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Closing the Gender Pay Gap – Black Women’s Equal Pay Day

Nothing says we need to close the gender pay gap more than noting Black Women’s Equal Pay Day. It’s August 22. That’s the day that black women “catch up” to what a white, non-Hispanic man made last year. That is 8 months and 22 days of extra work. It’s hard to take companies seriously when they say they realize they need to change and claim they have a high commitment to gender diversity. Women know for a fact, that it hasn’t budged in decades, not for white women either, who celebrated their equal pay day April 2. But compound this unfair imbalance for women of color with the fact that 80% of black women are the primary or sole provider of their family and it becomes an economic shortfall that affects entire communities.

Felicia Davis, Founder of the Black Women’s Collective, set about to right this obvious wrong when she turned her focus to Black Women’s Equal Pay Day last year, and held an evening mixer, “Strategize Your Way to Equal Pay” to help Phoenix area women close the gap and move into leadership positions. The mixer was such a success, that she immediately began working to make it an annual event.

“It was amazing, but we needed more time,” Felicia said. “This year we’ve got a full day of speakers, Power Talks, a Power Panel, Power Table Connections, and Power Connections.”

The 2019 “Strategize Your Way to Equal Pay” Symposium is a one-day empowerment experience for corporate and entrepreneurialblack women leaders, uniquely designed to help them amplify their vision, voice and visibility, and get paid what they’re worth. The day promises to disrupt any patterns of mediocre thinking, and attendees will be guided to breakthrough results in the areas of communication, negotiation, relationships, branding and wealth creation.

With more than a dozen recognized experts set to present, Davis says that this year’s symposium is limited to 50 attendees, so it remains small and intimate, and attendees can make high-quality connections to get the most benefits from the event.

“It’s our #BlackGirlMagic that has us be known as the most educated and most ambitious women with the strongest work ethic,” Felicia said. “While that’s great, it also becomes our blind-spot because workingincredibly hard is not enough to catalyze our leadership in a way that gets us recognized, respected and paid well.”

Felicia brings her expertise to the event and is slated to be one of the Symposium’s speakers. As an award-winning and certified leadership and personal branding strategist, author and advisor to women leaders, she also brings 20+ years of experience as a former HR executive, hard work ethic, and research to the event. Named as a “Woman of Excellence” by the National Council of Negro Women, Felicia has personally worked with hundreds of women using her proprietary branding process to help them develop compelling communication and leadership skills that position them to be recognized, remembered and recommended for high visibility projects.

Felicia says that the Symposium is, “Equal parts Heart and Strategy because you need both to thrive and succeed as a results-driven, Black Female Leader who also gets paid well.”

As part of our mission to facilitate networking among smart, amazing women devoted to changing the world, Women Connect4Good is excited to sponsor this event, and help Felicia elevate black women leaders throughout the Phoenix area. To learn more, go to www.BlackWomensCollective.com/Elevate and find out how you can help close the gender pay gap.

Know Your Worth to Negotiate the Salary You Deserve

Know Your Worth to Negotiate the Salary You DeserveTo close the gender pay gap women must know and use their worth to negotiate the salary they deserve from the organization they work for. This week, the world champion U.S. Women’s Soccer team’s win shines a glaring spotlight on wage inequality as their struggles for equal pay are well known. An ongoing lawsuit filed against the USSF by 28 members of the team notes that if the men’s and women’s teams won each of the 20 non-tournament games they are contractually required to play, women’s team players would earn a maximum of $99,000, while men’s team players would earn $263,320—that’s only 37.6% of what the men agreed to for the same performance—or 37 cents on the dollar.

The Women’s National Team Player’s Association has proposed a revenue-sharing model that would tie player compensation to revenue generated by the women’s national team for USSF. Showing solidarity for their female counterparts, the men’s national team has issued a statement of support for the women’s team lawsuit against the USSF and for this revenue-sharing model.

Throughout their salary negotiations, the soccer players have used their national platform to make their voices and demands heard. However, the most important thing about their actions is that they know their worth and set a role model standard for all women to follow and benefit from.

Women face unique challenges when it comes to salary negotiations, and as the New York Times reports, it begins with the fact that women are often viewed as “unlikeable” when they do it. Women have been socialized to avoid assertiveness, which is an essential quality when it comes to negotiation, and also consistently underestimate their professional value. That being said, it’s important to keep in mind that women won’t necessarily get what they’re worth, unless they ask for it.

Leadership expert Dr. Marissa L Weaver, Your Leadership Trainer, LLC, is one of the many women working to give women the tools they need to know their worth and negotiate a fair salary. Marissa volunteers through Tri Delta, who in collaboration with the American Association of University Women (AAUW), has launched a national initiative to teach women at 20 colleges and universities how to negotiate their salaries and benefits packages with confidence.

AAUW’s research on the gender pay gap shows that, one year out of college, women are already paid significantly less than men — in 2009, women one year out of college who were working full time were paid, on average, just 82 percent of what their male peers were paid. And those lost potential earnings add up over a lifetime. AAUW Start Smart is specifically designed to teach college age women how to negotiate salaries for a new job. In every two-hour workshop attendees will gain confidence in their negotiation style through facilitated discussion and role-play.

“We get so far behind because we start so far behind,” Marissa said. “From a college woman’s perspective, they don’t know they are supposed to negotiate. Employers are expecting it, but women are afraid to ask.”

The work AAUW is doing to help women negotiate their salary and benefit packages doesn’t end with college age women, the organization’s programming also includes Work Smart, designed to help women in the workforce negotiate a new job, raise, or promotion. Both programs look at:

  • How to identify and articulate your personal value
  • How to develop an arsenal of persuasive responses and other negotiation strategies, including how to get a raise or promotion
  • How to conduct objective market research to benchmark a target salary and benefits
  • How the wage gap affects you, including its long-term consequences

Through these workshops, AAUW reports that women are better positioned for success. “Women who negotiate increase their potential to earn higher salaries and better benefits packages. By negotiating fair and equitable salaries, you’ll be better able to pay off loans, buy the things you want and need, and even save for retirement.”

Weaver has had her own experiences since launching her career and was lowballed early on. “My employer expected me to counter. I didn’t because I didn’t know I could. Luckily I was given a raise after a year to help.”

“You can’t be afraid to ask for what you’re worth, and what you want.” Marissa added. “Most of the time you’ll get something – a perk, a benefit, or money – you just have to ask. The first time you do it, it’s so scary, but once you do it, it’s so much easier.”

Ultimately, we have the power to change the status quo and close the pay gap, all we have to do is simply ask. We’re in this together, and by knowing our worth and using it as a tool to ask for the salary and benefits we need and deserve, we can change the workplace, our homes, our communities, and increase our perceived value to ourselves and to the world.

Order Your Copy of Dr. Nancy’s New Book Today!

Navigating negotiations and closing the pay gap are just a couple of the issues covered in Dr. Nancy’s new book, In This Together: How Successful Women Support Each Other In Work and Life, along with thoughts, inspiration, and stories from 40 successful women.

Order your copy – and gifts for your friends today! After you’ve read it, please, leave us a 5-star review on Amazon. Your review will help us reach more women with proven techniques for achieving gender equality by working with other women and our male allies.

Gender Equality Starts with a Conversation

gender equalityIn order to create gender equality in the workplace, women and men, need to start a conversation to share ideas from our diverse perspectives. By doing so, we can build an environment where every person – regardless of gender – is valued, respected, and equally compensated. It isn’t as easy as making a wish, we’re going to have to recognize where we are now, and develop strategies and work together to move forward from here.

In the new book, In This Together, we point to studies done by Catalyst, Fairygodboss, and others that show men’s perspectives about equality in the workplace differ from women’s. Women see the need for more women leaders, family-friendly schedules, and equal pay. Men, not so much. Men are not conscious of the discrepancy, so they don’t even see it. We all need to get on the same page together before we can write the next chapter. Don’t assume that anyone, especially men, will understand what it’s like to walk in your shoes unless you teach them what it’s like to be a woman in your workplace.

Building a case for our male counterparts to join us in our efforts isn’t one-sided, equality benefits us all. For example, McKinsey & Company found that companies with more balanced leadership do a better job recruiting and retaining talented workers, which leads to reduced costs for replacing top executives.  Gender equality can also:

  • Increase profits–as evidenced by a 2007 Catalyst report that finds Fortune 500 companies with the highest representation of women board directors achieved markedly better results.
  • Increase revenue–as MIT researchers also found that a more even gender split not only leads to happier, more productive employees, but it can also increase revenue by 41 percent.

The Institute for Gender Partnership, founded by podcast guest Rayona Sharpnack, who serves at the organization’s CEO,  teaches organizations how to master “Gender Partnership” so that they are able to effectively understand, connect, and communicate with 100% of customers, end-users, and stakeholders — AND fully able to attract, retain and develop 100% of the available talent pool. Through targeted leadership services and training programs, men and women are taught to learn from and leverage one another’s special skills and talents, listen to one another’s ideas, and to have patience with each other’s individual styles. It’s through this process that the Institute has found a team’s creativity, productivity, and decision-making are no longer hobbled by miscommunication, misunderstandings, or unconscious bias.

To bring your male allies on board, you can start small. As we write in In This Together, you can simply reassure your ally that you are neither holding him responsible nor expecting him to solve women’s problems; you only want him to become more aware. Communicate with your ally about your needs and goals and discuss biases, assumptions, and oppressive patterns of behavior that you observe at work.

From there you can think together strategically about how to address any issues that are inhibiting your ability to do your work, achieve your goals, and thrive in your relationships with your coworkers. Ultimately, open communication about these issues lets women and their allies develop positive working relationships based on their shared values. Communication will also create opportunities for collaboration among peers. From the outset women and their allies can agree to work together, share in the rewards of success, and give credit where credit is due.

Bottom line, gender equality starts with a conversation and looking for ways we can work together and achieve our goals. We need to highlight the thousands of ways we all win when we achieve equality and build the case to bring our male allies on board. Men are part of the solution, and when we work with them, we can change the workplace and the world together.

Order Dr. Nancy’s New Book Today!

Dealing with sexism and cultivating men as allies are just a couple of the issues covered in Dr. Nancy’s new book, In This Together: How Successful Women Support Each Other In Work and Life, along with thoughts, inspiration, and stories from 40 successful women.

Order your copy – and gifts for your friends today! After you’ve read it, please, leave us a 5-star review on Amazon. Your review will help us reach more women with proven techniques for achieving gender equality by working with other women and our male allies.

 

 

 

 

 

 

 

Make Men an Equal Part of the Equality Solution

Part of the SolutionFor women to be equal to men, we must think equal, which means we need to engage our male allies, and make them an equal part of the equality solution. Unfortunately, eighteen months after the rise of the #MeToo movement, a new study by LeanIn.org has found that 60 percent of male managers said they are uncomfortable interacting with women at work and are afraid to have a one-on-one meetings – up 32 percent from 2018. Senior men who were surveyed are also nine times more likely to avoid traveling with a woman and six times more likely to hesitate to have a work dinner.

This is not good. Overwhelmingly men still hold positions of power at work, and this lack of access and potential mentorship can have devastating consequences on a woman’s career trajectory and gender equality as a whole. Rachel Thomas, president of LeanIn.org said that, “If men want to be part of the solution, then pulling away from women is the wrong thing to do.”

Sheryl Sandberg, Lean In’s founder and Facebook’s chief operating officer, recently said on CBS This Morning, “How do you get promoted without a one-on-one meeting?” You don’t. No one does.

“If there’s a man out there who doesn’t want to have a work dinner with a woman, my message is simple: Don’t have one with a man. Group lunches for everyone. Make it explicit, make it thoughtful, make it equal,” Sandberg said. “Men need to step up. We need to redefine what it means to be a good guy at work. It’s not enough to not harass, and I think too many people think that’s sufficient. That’s necessary, that’s a basic, but it’s not sufficient.”

With so few women in the C-suite and upper management, many women say their best mentors and allies have been men. As we wrote in the new book, In This Together, women employed in majority-male workplaces are already more likely to say that their gender has made it harder for them to get ahead at work. They are also less likely to say that women there are treated fairly in personnel matters, and they report experiencing gender discrimination at significantly higher rates. Disappointingly, nearly a third of women who work in mostly female workplaces say the same. These new findings, and increasing lack of access, makes a bad situation worse.

While women are leading the charge in the fight for equality at work, we cannot achieve parity without the support of men allies. All efforts to involve men in eliminating gender inequality, from historical women’s struggles, like suffrage, to sticking their necks out to support women at work today, hinges on one single strategy: communication, but we can’t communicate if we can’t get a meeting.

Catalyst reported that men’s support for gender equality can be engaged by appealing to their sense of fairness. In addition, shifting away from a win-or-lose mentality to recognizing that everyone benefits from gender equality can lead men to become greater advocates who endorse our efforts to change unfair practices.

We need equal access. We need to communicate our needs and goals and discuss ways to overcome gender bias, assumptions, and oppressive patterns of behavior at work. We need to point out the negative consequences of a lack of access and explain the ways that withdrawal severely limits women’s opportunities for advancement. Most of all, we need to highlight the thousands of ways we all win (men and women) when we achieve equality. Let’s not shy away from the steps we need to take to achieve gender equality in the workplace. The first step needs to be making men allies and an equal part of the solution. Let’s work together to make parity the norm.

Order Dr. Nancy’s New Book Today!

Dealing with sexism and cultivating men as allies are just a couple of the issues covered in Dr. Nancy’s new book, In This Together: How Successful Women Support Each Other In Work and Life, along with thoughts, inspiration, and stories from 40 successful women.

Order your copy – and gifts for your friends today!

 

Is Overwork Creating the Gender Pay Gap?

Is Overwork Creating the Gender Pay Gap?Today in the United States, the gender lens is focusing on new reasons for the continued gender pay gap, especially as women in the workplace continue to face the biggest gaps in leadership and pay, while being more educated than ever before. As we report in the new book, In This Together, the US gender wage gap is below 20 percent for women overall, although that doesn’t apply equally to women of color. In general, Latina women still have the biggest wage gap compared to white men (nearly 38 percent), then African-American women (32 percent), then white women (18 percent), and Asian women have the smallest gap (7 percent). Although companies say they realize they need to change and claim that their commitment to gender diversity is high, the gender wage gap and number of women in leadership has barely budged in decades.

While we could look at the varied causes of the gap and examine things like gender bias or a lack of family-friendly policies, two articles recently came out that point to something else entirely.

The New York Times reported on mounting evidence that has led economists and sociologists to look at the wage gap in a way that has nothing to do with gender and identify a major driver – the return to working long, inflexible hours. “The return to seemingly endless work weeks has increased dramatically and is a side effect of the nation’s embrace of a winner-take-all economy. This is especially true in what social scientists call ’greedy professions’ like managerial work, law, finance and consulting. The impact of this shift is so powerful, it has canceled the effect of women’s educational gains.”

It is important to note that there is no gender gap in the financial rewards for working long hours, and for the most part, women who work an extreme schedule get paid as much as men do. But far fewer women do it, particularly mothers. Youngjoo Cha at Indiana University, Kim Weeden at Cornel find that twenty percent of fathers now work at least 50 hours a week, whereas just six percent of mothers do.

The Atlantic also looked at overwork and further reported on the recently published research by Youngjoo Cha, who finds that the pressure to work more than 50 hours a week pushes working mothers out of what we think of as male-dominated professions. Using the Census’ longitudinal Survey of Income and Program Participation, Cha found a significant correlation between male-dominated professions and their tendency to have average working hours of more than 50 hours a week.

Cha blames gender biases about work that haven’t evolved much in the last few decades. “When people are really expected to dive into the workplace and have a complete devotion to work, that was probably possible because there was someone else who can do other things for that person,” Cha says. “This overwork norm is basically built upon those assumptions.”

A recent report published by the Center for American Progress says that, “Even the most fortunate—the better-educated and better-off professionals who tend to have access to paid leave, flexibility, sick days, and decent child care—find balancing the necessary demands of work and home an increasingly fraught and anxious-making endeavor in our era of “extreme jobs” and 24/7 availability.”

The report also finds that nearly three-quarters of Americans now say that they, their neighbors, and their friends experience hardship in balancing work, family, and professional responsibilities at least somewhat often, and nearly 40 percent say that they experience such conflict “all the time” or “very often.”

This tendency towards overwork, and the status that comes with it indicates that the gap is not just about women opting out to take care of family responsibilities, this is also about a fundamental shift in the nature of work. However, simply recognizing the problem is not enough, researchers say that workers have to demand change. As it sits right now, companies are reaping the rewards of having always-on workers and won’t make the needed changes just to be kind. They have to run the risk of losing top talent if they don’t – and that includes men.

When women are the only ones who switch to jobs with predictable hours or take advantage of flexibility, it hurts their careers. We need to change the status quo and work for policies that work for women and families, not against them. Millennial men aren’t buying in to this “always-on” approach and researchers find that they want more equal partnerships, and more involvement in family life. We need to engage them, and their older counterparts, to come together and work with us for gender-neutral policies that benefit everyone equally. We can change this overwork trend and close the gap if we address the problem together.

 

Order Dr. Nancy’s New Book Today!

Cultivating men as allies and working with them to achieve equality are just some of the topics covered in Dr. Nancy’s new book, In This Together: How Successful Women Support Each Other In Work and Life, along with thoughts, inspiration, and stories from 40 successful women.

Order your copy – and gifts for your friends today!

Eliminating Sexism with the Help of Our Male Allies

It’s a fact that many men want to support women at work, stamp out sexism and help women advance. However, they may not be aware that the way they go about it may do more harm than good. David M. Mayer writes in Harvard Business Review that a well-meaning man, even one who defends a woman’s ideas or work, can unintentionally undermine her. Whether these men realize it or not, their behavior isn’t helpful, but instead is a form of benevolent sexism.

Psychologists Peter Glick and Susan Fisk define benevolent sexism as a chivalrous attitude that suggests women are weak and need men’s protection. While that may not seem like a bad thing on the surface, Glick and Fisk find, “This kind of paternalism suggest that women need to be taken care of by men, and men who endorse this form of benevolent sexism are more likely to accept the mistreatment and harassment of women at work.”

Comments that describe women as more compassionate, nurturing, neater, or kinder than men are stereotypical, and can be misconstrued. Mayer points out, “Research demonstrates that such ‘compliments’ create a double bind for women: If women are viewed as nice, they are far less likely to be deemed competent.”

Research has found benevolent sexism reduces the chances of getting candid feedback or a shot at the challenging or hot assignments. Instead women get unwanted assistance and confidence-eroding offers. This ties directly into the unintended harmful effects of benevolent sexism that we write about in the new book, In This Together. “Directing women into public relations because they are great communicators puts them at a corporate dead end. Women who are gracious and welcoming get saddled with organizing all the office events. Women who are intuitive and connect well with others are expected to manage the office’s emotional housework, including relational aggression among other women. Finally, men who refuse to travel for business with women prevent them from advancing higher in sales or management.”

A poll by Pew Research Center suggests that more than half of men think sexism is a thing of the past. When looking at issues like benevolent sexism, it’s easy to see why only about one-third of women agree. Yes, sexism is still a problem, and until we shine a light on the issue and communicate it to our peers, it will continue to hold women back.

Recruiting Men as Allies

Men: Ask the women at work to tell you about their experiences and listen to them when they talk. Don’t try to interpret their experience for them or tell them “what they ought to do.”

Women: Don’t assume that anyone, especially men, will understand what it’s like to walk in your shoes unless you teach them what it’s like to be a woman in your workplace. We need to recruit men to the cause of equality and talk about the issues. We are truly “in this together,” and it’s a mistake to limit our support networks exclusively to women. Gender equality is a big umbrella that includes and benefits men too.

Who are the men in your workplace who meet the criteria for allies? Look for a man who:

  • Can turn his good intentions into lasting change if women will tell him truthfully and openly the ways gender inequality has affected them
  • Shows through his words and actions that he is committed to gender equality
  • Is willing to have the difficult conversations on your behalf when you’re not in the room
  • Offers to mentor and sponsor women to create opportunities for female leadership within your company

Once you identify such a man, ask for his help and expect and believe that he will help you. Communicate with your ally about your needs and goals. Discuss biases, assumptions, and oppressive patterns of behavior that you observe at work. Think together strategically about how to address any issues that inhibit your ability to do your work, achieve your goals, and thrive in your relationships with your coworkers. Ultimately, opening communication about these issues enables women and their allies to develop positive working relationships based on shared values. Communication will also create opportunities for collaboration among peers. From the outset women and their allies can agree to work together, share in the rewards of success, and give credit where credit is due.

Problems like benevolent sexism didn’t arrive overnight, and they won’t disappear right away either. However, if we work together, women and men, to identify and eradicate the problem, we truly can gain full equality in work and life.

 

Order Dr. Nancy’s new book today!

Dealing with sexism and cultivating men as allies are just a couple of the issues covered in Dr. Nancy’s new book, In This Together: How Successful Women Support Each Other In Work and Life, along with thoughts, inspiration, and stories from 40 successful women.

Order your copy – and gifts for your friends today!

When It Comes to Networks, Women Need Quality Connections

Networks are key to anyone’s career advancement, but this is especially true for women, who are underrepresented at all levels of business, from first tier managers to the C-Suite. That means peers and colleagues aren’t readily available in the workplace, and a woman must step outside of her daily professional connections to find the support and quality networks that she needs.

Even though women are strong collaborators and communicators, we tend to have fewer business-related connections than our male counterparts. We also tend to divide the connections we do have into personal and professional groups, with less evident overlap than men. This presents some challenges when it comes to building or advancing our careers.

New research in Harvard Business Review by Brian Uzzi, a professor at Northwestern’s Kellogg School of Management, finds that when looking at groups of MBAs—analyzing both the makeup of the subjects’ networks and the types of jobs they found after graduation – men benefit not so much from size of network but from being central in a network, or connected to multiple “hubs,” or people who have a lot of contacts across different groups. Women also benefit from being central in a network, “but to achieve the executive positions with the highest levels of authority and pay they also had to have an inner circle of close female contacts, despite having similar qualifications to men including education and work experience.”

Uzzi concludes, “Because women seeking positions of executive leadership often face cultural and political hurdles that men typically do not, they benefit from an inner circle of close female contacts that can share private information about things like an organization’s attitudes toward female leaders, which helps strengthen women’s job search, interviewing, and negotiation strategies.”

For women it isn’t the size of the network that matters, it’s the type of connections that make a difference. Thankfully, a woman’s most formidable strength is her ability to build relationships. This is what networking is really about, not just connecting on LinkedIn, trading cards, or getting business leads. True networks are built on commonalities and trust. You can’t predict when someone you know might make a connection to help you in your career or your life, or when you might help someone else with a referral. The depth and breadth of your network also build a personal and professional safety net, and the connections themselves can bring great joy and satisfaction.

Small Networks Can Make a Big Difference

A strong network doesn’t have to be big to be effective. This is a topic addressed in the book, In This Together, where we discuss a time in Dr. Nancy’s life where she struggled with feeling a lack of support and decided to build a community of like-minded women who would support each other, and realized that when we help one another, anything is possible. “I found that community with the women I call my Psyche Sisters,” she said. “All eight of us were seasoned therapists working on our doctorates in clinical psychology. We gave each other moral, physical, and emotional support, and all eight of us received our doctorates and became licensed psychologists. We have continued for more than twenty years to meet, reflect, encourage, and celebrate who we are as women and psychologists.”

A Strong Network of Women Can Change a Community

We also share the story of Paige Oxendine and Rachel Anderson in the book, In This Together, who were united in a determination to make a difference and show what women can do. They noticed that the leadership of almost everything in their Springfield, Missouri, community could be characterized as overwhelmingly “male, pale, and stale,” and they asked, “Where are all the young women and minorities?

With a grant from the Women’s Foundation in Kansas City, they set up a women’s network, which they named Rosie, and held their launch party the week after the November 2016 presidential election. The realized they’d struck a nerve when more than 200 women showed up. Today, Rosie provides a support and advocacy system, as well as a referral pipeline for female speakers and board members. Their mission is to help connect, partner, collaborate and continue to increase the support and access to resources for women as it relates to professional development, business assistance and leadership, and they support, assist and serve as an advocate network for current and prospective female founders, business owners and leaders in the Springfield region.

Network with Purpose

To build a network that will help you through the good days and bad, and help you continue to advance, think quality over quantity. It’s less about how many people you know, and more about who those people are. Uzzi also recommends that you embrace randomness and diversify your network and inner circle.

Ultimately, you have to put your skills to work and build a network with purpose and focus on connections that can be mutually beneficial. We’re in this together, and we, as women, have a lot of momentum. As we intentionally continue to connect and support one another, we can reach our professional goals, and build a workplace that works for women and men.

Order Dr. Nancy’s new book today!

Ms. Career Girl says that, “Just as with getting clear on your goals and resolutions, you don’t have to imagine all this from scratch. Check out In This Together to see how you can develop a community of like-minded allies…there’s a ton of actionable insights from 40 successful women that will help you harness the collective power of that community.”

In This Together: How Successful Women Support Each Other In Work and Life, is filled with thoughts, advice, and stories from 40 successful women across a variety of careers—from authors to actresses, CEOs and professors—encouraging women to support each other in the workplace and in life.

Ready to learn about action plans on how all women can work together to break free from the binds of gender inequality? Order your copy – and gifts for your friends today!

How to Help Women To Be More Powerful

Linda Rendleman

Linda Rendleman is the ultimate supporter of women’s work and lives and breathes her daily mantra, “Be the miracle in your own life.” She has won numerous awards for her writing and speaking, including, “The Torchbearer Award,” the highest award is given to a woman by her home state of Indiana for making a significant difference in the lives of women everywhere. Her reach stretches to Kenya, where her Women Like Us Foundation launched The Women’s Micro-Enterprise Program, which helps women survivors of sex trafficking or domestic abuse gain a sense of community through which they can help each other acquire new skills and tools to earn their livings. In Los Angeles, Rendleman’s foundation has established a similar mentoring program for women survivors of sex trafficking, homelessness or domestic violence, called Women Like Us Achieve, which she hopes to expand throughout the U.S.

Tend and Befriend Is Linda’s In This Together FAV

Linda stressed how excited she is about the ideas she read in Dr. Nancy’s new book In This Together. She and Dr. Nancy have walked similar paths in their advocacy for women (since the days when women couldn’t get credit cards in their own name or birth control if they weren’t married) and she feels a tremendous reward at the momentum that is building for women. In reading about how women’s natural inclination in times of crisis is to “tend and befriend” instead of fight or flight, Linda said it expresses perfectly how she feels about women supporting other women. The mission of her Women Like Us Foundation is to support other women’s leadership, which forms the core of all her efforts and is the reason she co-produced the powerful documentary “Women Like Us. Three Journeys. One Mission. To Change the World.”  The film chronicles three women’s journeys facing adversity, growth, and evolution, and offers inspiration from powerful role models around the world.

Mothers and Daughters Support Women’s Empowerment Together

Linda’s daughter Catt Sadler recently quit her high-profile celebrity job at E-Entertainment when they refused to pay her a salary equivalent to that of her male co-host who was doing half the work at twice the pay. Besides writing a book about her own journey, Catt has joined Linda to speak to groups within the Time’s Up movement in support of women’s equality. Linda talked about how thrilling it is to work together with her daughter on the same initiative. Dr. Nancy told of her own pleasure speaking with her daughter Ragan in programs for women. It takes “in this together” to a new level when women from different generations share their own perspectives and work to increase women’s leadership.

Creating Solutions Through Women Like Us

Linda’s three books in the Women Like Us series tell stories and provide advice to help women recognize their leadership potential, learn why it is important for them to lead, and to become more powerful.

In her upcoming salon in Los Angeles early in 2019, a panel will discuss sex trafficking. Linda said her ambassadors have dubbed it a “hackathon,” which means the roundtable discussion will focus on finding solutions that communities can realistically enact to solve their sex trafficking problem. Linda has found that there is no community that is immune to the problem. It literally is everywhere.  Initiatives work to fix both sides of the problem: the high demand from sex customers and those who profit by enslaving others.

Find out more about how WomenLikeUs.org is raising funds for women’s gender equality and social justice initiatives, including opportunities to help in your own community. Listen to this podcast for more inspiring ideas from two women who have been working for decades on behalf of women and whose collaboration is the essence of being “in this together.”

Pre-Order Dr. Nancy’s new book

Linda’s ideas also appear in Dr. Nancy’s new book, In This Together: How Successful Women Support Each Other In Work and Life, along with thoughts, advice, and stories from 40 successful women across a variety of careers—from authors to actresses, CEOs, and professors—encouraging women to support each other in the workplace and in life. Learn about action plans on how all women can work together to break free from the binds of gender inequality? Then remember to pre-order your copy – and gifts for your friends.

Guiding Women from College to Career

Susan Kellogg points out that when she began her career in fashion 30 years ago, only 15 percent of the CEO positions at Fortune 500 companies were filled by women. When she left her job as group president of VF Corporation, the needle hadn’t moved—still only 15 percent. In spite of the fact that women are over half the population and are earning more college degrees than men, they still lag behind in positions of top corporate leadership. So Susan decided to help by filling in the mentoring gap between college and career.
As a graduate of UCLA, Susan joined that university’s board for the sociology department and also serves on board for the Cal Poly Pomona Apparel Merchandising & Management and Agriculture Departments. She notes that we’re doing a great job of educating women to prepare them for leadership careers, but there is little follow-through after that. Now, as a consultant pursuing her mission to give back, Susan guides women in their senior year to make choices that puts them on the path toward successful leadership careers.

Choosing That First Job after School

Susan says that people get paralyzed by that first job, but it doesn’t have to be the perfect job. It doesn’t even have to be the right job and it certainly doesn’t have to be what you’re going to do for the rest of your life. She urges women to ask themselves:

  • Is it interesting?
  • Is this something I can dedicate myself to?
  • Do I find it inspiring?
  • Do I have talent in this area?

If in the first year, it’s not right for you, move on. She says to treat every job experience as adding to your tool box. Even if you realize that you made a mistake, sign up for a year, then figure out your next step and redirect your path.
She also advises that you don’t have to move up every time or even make more money. She moved sideways, accepted a less prestigious title, even less money if it would take her to a company she wanted to work for and where she wanted to live. She always had to feel that she was learning something new and there was opportunity to advance.

“Women Can Have It All, Just Not All at the Same Time.”

Susan reflects that people often ask her if she has any regrets and she answers “no.” She did miss a lot of weddings and funerals, but while on her corporate path, she did all she wanted to do. And she helped other women along the way. A point of pride is that she prioritized racial and gender diversity in her new hires, although qualified women weren’t always available in the technical areas of production and finance.
Also, she notes how sad she would feel if she never had her daughter and believes women need more than a career to feel fulfilled. However, because women’s partners often do not do an equal share of domestic chores, they fall behind in networking and other activities that would advance them into senior positions at work.
Listen to this interview for more insights from a woman who has been in the top ranks of the corporate world, been the only woman in the board room, and continues to work toward helping women achieve a greater percentage of top leadership positions. Learn about what women need to do to achieve their fair and equal share of CEO positions. Whether you’re just starting out, making a transition or looking for a way to give back yourself, this conversation will help inspire your next move.

Anger in the Workplace IS Acceptable – For Women and Men

Anger in the WorkplaceSerena Williams recently made headlines after losing in the U.S. Open final match to Naomi Osaka. The news wasn’t based on how Williams played the game, but instead focused on a heated debate she had with an umpire that led to her getting slapped with a $17,000 fine. The entire interaction sparked a much larger discussion about the consequences of women showing anger and emotion. Why are women consistently penalized for expressing traits that their male counterparts exhibit regularly? While Williams’ anger may seem symbolic of women’s larger rage, it is important to look at how double standards like this recent incident play out in the workplace, and how that impacts women from every walk of life.
Research has consistently found that there are big differences between the ways that men and women are treated for expressing emotions, and particularly anger. Men who express anger at work are perceived as higher status. Women who express anger at work, however, are perceived as lower status and less competent, and are also paid lower wages.

Beyond The Stereotypes

Media and literature frequently reflect, and perpetuate, the belief that boys and men are angrier than girls and women — and that their anger is righteous and violent. That perception may be why men seem to get a free pass on exhibiting that anger at work. However, studies have also repeatedly shown that women report feeling anger more frequently and in more sustained ways than their male counterparts. In early 2016, a survey conducted by Esquire and NBC found that women reported consistently higher rates of anger. Another, conducted by Elle magazine two years later, revealed the same pattern.
We all know that women are angry right now, and #MeToo, #TimesUp and the Women’s March are some of the ways that women’s long-simmering frustrations are boiling over. However, this anger is nothing new. Natalie Gil points out in Refinery 29, “We’ve always been angry – we’re underpaid, overworked at home and in the workplace, thwarted from reaching our potential and diminished.” It’s important to note that it doesn’t take a cataclysmic event to express anger in the workplace, it can be something simple and even routine, and something that may not warrant a second glance if a man were to point it out.
The fact is, anger is a universal human emotion, and given that we are angry, like our male counterparts, the big question is, how can women overcome the negative consequences of expressing anger? And how can we work together to create a workplace that allows women and men to express emotion, and not be penalized unfairly?

Navigating Anger in the Workplace

Perhaps the best way to create a workplace that works for all of us is to bring awareness to the fact that we all get angry and take steps to learn, individually and collectively, how to channel that angerappropriately. For example, if you’re angry at a situation, call that situation out, and discuss it with co-workers, don’t rain your anger down on those around you. We can also discuss, and perhaps even put policies in place, that allow men and women to express their anger in healthy, direct, non-aggressive and non-toxic ways. All explanation and justification is a waste of time. Once the anger has been felt, expressed and owned, impacted employees can look at the lessons our anger might teach us. Anger is usually an indication that you need to set a boundary, stop doing something that is no longer of service, change direction, face what is not being faced, or to just say no.
Anger can be a great motivator, and we can use that to address the issues surrounding emotion in the workplace. While women have plenty of reasons to be angry and frustrated, it is important to keep in mind that we weaken our ability to make change if we allow ourselves to be derailed by our differences. If we can work together, women and men, to look at this situation, remove gender stereotypes, and have an honest and open dialog, we CAN change the workplace, and create an environment that works for all of us.

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