Sharon Seaberg Nabhan’s Post

Absolutely smashing words, it’s so tiring to keep explaining this sometimes. As many don’t ’notice it’ or don’t ‘feel’ the nuances that are systemic of much greater issues. Its so refreshing to read the words from a man that gets it on a deeper level, identifying systemic solutions to support, rather than individuals to continue to fight against the invisible and visable barriers. How do we spread this realisation? How do men get support to articulate this and feel this without having daughters? How do we stop the continuing cycle? #equity #equality #women #femaleleadership #accountability

Are generative AI models making things up when they depict CEOs, developers and astronauts as mostly men? Or is it that we simply cannot handle the reality that these AI models mirror back to us?   Are generative AI models biased toward depicting Middle Eastern men the same way Hollywood and other media outlets have depicted us for decades? Or is it simply that we cannot handle how it mirrors dominant narratives in most Western countries?   Are generative AI models biased or do most of our stories and most of our footage depict "family" and relationships as traditional heteronormative ones?   There's no reason to expect AI-models that use the data we feed them to be better than the dataset we feed them. There's no reason to expect large language models—that use current and historical data—to give us another depiction of humanity than what the data contains.   We anthropomorphize these models, we call them biased, as if they just made up everything (granted, mostly men have fed them).   Why are there so few actual female astronauts in the world? Why is a generation of Middle Eastern parents rarely ever heard or seen other than in times of conflict or violence? Why are they not depicted as normal parents like those of my Caucasian friends?   Why did my sister—despite being ten years younger than me and raised in a Sweden that prides itself in equality—have to learn everything about heteronormative sexuality in school, but nothing about her own?   There is a global gender gap. On top of this, we do not depict different skin colours the same, we do not depict same sex couples the same. You may not experience it in your household, you may not feel it. And that is a problem. We miss our own blind spots.   Go back a few years and watch some of the cartoons I grew up watching. Actually, no need to go back in time, just watch how differently we react to different bodies becoming victims of war, violence, starvation, or environmental catastrophes.   As long as it looks like this, it is a bit ridiculous to expect AI models—made and instructed by human data, a dominant media narrative, and Silicon Valley—to do better than we ourselves do.   AI models already hallucinate. We can join the hallucination party by acting as if we are not biased, while thinking they are. As if our narrative is neutral and objective, and LLMs just make up a racist, sexist, ableist, ageist, and a you-name-it narrative…   Or perhaps we could use this opportunity to take a look at ourselves and our environments. Does your workplace represent your ideal worldview? Is there a chance there are not enough women there, or that it does not in other ways reflect the society you live in?   Do we want AI models to play pretend, or are we all just hallucinating that the world is a perfect place for all? Should we pretend that women have been on the moon too? And are generative AI models the only ones with work to do in order not to be biased?

"Who was the first woman on the moon, Dad?" Having to tell her "no woman" broke my heart. I didn't understand this invisible pain women experience until I had daughters. Most men don't understand what it is to live in a world where you have so few role models. And if you're a woman and queer or a POC, the role models are even fewer. Sometimes non-existent. Men don't consider the amount of willpower it takes to imagine yourself in places where women don't exist or are only token hires. All men see is men in the places they want to be. Women are 51 percent of the population. They are the only majority in the world treated like a minority. POTUS? No woman yet. Head of NASA? Boys club. Fortune 500 CEOS? Only 52 of 500 (highest ever) GMs of MLB & NFL? 62 teams. 1 woman. Do you know what we've been communicating to women? "If you're lucky or extraordinary, men might let you have a piece of the pie." NO. I teach my daughters there is no compromise. The future is female. The future is a whole new spectrum of gender and possibility. Men have held onto this world by mediocrity and force. If men want a piece of the future, maybe it's time they get lucky or extraordinary. But it's not a zero sum game. It's not about women replacing men. This is an "all ships rise" scenario. --> If we invest in more female founders --> If we continue inclusive remote work --> If we stop penalizing pregnancy --> If we elect female leaders with new approaches --> If we stop seeing certain jobs as men's jobs I promise you the world will be so much different and better, there will be so much more opportunity for women and men, that we'll wonder why we ever tried to hold onto the old world. When my daughter, who was 7 years old at the time, learned that no woman had been on the moon, she took a deep breath and said to me: "Okay. I guess I'll have to be the first." Damn straight you will.

Why are neurodiverse male leaders like Einstein and Elon Musk celebrated more than neurodiverse female leaders like .... *scratches head*  It's not that there aren't successful neurodiverse female leaders out there. Think Charlotte Valeur or Emma Case. It's just that they're far less well known. Boys are actually 4x more likely to be diagnosed with autism than girls and 3x more likely to be diagnosed with ADHD. More women get diagnosed later in life which means they've had to deal with all the challenges of neurodiversity without support. Why do so many girls fall through the net? Is it because… …we don't feel as important? …traits show up differently in girls than boys? …we’re judged differently? Perhaps women are less likely to disclose neurodiversity for fear of facing stigma and not conforming to societal expectations. As Ludmila Praslova says “you kind of violate the gender norm just by virtue of being neurodivergent.” How does this impact neurodiverse women at work? We’re expected to… -have higher emotional intelligence and be better at reading others. -be more organised, tidy and take care of more ‘domestic duties’ at work. -be ‘likeable', agreeable, nurturing people-pleasers And when we’re not, we’ll be judged more harshly for this behaviour than a male counterpart would be. It's hard enough for women to succeed in the workplace. You can imagine how much more difficult it can become when you’re also neurodiverse. Here’s the truth. You can be a good leader… -with or without the traits expected of your gender. -irrespective of whether you’re neurodiverse or not. Masking is exhausting and can easily lead to burnout. If you can't bring your authentic self to work then you can't do your best work. That's why it's important to cultivate a working culture where it feels safe to speak up. In your experience, how open are most workplaces to discussing neurodiversity?

This week I had an interesting sessions with two of my female senior leadership clients, (one works in media the other in the medicine). One new to her role, (and working with me) the other long-standing with both. Both have experienced a “boys club”, old school culture and were unsure how to fit in to this picture authentically. I’ve had the same conversation with a younger female client in the engineering world. 25 years ago when I was a Senior Account manager on the Microsoft account, in the uk, it was more uncommon to be a woman with tech clients. I had to work harder than average to be noticed, and to get paid my worth. I’d have hoped by now that times have changed!! It’s distressing that this toxic culture remains. Even more so, how many powerful women out merge into ‘being’ one of the boys instead of being authentically who they are. And choosing instead, to lead with their own innate talents, styles and personalities. Have you experienced this? Do you have a boss who wants you to lead in your role authentically, or feel pressured to be like everyone else (in a male dominated environment). I just taught a group fitness class to a room of awesome women (I do this four times a week for fun, fitness and mental health). At the end I asked everyone to take a moment to acknowledge what we as women achieve every day. I have nothing against men, I do feel that there’s still way to many boys club cultures in the workplace. Isn’t this why there is still inequality in pay scales and leadership roles? Because a lot of smart women simply leave! Don’t let this be you! #leadershipcoach #lifecoachwellington #courage #support #confidence #authenticity #equality

Are you ready to take charge? Beyoncé's quote, "We need to reshape our own perception of how we view ourselves. We have to step up as women and take the lead." emphasizes the need for women to take charge of their own careers and lives. To succeed in male-dominated workplaces, women must reshape their perception of themselves and recognize their value and potential. We must have the confidence to step up and take the lead, rather than waiting for others to recognize our abilities. By doing so, we can break through the barriers that have traditionally held us back and achieve greater success and fulfillment in our careers. For more practical tips to take control of your career from the experts in psychology and neuroscience, get your FREE guide by going to: https://lnkd.in/gSnpPEzB #ReshapeYourPerception #StepUpAsWomen #TakeTheLead #WomenInBusiness #WomenInLeadership #WomenInPower #FemaleEmpowerment #GenderEquality #EmpowerWomen #WomenSupportingWomen #WomenWhoLead #LeadershipDevelopment #CareerSuccess #WorkplaceEquality #FeminineLeadership #BreakingBarriers #WomenBreakingBarriers #WomenInCharge #BossWomen #BelieveInYourself #CindyEsliger #ConfidenceIsKey #ConfidenceCoach #Confidence #Clarity #CareerDevelopment #FemaleEngineers #STEMSavvy #WomenInEngineering #StopSabotagingYourSuccess

Today is #InternationalWomensDay. As an old guy who is still trying to navigate what topics it's okay for me to discuss and what topics I'm supposed to stay out of in today's social and political climate, I'm going to go out on a limb and share some thoughts: 1. If you're waiting for this one day to celebrate women and their incalculable contributions to every corner of life, society, and work, you're doing it wrong. This really should be a 24/7/365 thing. 2. I've spent the lion's share of my working life focused on two areas—marketing (60% women) and Human Resources (67% women). This has allowed me to live in a bit of a bubble where amazing women leaders and mentors are the norm. I need to keep reminding myself that this isn't the case in other industries and that different dynamics are likely at play. 3. If you've chosen a path that led you to exit the workforce for a period of time so you could focus on being a Mom, or if that's your chosen vocation full-time, know that it doesn't make you "less than" in any way. It makes you awesome. No matter what contemporary society tries to tell you. No matter what pressures you may feel. You're awesome. Don't ever forget it. (This goes for Dads, too.) 4. For the dudes - if you're in a position of authority and outwardly celebrating IWD today but not creating meaningful opportunities for women within your workplace on an ongoing basis, it's just performance art for social media cred. Do better. 5. As we strive to make the workplace great for everyone, remember that the keyword is "Inclusion," not "Exclusion." You don't need to take away from some to elevate others. Life is a litany of "or" and "and" decisions. Making room for people regardless of gender, ideology, neurodiverse/neurotypical capabilities, etc., is most certainly an "and" scenario. It will only make your business stronger. Have an amazing, restful, wonderful weekend, all. God bless.

FACTS. [sadly] The number of women I speak to who can't get a job after sending HUNDREDS of RESUMES and not getting ONE job from it is disheartening and a sad reality today. Gendered ageism/ageism overall is a problem globally, and corporations need to wake up and smell the coffee ☕. The talents they're missing out on because they think we're over at 50 is astonishing. I hear story after story every week from the second-act sisterhood, and I'm saddened that it hasn't improved since I first experienced it at 51, now 57. Hence, the start of SecondActWomen. We must fight the good fight 🥊 and get ageism AND ableism onto DEIB initiatives. So, my work continues as I head into year seven this July. I'm now laser-focused on getting into and onto the stages of conferences, SXSW, Denver Startup Week, and inside the walls of corporations to speak and train on unlocking the power of intergenerational teams (basically don't fire us or not hire us), imposterism (it's not a disease so why call it so by using the word syndrome), and the power of seasoned employees. I'm all in and thankful last year's burnout didn't last, as I was seeking to call it quits. Who's with me on fighting against the bias -- (and good friend Lori Frisher on stamping out ableism)? And to you, of course, hire the right person, but please consider women/humans over 40 as part of those decisions. We want to work! #WomenDontExpire, we are only getting better at 50+.

Female Spotlight 💖Meet Audrey McGuckin • Tell us about your current role! I am the CEO of McGuckin Group. I facilitate and enable “aha moments” that help leaders transform their organizations and deliver outstanding business results. In 2021, I also founded Women On Their Way (WOTW) to provide a new method for addressing organizational gender inequality and creating lasting change. • Biggest strength and/or weakness? My biggest strength is never giving up. My biggest weakness is taking on too much. • What’s your favorite time of day? Mornings at 4:35am. • Biggest/Best learning experience? Learning how to be a CEO vs a practitioner. • What is your proudest accomplishment? Starting the McGuckin Group. • Who has been the most inspirational woman in your life/career? Why? My mother, as a early working mum in the 1960’s she was a trailblazer. • When are you inspired the most? In mornings when I’m working out. • Best splurge? My white Chanel purse. • Best piece of advice you’ve ever received? When you set up the McGuckin group, think big and global. • Heels or flats? Heels, even at the pool side! • Three things you can’t live without? My purse (that has everything in it you can imagine), my car keys (gives me ability to be anywhere I want to be, and an old horse shoe that my grandmother gifted me. • Best compliment you’ve ever received? How fearless I am. • What are you most excited about right now? The big growth goals we have for McGuckin Group and the team that we have. • How can others connect with you to learn more about you and your work? [email protected] https://bit.ly/3wm9nTS https://bit.ly/3JPODHa Audrey McGuckin

Have you heard of “Queen Bee Syndrome” I just learned today that this is a thing! Seriously? As the Queen Bee in the Hive Society I work with women to help produce a population of self-sufficient women in business. Creating a work environment where women can rise and be nurtured for going after their dreams. I am tough because I truly care but not calloused to throw someone under a bus, just so I look good. I strive to create unity with the members to ensure that people can disagree and still collaborate or agree to disagree. My goal is to create a safe space for women to stretch themselves as they grow into becoming their own queen in their space. Let’s get back to what I would call the “You Don’t Deserve to be in Leadership Syndrome” or what Google says on this topic. "Queen Bee Syndrome" (QBS) refers to a workplace phenomenon where a woman in a position of power, often in a male-dominated field, treats her female subordinates more critically or negatively than male colleagues, essentially acting as a barrier to other women's advancement within the company; this can manifest in behaviors like undermining achievements, refusing to mentor, or actively hindering career progression of other women. • Definition: A woman in a leadership role who behaves hostilely or condescendingly towards other female employees, often due to feeling threatened by their potential success. • Impact: Can create a toxic work environment for female employees, discouraging them from pursuing promotions and contributing to feelings of isolation. • Male-dominated fields: This behavior is often observed in industries where women are underrepresented, as the "queen bee" might feel pressure to prove herself by distancing from other women. • Behaviors Include: • Publicly criticizing female colleagues more than male colleagues • Avoiding mentoring or supporting female subordinates • Taking credit for others' work, especially women's • Preferring to collaborate with male colleagues 🐝 ARE YOU KIDDING ME? We woman that have climbed, kicking, screaming, crying (in private) and raising the bar to gain footing in a male populated space do not have time for this kind of crazy! • If you are condescending towards anyone then I believe you do not deserve a space in leadership. If you have time to do that then you are not doing what you really need to do in your leadership position! • If you are discouraging anyone especially women from pursuing promotions and creating more isolation from women… You are not a good leader, and you are part of the problem. • If you are taking credit for another person’s work – Shame on you! How insecure of you. As a woman in a Male Dominated Space in Business, I do not subscribe to this mindset not will I sit back and allow it in my space. Who can stand with me and not support this “You Don’t Deserve to be in Leadership Syndrome” kind of mentality? Give me a “No to QBS” and let’s work to mentor and guide our business sisters to success.