When women are expected to do the office housework, that “extra” actually becomes their baseline. The same isn’t true for men. So, when a male colleague declines to take on extra work, no one much cares.
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For many in a single-parent family, a broken-down car, scramble to find affordable childcare or break-up of a relationship can trigger the loss of a job, home, and eventually lead to residence at similar temporary housing shelters across the country.
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Why do I care? Because (in the US) more than $10B is invested annually, and that’s a LOT OF MONEY. Some of that is public money!
Public money being spent by public schools, public education institutions, health institutions… in many cases, organizations that aren’t flush with the cash that Fortune 500s wield.
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We just turned off the switch at some point, because the societal lens skewed and it’s brought us to a point of looking at things upside down.
Yes, humans are complex – neurobiologically we are an amazing species, and we still don’t know everything about what our hugely diverse bodies and brains can do.
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Individuals who don’t conform to stereotypical expressions of masculinity or femininity with gender-non conforming identities (transgender being one) are at a greater risk of being victims of GBV.
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The charitable sector prides itself on being a force for good, but the reality is that many in our sector suffer from gender-based violence. The statistics are stark.
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When 90% of VCs are male, and 87% of VC funding goes to all-male founding teams, it’s safe to say the popular t-shirts are wrong. The future isn’t female. Or, at least, it isn’t being shaped by women in this regard. It’s certainly not being shaped by women of colour.
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The problem is, female founders are sick and tired. They’re tired of the paternalistic pat-on-the-head, and they’ve become numb to hearing bullshit advice OVER AND OVER AND OVER again.
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There’s no historical ban or persecution of straight hair, or those who have it. That’s the hair that’s “just hair”. Not mine. My hair was never just hair.
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Despite the broad support in the room, racism was truly present. That's not a misuse of the word as one of my community members said in a post this morning. It's an accurate reflection of the comments.
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We will only see (r)evolution in the world of work, in our communities, in our institutions, when we give ourselves the freedom to imagine new models - new business models, new economic models, new funding models, new leadership models - and stop reinforcing systems, hierarchies, policies, and programs that reinforce the status quo.
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Imagine this--every time you get onto the subway you become paranoid. You make sure not to stand next to the line, in case someone feels inclined to push.
You distance yourself from others if they stare too long. These were some of the thoughts Muslim Canadian Sahresh Tabrez had before deciding to remove her hijab.
We kept looking for supporters, we tapped into social media, we used word of mouth. We started to gain traction. We even approached the boys to join our cause, who initially gave us the push back that, historically, has been so prevalent when feminist initiatives take root —they suggested it was an anti-men movement not a pro-women movement.
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Serving diverse populations with unique needs, PLs have a massive potential to augment social cohesion and wellbeing. But is the impact of PLs impeded by the fact our workforce is not representative of the communities we serve?
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We are acting on, in a more intentional way, our desire to be a hyper-collaborative organization that amplifies the work and voices of individuals and entities working toward the same goal of, you know, just changing the world.
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At the end of the day, what happens in the political and broader social arenas has an impact on our personal lives and experiences, and the choices we make in our personal lives can impact and influence social and political systems.
In other words, what we choose to do - in the workplace, in the home - as organizations and as individuals matters.
We describe The Collaborative as "exceptional professionals working to advance equity and justice through their areas of expertise and contributing their wisdom, insights, data and analysis to the Content Platform, which, in turn, amplifies their voices."
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The conversation in society (think: #MeToo, etc.) is seeing a lot of organizations rush to plug the leaks in their system. This rush is primarily motivated by compliance and risk mitigation. This means that, in many cases, tech "tools" that promise to advance D&I are being seen as "solutions" when, at the end of the day, the effectiveness of those tools still rests with humans.
Read More![Thoughts on "Don't [just] give women free tickets"](https://images.squarespace-cdn.com/content/v1/5d839357cc93cb05b54a267b/1571327697422-AUJGMX7W8CRSDQD9C62V/image-asset.jpeg)
If a free ticket is a genuine invitation to equal participation, or even to be an empowered voice at a conference that is a good thing. But if a free ticket is a way for organisers or other participants to essentially disavow that there is an ongoing issue of diversity and equality, then…
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