Women Career Advancement

"Communities and countries, and ultimately the world, are only as strong as the health of their women," Michelle Obama once said. The impact of women’s health on our societies cannot be overlooked. The theme of today’s International Women’s Day is #InspireInclusion. To me, closing the gender health gap is an important requirement to create a truly inclusive society. Women are still underdiagnosed, undertreated, and underserved – often due to a historical lack of women-centric research and female health data. They face serious health risks because of this. Last year, a study suggested that women may be twice as likely to experience a fatal heart attack because of unrecognized unique risk factors. In its recent report on women’s health, the World Economic Forum revealed that women are diagnosed later than men: 4.5 years later for diabetes. 2.5 years for cancer. These years can cost lives. Genetics and environmental factors might be at play here, but gender bias is also an important factor. The latest #WEF report suggests that addressing this bias and closing the women’s health gap would allow 3.9 billion women to live healthier and higher-quality lives. As the gender health gap really is essentially a female data gap, AI and digitalization offer huge opportunities to transform women’s health. Health apps can facilitate access to services and empower women with technology that is tailored to their needs and lifestyles, for instance. AI can help process huge amounts of anonymized data that may help close the gap. I strongly believe that health equity and inclusion are about overcoming disparities, about looking for what unites us. However, in order to tackle the gender health gap, we must first acknowledge the differences. Male bodies have represented humanity for too long, with women treated as “small men”. The COVID-19 pandemic, for instance, proved just how untrue that is. It revealed the fundamental gender differences in the immune system – just one instance where a human organism’s gender matters. One interesting fact: Women account for almost 80 percent of people with autoimmune diseases. Immunologist Akiko Iwasaki, who was honored with the Else Kröner Fresenius Prize for Medical Research in 2023, has devoted herself to teasing apart the differences between the immune responses of men and women to COVID-19 and other viral infections. Incidentally, our very own female leader, Else Kröner, was an early advocate of better healthcare for women. In 1973, she joined the international women's association #Zonta and became one of its most active German leaders. To this day, Zonta remains committed to improving health access for women and among others to equal rights issues. From Else Kröner to Akiko Iwasaki, countless remarkable women have made tremendous contributions to improving women’s health. Kudos to their commitment! Let’s take this day as an opportunity to raise further awareness and to commit to advancing this important topic. #IWD2024

Innovation knows no gender. Reflecting on my journey as an engineer over the past 25 years, from stepping into the workforce to witnessing the remarkable strides women have made today, I am struck by both the progress achieved and the many challenges that persist. When I started my career in the late 90s, women engineers were a handful and today, I'm heartened to see more women not only entering the field but also pioneering innovations and driving meaningful change. ➡️ However, looking at the numbers, in 2023, men outnumbered women in global engineering by 86.3% to 13.7%. And despite the demand for tech skills, women constitute only 28% of engineering graduates globally. In STEM fields, they make up 33% of researchers but hold just 12% of national science academy memberships. ➡️The leaky STEM pipeline begins early and persists over time. It is not just enough to keep feeding the pipeline by increasing the number of female students. It is imperative to work towards breaking gender stereotypes through early investment in reskilling and the promotion of STEM education. Apart from making STEM education more fun and engaging, introduction to female role models and mentors can help change stereotypical perceptions related to these subjects and inspire more girls to choose and work in the area. ➡️I see technology as an enabler here. Achieving equal representation of women in the tech industry requires a collaborative effort from organisations, academia, and government bodies. At the organisational level, tech firms should focus on creating supportive structures that not only attract but also retain and nurture female professionals. Flexible working policies, improved leave and well-being benefits, and support networks serve as key factors in promoting women in the workplace. Investing in training and mentorship programs is essential to equip high-potential women technologists with the necessary skills for leadership roles. Initiatives like involving female employees in the recruitment process, hosting career fairs, and offering internship programs can help organisations move towards a more gender-balanced workforce. The future of engineering is bright, and women are an integral part of that future. By continuing to support and celebrate women in engineering, we are investing in a world where innovation knows no gender, and where the contributions of all are valued and recognized. #InternationalWomenInEngineeringDay 🎉✨

The saying “It’s not what you know, but who you know” still holds true for career progression, but for women, building those all-important connections comes with extra hurdles. Research published in the Academy of Management Journal, highlighted by Harvard Business Review, shows that women face greater barriers than men when it comes to forming high-status networks. One striking finding? Women are 40% less likely than men to form strong ties with senior leaders after face-to-face interactions. Traits like assertiveness and confidence—often linked with leadership—are judged through a traditional gendered lens, which means women's and other marginalised genders contributions can be overlooked. So, what’s the solution? Women can leverage third-party introductions, which often carry implicit endorsement and help sidestep these biases. In fact, the research shows women are more likely than men to succeed in building high-status networks through shared contacts. Organisations also need to step up by creating network sponsorship programmes, where leaders don’t just mentor women—they actively advocate for them, opening doors and making introductions that help women advance. It’s time for organisations to rethink how they approach networking. By fostering more inclusive, proactive strategies, we can break down barriers and create a level playing field for women to build the connections that will drive their careers forward. Let’s turn "who you know" into an opportunity for everyone. #Networking #GenderEquity #ThreeBarriers

Throughout my career, I've witnessed how limiting narrow leadership perspectives can be—and why truly transformative organizations must challenge their own blind spots, especially when it comes to gender diversity in top leadership positions. The numbers don't lie. In the UK's top 100 companies: -Only 9 women hold FTSE 100 CEO positions -Women represent just 32% of leadership roles -Merely 12 companies have achieved gender parity in senior leadership We need 5.6x more women CEOs to reflect the UK's population. But this isn't just about numbers; it's about untapped potential. Companies with diverse leadership are: -More profitable -More socially responsible -Deliver higher-quality customer experiences Key Bottlenecks: -Women are severely underrepresented in P&L leadership -Traditional CEO feeder roles remain male-dominated -Succession pipelines continue to perpetuate existing imbalances No organization achieves greatness by maintaining the status quo. Our legacy as leaders will be defined by the opportunities we create for those who have been systematically overlooked. Learn more: https://bit.ly/4gGhNqV #WomenInLeadership #GenderDiversity #RRAArtemis

I was shocked when I realized the greatest challenge to closing the economic gender gap in Africa. And I think it's important everyone learns about it as well. Here goes: The greatest challenge to closing the gender gap, and why it is estimated that it will take more than 150 years to close the gap in Africa, is the significant perception vs. reality gap. Let me explain: According to research by the Boston Consulting Group (BCG) & United Nations Global Compact, who surveyed 4000 men and women across Africa, they found that more than 50% of men and women in Sub-Saharan Africa believe that there is gender parity and/or women are ahead in their country when it comes to various indicators, including equal pay for work of equal value. Ironically, about 40% of the same men and women surveyed believe that men are better leaders than women in analytical and technical skills as well as leadership abilities. In reality however, even though women in Sub-Saharan Africa have higher rates of participation (54%) in the economy than global averages, 90% of them work informally, predominantly in low-skilled jobs, given their historical gap in access to education. They hold only nearly a quarter of management positions, with only 16% of CEO/MD positions held by women. And though this rate has been growing over the past 20 years, with the current rate, it is estimated that it will take more than 150 years to close the gender gap on the continent. So, the question now is what needs to be done? We all need to play our part in addressing the barriers that hold women back: - Every business needs policies against discrimination and harassment. - Flexible options like remote work and flexible hours are essential for working parents and women. - Training staff on gender equality and offering skills training for women are smart investments. - Programs such as financial literacy and business mentorship are crucial for female entrepreneurs and the self-employed. - Providing better access to financial products is vital for entrepreneurs and should be prioritized by banks and other businesses. - Equal pay and benefits, along with better parental leave and caregiving support, are important goals. Women's participation in the economy greatly boosts a country's productivity and can significantly increase GDP—by up to 50% in Africa—thanks to the added workforce and the benefits of gender diversity. The study authored by Qahir Dhanani and team (Sanda Ojiambo, Tolulope Lewis Tamoka, Lina Al Qaddoumi, Zineb Sqalli, Natasha Lendich, Maxime Kpangbai) also revealed a fascinating trend: women-led startups deliver a whopping 10% higher ROI. And that's not all! It also suggested that income earned by women has a significantly greater impact on communities compared to income earned by men. These findings highlight the incredible potential of bridging the economic gender gap.

You don’t get promotions, bonuses, or recognition for this job. But without it, nothing works. That’s me with my girls, many years ago on a trip back to India. They’re young adults now and about to enter the workforce. For nearly a decade, I raised them as a single dad—while leading in senior leadership and C-suite roles. Grocery shopping, cooking, cleaning, school matters, medical appointments, extra-curricular activities, friends, pick-up/drop-off runs… the list was endless. It wasn’t easy. I was juggling all day—work, kids, home—trying not to drop anything. And I was very fortunate to have had incredibly supportive leaders and team members who understood the challenge. But let me be clear—I’m not sharing this for your sympathy or support. I’m sharing this because the experience of raising my girls gave me a unique and often overlooked perspective on the hidden cost women pay when balancing professional careers and caregiving. For a moment, replace me with any other woman in your family—your partner, daughter, maybe even your mom—and you start seeing the bigger picture. This isn’t about saying men don’t contribute—many do. But the numbers tell a different story. 👇 🔹 Workforce gap – Women’s participation: 62.5% (men: 71.3%). 🔹 55% pay cut – Women’s earnings drop post-childbirth. Men’s? Unaffected. 🔹 Childcare penalty – High costs make full-time work unaffordable for many women. 🔹 Retirement gap – Women retire with 23% less Super, increasing financial insecurity. 🔹 Unpaid labour = another job – Women do 30+ hours/week of unpaid care (men: 22 hours). (Source: Women’s Economic Equality Taskforce, 2023 Report to the Australian Government). These issues are major contributors to the Gender Pay Gap. As a C-Suite leader, you have the power to break these barriers—starting now. Here are two steps you can take immediately: ✔️ Provide flexibility – Support caregiving without compromising career growth. ✔️ Encourage equal parental leave – Normalise men taking an equal caregiving role. 📩 If this resonates, let’s talk. I’d love to hear your thoughts—message me for a copy of my guide. "Closing the Gender Pay Gap & Accelerating Women into Leadership Positions." #Leadership #DiversityAndInclusion #GenderEquity #FutureOfWork --- For senior leaders navigating complex challenges, the journey to impactful leadership can feel daunting at times—but it doesn’t have to be walked alone. Anoop, with 30+ years of experience across three continents, a former Board member and CPO of a Fortune 10 company in Australia, and winner of the 2022 HR Leader of the Year award, advises senior leaders on making profound changes.

There's a lot of discussion about the gender gap in AI adoption. But not many seem to be asking why it exists - and what it means. I talked about this with Nina Benoit on her The AI Sustainability Podcast. The answer is not what most people think. Recent research shows that women's lower adoption of AI is driven less by skills or access than by systematic differences in how they perceive the societal risks of AI, such as mental health impacts, climate effects, privacy violations, labour disruption. Women express greater concern about AI's broader consequences, and these concerns directly influence their engagement with it. This isn't 'being behind'. It's thoughtful consideration. Here's what Nina and I discussed: ➡️ Why structural barriers matter more than individual ones. The gender gap won't be closed by telling women to 'lean in'. It will be closed by addressing legitimate concerns about how AI is built and deployed. It will also be closed by changing which AI innovations are funded. ➡️ Why representation isn't optional. When AI is shaped by a narrow group, it serves narrow interests. Fostering diverse leadership and diverse voices in AI isn't just about fairness; it's about creating technology that works for everyone. ➡️ What shifts the trajectory. When women see the societal benefits of AI being addressed properly, rather than dismissed, adoption increases substantially. Community, strategic education, perception and real influence over how AI develops all matter. We also discussed She Shapes AI's mission to amplify responsible AI leadership and entrepreneurship, and how our Executive AI Intensive programme helps leaders to develop the strategic skills needed to critically assess AI, ask the right questions, and lead its implementation confidently and responsibly. Listen to the full conversation 👇 Apple Podcasts: https://lnkd.in/eJM8C4Ti Spotify: https://lnkd.in/ezmj5XRm DM me for a special AI Sustainability partner offer for our Executive AI Intensive course. _ _ _ I'm Julia Stamm, founder of She Shapes AI. I work with leaders navigating AI transformation with purpose and responsibility. If you're asking similar questions, let's connect.

New BMJ Global Health Commentary: Governing Health Systems With a Gender Lens I’m pleased to share a new BMJ Global Health commentary, written with my colleagues Aya Thabet and Anna Cocozza, on a topic that urgently needs attention: How health system governance can close—or widen—the women’s health gap. Women around the world experience, on average, nine additional years of poor health compared with men. This disparity is not just a clinical issue. It is a governance issue. For decades, health systems have relied on a narrow definition of women’s health, focusing predominantly on maternal and reproductive care. This has left significant gaps in areas such as chronic disease, mental health, menopause, autoimmune conditions, gender-based violence, and more. Our article argues that governance itself must change if we want health systems to deliver for women. Using the WHO’s Six Governance Behaviours framework, we examine how governments, regulators, and purchasers can integrate a gender lens into the rules, incentives, and decision-making processes that shape health systems. Here are some of the key insights: 1. Deliver strategy with measurable commitments Clear definitions, dedicated budgets, and accountability mechanisms across both the public and private sectors must back equity goals. 2. Build understanding through sex-disaggregated data If systems don’t collect it, they can’t govern it. Mandatory sex-disaggregated data and transparency are essential to closing gaps. 3. Enable stakeholders by aligning incentives Financing arrangements—particularly strategic purchasing—can reward equitable, women-centred care rather than perpetuating neglect. 4. Align structures through gender-responsive regulation Licensing, training, essential medicines lists, and facility standards must explicitly reflect women’s health needs across the life course. 5. Foster relations with meaningful partnerships Women’s organisations, professional associations, and patient groups are indispensable partners in designing governance arrangements that work. 6. Nurture trust with strong accountability systems Women must have access to safe, responsive grievance and redress mechanisms—and regulators must consistently enforce protections. Why this matters Health systems are not gender-neutral. Without intentional design, the rules and incentives that govern them will continue to reproduce inequalities. By applying a gender lens to governance, we can reposition women’s health as a core system priority, not a side issue—and build accountability for equitable, respectful, high-quality care. Governing Health Systems With a Gender Lens BMJ Global Health – Clarke, Thabet & Cocozza https://lnkd.in/dwXNka4a Join the conversation #WomensHealth #GenderEquity #HealthSystems #GlobalHealth #HealthGovernance #HealthPolicy #UniversalHealthCoverage #UHC #DigitalHealth #HealthReform #HealthEquity #Accountability #Regulation #StrategicPurchasing #BMJGlobalHealth

The bridge between a middle-income nation and a developed nation is how much you 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘀𝗲 𝘄𝗼𝗺𝗲𝗻 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲. In urban India, the % of educated women working in the formal sector remains abysmally low. In 2019, our research at LeadHers estimated that only 7-9% of educated women in urban India were in the formal workforce. Some data now suggests this is ~19%. Encouragingly, India’s female labor force participation rate (FLFPR) has improved to 37%, according to the latest reports. But is this enough? For many reasons, I like to look at the Vietnam model and how it has integrated women's workforce participation into its GDP growth. Vietnam's GDP per capita is around $4110, whereas India's around $2500. 𝗩𝗶𝗲𝘁𝗻𝗮𝗺 𝗵𝗮𝘀 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗵𝗶𝗴𝗵𝗲𝘀𝘁 𝗮𝗻𝗱 𝗺𝗼𝘀𝘁 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗲𝗱 𝗙𝗟𝗙𝗣𝗥 𝗴𝗹𝗼𝗯𝗮𝗹𝗹𝘆 𝗮𝘁 𝗮 𝘀𝘁𝗮𝗴𝗴𝗲𝗿𝗶𝗻𝗴 𝟲𝟴%. Could India take inspiration from Vietnam’s model? Well, the Vietnam model is not by chance. It is a result of many deliberate and thoughtful policies, particularly the 𝘿𝙤𝙞 𝙈𝙤𝙞 economic reforms of 1986, which transformed Vietnam’s economy. This and other policies led to- ✅ Opening markets to foreign investment, creating more jobs in services and industry ✅ Gender equality in education, preparing women for workforce participation ✅ Providing generous childcare and maternity benefits to support working mothers ✅ Setting targets for businesses to increase female workers ✅ Offering preferential tax incentives for companies that hire more women ✅ Expanding credit access for rural women in agriculture, forestry and fishing India has a critical opportunity here. Prioritising women in the formal, high value industries especially in STEM and leadership/management roles can significantly expand this talent pool driving productivity and innovation. According to a 2024 World Bank report, closing gender gaps in manufacturing alone could boost India’s economy by 9%. 𝗧𝗼 𝗲𝘀𝗰𝗮𝗽𝗲 𝘁𝗵𝗲 𝗺𝗶𝗱𝗱𝗹𝗲-𝗶𝗻𝗰𝗼𝗺𝗲 𝘁𝗿𝗮𝗽, 𝗜𝗻𝗱𝗶𝗮 𝘄𝗶𝗹𝗹 𝗿𝗲𝗾𝘂𝗶𝗿𝗲 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗮 𝘀𝗵𝗶𝗳𝘁 𝘁𝗼 𝗵𝗶𝗴𝗵𝗲𝗿-𝘃𝗮𝗹𝘂𝗲 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝗶𝗲𝘀 𝘄𝗵𝗶𝗰𝗵 𝗱𝗲𝗺𝗮𝗻𝗱𝘀 𝗮 𝘀𝗸𝗶𝗹𝗹𝗲𝗱 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲. 𝙎𝙖𝙙𝙡𝙮, 𝙢𝙤𝙨𝙩 𝙤𝙛 𝙞𝙩 𝙧𝙚𝙢𝙖𝙞𝙣𝙨 𝙪𝙣𝙩𝙖𝙥𝙥𝙚𝙙 𝙖𝙣𝙙 𝙪𝙣𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙙. The question is: 𝗪𝗶𝗹𝗹 𝗜𝗻𝗱𝗶𝗮 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲 𝗯𝗼𝗹𝗱 𝗽𝗼𝗹𝗶𝗰𝘆 𝗺𝗼𝘃𝗲𝘀 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝘆 𝘁𝗼 𝘂𝗻𝗹𝗼𝗰𝗸 𝘁𝗵𝗶𝘀 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹? This is my wish for this year's Women's Day. 𝙒𝙝𝙚𝙣 𝙬𝙚 𝙥𝙧𝙞𝙤𝙧𝙞𝙩𝙞𝙨𝙚 𝙬𝙤𝙢𝙚𝙣 𝙞𝙣 𝙩𝙝𝙚 𝙬𝙤𝙧𝙠 𝙛𝙤𝙧𝙘𝙚 𝙖𝙣𝙙 𝙥𝙧𝙤𝙫𝙞𝙙𝙚 𝙩𝙝𝙚𝙢 𝙬𝙞𝙩𝙝 𝙚𝙦𝙪𝙖𝙡 𝙤𝙥𝙥𝙤𝙧𝙩𝙪𝙣𝙞𝙩𝙞𝙚𝙨, 𝙬𝙚 𝙬𝙤𝙣’𝙩 𝙣𝙚𝙚𝙙 𝙩𝙤 𝙙𝙚𝙙𝙞𝙘𝙖𝙩𝙚 𝗮 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝙙𝙖𝙮 𝙩𝙤 𝙧𝙚𝙘𝙤𝙜𝙣𝙞𝙨𝙚 𝙩𝙝𝙚𝙞𝙧 𝙘𝙤𝙣𝙩𝙧𝙞𝙗𝙪𝙩𝙞𝙤𝙣𝙨. 𝗢𝘂𝗿 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗶𝗺𝗽𝗮𝗰𝘁 𝘄𝗶𝗹𝗹 𝗯𝗲 𝘂𝗻𝗱𝗲𝗻𝗶𝗮𝗯𝗹𝗲 𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆 𝗼𝗳 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿. #iwd2025

Happy International Women’s Day 💜 A gender gap persists in STEM globally. We’ve made progress, but women are still woefully under-represented. Tackling our greatest challenges - improving health to combating climate change to developing AI as a force for good - must harness all talent. Gender diversity expands and extends the talent pool and is essential as today’s technologies demand different ‘Power’ skills: ▪️Emotional Intelligence: to manage emotions and navigate interpersonal relationships effectively, enhancing teamwork and leadership in STEM ▪️ Collaboration: fostering effective teamwork, with a focus on joint problem-solving ▪️ Adaptability: STEM is moving fast, I see that every day, being able to quickly learn and adjust to is indispensable ▪️ Empathy: drives solutions that truly resonate with human needs ▪️ Creativity: Brings unique perspectives that fuel innovation ▪️ Ethics: development is responsible and beneficial for society However ▫️Women are given smaller research grants and, while 33.3% of all researchers, only 12% of STEM academics are women ▫️In cutting edge fields such as AI, only 1 in five (22%) is a woman ▫️Despite a shortage of skills driving the Fourth Industrial Revolution, women still account for only 28% of engineering and 40% of computer science graduates ▫️Female researchers have shorter, less well-paid careers. Their work is underrepresented in high-profile journals and they are more often passed over for promotion ▫️Although STEM fields are widely regarded as critical to economies, so far most countries have not achieved gender equality in STEM So what? Not only is this unethical, unfair it’s also misinformed, I mean stupid: ▪️The crash test dummy is a classic case. Initially, modelled on the average male body. Women were 47% more likely to be seriously injured and 17% to die in car crashes. Despite efforts, the gap in safety due to a lack of diverse testing persists ▪️Cardiovascular research has long been skewed towards men. Women are 50% more likely to be misdiagnosed with heart attacks and treatment is less effective ▪️Trials for medications did not sufficiently account for gender in pharmacokinetics so dosages were based on male biology, women experience adverse drug reactions nearly 1.7 times more often ▪️Medical devices have focused on male anatomy, for example, women are 20% more likely to have a stroke or die within 30 days of being treated with stents for artery disease ▪️Voice recognition technologies were developed using data from men leading to error rates for women’s voices up to 70% higher ▪️Famously Amazon discovered that its AI-based screening was biased against women favoring male candidates by a significant margin ▪️Facial recognition has error rates of up to 34.7% for dark-skinned women, vs 0.8% for light-skinned men So, should you need it, today is a reminder that women play a critical role in STEMs and that our participation must be strengthened #iwd2024 #BeEqual #GenderEquality #DEI