Strong Enough Girls'​ Empowerment Initiative (SEGEI)’s Post

Our 2024 Girls’ Aspirations Survey revealed that 9 out of 10 girls wanted more chances to connect with and learn from female role models. Here’s where girls want to connect with more incredible women leading the way: STEM Business/Entrepreneurship Healthcare/Medicine Arts/Creative Fields Social Work/Non-Profit Education Law How are we making sure this happens? ⬇️ ✅ We recruit thousands of ordinary women globally to volunteer as role models across all sectors. ✅ We partner with a wide range of progressive organisations to inspire girls through events, from speed networking sessions to leadership workshops. ✅ We run global social media campaigns, like #ThisLittleGirlIsMe, where thousands of women share the advice they’d give their younger selves. We’re so proud of the progress we have made so far. But we’ve still got a way to go! Follow us on our journey to connect over a million girls with female role models by 2026 💛

"𝘞𝘢𝘪𝘵 -- 𝘺𝘰𝘶 𝘫𝘶𝘴𝘵 𝘴𝘢𝘪𝘥 𝘺𝘰𝘶𝘳 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘵𝘺 𝘤𝘰𝘶𝘭𝘥 𝘣𝘦 𝘰𝘷𝘦𝘳 1000 𝘮𝘦𝘮𝘣𝘦𝘳𝘴 𝘢𝘯𝘥 𝘯𝘰𝘸 𝘺𝘰𝘶 𝘢𝘳𝘦 𝘴𝘢𝘺𝘪𝘯𝘨 𝘺𝘰𝘶'𝘭𝘭 𝘣𝘦 𝘭𝘪𝘮𝘪𝘵𝘪𝘯𝘨 𝘵𝘩𝘦 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘵𝘺 𝘵𝘰 𝘰𝘯𝘭𝘺 500 𝘮𝘦𝘮𝘣𝘦𝘳𝘴?" It was a big decision to make, but I have been reflecting on the growth of the community, and after consulting with others, it feels like the right decision, and here's why... 1. 𝐈𝐧𝐭𝐢𝐦𝐚𝐜𝐲 - we care deeply about monitoring the community and the genuine connections created within our space. This can only be achieved by limiting our memberships. 2. 𝐄𝐱𝐭𝐫𝐞𝐦𝐞 𝐆𝐫𝐨𝐰𝐭𝐡 - within our first 100 days of launching, I personally onboarded over 100 women. This left me exhausted. As a mom of 2, I want to thoughtfully build a community that has sustainable, not extreme, growth. 3. 𝐄𝐱𝐜𝐥𝐮𝐬𝐢𝐯𝐢𝐭𝐲 - this community is not for everyone... and while it is for Asian American female leaders, those leaders need to show a growth/abundance mindset vs. scarcity mindset. Supporting and uplifting each other instead of narcissism. And exhibit a desire for peer partnership/mentorship instead of going at it alone. As of this month, we're over 200 members and will likely fill all of our 500 spots before the end of 2025. I share this with you because it will resonate with those women who are looking for this type of community and support and will continue to share it in hopes that it reaches those women. Want to join us before we raise pricing this fall? We'd love to have you join us! Apply now: https://lnkd.in/exy_2y63 #community #support #exclusive #asianamerican #professionalwomen #leadership #business #growth

Check out this blog I wrote on anti-racism in the workplace - my first blog for Impetus - Backing the best. It's based on an event we held in June, on the topic of why non-racism is not enough and how leaders can effectively embed anti-racism in their organisations. Read 👇

Apologies for the long post—I'm super passionate about this! (#sorrynotsorry) I’m thrilled to share a wonderful trend I've noticed at our recent NAWIC QLD - National Association of Women in Construction Women on Tools (WoT) events—young women are stepping up to support NAWIC initiatives and eagerly taking on leadership roles to guide the next generation. This positive development fills me with immense pride and hope for the future of women in construction. At the recent Toowoomba AITC event, I had the pleasure of reconnecting with two inspiring young women who had attended our Speed Careering session. After researching NAWIC and signing up for the launch, they approached me about supporting the Toowoomba committee. Their enthusiasm is absolutely contagious! Their commitment and proactive approach exemplify the emerging leadership we need in our industry. When we discuss the importance of women leaders, the rationale is straightforward—women constitute half the population and deserve equal representation in decision-making processes. It's essential that women have an equal say and influence over the decisions that impact their lives, homes, communities, and countries. However, leaders aren't born overnight. Young women need support and role models to build the necessary skills, knowledge, and confidence in areas like decision-making, public speaking, and political engagement. Choosing to pursue leadership roles in a patriarchal society is incredibly challenging, especially for young women who often find themselves in spaces dominated by men accustomed to having their voices heard. When more young women choose to lead, they not only break barriers for themselves but also inspire their peers to envision leadership as a viable path—a critical factor that many of our partners recognise as key to the success of their programs. Let's continue to support and empower these emerging leaders. Together, we can create a more inclusive and equitable industry for all. #WomenInConstruction #NAWICQLD #WomenLeadership #Empowerment #DiversityandInclusion

Addressing barriers to advancement for women in leadership is crucial. Our programs focus on confidence-building and advocacy to ensure success. #BreakingBarriers #WomenLeaders https://bit.ly/3LdvyQ9

Nurturing female talent is a strategic business imperative. Investing in women’s development helps build a more diverse and resilient organisation.

We believe that when girls are empowered, they are inspired to break down deep-rooted stereotypes, become leaders, and to forge a more inclusive world for themselves. Our Your Time programme was designed to empower girls and young woman in exactly this way. The programme supports girls to become leaders in competitive sports in their schools. They choose the activities that inspire them, and how and when they want to take part. Taking ownership of their learning boosts confidence and teaches girls the leadership skills that are transferrable beyond education and into employment. Young girls look up to their peers and take inspiration from people like them. Through a mixture of peer-to-peer support, e-learning, and practical event delivery, girls can discover the barriers faced by their peers to taking part in sport, before creating their own event designed to tackle those issues and encourage participation. We want there to be thousands of Lionesses, Roses and young women making their mark in the sporting world up and down the country. Will you join us in this movement? Learn more about Your Time: https://bit.ly/3OYYgXa #IWD2024 #InspireInclusion

📚 Dive into the latest findings by NERPS Research Fellow Dr. Makoto Kakinaka and team! Their study uncovers how unethical leadership in community programs can significantly dampen participation—especially among women. Conducted in rural Sri Lanka, the research highlights the urgent need to address these leadership flaws to boost community engagement. Discover the full story ☞ buff.ly/4ga83Wo #CommunityLeadership #EthicalLeadership #GenderStudies

Addressing barriers to advancement for women in leadership is crucial. Our programs focus on confidence-building and advocacy to ensure success. #BreakingBarriers #WomenLeaders https://bit.ly/3LdvyQ9

Since 2006, the World Economic Forum has tracked gender parity in worldwide economic opportunities, education, health and representation in political leadership. The gender gap is nearly closed for health outcomes and education, says Silja Baller, head of mission, diversity, equity and inclusion at the WEF. But large gaps remain for economic participation and political representation. "There seems to be a gap between the educational outcomes and how women are faring in the labour market subsequently, " she says. Women have largely achieved the same education levels that men have, but it doesn't seem to be affecting their access to jobs. For women in leadership, progress is precarious. Since the pandemic, "women's economic participation has regressed rather than recovered", according to a June 2023 WEF report. "We learned during the [Covid-19] crisis that any progress that has been achieved can be quite easily reversible if the external conditions change," says Baller. "We had achieved quite a bit of progress, but it turned out that it was quite fragile." In my latest for BBC, I spoke to Rachel Schall Thomas of Lean In, Silja Baller of the World Economic Forum, Gizelle George-Joseph and Megan Hogan of Goldman Sachs, Mark Lomas, Chartered FCIPD at Lloyd's, and Deanna Jones at Baker Hughes about women's talent accelerators and what makes the good ones good.