Tr. Upasna Wadhwani’s Post

Being different is NOT the problem. Trying to prove that you are NOT... Women in male-dominated industries often encounter biases, including stereotypes about their abilities or commitment to work. Assumptions that women are less capable in certain roles—such as STEM fields or leadership positions—can lead to being overlooked for promotions, ideas being dismissed, or competence being unfairly questioned. Here are some common challenges women encounter: 1. Bias and Stereotyping This bias can undermine confidence and make women feel they have to "prove themselves" more than their male counterparts to be seen as equals. 2. Limited Mentorship and Networking Opportunities Professional networking and mentorship opportunities are crucial for career advancement. However, women in male-dominated fields often have fewer female mentors and may feel excluded from informal networks where key opportunities are discussed, such as golf outings, team dinners, or “boys’ club” meetings. Impact: Without access to these networks, women may miss out on promotions, insider knowledge, or critical connections that support career growth. 3. Work-Life Balance Expectations Many male-dominated fields have high expectations for time commitment, which can make work-life balance difficult, especially for women who may bear additional responsibilities at home. Cultural expectations around gender roles can create pressure on women to balance family obligations with demanding work schedules. Impact: This dynamic can lead to burnout and stress, as well as difficulty advancing professionally without sacrificing personal responsibilities. 4. Pressure to “Blend In” or Suppress Authenticity They may also feel they need to downplay aspects of their personality to avoid standing out. Impact: This pressure can cause inner conflict and stifle personal authenticity. It can also contribute to stress and exhaustion from constantly monitoring their behavior to fit into workplace norms that may feel unnatural. 5. Negative and Dismissive Attitudes Microaggressions, such as dismissive comments can be common in male-dominated environments. Women may experience colleagues talking over them in meetings, assuming they are junior to their actual level, or dismissing their ideas until a male counterpart reiterates them. Impact: These behaviors can create an environment of psychological stress, make women feel undervalued, and discourage them from speaking up, further affecting their confidence and performance. 6. Lack of Role Models and Representation Impact: Without relatable role models, women may feel disconnected or uncertain about their career trajectory, which can decrease motivation and increase turnover rates in the industry. P.S. Building a network of allies, practicing assertive communication, seeking mentorship, and embracing one’s unique strengths can empower women to navigate these challenges and thrive.

#Empower #Strength #Learning #Embrace Thriving in male-dominated workplaces While the gender gap in today’s workforce is slowly trending in the right direction, many women still find themselves working in male-dominated environments. Being a woman in these settings often brings unique challenges, and those who want to advance their careers continue to face bigger roadblocks than their male counterparts. Some of the biggest challenges women continue to face in the workplace include: Lack of equity – equal pay and equal opportunity for advancement Gender stereotypes Microaggressions – subtle slights that can lead to physical and emotional distress, and poor performance. While being a woman in a male-dominated environment does bring obstacles, it is possible not only to survive but also to thrive.  ways for women to thrive at work #1. Be confident. Remind yourself that you are here because you have the knowledge and skills to do your job. Recognise your potential and trust your abilities. Don’t let anyone else define what you’re capable of; and don’t be afraid to speak up – raise your hand, voice your opinion, share your ideas, and ask for a pay rise when you feel you deserve it. #2. Become a great communicator. Sound communication skills are a must-have for anyone who wishes to succeed in their professional life. Effective communication is vital for transferring information, sharing ideas, building trust, and developing healthy relationships #3. Never stop learning Through continuous learning, you’ll not only stimulate your mind but also broaden your perspective and maintain your passion for what you do – whether you are just starting out or have reached the top rung of the ladder #4. Seek out men who can be allies. Don’t fall into the trap of thinking ‘all men are the same’ – it will only alienate you from male co-workers. Instead, identify individuals with whom you can build rapport #5. Be your own biggest advocate. Every one of us has moments of self-doubt, but those who learn to control it are the ones who ultimately get ahead. Self-advocacy is an essential part of your career trajectory and it’s ongoing – every meeting, every discussion with your leader or manager is a potential opportunity to make a lasting impression.  #6. Embrace your femininity. The overvaluing of masculine traits in the workplace can send subtle messages that femininity is ‘inferior’, and may lead female employees to repress their natural feminine attributes. Dare to be vulnerable, Be sensitive and compassionate #Ideassion Technology Solutions #Ideassion Institute For Talent Transformation#Ideassion Business Consulting & Creatives #Imthyaz Sheriff #Karthik Gunasekar #GugaPriya O #Arun M #Mohamed Roselin #Valli Vanniaraj #Tamil Rathinamani

How many times have you heard a talented and highly capable woman downplay herself? Women tend to be experts at self-deprecating. Diminishing our role or achievements. Dismissing compliments. And it’s not our fault. Social conditioning has taught us not to be arrogant. We see how other women are treated if they dare to stand out - they are attacked, resented, disliked or cut down because of their achievements and success. So, we can find ourselves stuck. We know that to progress in our careers, we need to be assertive and confident, showcasing our skills and achievements. But there’s a double bind. We also know that if we are too confident or assertive, we are perceived as violating societal norms. Women are expected to conform to more stereotypical traits of being nurturing and communal. But if we conform to these traits then we risk being overlooked or underestimated in both our authority and competence. We’re damned if we do, and we’re damned if we don't. No wonder we find ourselves hesitating to share our achievements. But if we don’t find a way to overcome these barriers and showcase our skills and achievements, we’ll never get to claim the leadership positions we deserve and, quite frankly, are more than qualified to perform in. Join me in my latest blog as I explore seven ways that you can promote yourself without feeling arrogant or uncomfortable. https://lnkd.in/gh54tQZv As women, the landscape for professional self-promotion is complex. Navigating the double bind of conflicting expectations makes it challenging.   However, overcoming these barriers is crucial for claiming the recognition we deserve.   I’d love to hear from you - what strategies work for you in your workplace?

This Is What Change Looks Like: Brave Spaces for Men Yesterday, I ran a Brave Space for some of the men at Emerald Publishing to talk about positive masculinity—a topic they voted for themselves. Spending 1.5 hours with men discussing what it means to be a man in today’s world was incredibly encouraging. We explored: - How harmful stereotypes and expectations from the past still influence men today. - What a more positive form of masculinity might look like. - The barriers preventing change, including: - Confidence to go against the norm - Peer pressure (e.g. the expectation to be “a lad”). - Vulnerability and the ability to learn, unlearn, and relearn. But it was their commitments that truly gave me hope for the future. Here are just a few: ✅ Be conscious of exhibiting positive masculinity and make it feel more natural. ✅ Open up and learn more about what positive masculinity looks like. ✅ Continue trying to be positive and respectful, and not beat myself up for reverting to old patterns on tough days—learn from it and move forward. ✅ Check the feelings wheel every few days or when feeling confused. ✅ Actually wear nail varnish, a tiara, etc., when engaging with my children. ✅ Try not to problem-solve or fix—actively listen and show empathy. ✅ Instead of ignoring things I don’t understand, commit to trying to learn more. The unprecedented feedback score of 9.7 out of 10 tells me that men really value these discussions. However, real, sustained change requires leadership buy-in. Organisations must be willing to create and invest in spaces where men can speak openly and redefine what masculinity means in a supportive environment. These spaces aren’t just a "nice-to-have"—they’re crucial for creating workplace cultures where everyone feels safe and valued. As Esther Perel so wisely said: "We’ve spent the past 50 years discussing what it means to be a woman. Women have examined their relationships, identity, and agency at home and at work. Now, maybe for the first time, men have the same opportunity to redefine themselves — but I worry we aren’t giving men, or women, the resources they need to get there.” Providing men with the space to share, be vulnerable, and make mistakes is one of the key resources to get there. But these spaces don’t happen by accident—they happen because leaders make them a priority. What are you doing to allow men to speak more freely in your organisation? Massive thanks to Mundia Miles, Nick Fox, Tony Roche, and Yomi Idowu for leading the way. I look forward to continuing this journey with you. ♻️ If this resonates, please repost and follow Daniele Fiandaca for insights on engaging men meaningfully with inclusion and diversity. #PositiveMasculinity #BraveSpaces #LeadershipMatters #Inclusion #MaleAllyship

Many women feel insecure about asserting that they are good at what they do for several social, cultural, and psychological reasons: 1. Gender Norms and Socialization: From a young age, many women are socialized to be modest and avoid standing out, unlike men, who are often encouraged to be assertive and self-confident. 2. Gender Stereotypes: Persistent stereotypes suggest that certain jobs or skills are "natural" for men, while women must constantly prove their capabilities. This can lead to a feeling that women need to work harder to be recognized. 3. Impostor Syndrome: Many women experience impostor syndrome, where they doubt their accomplishments and have a constant fear of being exposed as "frauds." 4. Hostile Work Environment: In many workplaces, especially in male-dominated fields, women may face discrimination, harassment, and microaggressions that undermine their confidence. 5. Lack of Role Models: The absence of women in leadership positions or recognized in their fields can make it difficult for other women to envision success and develop self-confidence. 6. Penalization for Assertiveness: Studies show that assertive women can be viewed negatively, labeled as arrogant or aggressive, which discourages the expression of confidence in their abilities. These factors, among others, contribute to an environment where many women feel insecure about asserting their competencies, even when they are highly qualified and capable. Let’s start creating meaningful changes on how women perceive and express their competencies.

New research from the University of Washington demonstrates how "microinclusions"—brief instances of positive treatment, particularly from members of the dominant group—help women feel appreciated at work. Read how you can start implementing microinclusions in your workplace: ➡ https://lnkd.in/e7shU3bM #WorkplaceInclusion #Microinclusions #WomenInTech #BelongingAtWork #PositiveWorkCulture #DiversityAndInclusion #InclusiveLeadership #TechnologyIndustry #EmployeeEngagement

A recent study sheds light on an important issue: women often miss out on valuable feedback in the workplace. Surprisingly, this research reveals that those providing feedback may be overly concerned about appearing biased, resulting in overly positive reviews for women. While this well-intentioned overcorrection aims to promote fairness, it inadvertently hinders women from receiving the constructive criticism necessary for their professional development. Recognizing this challenge is crucial in ensuring that women have equal access to the feedback and guidance that propels their career growth. #Feedback #GenderDisparity #CareerDevelopment #HRLeaders

Changing masculinities is a crucial ingredient to eradicating rape culture & intimate partner violence 👉 We are 3 days into 16 days of activism to stop GBV/ domestic violence/ intimate partner violence. What can you do to make positive change happen? ⬇️

Embracing Diversity: The Strategic Imperative of Gender and Cognitive Diversity in Consulting Diversity is a strategic asset. Among the many dimensions of diversity, gender diversity stands out as a crucial factor in driving creativity, fostering inclusivity, and ultimately, achieving better business outcomes. Alongside gender diversity, the concept of cognitive diversity plays a pivotal role in shaping the consulting landscape. This article looks at both as a twin “superpower”. Supercharging Creativity and Innovation Gender and cognitive diversity inject a richness of perspectives into the consulting arena. When teams are composed of individuals with varied backgrounds, experiences, and ways of thinking, they are better equipped to tackle complex problems from multiple angles. Women bring unique insights, approaches, and solutions to the table, enriching the brainstorming process. Similarly, cognitive diversity, which encompasses differences in problem-solving styles, decision-making processes, and perspectives, further enhances the creative potential of teams. By embracing both gender and cognitive diversity, consulting firms foster an environment where innovative ideas flourish, leading to breakthrough solutions and competitive advantages. Connecting with Diverse Clients Let’s face it – clients are diverse. Having a gender-diverse and cognitively diverse workforce enables consulting firms to better connect with their clients on a deeper level. By reflecting the diversity of their clients, consulting teams can deliver more tailored and impactful solutions, enhancing client satisfaction and driving long-term success. Nailing Problem-Solving You’ll never get different thinking if you always use the same type of person. Research has consistently shown that diverse teams outperform homogenous teams when it comes to problem-solving. Gender-diverse teams bring together individuals with different communication styles and problem-solving techniques, enhancing the depth and breadth of analyses. Similarly, cognitive diversity ensures that teams approach problems from a variety of perspectives, challenging assumptions and stimulating critical thinking. This diversity of thought leads to more robust analyses and better outcomes for clients. A Better Work Environment Gender and cognitive diversity aren't just about numbers; they're about creating inclusive work environments where everyone feels valued, respected, and empowered to succeed. Consulting firms that prioritise gender and cognitive diversity demonstrate their commitment to creating opportunities for all employees to thrive. By fostering inclusive cultures that celebrate differences and provide equal opportunities for advancement, firms attract and retain top talent, leading to a more engaged and productive workforce.

Jennifer (Jay) Palumbo writes: For women in the workplace, embracing #neurodiversity can be a competitive edge for companies as it injects creativity and authenticity into teams. Let's take a closer look into the subject of neurodiversity and how women with diverse neurological traits can excel in the professional realm. 1. A Unique Problem-Solving Approach Implementing neurodiversity in the workplace can bring a variety of strengths and benefits, namely that of unique perspectives. Bharat Tewarie, CEO of PraNa Biosciences Inc., adds, "Recognizing and valuing neurodiversity in the workplace is essential for fostering #innovation and #inclusivity. #Diverse cognitive approaches, especially from #neurodiverse women, can lead to groundbreaking solutions and enhanced problem-solving capabilities. Promoting neurodiversity is crucial for both individual and organizational success, ultimately benefiting society as a whole." 2. Various Communication Styles Neurodiversity introduces a new approach to communication styles, allowing for richer discussions and more comprehensive problem-solving. Similarly, neurodiverse women can forge more genuine connections with their colleagues through varied communication styles. Being open to diverse ways of expression nurtures a welcoming environment where individuals feel empowered to share their thoughts and ideas without fear of judgment. 3. Greater Attention to Detail When faced with complicated challenges, a company needs someone who can break these issues down into individual components and examine each one closely. Fortunately, many neurodiverse women are experts in this area. Neurodiverse women's keen eye for detail makes them exceptionally proficient in project organization. 4. Embracing Differences Through Empathy Among their myriad talents and abilities, neurodiverse women possess a unique dimension that holds immense empathy. As empathy serves as a cornerstone for fostering inclusivity, these individuals can create safe spaces where all voices are heard and valued. This ensures that every individual, regardless of their background or cognitive conditions, feels respected. This type of empathy also drives #neurodivergent women to become better leaders. 5. Fostering a Positive Work Environment Cultivating a workplace culture that embraces neurodiversity yields overall well-being and increased job satisfaction. As women forge their paths in the professional arena, they continue to lead the charge by advocating for inclusive policies that encourage an environment that boosts the growth of all team members. #NeurodiversityAtWork #NeurodivergentWomen