Sharon Fenster (She/Her)’s Post

While building a successful startup, founders must not only understand the intricacies of business but also cultivate a team environment that fosters workplace inclusion. Achieving this requires familiarity with key diversity terms. Understanding concepts like unconscious bias allows founders to identify and address personal prejudices that can hinder fair hiring and promotion practices. Recognizing and appreciating neurodiversity, the natural variation in human cognition, opens doors to a wider talent pool with diverse strengths and perspectives. Similarly, acknowledging non-binary (genderqueer) identities ensures a culture that respects all gender expressions. Founders who grasp intersectionality, the interconnectedness of various social identities, can create a culture that celebrates differences and empowers individuals from all backgrounds. Finally, being familiar with the term allyship underlines the importance of actively promoting and advocating for marginalized groups within the organization. By incorporating these terms into their vocabulary and fostering a culture that embraces them, founders can build a more inclusive and successful company. Here are the terms explained: - Ally: Someone who actively supports a marginalized group. - Cisgender: Identifying one's gender identity as the same as their sex assigned at birth. - Intersectionality: Recognizing how different aspects of a person's identity (race, gender, etc.) interact and contribute to their experiences. - Neurodiversity: The natural variation in human neurocognitive functioning, including conditions like ADHD and dyslexia. - Nonbinary (also known as Genderqueer): Identifying with a gender identity that is neither exclusively masculine nor feminine. - Unconscious Bias: Implicit attitudes or stereotypes that influence our judgments without our conscious awareness. - Work-Life Effectiveness: The ability to manage work and personal life responsibilities in a healthy and balanced way. - Workplace Inclusion: Creating an environment where everyone feels welcome, valued, and respected regardless of their background or identity. Please watch out this space for more such insightful content. #culture #worklife #workplace #diversity #founders #neurodiversity #startup

International Women‘s Day - do we really need it? To foster inclusion and diversity? The aim should be to celebrate everybody jointly: old, young, men, women, different nationalities, religions, etc. 🍀🎉! But I don’t think we are there yet, so I would say „yes“, right now we still need it to create awareness and thereby reduce (un)conscious biases. And since they are mainly unconscious - well, that’s why they are so hard to detect 🕵️♀️🕵️♂️. In my entire career I have never had a female boss and have only worked in companies entirely founded by men. Which is nothing bad and never really seemed strange too me 🤔. But who could say the opposite - especially of the highly successful men out there ? Have you, in your career worked with female bosses in companies founded (entirely) by women? If this sounds strange, maybe these are unconscious biases… We should never stop questioning ourselves what is normal and what is maybe just „my own normal“. Happy women’s day 🤩! #leadingbyexample #diversity

Don't Stand By, Be an Ally! 💪🌈 #StrongTogether   Do you know what being an ally is all about ❓ It is about using your voice and taking action to actively support and advocate for those from marginalised groups.    Did you know that actively being an ally is crucial for driving greater #diversity and #inclusion in the workplace? 🚀 Allies play a vital role in creating environments where everyone feels valued, respected, and empowered.   Sometimes we do not know where to start, so here are some practical ways that I have come across, for you to take action to become an effective ally:   ➡ Take steps to fully understand - book a meeting every month to discuss the challenges they face and how you can support them ➡Use your listening skills - Actively listen to colleagues from underrepresented backgrounds, ask questions to gain clarity and do what you can to amplify their voices ➡Implement best practices - Advocate for things like diverse hiring practices within your organisation,  look at gender balance and pay gap across your team and do what you can to make this more equitable ➡Shine the light on others - Recommend a team member or peer for a highly visible project  ➡Be a mentor - identify individuals from underrepresented groups who you might offer mentorship too, book a meeting with them and provide support for their professional growth ➡Learn about DEI - educate yourself on issues of diversity, equity, and inclusion ➡Call it out - Call out bias, inappropriate behaviour and discrimination when you see it, and support those who are affected. Promote recognition -  for example send an email each week congratulating a female colleague on a win or praise a colleague to other colleagues    Which action are you going to take to become an #ADVOCATE for Allyship? 💼✨   #Allyship #DiversityandInclusion #StrongerTogether

A few weeks ago, I officially stepped into my new position following the reorganization—what a ride and it has been almost 2 years here. One key takeaway from this journey has been understanding how people's backgrounds influence the way they present themselves. It’s something we know instinctively, but it became glaringly obvious to me in my corporate life. Gender dynamics in the workplace: In various forums, I’ve witnessed female colleagues sharing thoughtful, well-prepared ideas and later confiding in me how anxious they felt. On the flip side, I’ve seen men speak up with less hesitation, even if their ideas weren’t fully formed. (Not to generalize, but we all know the type I’m referring to!) Cultural expectations and self-advocacy: Growing up, my Chinese upbringing emphasized humility—letting my work speak for itself. What I didn’t realize was that this could be a disadvantage in a MNC corporate environment where how you present your work is often more valued than the work itself. There are people who take twice the credit for half the effort, and they often come out ahead because they promote themselves more effectively than I did with all efforts. For me, the lesson is clear: there’s real value in learning how to advocate for ourselves—especially as women and minorities. It’s a skill we need to cultivate, alongside understanding the social dynamics at play so we can navigate them more effectively. #WorkplaceDynamics #SelfAdvocacy #DiversityandInclusion 🌏 👩🎓 🤘 life long journey, isn't it? Bon WE.

EMPOWER WO(MEN)! Given their natural complimentary nature to men, it's beyond question the value women bring to the workplace or most any endeavor. So much so, in fact, that I would suggest any effort to generate new ideas or establish a creative spark will be shortchanged by not having the natural dynamics of both men and women contributing in equal measure. Further, women have shown a willingness to put in the work of higher education, and they will often seek opportunities to assimilate into company culture. When Chambers Creative Communication, LC was no more than my own side hustle, much of my efforts were dedicated to career coaching, resumes, and LinkedIn profile overhauls. During that time, the clients were almost exclusively women. I helped individual contributors turn into managers. I guided managers into directors. I worked with directors to become VPs and SVPs. They understood the value of finding their voice and they were, in the parlance of HR, "coachable." By the way, all this was without branding exclusively to women, not that I'm bothered by anyone who does. It was just a natural fit of mutual benefit, understanding, and the value of the service filing an acknowledged gap. I was "Empowering Women," when "Empowering Women" wasn't cool. So I know it's a disservice to present "Empowering Women" as a zero sum game aimed at helping women take a piece of the pie that men are withholding, or assume that men don't require efforts at empowerment and success coaching because privilege has bridged that gap for them. "Empowering Women" isn't the antidote to a world of empowered men. It's a specialized niche within a broader practice that WE ALL should get behind: EMPOWERING PEOPLE. We need to drop the presumption that merely to be male is a privilege. That's prejudice. We need to let go of stereotypes that all men don't have to work as hard to advance in corporate America. That's sexism. And we must break the habit of accusing men generally for any perceived disadvantage to women or for simply exercising their voices. That's bigotry and misandry. YOU NEVER LIFT ONE BY TEARING DOWN THE OTHER. Empowering Women by teaching tactical responses to perceptions of hostility will end up creating hostility, turning women into caricatures of the very types of bullies they think they're battling, and it turns men into the defensive and hardened creatures they're presumed to be. Can we agree that a rising tide lifts all boats, and that Empowering Women is a necessary and complimentary task that must never forget that men also deserve the same open mind, guidance, and coaching to foster their success in business and life? What do you do in your workplace to ensure that both women and men find their voices as leaders, and are you ensuring that assumptions aren't taking the place of understanding? Are you really seeing people beyond their demographics and your biases? Tell me what you think in the comments below...

For every 100 men that are promoted from entry-level roles to management positions, only 87 women are promoted. Sexism in the workplace is an ongoing issue – but very often, it intersects with another layer of discrimination: Gendered Ageism. The reality is that no matter their age, women in the workforce face bias. From being “too young” in their 20s and 30s, “too menopausal” in their 40s-60s, or “too outdated” in their 60s+, this issue highlights the need to continually challenge assumptions. Here are some ways that you can combat gendered ageism in your workplace: ✅ Embrace intergenerational communication 👉 From training, to ideas, to mentorship, every woman of every age has something to offer. Creating an environment where collaboration is encouraged goes a long way towards dismantling stereotypes. ✅ Champion age diversity within your values as a company 👉 Elevate diverse voices, and have transparent conversations about the intersection between age and gender. Everyone will have a slightly different experience, and each voice deserves to be heard. ✅ Cultivate Positive Attitudes 👉 Actively work to shift perceptions about ageing from negative to empowering in office communications and conversations, advocating for self-confidence and self-advocacy at every stage of life. Have you experienced this? What would you add? Let us know in the comments below 👇

Navigating the corporate world isn’t easy for anyone, but it can be especially challenging for women who still face subtle (and not-so-subtle) biases and stereotypes—these challenges have taught me the power of unapologetic ambition. For years, I worked to find my voice, realizing that it matters just as much as anyone else's in the room. Building confidence, understanding gender dynamics, and embracing my unique perspective have been essential parts of my journey, and I’m proud to say I’ve used each experience to grow. As I mentioned in my post yesterday, I'm committed to helping create a future where hard work and talent shine above stereotypes, and where every person feels empowered to reach their true potential. 💫 Lets reshape business culture to honor, respect, professionalism, and empathy. If you're a woman with unapologetic ambition, carving out your career path, here are some essential tips that have been game-changers for me: 𝐒𝐩𝐞𝐚𝐤 𝐔𝐩 𝐂𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭𝐥𝐲: Your ideas are as valuable as anyone else’s. Stand by them with confidence and make sure you’re heard. 𝐊𝐧𝐨𝐰 𝐘𝐨𝐮𝐫 𝐖𝐨𝐫𝐭𝐡: When negotiating, know what you bring to the table and stand firm. Don’t be quick to accept the first offer—remember that men typically don’t. 𝐁𝐮𝐢𝐥𝐝 𝐀𝐥𝐥𝐢𝐞𝐬 𝐚𝐧𝐝 𝐀𝐝𝐯𝐨𝐜𝐚𝐭𝐞𝐬: Find colleagues who support your growth, and work with mentors who can open doors. 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 𝐒𝐭𝐞𝐫𝐞𝐨𝐭𝐲𝐩𝐞𝐬: Prove any doubters wrong through your expertise and results, and embrace the strengths that come with your unique perspective. 𝐒𝐞𝐭 𝐁𝐨𝐮𝐧𝐝𝐚𝐫𝐢𝐞𝐬 𝐟𝐨𝐫 𝐁𝐚𝐥𝐚𝐧𝐜𝐞: Success doesn’t mean burning out. Set boundaries to protect your time and energy so you can bring your best self to work, while still having a family life. 𝐒𝐭𝐚𝐲 𝐑𝐞𝐬𝐢𝐥𝐢𝐞𝐧𝐭: Push through the roadblocks, even when it’s tough. Remember, you belong here. It’s time to break the glass ceilings that still remain. Let’s keep pushing for a workplace culture where every voice is valued and respected. I want to see a future where my daughter's voice is equal to the person standing next to her as every person deserves the opportunity to mold the future. #WomenInBusiness #BreakTheBias #Leadership #CareerAdvice #Empowerment #Equality #CorporateCulture #Business

Unpopular opinion: I am passionate about empowering women but am not a feminist. Traditionally, the Chinese favored sons over daughters. We even have a term, 重男轻女 (Zhong Nan Qing Nu) - valuing men while belittling women. As a child, I felt the sting of this bias. My mother seemed to prefer my brothers over me. I would be met with a slap when I questioned why I had to do housework while they didn’t. 🤣 As you might imagine, I grew up resentfully with suppressed and unfair feelings. I had a hard time connecting with male friends for a few reasons: → Inferiority complex. → Resentment towards them. → Absence male role model. All my feelings towards injustice and unfairness played out in my life. I would withhold, criticize, and make them wrong to gain power over them. But nothing they did could heal lack of joy in me and the biases I carried. As I moved into the business world, I encountered other challenges as a woman: → My competence was often overshadowed by how I looked. → Being aggressive as a woman is not as receptive. → I get comments that as a woman, I shouldn't be working too hard. → Professional boundaries were sometimes crossed by men who expected more than business. Despite the challenges, I learned some powerful lessons: → I don't have to make anyone wrong to feel powerful. → I don't have to behave or look like a man to succeed. → If I want men to understand me, I must also understand them. → There's a difference between being assertive and being bitchy. → Women aren’t always right, and men aren’t always wrong, and vice versa. → I developed the courage to speak up more so I don't add to the resentful feeling. → I always have a choice to work with who I choose to - without compromising myself. → We can live and work more harmoniously by seeing our similarities beyond gender differences. → Yes, husbands and wives can live and work together without personal issues getting in the way. Open communication is necessary to talk things through without avoiding the real issues. We don't have to fight for our rights; we need more learning, unlearning, and relearning about each other. With understanding, comes the power. How about you? Do you believe that we can work more harmoniously together? --------------------- Thanks for reading! 📌 I am Victoria, CEO of the Goldzone Group. I help leaders with the knowledge, tools, and solutions they need to redefine, reshape, and reinvent their lives. Connect with me for non-cookie-cutter leadership tips and advice that produce real results. #Goldzone #GoldzoneLeaders #WorkplaceHarmony

Breaking down barries: Teaching heterosexual males how to build healthy friendships with their female counterparts. As professionals, we spend a significant amount of time at work, interacting with colleagues from diverse backgrounds. Yet, many men struggle to form genuine, non-romantic friendships with women in the corporate space. It's time to challenge this status quo and foster a culture of inclusivity and mutual respect. To achieve this, we need a multifaceted approach. Leaders must set the tone by modeling healthy, platonic relationships and promoting diversity and inclusion initiatives. So, what can individuals do to build healthy friendships in the corporate world? First, respect boundaries and priositise colleagues' comfort. We need to communicate openly and clarify intentions to avoid misunderstandings. Focus on shared interests and common goals to establish a strong foundation. By doing so, we can create a culture where men and women feel comfortable collaborating, socialising, and supporting one another without fear of misinterpretation. We cannot date or ask for sexual favours from every female we encounter in our corporate spaces. I delve more on this in the video… #HealthyFriendships #CorporateCulture #Inclusion #Diversity #Respect #MutualUnderstanding #ProfessionalRelationships #Leadership

On what Inclusion means to her, Mrs Wonuola Adetayo, the CEO of Soft Skills Limited, has this to share: "Many years ago, as a young female manager in a multinational company, I wanted to use the restroom as a pregnant woman. Now, at this time, there was only one management restroom for both genders. As I was exiting the restroom, a male colleague came in to use the convenience and he made an awkward joke that made me uncomfortable.  I waited for our next management meeting that involved the MD and spoke up when an opportunity arose for questions. I asked why there was no separate female management restroom whereas the staff had separate restrooms for each gender. My question took the room by surprise as most people felt it was not in my place to ask such a question.  Interestingly, the MD promised to look into it and about three months later, a female management restroom was provided. And so, female managers in that company didn't have to share a restroom with their male colleagues any longer. This is one out of many experiences where I've successfully advocated for inclusion.  Today, I continue to inspire inclusion through the Springboard Women's Development Program and my participation in other local and international organizations. I do this, knowing fully well that an inclusive world helps us to maximize—and not miss out on—the talents, skills, perspectives and contributions of everyone for the well-being and advancement of humanity." Incredible! 🙌