magazine is proud to sponsor this powerful group of women, because together they do some pretty incredible things.

Karin Palle, a founding member and current president of WNG, says her participation has led to the job titles that make her the proudest.

“I was at a point in life when I had to figure out who I wanted to be when I grow up,” Palle says.

The former event director began meeting with a small group of five to ten women in restaurants to offer each other advice and support through their business decisions.

That was five years ago, as Facebook groups were taking off, their humble meet-ups quickly evolved into an online team of hundreds of women building each other up and even changing each other’s lives.

“I was trying to turn those connections into true relationships,” Palle says. “They eventually led to my dream job.”

Palle became Lead Faculty at Salt Lake Community College’s Goldman Sachs 10,000 Small Businesses Program and the Director at Westminster College’s Center for Entrepreneurship.

Recognizing a lack of grants offered exclusively to women in business, she set a goal for WNG to raise $5,000 so they could supply their own grants. Not only did WNG meet that goal, they doubled it.

At the Women’s Entrepreneurial Conference, WNG will grant $10,000 to six outstanding women. (The plan had been to only choose five finalists, but Palle said the competition was just too steep.)

“This grant process has brought me to tears so many times,” Palle says about reviewing the inspiring applications of women in her state who are committed to building their businesses.

A Thai immigrant, a meth lab decontamination expert, a japanese day care provider and a farmer are among the accomplished women to be recognized at finalists.

Palle says these women are as diverse as WNG’s member roster. By sharing these opportunities for their businesses to grow and expand, they’re putting their mission statement into practice.

“We teach our members that giving back needs to be part of their business model and strategy,” she says.

The goodwill won’t stop on Wednesday. Throughout the rest of the year, WNG will continue impacting communities in Utah.

On May 17, their annual golf tournament will raise money for the Easter Seals to bring educational opportunities to those living with disabilities. Monthly meet-ups and expert panel sessions will keep members informed and connected. It’s all inspired by the belief that we can achieve more together than we can alone.

If you’d like to attend the annual WNG entrepreneurial conference, go here

Like what you’re reading? Access HER magazine’s monthly publication in iTunes or Google Play – it’s where we feature powerhouse women you can learn from and share exclusive content you won’t find here.

The post Women’s Conference to Support Women in Small Business appeared first on HER Magazine ™.

Democrats thrust their Paycheck Fairness Act bill in front of reporters on the Capitol lawn without ever getting much farther than that. Politicians on both sides of the aisle tout their lifelong commitments to closing the gender pay gap. Hands across America grasp poster boards and markers, they take to state houses demanding equal pay.

Yet, Equal Pay Day keeps coming.

It’s intended as a reminder that we can’t give up on this cause, but instead is beginning to remind me of a birthday we dread. Another turn around the sun with little to celebrate, little accomplished.

April 4, 2017, represents the four months longer a woman in this country must work to earn her male counterpart’s salary. Eleven years since the National Committee on Pay Equity began observing the significance of this day, we’re still waiting on that raise.

We live in times when ‘speaking out’ for a cause means tweeting with a trending hashtag. We let our t-shirts do our talking. And, that’s fine. A cause like this should be fought on every medium, Twittersphere and cotton crew-neck included. But, until women make what men are already being paid, we need more action.

So, today, I hoped this wasn’t going to be just another, average Equal Pay Day.

Sheryl Sandberg, COO of Facebook, woke up ready to forge ahead. By introducing #20PercentCounts, she encouraged hundreds of business to offer 20 percent discounts in honor of the 20 percent average in gender pay disparity.

In 40 percent of American households, women are the primary breadwinners according to Pew Research. But, on average, for every dollar a white man is paid, asian women get 85 cents, white women get 75 cents, black women get 63 cents. Latinas get just 54 cents.

Some companies with #20PercentCounts have promised donations to salary negotiation workshops and women-focused charities.

Then, Taketheleadwomen.com launched “Equal Ask Day,” recognizing the need to train women on how to negotiate their salaries. The nonprofit of entrepreneurs and activists provides courses, mentorships and presentations to encourage women to advocate for their own equal pay. They even offer a Close the Gap App, so you can access the best business advice at all times.

And to prove individual companies are heeding the call for gender pay parity, Salesforce stepped up their game big time. The cloud computing company shelled out another $3 million to raise salaries by 11 percent, making good on a promise to evaluate compensations across the company.

Perhaps Equal Pay Day will quickly fade from the social conscience Wednseday morning, but thanks to the concrete steps of these companies, leaders and organizations, we have the tools to make real progress this year. Not just politically-charged stunts, this Equal Pay Day could be changing expectations about the impact of the day.

The post Not just your average Equal Pay Day appeared first on HER Magazine ™.

Fearless Girl is already accomplishing her intended goals. She was placed on Wall Street by State Street Global Advisors, a firm not exempt from criticism over gender diversity, as a challenge to corporate boards across America to add more women to their ranks. The statue has ignited a nationwide conversation.

But, our little statue must not be confused for a pioneer. Many women have stood up to the figurative bull before her, slowly paving the way towards gender diversity.

Well before selfies with Fearless Girl were spreading across the internet, there was Janice Ellig cultivating ideas and building networks. Ellig, a master recruiter for C-Suite executives and board directors, is a living, breathing Fearless Girl.

The real thing

Ellig says she was delighted to see the impact Fearless Girl has brought to her hard-fought cause. She founded the Women’s Forum of New York’s Corporate Board Initiative. This organization of New York’s top women leaders is encouraging the placement of more women on in more leadership positions.

“We don’t have many companies approaching parity,” Ellig says. “I think State Street Global Advisors has done a wonderful job raising awareness. That’s exactly why we want to invite them to speak at our Breakfast for Corporate Champions [an event that recognizes companies leading the way to gender balance on corporate boards].”

The Women’s Forum of New York (WFNY) is driven to make progress and make it faster. Women hold less than 20-percent of board seats in S&P 500 companies. For the last 20 years, gender diversity has been growing by only 0.5 percent each year.

Talking about an evolution

Ellig says quality and gender parity are not mutually exclusive, that advocating for women in C-Suite and board positions is advocating for success.

“You never compromise quality. It’s found in both men and women.”

However, she says the terms by which we define quality must evolve. When a corporation is looking to fill a top executive position, the majority of women candidates get knocked out of the running because they don’t have the sought-after CEO experience. In finance, for example, men and women fill entry-level positions at practically the same rate. But when it comes to the upper levels of executive management, women are scarce. At no fault to these women, the odds are simply stacked against them.

To avoid this bias, Ellig says the best approach “is redefining what it means to be qualified.”

“Evaluate the competencies and experiences you need, then look in all pools of candidates. You will find a highly-qualified, diverse group of people.”

It pays to bet on women

A 2016 study by the Peterson Institute for International Economics and EY shows a relationship between women in leadership positions and a company’s profitability. The research showed companies with more than 30 percent female leadership, on average, enjoyed higher net profits by about 6 percentage points.

“We need to recognize the great values women bring,” Ellig says, quite literally.

Some countries set quotas to encourage gender diversity. Iceland, for example, in addition to requiring companies to prove they offer equal pay to men and women, has achieved 44% female representation on corporate boards because of its mandates.

Ellig doesn’t think such quotas would fly back home.

“In the US, we are a much bigger country,” she says. “We don’t like someone telling us what to do. The supply of highly talented, experienced women is there. We just need some pressure to speed progress up.”

The big idea

So, here’s how Ellig proposes we get there. She says if every board in America filled every other opening with a woman, then by 2025 the US could reach parity.

“It can be done, but you have to plan, to be focused and to be intentional.”

Ellig says that’s what keeps her motivated. But, we wondered, what gives this real life Fearless Girl the statuesque courage to stand up to what she calls the “last frontier of male-led companies?”

Before Janice Ellig, there was her mom. She wasn’t college-educated and she certainly wasn’t working in corporate America. But she forged a path for her daughters to follow because she “worked hard, she focused on what is fair and she always gave back.”

So Ellig leaves us with this reminder, that with every little girl staring down her challenges, there came a woman before her to push her closer to the finish line.

Like what you’re reading? Access HER magazine’s monthly publication in iTunes or Google Play – it’s where we feature powerhouse women you can learn from and share exclusive content you won’t find here.

The post Real life Fearless Girl, Janice Ellig, challenges corporate America appeared first on HER Magazine ™.

Over Half of Millennials Believe Their Company Would Benefit from Greater Diversity

25 Percent of Women Have Felt Unsafe at Work  

March 22, 2017- SEATTLE– A new study released today by leadership development and training experts Fierce, Inc. provides an inside look at how over a thousand employees feel about diversity and inclusion in the workplace.

Millennials Embrace Diversity As Beneficial to an Organization  

Over 40 percent of survey respondents believe their organization would benefit from greater diversity. This number increases to 55 percent amongst those 18-29, however decreases to just 30 percent of those 60+.

A clear disconnect exists here between generations, and one that is important for organizations to address head-on.

Research confirms that millennials are more inclusive than previous generations as a whole, in both their personal and professional lives. This generation embraces the fact that diverse perspectives lead to greater innovation and enjoy working with colleagues that have different backgrounds and think differently, who challenge them to look at obstacles in a different light.

“Company leaders must encourage employees to embrace the insights of individuals of all backgrounds and encourage all generations to revisit their own perceptions of reality,” said Susan Scott, founder and CEO of Fierce.

“In every conversation we enter, we bring along our own opinions, beliefs and attitudes. Instead of getting curious and learning, people often use conversations as a forum to validate, confirm and reinforce their own previously-held beliefs. Millennials are starting to shift this norm, which in general is a good thing, however, company leaders need to ensure employees across the board can do the same.”

Discrimination in the Workplace

When asked about being personally discriminated against or judged at work based on race, gender, religion, sexual orientation or political beliefs, gender and political beliefs top the list at 17 percent. Between men and women, nearly twice as many women than men noted they felt they have been discriminated against based on their gender (21% vs. 12% respectively).  

These numbers increase when asked about experiencing others being discriminated against:

•       18% say they have seen others discriminated against based on race
•       20% say they have seen others discriminated against based on political beliefs
•       21% say they have seen others discriminated against based on gender

“We’ve come a long way in terms of inclusion in the workplace, however, it is clear there are still plenty of issues that need to be addressed head on. Implementing diversity programs are critical to every organization, as every employee should have the training on how to have these conversations. For organizations that feel confident this isn’t an issue in their company, chances are it is, and not addressing it and giving individuals the tools to handle these situations will erode relationships and lead to conflict for everyone involved,” said Scott.

Safety at Work

While feeling discriminated against or judged at the office can have a devastating effect on your psyche, it is assumed that when you head into work, your safety won’t be an issue. However, one in five individuals surveyed have felt unsafe at work. For women, that increased to more than a quarter of those surveyed.  

“This is an alarming finding that every employer should take to heart,” Scott continued.

“Everyone deserves to feel safe at work, at all times, with no exceptions. It is imperative that companies encourage conversations around diversity and inclusion early and often, and that there is opportunity for open and honest discussions, be it with coworkers or company leadership, on these topics. Company leaders should take measures to ensure that their employees feel confident that anyone feeling even remotely unsafe has the skills and confidence to have these tough conversations should the situation arise.”

Can we do more?

A third of those surveyed believe their organization could do more to promote inclusion. Nearly every organization can and should be doing more to address this topic.

“Expanding or developing diversity efforts that make inclusion a cultural imperative benefits everyone–from small businesses to Fortune 500 organizations. Ensuring your people understand the importance of inclusion, how to embrace it and how to learn from it will make your place of work more attractive for both new and existing employees, and chances are, it will also increase your bottom line,” Scott said.

About Fierce

Fierce, Inc. is an award-winning leadership development and training company that drives results for businesses by improving workplace communication. Fierce creates authentic, energizing, and rewarding connections with colleagues and customers through skillful conversations that lead to successful outcomes and measurable ROI. Tailored to any organization, Fierce principles and methods translate across the globe, ensure individual and collective success, and develop skills that are practical, easy-to-learn and can be applied immediately. Fierce’s programs have been successfully implemented at blue-chip companies, nonprofits, and educational organizations worldwide, including Ernst & Young, Starbucks, Wal-Mart, Coca-Cola, CARE, and Crate & Barrel. Fierce has received numerous industry and business accolades. The company has been honored as an Inc. 500|5000 company six times, named to TrainingIndustry.com’s “Companies to Watch” list twice, and has won numerous awards for top companies to work for in the state of Washington. For more information, visit www.fierceinc.com

This is a press release published through HER Magazine. Access our monthly publication in iTunes or Google Play – it’s where we feature powerhouse women you can learn and share exclusive content you won’t find here.

The post New Workplace Study Finds Many Millennial Women Feel Unsafe At Work appeared first on HER Magazine ™.

Here’s a look at 9 Australian women making a splash in business.

These women have fought against the odds. They’ve pushed inequality in the workforce and took charge to lead their businesses into overwhelming success. Not only do they make a difference in the business world, but the names on this list serve as an inspiration to any woman with a big idea whose willing to take a chance on herself.

Katie Page (Harvey Norman)

Katie Page has become one of the most powerful retailing teams in the world. She got her start with Harvey Norman in 1983 and has been CEO ever since. Katie was the first woman in history to become a member of a major sporting board in Australia, appointed to the NRL in 2005. She also owns a 50%  share of Magic Millions, is the Director of Pertama Holdings Limited Singapore and is the perfect woman to kick start our list.

Her assets in business? Longevity and Adaptability.

Kym Clark (She’s Empowered)

Kym Clark is new to the world of entrepreneurship. In 2013 she was an accountant working on a remote Queensland mining island. It was here that she discovered a gap in the market; there was a lack of maternity clothing for women working in construction, trade and transportation. But filling a need in the marketplace didn’t stop with clothing. Gender inequality became a focal point of her passion. Kym founded She’s Empowered, a Hi-Vis work wear business that focuses on gender inequality in industries that are generally dominated by men. Kym’s products are now sold in nearly 120 stores across Australia.

Her assets in business? Innovation and a Passion for Equality.

Melanie Gleeson (Endota Spa)

Melanie Gleeson started Endota Spa with her friend in 2000. What makes this spa so unique? The partners combined beauty and massage. Melanie now has nearly 90 Endota Spas spread throughout Australia. She’s credits her success to really understanding her clients. In addition to serving thousands of clients, her spas employ over a thousand people.

Her assets in business? An inner drive to success and careful attention to friendships. 

Beverley Honig (Greenville Developments & Honeylight Enterprises)

Beverley Honig is rated among the top 9 entrepreneurs in Australia. She’s the CEO of Honeylight Enterprises, a business consultation company. Also an attorney, the Director of the Australian-Israel Chamber of Commerce and the Chairman of Greenville Upcycled Shipping Container Buildings, Beverley has an incredible list of credentials.

Her assets in business? Providing housing for the homeless and giving back to students through her published books. 

Maxine Horne (Fone Zone/Vita Group)

Maxine Horne is Australia’s wealthiest female company executive. The value of Vita Group has reached $90 million, and continues to thrive after she was inducted into the Businesswomen’s Hall of Fame in 2016. It all began with one store called Fone Zone in 1995, where she formed the Vita Group – diving into telecommunications industry. Last year, Maxine sold 28% of her company, netting a handy $42 million dollars. Maxine says her prime focus is on improving customer service, training, staff incentives and career development.

Her business assets? She focuses on people and culture. 

Lesley Gillespie (Baker’s Delight)

Lesley Gillespie created Baker’s Delight with her husband. Her share is now worth $75 million. She credits Australia as being the ideal place for female entrepreneurs. Over its 36 years in existence, Baker’s Delight has become synonymous with fresh bread and quality pastries. The company has expanded into New Zealand and Canada, now boasting over 700 shops. It is Australia’s most successful bakery franchise.

Her business assets? Sticking to goals.

Amantha Imber (Inventium)

Amantha Imber a psychologist and the Founder of Inventium. If you’re scratching your head wondering what an innovation consultant does, you likely have a few others who would join you, but Amantha’s company has helped the likes of Google, McDonalds, Red Bull and Coca-Cola improve innovation within their industries. Now that’s an impressive list!

Her business assets? Creativity. 

Hetty Johnston (Bravehearts)

Hetty Johnston is Australia’s leading child protection advocate who created Bravehearts in 1997. Her goal: to make Australia the safest place in the world to raise a child by 2020. Not only does this demonstrate great ambition, but it proves how selfless Hetty is.

Her business assets? Focused on giving instead of taking. 

Lisa Messenger (The Messenger Group)

Lisa is the CEO of Messenger Group and the Editor of Collective Hub; a print publication distributed to more than 37 countries across the globe. She’s helped publish 16 books and knows a thing or to about the start-up world. HER Magazine featured Messenger in an article recently.

Her business assets? Focused on impact and disrupting her industry. 

This list is a small sampling of the incredible female entrepreneurs in Australia. A list for the U.S. is coming soon…

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