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From the entire team here at March8, welcome to our fourth issue.
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PHOTOGRAPHER, BASED IN LA, CA ECCENTRIC, EXPERIMENTAL , & BOLD ELEMENTS
LUCY BUCHHOLZ
lucy.buchholz@bizclikmedia.com
HELLO AND WELCOME
Charlotte Turner, this issue's Rising Star shares the highs and lows of launching her own company, and Paulina Laurie discusses her mission to get more women in STEM careers.
a common theme that we see throughout this issue, as many of our contributors share how becoming a mother has impacted – or in many cases, hasn’t impacted – their careers.
Kicking off this issue, we have Rosanna Kierney, who highlights the ways in which employers can become more inclusive for women returning to work after maternityMotherhoodleave.is
Finally, if you're feeling ambitious, read the accounts of two travel experts who are encouraging more women to explore the world solo.
MARCH8.COM 7
As always, enjoy the issue and keep in touch.
Paulina Laurie
14
16 DataGenderGap Mind genderthegap 248 with...minutes
Linda Plant,
serial entrepreneur 40 inWomenC-suite The race for a corner office 52Rising Star Charlotte StatementTurner,Interiors 58 Cover Story Beatriz Rodriguez, a voice for others 66TravelIndependent Flying solo
32
How She Got There
86Private Equity Creating a level playing field 96 Sport in the spotlight Vicky Williamson 106AcademyMarch8 A girl's game 110 The Last Word mothersWelcomingback into the workplace 78 How to... Change your career path
ICONS MAE CAROL JEMISON
Thirty years ago, American engineer and physician Mae Carol Jemison became the first Black woman to travel to space when she served as a Mission Specialist for NASA.
In this image, Mae is pictured aboard OV-105, the Space Shuttle Endeavour, during NASA's STS-47 mission where she orbited the earth for eight days, between September 12 - 20, 1992.
SPACEFRONTIERS/[[STRINGER]VIAGETTYIMAGES
I strongly believe we have an incredible opportunity to reset the way we work. Since championing working mothers on my LinkedIn, I’ve researched many shocking statistics about the motherhood penalty and met many mothers who have shared their personal stories.
These attitudes come from companies with a strong company culture, whose core values centre around trust, transparency andHowever,inclusivity.in reality, we need policies. Policies are the long-term promises that working parents need to feel supported effectively. Policies like: flexible working; enhanced maternity and paternity leave (with a staggered return to work); remote working; and supplemented child care costs. Companies can easily implement these policies and make a big difference.
ums: we have it tough when returning to the world of work, given that it hasn’t been built to include us. Whether it's starting a new job or returning to your employer, it feels like a constant battle of balancing a career and family for the first few months. So why do workplaces make this battle even more difficult?
MARCH8.COM 15
So how can employers support working mothers? First and foremost is flexibility. Flexible working hours and utilising remote or hybrid working are two of the quickest wins that working parents need to effectively return to work and manage their family life.
Then there are the smaller ways of supporting us that reduce stress; not having team meetings during school commute times; embracing working parents bringing their children to meetings; and being understanding if there are disruptions.
Returning to the working world is hard for new mums – something Rosanna Kierney, CEO at RecruitmentJunky, knows all too well. Sharing her insight, Rosanna explains how employers can be more accommodating to mothers
This is why I’m striving for change. I am fortunate: I own and run a recruitment company where I can make a difference immediately. We embrace flexible working through a results-only work environment and have fostered a supportive culture. I could return to work as flexibly as I liked after having my baby. But all mothers deserve the same feeling of being included when they return to work – no exceptions.
Although we are sometimes made to feel like it is, motherhood is not the problem; the structures and systems in which women attempt to have children and a career are. For instance, we can’t always work traditional hours and often can't return to full-time employment. In the post-pandemic landscape, mothers are continuing to endure the disruptions caused by unemployment and increased unpaid work within the home.
16 SEPTEMBER 2022 GENDER DATA GAP
the GAP GENDER
Data is an incredibly powerful tool that has shaped life as we know it today. But the majority of the world’s data has been collected by men, for men, to produce norms, values and products that favour men – known as the gender data gap. But we’re here to show that one size certainly doesn’t fit all
GENDER
Tova Leigh Writer,andPerformerFeminist
MARCH8.COM 17 GENDER DATA GAP
18 SEPTEMBER 2022
“Ever wondered why your smartphone is so big and really uncomfortable to hold? It's because it was designed with the average man's hand size in mind. This is an example of the gender data gap,” writer, performer and feminist Tova Leigh explains, “and if you look around, other examples are everywhere. From transportation systems and tax structures to consumer products – even smartphones and voice-recognition technologies we use every day have been designed with men in mind.”
Now, women haven’t intentionally been overlooked for millennia – unfortunately, it’s just down to how the world works – or worked, we may hopefully add. The truth of the matter is, when data was collected for ‘humans’, the assumption was made that ‘man’ is synonymous, without giving ‘woman’ a second
MARCH8.COMthought. 19 GENDER DATA GAP
ata collected throughout human history has one major problem: it uses men as a default. So much so, that there are flaws and failings in the way in which women are treated in society, because since the beginning of time, everything – and we mean, pretty much everything – has been based on the male perspective.
In the 1960s, the formula to determine the standard office temperature was developed, and you guessed it, it focused on the metabolic resting rate of the average man. You may assume that the average ideal temperature doesn’t differ too much between genders, but a Dutch study would prove your assumptions wrong. The paper, titled Energy consumption in buildings and female thermal demand, highlights how the metabolic rate of young adult female office workers is significantly lower than
It’s no secret that women face their fair share of obstacles – casual sexism, misogyny and harassment are just the beginning. But the gender data gap gives an insight as to why even the little things are against us – and these ‘things’ can be as small as a few degrees celsius.
But, unless you know about the data pitfalls that have seeped through to our everyday lives, you may not know just how much the gender data gap is impacting your life.
20 SEPTEMBER 2022 GENDER DATA GAP
The gender data gap in action
“The gender data gap can impact our everyday lives in small forms, to really big forms. On a daily basis, we have some discomforts we don't even realise, like the height of kitchen cupboards and the fact the queues at women's public toilets are always longer, to actual safety issues, such as differences in medicine. The point is that this impacts women on a daily basis.”
“I first heard this term when I read the book Invisible Women by Caroline Criado Perez,” Tova explains. “Before, I had never questioned things like why it's hard for me to reach the door of my car boot or why women’s toilets have longer queues than the mens.
the standard values for men. So much so, that the formula may overestimate female metabolic rate by as much as 35%, meaning the current standard office temperature is roughly five degrees too cold for women. Harmless enough, but how many times have you witnessed women draping cardigans or shawls over their shoulders in the summer, while their male counterparts seem comfortable enough in short sleeve
hear the cynics saying: ‘Who cares? Just get over it’. But the fact of the matter is that the gender data gap costs lives. And no, we’re not just being dramatic.
Sure,shirts?wehave to stretch a little higher to reach the top shelf and barter to turn up the aircon, but what’s really bringing the heat when it comes to the gender data gap? Tova explains: “It is important we close the gap because it contributes to the inequality between sexes. If we are to have equality, women need to be considered at all Welevels.”canalmost
MARCH8.COM 21 GENDER DATA GAP
The heartbreak continues, with the gender data gap meaning that women can’t even take a drive in a car without facing more danger than men. This is because women are 17% more likely to be killed in a car accident and 47% more likely to be seriously injured, simply
Over a ten-year period, more than 8,200 women died needlessly following a heart attack, according to the British Heart Foundation. These deaths could have been prevented if women were receiving the same quality of care as men.
way, and worse still, they’re less likely to be prescribed medication to help prevent a second heart attack, as explained by the British Heart Foundation.
“How medical devices and treatments have been made by men, for men, is one of the most alarming examples of the gender data gap,” Tova says. “Many symptoms that women get are different to what men get, like with heart attacks for example, yet there is very little research about it and women often get wrongly diagnosed as a result.”
The gender data gap has led to women being 50% more likely to receive the wrong initial diagnosis for a heart attack, meaning they’re more likely to experience a delay in seeking treatment as their symptoms are harder to recognise – because they’ve been based on male data. But it doesn’t stop there. Women are less likely to receive potentially life-saving treatments in a timely
22 SEPTEMBER 2022
When a woman’s silence becomes a safety issue
We therefore need to envision and design a future where women stand on top of the podium, rather than on the sidelines. In a world where data is Queen (yes, we purposely didn’t say King), we want to make sure that women are not only being seen, but being counted, too.
MARCH8.COM 23 GENDER DATA GAP
“Women need to be included in research and in trials for medicine, and we also need to establish a default woman, just like there is a default man,” Tova says. “It won't cover everyone, obviously, because we are all individuals, and no two people are exactly alike, but it will at least take into account some factors that are relevant for women and need to be considered.”
Making women the default
So our advice would be to mind the gap, as it may just kill you.
because cars are designed, built and tested by men, using male data. ‘Female’ car crash dummies are merely scaled down versions of male dummies, which are primarily placed in the passenger seat – even though the greatest crash impact usually affects the driver. And while these facts are shocking, it’s just as shocking to learn that female dummies weren’t even introduced to the US until 2011.
Closing the gender data gap has a pretty simple answer: collect sex-disaggregated data. Yet actually achieving this is no mean feat, because, as we covered earlier, women aren’t being maliciously ‘forgotten’ about – they’re being excluded due to everyday bias.
More women are wanted in the tech world, and Paulina Laurie is on a mission to make sure that this goal is achieved
HEAD OF WOMEN at Frank Recruitment Group
24 SEPTEMBER 2022 8 MINUTES WITH...
MARCH8.COM 25 8 MINUTES WITH...
26 SEPTEMBER 2022
My role is very varied, but I spend a great deal of time focusing on the recruitment of women in tech, networking with women in tech and advising on inclusive
MARCH8.COMhiring. 27 8 MINUTES WITH...
Start us off by telling us a bit about yourself and your career so far.
he gender gap is closing in the tech industry, with large global technology firms predicted to reach 33% overall female representation in their workforces in 2022, according to Deloitte. That being said, there’s still a long way to go, but Paulina Laurie is doing all she can to make the tech industry a safe, inclusive and welcoming environment for girls.
I came to the UK from Poland in 2009 after graduating from university with a Master’s of Psychology. It was a bit of a struggle at first, because I moved during the peak of the recession, so no one wanted to hire me – even for free! I eventually found an internship with a global recruitment firm and have since moved to Frank Recruitment Group, where I currently work as Head of Women in Tech.
What does a typical day look like to you in this role?
Secondly, after I became a mother, I realised how scary it is to come back to work after a year on maternity leave. I remember thinking that I need to find a way to juggle work and childcare, while getting back into a professional headspace. This experience made me realise that I didn’t want other women to feel that way when reassuring them that they can still be successful while fulfilling their dreams. To support new mothers, companies need to ease women back into the workplace, so they can continue their growth.
There were two life events that I believe led me to this position. Firstly, I climbed the ladder in a company that had very few female employees, and, over time, I became an informal mentor for other women and junior colleagues, as they were reaching out to me for advice.
As I oversee the recruitment team, I do quite a lot of coaching to help women progress in their careers, while ensuring the tech industry is an environment they want to stay in. I also work with clients, to tell them how to attract more women to their business and how to retain them, too.
So as an expert, what do you say are the most important factors to achieving inclusive hiring?
28 SEPTEMBER 2022 8 MINUTES WITH...
What led you to this current path, and why has encouraging women into the tech industry become a passion for you?
Companies can achieve this in many different ways, but the starting point should always be your own business. Reflect on what the company is doing well and what is attracting women to join, as well as what could be done better. Also, when recruiting, it’s important to ensure there is a diverse shortlist of candidates, because that’s where everything starts.
I also look after a lot of partnerships too, as I believe that by collaborating with other organisations – whether they are private companies or public bodies – we can actually shift the dial and create a change. At Frank Recruitment Group, we also work on a lot of content related to women in tech. For example, last year, we launched a white paper; this year, we released a video series and we now have a mentorship programme called, ‘Mentor Me’.
It came with a lot of practice and constantly stepping out of my comfort zone, but I also found that my passion for helping people outweighed my own fears MARCH8.COM 29
It can feel intimidating knowing you’re one of few women, but it’s so important to continue on your path
A topic that is very important to me is addressing microaggressions and the type of language that is used at work. Maybe there are some jokes that, in the past, were seen as acceptable, but now they’re not, so we need to make sure we’re calling out those who use inappropriate language. Language defines us, so we need to address how we speak about men and women in the workplace. For example, a woman may be upset and a man may be annoyed – the latter obviously seems more powerful and less emotional.
A lot of companies come to me and ask how to encourage more women to the business, but I always say that they really need to focus on retention and inclusivity. This usually sparks follow-up questions: “What is inclusivity?” – well, I say it’s about thinking of everything, everyone and every stage. For example, a company could say that women represent 30% of their employees, but that’s not always accurate, as 25% could be at entry level and only 5% at senior level. With this in mind, it’s so important that companies consider how they are approaching progression and promotion by identifying where the biggest drop off areas are.
30 SEPTEMBER 2022 8 MINUTES WITH...
What makes the tech industry a great choice for girls and women?
Tech is a very well-paid industry, and there are a lot of niche sectors that provide opportunities for individuals to thrive. There always seems to be more jobs than there are candidates, so companies are competing for very good employees. It’s also a very flexible industry, so you can move around and pursue various pathways. The tech industry also allows individuals to get up close to some of the latest tech advances – so it can be a very exciting path to follow!
Likewise, what advice would you give to girls or women considering pursuing a career in tech?
Definitely go for it and explore your options. A lot of people think that all tech jobs are the same, but this is definitely not the case as different roles will require different skills. I would also advise getting a mentor – whether that’s a man or woman – to provide some guidance, and maybe even organise introductions to other people. Even if your inspiration comes from someone who may seem out of reach, such as a celebrity, I would still recommend trying to contact them. It may not turn into an ongoing relationship, but they may send an inspiring email or something of a similar nature in return.Forthose who find themselves in male-dominated environments, I would encourage them not to give up. It can feel intimidating knowing you’re one of few women, but it’s so important to continue on your path. On the other hand, I want women who are already in careers to know that it’s never too late to change and enter the tech industry.
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Linda 32 SEPTEMBER 2022 HOW SHE GOT THERE
It’s not every day that we have the pleasure of speaking to one of the most influential women known to business, but we sat down with Linda Plant to discover the choices that led to her rip-roaring entrepreneurial success
This is the story of how she got there.
Linda Plant L MARCH8.COM 33 HOW SHE GOT THERE
inda Plant is well known for fiercely ripping through the business plans of candidates on the UK business TV show The Apprentice. But the self-professed ‘Queen of Mean’ has worked her way up in the business world from humble beginnings. After leaving school at just 15 years old, Linda shares the many business ventures she has explored – from assisting her mother in a small town market to founding multiple global businesses.
34 SEPTEMBER 2022
HOW SHE GOT THERE
It’s often assumed that those who achieve greatness have had a few extra helping hands along the way – but Linda’s childhood couldn’t have been any more different. “I was born to very poor parents, so I didn’t have any role models growing up,” Linda says. “My father was a tailor, and my mother was a secretary in the local synagogue. My mother opened a stall in Dewsbury Market, UK, selling ladies’ hosiery on Wednesdays and Saturdays. I would help out at the weekends and during school holidays – this was my first taste of business, and I knew it was for me.”
The business was doing so well, my father quit his job and joined us, too.”
Age: 15
The little market stall soon moved to one of the busiest locations in Sheffield – Castle Market – and opened six days a week. “My mother had to leave her job at the synagogue and borrow money from my grandfather to buy stock, so there was a lot of pressure on us,” Linda says. “We knew we couldn’t just buy and sell ladies’ hosiery, so we introduced ladies handbags and jewellery with great success.”
Age: 21
Working with her mother at every opportunity possible, Linda decided that she was fully committed to helping the family business and decided to leave school. “In those days, my mother didn’t think about encouraging me to pursue further education – and even if she had, I probably wouldn’t have wanted to do it,” Linda says. “Once my focus was on the family business, we expanded from one to three shops. Then, we expanded to Rotherham and Doncaster, growing to own 14 different retail outlets across Yorkshire.
Age: 11
Along Linda’s business ventures, she met her former husband and became a mother of two – all while expanding the family business. “Today, women and mothers are at the forefront of business, but when I became a mother in my early twenties, this certainly wasn’t the case,” Linda says. “The issue I faced wasn’t balancing my career and childcare – I was lucky to have my mother who helped
Age: 9
I don't have a single qualification, but God gave me a talent. He gave me a good vision, good foresight and a commercial mind
me with that – it was more the guilt of not being there enough.
“But I knew I was laying the foundation for my children’s future, and I’m a big believer that the quality of love is more important than the quantity. Perhaps I wasn’t the mother that was always able to pick my boys up from school, but as they grew into teenagers they were immensely proud of me for being a working mother. I always tell other women not to worry about working – to not feel guilty – as long as you’re working and your child is secure in love and affection, you’ll be paving the way for their future.”
MARCH8.COM 35 HOW SHE GOT THERE
Age: 30s
Age: 22
Continuing to create designs in Hong Kong and Korea, business was booming for Linda. So much so, that a large company offered to buy Honeysuckle, while allowing Linda to continue to run it. Of course, she accepted. “A few years down the line, the owners told me there was a problem. They had bought an insurance company that had gone bankrupt and was taking them down too – so they gave me Honeysuckle back for nothing.
36 SEPTEMBER 2022
HOW SHE GOT THERE
You may be thinking that, for a working mother of two, Linda had enough on her plate – but of course, you would be wrong. While managing her 14 stores, Linda also opened a wholesale business, but the real turning point was still to come. “A friend of mine told me that he had a quota holder and exporter in Hong Kong who needed a new customer. Although I wasn’t a trained designer, I’ve always had a keen eye for spotting good designs.
“I don’t like ‘Jack of all trades’ – in business you need to have a unique selling point – so I decided that mine would be pretty, feminine knitwear, as I saw it was a gap in the mass “Withinmarket.twoweeks, I had created an entire range of clothing, and when I put it together, I realised that it needed a brand – I decided on ‘Honeysuckle’. Although I hadn’t planned to start an importing business, I brought the samples back to the UK, hung them in my stores and everything pre-sold before I even got the stock. The Honeysuckle brand grew very quickly as it had a strong identity – it was appealing, unique and tailored to the mass market.”
MARCH8.COM 37
HOW SHE GOT THERE
38 SEPTEMBER 2022 HOW SHE GOT THERE
“I may be known as the Queen of Mean, but it’s never personal. If a candidate shows me a wreck-able business plan, I will wreck it to show Sir Alan that it’s not worth his“Theinvestment.experience has been life changing – I absolutely love that I am able to share my business knowledge with young entrepreneurs. For many years, I wanted my journey to be inspirational to women, and The Apprentice gave me the initial platform to do so.”
Age: 50s
And Linda was right – business wasn’t the only thing she was naturally good at, as she’s now a well-known speaker and mentor. “I very much fell into mentoring in a similar way to which I fell into television,” Linda says. “I gave a talk for the Prince’s Trust, and afterwards, they asked me to choose a winner from their Top 6 Entrepreneurs to “Thementor.winner I chose had a helping-hands business, which was focused on assisting people with dementia gain access to household jobs, such as washing, shopping and ironing. When I met the winner, she had
me he was looking for someone who would make good television with the ability to expose weaknesses in business plans – so he offered me a spot on the show.
“Although I wouldn’t say that I particularly prefer mentoring women, I find that they gravitate towards me more so than men. Women face different barriers in their careers, and I can relate to most of them, from mum guilt to menopause.
Of course, Linda’s entrepreneurial spirit enabled her to find a way to transform her passion of mentoring and inspire others into a business venture. “I love business, and I will hopefully love it and perform it until the day I die,” Linda says, “but inspiring others is equally important to me. That’s why I founded The Plant Academy, where I offer my business course and mentorships.”
“I’ve also experienced my fair share of challenges. For example, when I first started out on Dewsbury Market, we worked a three-day week with no electricity, so we often had to work in the dark. That being said, a key aspect that helped me through my career was having and maintaining strong relationships, especially when times are hard. I’ve often had to visit suppliers to discuss ways in which we can work together to overcome tough situations.
“I don't have a single qualification, but God gave me a talent. He gave me a good vision, good foresight and a commercial mind. So I maximised these talents to the best of my ability, and I believe others can do so too. But, if you fail along the way, it can be the basis of tomorrow's success.”
MARCH8.COM 39 HOW SHE GOT THERE
four clients and one part-time member of staff. Now, she has over 160 clients and 25 staff, so I’d say it was a pretty successful mentorship!”
Age: 60s
I wasn’t the mother that was always able to pick my boys up from school, but as they grew into teenagers, they were immensely proud of me
THE RACE FOR A COR NEROFFICE
Every career-driven individual dreams of bagging the all-important corner office, specifically reserved for C-level executives. But we’re here to explore why so many women are getting tripped and tricked on the way to the top
To put this in perspective, for every 100 men promoted to manager, only 86 women are promoted to the same level – or 89 white women and 85 women of colour – meaning there are far fewer women promoted to higher levels. Largely because of these gender gaps, men end up holding 62% of managerial positions, while women hold only “Creating38%.aC-suite that is diverse and inclusive is of the utmost importance,” says Louisa Murray, Chief Operating Officer (UK and Europe) at Railsr. “Having employees with diverse backgrounds and experiences opens up the opportunity for new ways of thinking to be included across all levels of the business. If done correctly, this can be an opportunity for businesses to excel in innovation and its overall approach.”
Unconscious bias and low potential
OFFICE
MARCH8.COM 41 WOMEN IN C - SUITE
Although there are many factors that contribute to this inequality, one study led by Professor Kelly Shue found that
At the start of the career ladder, women appear to be ahead of the race, representing 57% of recent college graduates. However, as we move further up, the representation of women declines –starting as early as entry level positions until we’ve climbed all the way up to C-level. At this point, only one in five C-suite leaders is a woman (21%). But worse still, fewer than one in 30 is a woman of colour, according to McKinsey. Women of colour therefore account for just 4% of C-suite leaders, a figure that hasn’t moved significantly in the past three years.
Louisa Murray RailsrCOO, (UK and Europe)
efore women reach C-level, they need to navigate their way through the corporate ladder minefield. From unconscious bias and misogyny to the gender pay gap and lack of female role models, you may be starting to feel that women face obstacles at every corner of their career journey, making it near impossible to achieve high-level positions – and you wouldn’t be wrong.
The final layer to consider is implementing unconscious bias training. Although this can help increase the diversity pool at any level of an organisation, unconscious bias plays a particularly important role when deciding who gets hired, promoted and left behind.
“I feel strongly about this and have continued to make a personal impact by proactively hiring women into the industry. My personal view is that it’s not only
The path to equality
The sad truth is, however, that it’s not just managers that underestimate women – we tend to undersell ourselves, too. So much so that data suggests that women have been reported to rate their performance 33% lower than equallyperforming male counterparts. Career breaks also contribute to women’s uphill struggle, as they typically engage in more caregiving duties that require time away from the workplace. In addition, research from Vodafone UK found that a third of people returning to work after a career break suffer from confidence dips – which are twice as prevalent in women.
imperative to hire women into junior roles, but it’s also incredibly important to give women who have had career breaks a way back into the industry, especially if we’re serious about greater female representation higher up the ladder.”
Reserving more seats for women at C-level certainly doesn’t have a ‘one-size-fits-all’ answer – however, there are numerous strategies that can be taken at various levels of a woman’s career. “Firstly, more should be done early on throughout school and university to encourage and attract women into C-suite roles,” says Louisa.
“Secondly, it is our duty as women in these C-suite positions to attract others in. However, this can only be done through strong leadership, strong female representation and commitments at an organisational level.
In a more positive light, 44% of companies now have three or more women in their C-suite, a figure that has increased from 29% in 2015. According to McKinsey’s Women in the Workplace report, adding just one woman to the C-suite can make a remarkable difference, especially considering the vital contribution senior executives play in shaping the business andThecompany.reportcontinues to state various ways in which businesses can increase the number of women on their C-suite leadership team – the first being to employ more women at the first-level management stage. Although roughly a third of companies set targets for the representation of women at first-level management, they need to take a more aggressive approach to achieve the numbers – for example by publicising targets and results of growth.
To counter the obstacle of a woman’s own self-doubt, managers can make the step-up to senior positions seem more accessible by providing training and support. By ensuring these building blocks are in place, women will feel more confident to apply for promotions or higher-level jobs.
women are judged on their leadership potential more so than men, making them 14% less likely to be promoted each year. Her research continued to show that women tend to receive low ‘potential scores’ from managers, even if they scored higher performance ratings overall.
42 SEPTEMBER 2022 WOMEN IN C - SUITE
Source: Fortune 1998 2004 2010 2016 2022 4040302010 Number of Female CEOs in the Fortune 500 MARCH8.COM 43
Although the data is clear – we need more women in the C-suite – we called upon three experts to share what they believe needs to be done.
44 SEPTEMBER 2022 WOMEN IN C - SUITE
“It’s very easy for women to feel guilty juggling family life and a career, but my two children came up with a phrase that I hold central: ‘The more you are you, the more we are us.’ So in essence, if I hadn't followed my career path to become a role model for them, they wouldn't have had the chance to see what they describe as a role model in their immediate life. We have a duty to walk our own talk!
Dax Grant
women to take key executive seats and proactively support, we’ll see more women holding C-level positions. Some employers believe that if they have the correct wording on their job adverts they will attract minority groups, but it requires fair and active hiring of diverse candidates for improvement to be
GlobalCEO, Transform
“I’m a big believer in knowing yourself and having a clear vision of what you want. On your professional business journey, people may share their doubts about your path, but there’s a strength in distinguishing what they think your limitations are, and what you know you can actually achieve if you keep going.
“Whendecisions.morebusinesses encourage
“Open mindedness is essential in recruitment. Although women can work harder to reach C-suite level, I believe that businesses need to be perpetually opening their doors to equal conversations. In saying this, I don’t simply mean that the roles are being advertised, but rather that those recruiting for the role proactively reject unconscious bias, prioritise diversity and don’t have a predetermined mindset in hiring
“As women, we face a point in our careers where we decide whether we want to have a child or not. For those women that do, I want them to know that having a family doesn’t have to slow you down. In fact, some of my greatest career shifts have happened post-baby. Following the birth of my daughter, I actually took on an Executive MBA and next job at the same time.
“Equally,evident.ifthe door is open, women also need to step through. I speak to a lot of women at various stages of their careers – some are ready to step into influential
MARCH8.COM 45
seats with the appropriate environment, whereas some see entering the C-suite as a disadvantage, for example, if they want to start a family. I believe if you want both, build for both!
“I see myself as someone who began life from behind the starting line. I grew up in Bosnian family, and when I started school I couldn’t speak a word of English, but from my story, I like to believe that disadvantage can be an advantage, as it made me work with focus to get to where I am.
“To other women striving to achieve a place in the corner office, I would advise them to assemble a sort of advisory board, which includes honest and trusted peers, mentors and sponsors. My advisory board spans personal and professional worlds, as these two are interwoven for me.
“For this reason, we need to look two to three levels below the C-suite to identify potential female candidates, assign high-visibility and relevant assignments and, above all, be clear about the path forward.
46 SEPTEMBER 2022 WOMEN IN C - SUITE
“I’ve held a few different C-suite titles in my career and I wanted to be on a C-suite because I wanted to have greater say in how resources were directed and strategy was set. I felt that a seat at this table would enable me to make the biggest contributions. I identified this target years prior and started with a self-assessment to unearth blind spots, weaknesses, inexperience. I headed straight to business school to plug some of those holes, and I started reaching for specific projects and roles to get experience in other areas.
“An incredible number of fantastic women leaders I talk to aren’t aware of how to play the “game” or what the rules are to get from a senior management or managing director position to C-suite and, therefore, they discount themselves.
“There are idiosyncrasies unique to every industry and sector, however, general demonstrable traits needed on most paths to C-suite include sound, tested and proven management skills, excellent 360-degree communication, and a track record developing and executing strategy.
“Also, I would advise women to make a plan and go for it. Some navigate by feel and instinct alone, ending up in wonderfully fulfilling and remunerative roles. My personal style is to target a particular goal, make a plan, and then attack it.
thoughtful and logical decision-making, and a healthy and constructive approach to resolving conflict, of which there will and should be plenty at C-suite.
Amber Skinner-Jozefson CXO at Fractionale.pop,CMO at Piper
“The softer skills and attributes that make an excellent C-suite candidate are emotional intelligence (I can’t overstate this),
“In my experience, female leaders – overall – naturally display attributes that make them very skilled C-suite members. To get more candidates in the door (and there is no dearth of qualified women candidates), we need a stronger pipe, sponsorship and mentorship, and a general recognition at the top that diversity (in all forms) makes teams stronger and perform better.
Female leaders – overall – naturally display attributes that make them very skilled C-suite members
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WOMEN IN
C - SUITE
48 SEPTEMBER 2022 WOMEN IN C - SUITE
“While there is much that can be done upstream to develop women for the C-Level, I believe there is only one thing that can actually change the current dynamic – that is for more women to be selected into C-suite roles. When a leadership team is all (or almost all) male, everything else that a company is doing to try to change that can ring hollow. I am lucky to work for a CEO who understands that completely, and who has spent the last few years utilising his own decision-making authority to change the make-up of our top executive team. While we still have work to do, we have been “walking the walk”, with 100% of our hires and promotions into our top leadership team over the last three years being
Adam Holton Chief NumotionResourcesHumanOfficer,
“Finally, be the best you. I have had the privilege of working with many incredible women leaders, and one of the things that they had in common is that they worked hard to be themselves. We can pick and choose pieces to implement from leaders we admire, but I have yet to see a leader be successful 100% trying to mimic others.”
“Diverse teams have been found to develop more innovative and creative solutions, and in addition, being on a team with people who are different to you sparks cognitive abilities in a way that being on a homogeneous team doesn’t. Diversity actually makes us better individually.
“Althoughwomen.weallknow that creating a diverse team of C-suite leaders is morally (and legally) the right thing to do, there’s one foundational reason that I believe is more important than them all; diversity creates a sense of belonging.
“Regardless of someone’s personality, style, behavioural preferences, etc, every person wants to feel like they belong. That fundamental human desire shows up in Maslow’s Hierarchy of Needs and highlights how important it is to all of us. When a person is not in a situation that is diverse and inclusive, it is close to impossible to get that need of belonging met. When people do feel that sense of belonging, they perform better, stay longer, and attract future employees.
MARCH8.COM 49 WOMEN IN C - SUITE
“To women striving to achieve C-level positions, I would give three pieces of advice. Firstly, never be shy articulating that this is a goal you have. I find that most people actually skew too meek when it comes to talking about their long (or short) term aspirations.
“Secondly, make sure you are aligned with what you are (and are not) willing to do to be in the C-suite. There are many things that you give up in order to do it successfully, and you will want to be comfortable that your aspirations match the ongoing sacrifices needed.
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52 SEPTEMBER 2022
For some, launching their own business from nothing feels like a daunting dream. But for Charlotte Turner, founder of [S]tatement Interiors, it was the path she had always imagined for herself. We found out how she achieved her success, overcame her obstacles and landed jobs with world-renowned clients
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I then began to call companies asking for work experience, always being told ‘not today’ or ‘call again next week’. When I finally landed a job, I thought I would be shadowing someone and adding cushions or accessories here or there, but I was thrown into the deep end and attended celebrity houses on my own in the first week!
It was always my plan to work for myself, but I knew I had to work my way up in a company to gain the much-needed experience.
Even when I was really young, I knew it was the career path for me. I was obsessed with the TV programme Changing Rooms, where someone would let friends or family members renovate a room in their home. So much so that I studied interior design at university. I didn’t enjoy it as much as I initially thought as we focused more on commercial properties – I wanted to do houses, even though I was warned it was a harder path (a lecturer said I wouldn’t make any money – he was wrong)!
Hi Charlotte! What first piqued your interest in becoming a luxury interior designer?
Now, she shares her enthusiasm for interior design, while encouraging other girls and women to take the leap of faith and open their own business.
uave, confident and ambitious are just some of the ways in which you could describe luxury interior designer Charlotte Turner. After six years in business, Charlotte crafted a name for herself by transforming spaces for celebrities, international retailers and high-end restaurants.
RISING STAR S 54 SEPTEMBER 2022
When did you decide to make the leap and launch Statement Interiors?
– unfortunately, a lot of them are confidential. But eventually, I got a call from Rosso, one of the best known restaurants in the north of England. Although it was a huge project, it wasn’t something I initially wanted to do, mainly because it’s commercial and there’s so many laws that you have to consider. However when I met them, they told me they wanted to keep it simple – just a few extra candles and flowers, for example – but, once I showed them my designs, it turned out to be a complete
For the first few years I was working for a number of high-end clients
refurbishment.MARCH8.COM 55 RISING STAR
Whenever I received a new project, I would promise myself that I would start my own company once I had completed it, but then I would get another and another. So, eventually, I felt like I had no choice but to make the jump! I’m a very positive person, so I never worried too much about the plan. People would often ask whether I was scared or what I had lined up, but I always knew that I would be fine on my own.
What are the greatest challenges you’ve faced through being the owner of a small business?
I always say ‘every corner is a Kodak moment’, so I wanted every inch of the building to be impressive – from floor to ceiling. So, for this design, I created a bespoke wallpaper of clouds and butterflies with a watermark logo, so everyone who takes a video or picture will see the I SAW IT FIRST brand in the background.
With any design, you face a lot of bumps in the road, but the most daunting thing for me was realising that I wasn’t just dealing with one client – I was dealing with the whole of Manchester, as people love Rosso. I also redesigned the I SAW IT FIRST headquarters. It was just a warehouse, so I had to make a blank canvas ‘wow’ for all the bloggers, influencers and celebrities that visit it, as well as the employees that work there everyday.
When you work for a large company, you usually have someone there to help you out or offer advice if something goes wrong, but as I’m a one-man team, all the pressure falls on me. Likewise, when you’ve had a bad day in the office, you can leave it behind and enjoy your evening, but for me, it doesn’t stop. Saying that, I absolutely love my job and I wouldn’t change it for the world, but when little things go wrong it’s high stakes. It’s hard to learn how to deal with this pressure, and everyone will have different methods. For me, I just cry!
It was so important for me to get the concept perfect, and I remember when I got the job, I was sitting in the hospital waiting room as my little brother was having a baby! It was 3AM, and my mum and I were playing with ideas.
Finally, what advice would you give to other girls and women looking to start their own business?
RISING STAR 56 SEPTEMBER 2022
What have been your greatest challenges?
I’m a big believer in the old saying: “It’s not what you know, it’s who you know”. For this reason, I think networking is so important. I’d also say make yourself irreplaceable and unique – do something that will make people remember you. For example, I’m known for turning up to building sites in tracksuit bottoms and with messy hair and doughnuts for the builders.
That sounds amazing!
As the Rosso building has domed ceilings, we went with the idea of the Sistine Chapel and decorated the restaurant with cupids. For example, in the bathrooms – where everyone takes selfies – there’s a big mural of cupids of all different races that reflects as the background of pictures. They loved it so much that they rebranded and put it on all the menus, too.
I also cry and then manifest a better day and say my gratitude and come back strong ready to attack the obstacle! Other than that, I would say work hard and keep your eye on the prize through setting short-term and long-term goals. Anything you screw up on, turn it into a golden rule and make sure you learn from it. That’s one way you can ensure you’re always positive.
What transformations did you make?
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58 SEPTEMBER 2022
“I’m actually the first generation of my family to leave Spain, my home country,” Beatriz says, “so I pushed the boundaries of my family traditions, even when I was very young. My first job allowed me to travel internationally – Italy, China, Brazil and Russia, for example – which allowed me to understand how to create value and impact through different cultures. Pushing my family boundaries therefore helped to define me and made me into who I am today.”
Describing herself as inquisitive, passionate and caring, Beatriz Rodriguez has devoted her career to creating diverse and inclusive work environments, while ensuring individuals reach their full potential
Obtaining the right knowledge and skills
Although Beatriz was eager to pursue her ambitions, she adopted a unique mindset that enabled her to progress throughout others ,
MARCH8.COM 59 COVER STORY
rowing up in a family with very traditional upbringing, Beatriz Rodriguez found herself going against the grain in order to follow her life’s ambition. With a strong interest in psychology, Beatriz developed a curiosity for understanding different cultures and behaviours, which led her perfectly to her current role of Senior Vice President of Talent and Inclusion and Diversity at Bayer.
By pushing societal boundaries and building upon her skillset, Beatriz arrived at her current role at Bayer, where she is
responsible for owning the company’s talent strategy, and cultivating an inclusive and diverse environment. “Another focal point of my role is to discover how to attract talent and the right skills to the company,” Beatriz says, “as well as gaining a deeper perspective of the mindset of our company leaders to understand how to engage with the organisations every day.
her career. “I began to view myself as a portfolio of skills, rather than a collection of job titles,” Beatriz says. “To do this, I looked at the building blocks of what I needed to know in order to make myself complementary, flexible and sustainable to achieve my long-term goals. I believe that this mindset led me to where I am today, as the skills gave me a 360-degree view of how to tackle certain challenges in any given role, position or organisation.”
“I am also responsible for Bayer’s leadership curriculum, which is the centrepiece of who we are and what we do. Development is very important for us; we are building a very contemporary and
60 SEPTEMBER 2022
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What's been the secret to Beatriz's success? is on a journeyeveryone’sjourney,differentandmatters
Over the course of Beatriz’s incredibly successful career, she’s helped countless companies and thousands of individuals with her diversity, inclusion and development efforts. So, we wanted to discover her secret
technology-driven agenda. So, when you bring all of this together, my role is the very core of how we are transforming Bayer’s development culture and the future of our talent Describingstrategy.”herself as “inquisitive, passionate and caring”, it’s no wonder that Beatriz thrives off a role that prioritises diversity and inclusion efforts. “I’m really driven by impact,” she says, “which is why I have such a strong affiliation with my role. It allows me to have an impact on people’s lives by questioning how we make people feel, how we expand the diversity of thought,
Everyone
“I recycle myself constantly, and I never stop learning. To do this, I try to look at challenges from different perspectives, while viewing myself with a sustainability lens, so I can see which aspects of myself need evolving. This approach has helped develop my thinking, while also allowing me to become the professional I am today, as well as the person I am to my family and friends. By always expanding my knowledge and mindset, I am able to share this with others, so we can all grow together.”
The importance of the community with unique thinking
and how we can encourage people to be the best versions of themselves. I really believe that my current role is complementary to my passions and talents, as I really enjoy understanding how to develop people in diverse and inclusive ways.”
Having a determined and caring mindset has allowed Beatriz to positively impact a number of companies, which in turn, has touched the lives of thousands of individuals, too.
62 SEPTEMBER 2022 COVER STORY
“One of my proudest achievements came from a HR-leader role I took at a business that was struggling financially. To tackle the problems, I looked at the company from an outside-in perspective, for example, what the customer feels and how the business was delivering that,” Beatriz says.
As the business was based in one of the largest UK cities and had more than 2,000 employees, Beatriz was adamant to drive the company to success as it had a huge impact on many people’s lives.
Although Beatriz has a clear goal to develop individuals and to create a welcoming environment for everyone, it’s all governed by one overarching goal: for Bayer to be recognised as the best life science company to develop talent.
“Development is at the centre of how we're thinking as a company, in terms of bringing together an agenda from an inclusion and diversity perspective,” Beatriz says. “Inclusion and diversity is intimately linked to talent management and talent development, from early careers, right up to leadership roles. To achieve this, I aim to ensure that development happens every day – not just once or twice a year.”
“To take the business to the next level, I focused my energy on reorganising our structures to encourage the leadership teams to try different ways of tackling challenges. I wanted to ensure we delivered not just for our customers and shareholders, but to keep the employee’s jobs alive, too,” Beatriz says.
Now, eight years on, the business is still booming – having created so much impact for the community.
Although Beatriz has always been fortunate to work for companies that prioritise diversity and inclusion, she doesn’t see inclusion as an isolated concept. Many of today’s struggles occurred in diversity intersections of moments where you as an individual test yourself and who you are.
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Providing a voice for others
Beatriz says: “When you’re a woman, and you need to speak up or when you’re a millennial with fewer years of experience than your counterparts, but you still want a seat at the table. Or when in an
Althoughculture.”thesebattles might be common in today’s workplace, throughout her career, Beatriz’s biggest challenge has been from her family. “My family was one of my biggest obstacles to who I wanted to be, given it was not in their plans to have a daughter who wanted to have an international career. So, when I was moving across countries and travelling alone, they would often share their doubts with me, which doesn’t help when you are trying to break through your own life. It was incredibly tough to break my family’s traditions, but I had to in order for me to grow.
“This experience taught me that everyone is on a different journey, and everyone’s journey matters. Some will have less challenges than others in the workplace, but they may have more in their home life, for example,” Beatriz says. “If I could turn back time and give advice to my younger self, I would tell myself not to compare myself with others. I would want my younger self to know and understand my context, while understanding that what we see may not be what really is. With this in mind, I would say that, when we can be anything in life, we need to be kind.”
When we can be anything in life, we need to be kind
64 SEPTEMBER 2022 COVER STORY
conversation with colleagues, you get asked about your husband or your wife assuming your sexuality. These are the challenges that test you every day and add up, that make harbouring an inclusive environment key to a happy and successful company
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SOL Flying 66 SEPTEMBER 2022
Jetting off alone may seem like a daunting (and not to mention isolating) experience. But we embarked on an adventure of our own to explore how the travel industry has become more inclusive for women
Priyanka Juneja HeraFounder,Travel
Zina Bencheikh Managing Director EMEA, Intrepid
SOL Flying
MARCH8.COM 67 INDEPENDENT TRAVEL
here’s something uniquely exhilarating about stepping foot off a plane into a foreign country when you’re completely solo. The world is well and truly your oyster, and with no restraints or expectations from others, you’re free to explore this new land as you please. But travelling alone is like Marmite, particularly for women – you either love it, hate it, or have never tried it.
Those who find themselves in the latter category may fall into the trap of believing that travelling solo means days spent in absolute solitude and nights fearing for your safety – but that doesn't have to be the case. From female-only travel companies to hotels that reserve an entire floor for women, we explore how the travel industry has put ladies first.
T 68 SEPTEMBER 2022 INDEPENDENT TRAVEL
“I realised that the travel industry needed to do better for women when I was talked out of taking a solo trip to Cairo,
An ever-growing trend
As women make up the largest percentage of solo travellers (at a rate of 84%), it’s clear to see that there is definitely high demand for women looking to venture out on their“Soloown.female travellers are a very important and fast-growing market,” says Zina Bencheikh, Intrepid’s managing director EMEA. “Attitudes have shifted. While solo travel was once considered something only for the very brave and adventurous,
female traveller takes three or more trips annually and 72% of women in America are opting for solo travel, according to The Wandering RV. But that isn’t to say there’s no room for improvement.
now it’s seen as a fantastic chance for empowerment and self-discovery. We’re seeing women opting for more adventurous trips, from hiking the Inca Trail to a safari in theTheSerengeti.”average
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“But on a deeper level, you learn so much about yourself. Solo travel has a unique way of building confidence and letting you develop and learn new skills, such as understanding a new transport system or navigating through a country that speaks a foreign language.
“Of course, solo travel will also open up conversations with people from other countries and cultures to broaden your perspective on life. You learn so much more about the world and the other people in it.”
Experience the SOLO life
Not sure whether flying alone is for you? Find out what benefits could await you from expert traveller Priyanka Juneja
70 SEPTEMBER 2022
“There are so many benefits to travelling solo, the first being that you have complete flexibility as to where you want to go and what you want to do – you’re in control of your own itinerary. In everyday life, we’re rarely in a position where we can just be selfish and do whatever we want, so for me, it’s one of the most rewarding aspects.
Hera is one of the many travel companies that works to take the stress out of travelling – but Hera differs from its contemporaries, as it caters for women and only women. Hera works in a simple but effective way. Each woman that joins the trip will be booked into the same hotel – all of which are either female-owned or female-run – and they’re added to a private group. From here, women can either choose to explore the country on their own, or they can reach out to other members of the community.
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– I was told it was unsafe and that I would be very lonely,” Priyanka Juneja, founder of Hera Travel, said.
the niggles and annoyances that come with travel, Hera offers specific services to make travelling alone as liberating and stress-free as possible. From airport pick ups and drop offs to providing solo-traveller starter packs, Hera provides women with the tools they need to experience all the benefits of independent travel, while eliminating the cons.
Intrepid Travel is another agency that has created specific packages for solo female traveller trends. With a range of tours to specific destinations, Intrepid Travel aims to break down barriers, foster discussion and create immersive local experiences for women that want to travel with an extra layer of support.
“This was the turning point that influenced me to launch Hera Travel, a digital platform that helps women confidently take solo trips by connecting them with other women, so they travel solo, not alone.”
Hera Travel is also launching a membership programme this October to help women confidently take solo trips. This membership will give you access to a community of other women travellers, monthly solo trips, and muchUnderstandingmore.
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Taking the next step
Women make up the largest percentage of solo travellers at a rate of
“Travelling on your own can be complicated. A group tour means all the logistics are looked after for you, so you can concentrate on enjoying yourself,” says Zina. “The safety aspect for female travellers is another consideration. Our tour leaders know the areas of town to avoid after dark. They know how to haggle at markets, avoid pickpockets and scammers, and generally have a good time without the risks.”
Those who are looking to add an extra layer of privacy to their solo adventure may decide to opt to stay in a hotel that provides dedicated rooms – and in some cases, entire floors – to female travellers. Some of these simply adjust their amenities, while others go a step further and provide extra security (from female staff), and banning men altogether from these women-only areas, to ensure anyone travelling alone will receive the peace, quiet and privacy they deserve.
THE WANDERING RV
Those who dream of venturing to India may enjoy the luxurious Eva rooms available
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The Ellis Hotel, a boutique holiday haunt in Atlanta, is another hotel in which female travellers can experience the “princess treatment”. The stylish hotel has dedicated an entire floor to women guests and offers them a premium service.
MARCH8.COMstress-free75 INDEPENDENT TRAVEL
Flying across to Bali, Indonesia, female solo travellers are welcomed to indulge in a pampering stay at The Bliss Sanctuary for Women. Through The Bliss Experience, solo guests are offered unlimited yoga, massages, and sightseeing trips, as well as a delicious variety of traditional Southeast Asian and Western cuisine. Dedicated hostesses will organise guests’ itineraries to ensure they have a
at ITC Hotels, which provide the ultimate women-only experience. Created with the safety and convenience of the single ladies in mind, Eva room guests will be attended to by female staff only, who are located in a secluded section of the hotel. For added comfort, Eva rooms are equipped with additional security features and are manned by a lady guard 24/7.
In London, Dukes Hotel has been offering its Duchess Rooms since 2010 – a service so discreet that you’ll struggle to find details online. Female guests will be escorted to their rooms by a female attendant, who also handles any housekeeping and room-service requirements. Then there are the expected feminine touches in-room, such as smaller slippers, a fresh bouquet of flowers, and glossy lifestyle magazines.
A special keycard allows elevator access to this secure floor, where the corridors are lined with silk flowers, floral scents and original artwork from the Chelko Foundation. Guests will sleep well in the deluxe accommodations, while enjoying in-room amenities, such as hair straighteners, a curling iron, fluffy robe, slippers, and a soothing sleep mask.
PRIYANKA JUNEJA
I realised that the travel industry needed to do
76 SEPTEMBER 2022 INDEPENDENT TRAVEL
Although the world has some truly remarkable women-only options for solo travellers, unfortunately, they’re not always an “Dependingoption. on the location you’re visiting, it’s not always possible to stay in women-only accommodation,” Priyanka says, “but if that option is not available when booking trips, I always try to stay at
“For example, for our upcoming Seattle trip, we’re working with a women-managed hotel. They make sure that there’s always a woman on shift, so there is always a female employee available to support guests.”
Ready to depart
THE WANDERING RV
stay, while providing each with a personal driver to ensure ease when moving around the island.
a women-owned or women-managed hotel.
With the women-tailored travel industry booming, we’re now finally being given the option to safely travel across the globe. So whether you choose to explore the world completely solo or with a group of organised friends, the world is well and truly your oyster.
The average female traveller takestrips annually
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PRESS RESET AND FIND A NEW CAREER PATH
Considering packing it all in and starting again? As work contributes to roughly 13 years and two months of our lives, it’s important to know that you’re in a career you love and that will help you achieve everything you desire. If it doesn’t, it may be time to try something new
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80 SEPTEMBER 2022 HOW TO...
But the truth is, career changes are more common than you may have originally anticipated, and there’s a range of factors that lead individuals to explore pastures new. Salary increase is arguably one of the most obvious, with 39% of those who recently switched industries sharing that they did so to increase their wage.
here are many reasons as to why you may be drawn to this article – maybe a career change is long overdue, or maybe, there’s just a curious little voice in the back of your head that contemplates a new career every now and then.
Likewise, employees who feel that their managers or leaders are failing them are likely to stray to other industries in order to seek greater guidance and career advancement. Since the COVID-19 pandemic, employees have been demanding more flexible working arrangements, for example flexitime and working-from-home perks. Employers that have been unable to meet this expectation are likely to cause employees to leave and find a career that better suits their schedule andWithlifestyle.thisbeing said, making the decision to up and leave your current career – which may feel like a safety net for numerous reasons – can feel like navigating a minefield. But, luckily, we’ve compiled a list of tips to help you stay safe on the right path.
So, although you may feel like you’re several steps behind, understanding that choosing to explore a new career option is a common choice – one that takes time to grow.
Choosing to venture down a different career path can often mean starting at the very bottom all over again, and although this may be frustrating (especially for those who have already climbed the corporate ladder), it’s an essential part of the process.
back into the education sphere may feel daunting, 38% of undergraduate students are over 25 years old. Of these, 58% work while in education and 26% are raising families, according to data from the Lumina Foundation.
Changing careers can more often than not require you to learn and adapt to a completely new industry, but it’s important to remember that you’re not alone. In fact, approximately half (52%) of American employees have considered making a career change in 2022 and 44% are already making the switch, according to a recent poll from Harris Poll.
Refine your skills
Moving into a new career will more than likely require a different skill set, so before you make any decisions, research the various ways in which you can contribute to your knowledge portfolio. By taking a few online courses or enrolling in a university course, you’ll be able to bridge any knowledge gaps you may have, while showing your new employer that you’re proactively trying to learn the new Althoughsector.stepping
Understand there are no shortcuts
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Rebrand yourself
Moving on from a career that isn’t working for you any more can be viewed in a similar light to moving on from a past relationship – there comes a point where you need to let go. It’s therefore important to reflect upon your mindset and the way in which you portray yourself, reinventing certain aspects to fit your new path moreConsiderappropriately.howyou’re coming across, both physically and on paper. By mentally transitioning from one role to the next, you’re likely to feel more confident in your new profession, which will shine through to employers. Investing time into your résumé and personal statements will also help potential employers connect the dots as to what you have been doing, what you want to do and why.
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The old saying: “It’s not what you know, it’s who you know”, couldn’t be any more fitting for those who want to switch up their careers. Although you may have formed a strong network while in your law career, or example, if you’re thinking about switching to something completely different, you will need to reach out and connect with professionals in that sector. Although online networking is a great way to build a foundation network, visiting events (either physically or virtually) can help cement bonds and spark long-lasting connections. Engaging with other professionals in the field will enable you to obtain a firsthand understanding as to what a career in that particular sector is like, while also seeking advice and potential opportunities.
Expand your network
Only approximately 14% of Americans believe they have a great job and are not looking to change it
The average person changes their career at age 39
Likewise, you may decide to focus on rebranding yourself and your skillset to ensure you are ticking the necessary boxes of future employers, while simultaneously challenging yourself to obtain extra knowledge.
Although these steps may seem small, it’s important to take changing careers slowly and carefully to ensure you’re making the correct decisions for yourself and the loved ones that you may support.
Make an action plan
Once you’re ready to take a leap of faith, make a plan and stick to it. Changing career paths can often feel like you’re waving goodbye to stability, but as long as you have put the necessary support systems in places, there’s no reason to not proceed with caution. Your action plan may include gaining work experience or volunteering in a relevant sector – in fact, work experience is likely to be of most value if it's paid and lasts for at least four weeks, according to Prospects.
Although the length of a persons’ career will depend on the field they work in, Gettysburg College estimates that the average person will spend 90,000 hours of their life working
Around 70% of all working-age Americans are actively looking for a job change
DID YOU KNOW? ◆ ◆ ◆ ◆ MARCH8.COM 83 HOW TO...
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Remove the security engineering burden of ongoing rule creation and maintenance with builtin detection that surfaces and enriches disparate signals across data streams.
• Get out-of-the-box attack surface coverage
Empowering security teams to automatically identify and respond to incidents that matter across the entire attack surface.
Hunters solves the data challenge with seamless, unlimited data ingestion and normalization for all your security data at a predictable cost. Layered with built-in detection engineering, cross-stream data correlation, and automatic investigation, Hunters provides complete context to help your teams overcome volume, complexity, and false positives, to mitigate real threats more reliably than Security Information and Event Management (SIEM) tools.
Empower security analysts to stop chasing false positives. Help your analysts eliminate exhaustive, repetitive work and allow them to spend more time on incident triage and response from a full attack story.
• Go beyond UEBA and detect threats across resources, users and entities
• Maintain 24/7 hot storage without compromise
data with ease at scale
• Gain holistic visibility of the attack with graph-based correlation
Unlimited data ingestion
• Present full attack story and detail - Identify: Who, What, and Where?
Ingest terabytes of data per day
• Prioritize alert signals for easy triage with dynamic scoring
John Fung, deputy CISO at Cimpress
Seamlessly Ingest and Organize all Your Data Leverage DetectionBuilt-inforScale and Accuracy
• Organize data across siloed domains into one unified schema
86 SEPTEMBER 2022
Just 17.9% of private equity employees worldwide are women and only 9.9% of senior roles at firms are held by women, according to a Preqin study. As the Europe Manager for EuroQuity at Bpifrance, this is a reality that Fannie Delavelle is confronted with on a basis – and is determined to change. That’s why Fannie breaks down the ins and outs of private equity, while sharing her tips and tricks for women entrepreneurs
Fannie Delavelle Europe Manager for BpifranceEuroQuity,
PRIVATE Q EUITY
CREATING a PLAYINGLEVEL FIELD in
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This is arguably beneficial for the start-up ecosystem overall, and for you as a start-up founder with a strong business idea. But let’s begin with the basics, with a beginner’s overview of a start-up’s fundraising journey.
his is not an easy time for start-ups. With the economic downturn, gone is the time of speedy due diligence and crazy overvaluations. With a lower risk appetite, investors are more than ever looking for sturdy business fundamentals and are less willing to take a chance on riskier companies.
Private equity investors can be seen as individuals or organisations that ‘bet’ on start-up companies in a bid to help them grow into global leaders. While most start-ups “bootstrap” as long as they can – finding ways to fund their company without external investments, through their own credit card or from friends and family for example – in order to minimise early capital dilution, there comes a time when the amounts required become too large for bootstrapping. This is when private investors usually come in. They invest funds in a company and, in return, receive shares of the company’s capital.
The beginning of the start-up journey
If the company succeeds, the investor gains a lot more than what they initially put in, whereas if the company doesn’t do well, the investor stands to lose money – so it really is the investor taking a bet on whether they believe the company will thrive or not. For this reason, the investment process is very thorough and can be drawn out over extended periods of time.
This is how the world’s biggest firms – Facebook and Google, for example – started, initially needing a business angel funder to input personal investments, before moving to a private equity investor for larger funding.
Angel investors are typically people who have created companies before or have experience investing in companies, and are looking to further invest in organisations and businesses that they believe have potential. At this stage, beyond the usual business criteria, the business angel’s gut feeling and personal belief in the entrepreneur and their vision are key
At the early stages of private investment, otherwise known as seed, start-ups usually look for funding from public grants or by seeking out angel investors.
90 SEPTEMBER 2022 PRIVATE EQUITY
As your business progresses, you'll need more funding than an angel investor can
Fannie Delavelle
EuroQuity gathers the best start-ups from diverse European ecosystems and connects them with the right partners to support their growth. It currently hosts 15,000 companies (hand-picked as the best in their ecosystem by local partners), over 2,000 investors, and more than 1,500 SME support organisations on the platform. Prior to this role, Fannie initiated and implemented the World Bank Group's first blockchain initiative to help start-ups in developing countries to export to high-value markets. Later, she helped women entrepreneurs in Africa to scale their businesses.
While at the World Bank, Fannie was the President of the World Bank Summit on Human Capital and Innovation, which was watched by over 10,000 viewers from over 100 countries.
MEET
Moving from seed to Series A and B
factors in their decision to invest. For this reason, entrepreneurs must carefully pick the business angels they pitch their clearly articulated vision to: those who have a track record in investing in similar sectors, and share the same vision, will be more likely to invest. Investors can become mentors of sorts for entrepreneurs, so it’s always best to choose an investor that truly believes in the start-up and its vision.
As the Europe Manager for EuroQuity at Bpifrance, the French innovation agency and public investment Bank, Fannie is responsible for coordinating some of the biggest EU deep tech programmes for start-ups and scale ups. With the EuroQuity team, she also supports 300+ innovative tech start-ups yearly by finding investors and corporate partners.
What to consider when looking for an investor
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provide, so you’ll move on to Series A funding – roughly €10mn.
Many start-ups go through several “follow up” seed or Series A rounds before moving on to Series B. Once you’re ready to move to Series B, you’ll follow a similar process as outlined for Series A. It’s important throughout that time to make the most of your board of directors – made up in large part of your current and previous investors – they may reinvest in the next round, and/ or help you through their large network to find the right investor to top up the needed amount. At each of those stages you also have the option to go down the corporate VC (CVC) route, the strategic venture funds of big companies – such as the likes of L'Oréal – that invest in start-ups in their sector, and provide start-ups with the additional benefits of their existing network and expertise.
One of the most important things to remember is that fundraising is a two-way street. The investor may be taking a chance on your and your idea, but you are also giving them an incredible opportunity to make money in the future through their return onThroughoutinvestment.the fundraising process, you must evaluate the investor, too, to ensure they’re a good fit for your company, as they will be a part of your board of directors for years to come. Women in particular tend to ask for lower amounts than what they should, so I always advise to go high, then you can negotiate a lower offer.
Not only does this reflect what you’re worth, but it will cover additional unforeseen expenses while also extending the period of time before you have to resume fundraising again.
At this point, entrepreneurs will visit venture capitalist (VC) firms. VCs attain their money from limited partners (LP) who are usually institutional investors – so, for instance, they may receive their money from pension funds, who also set the broad vision for the VC’s investment thesis. The general partners of VC funds then allocate that capital into companies that they deem to be most promising investment-wise, following that investment thesis. Platforms like EuroQuity provide a major help to start-ups at this stage by increasing their international visibility and by putting them in touch with the most relevant investors. It has helped start-ups raise over €515mn since its creation.
A report by the European Investment Bank showed that female malecompareddollarmuchdeliveredcompaniesfundedactuallytwiceasrevenueperinvested,totheircounterparts
VC firms will regularly need to raise new funds from LPs to fund their next rounds of financing in start-ups.
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Of course, the lack of women investors and entrepreneurs is not fair, but it also doesn’t make economic sense. A report by the European Investment Bank showed that female funded companies actually delivered twice as much revenue per dollar invested, compared to their male counterparts. That's a pretty huge difference,
LPs have a key role to play in making the VC world, and by extension the start-up world, more gender balanced. For example, few LPs (25%) currently include gender in due diligence questions for General Partners and their funds’ portfolio companies. Tying this data to performance and payouts for investment managers would be a major incentive. Re-engineering their investment process is another way forward. For example, constraints such as check size and track record requirements can block women out (few female investors can provide 1-3% of the capital in a new fund). Expanding the track record requirements to include GPs’ past performance as start-up operators, executives, and ecosystem players would open up the door to more female players.
In turn, VC firms should ensure that more women are hired and promoted within their organisation to ensure they progress to the managing partner role. Unfortunately, that’s something we’re not seeing enough of yet, and women entrepreneurs are paying the price for this lack of diversity.
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Women in private equity
VC firms tend to still be very dominated by men. In Europe, only 5% of venture capital managing partners are women, and in the US, this figure is only slightly higher at 15%. This has repercussions on the gender distribution of start-up funding, as VC firms that have women as managing partners are three times more likely to invest in women founders.
in theSP RT SP TLIGHT WILL Vicky
rading her bike for a bobsled, former Great British cyclist Vicky Williamson set herself a new challenge after recovering from an incident that caused many to speculate whether she would ever walk again. We sat down with Vicky to hear her remarkable story of hope, recovery and triumph.
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If you’re looking for inspiration, you’ve come to the right place. British bobsledder Vicky Williamson went from pushing pedals to pushing a sled after a life-changing accident
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I was a track cyclist for about 10 years, but in 2016, I had a life-threatening crash on the velodrome. I broke my neck, back and pelvis, and I was just two millimetres
By the time I went down to the trials, the talent ID process was in the final stages, but because I was already a GB athlete, I was allowed to tag along anyway. As I joined at the late stage, I only had one session on the push track before the final testing – and it made my whole body ache, so I thought being successful was a tall ask. When the time came, I achieved the
SPORT IN THE SPOTLIGHT
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Could you tell us how you went from a Team GB cyclist to being a Team GB bobsledder?
After a long recovery, I was on the lookout for another opportunity. One day, as I was scrolling Twitter, I saw that Team GB were looking for break women for bobsleighs. The advert said it was looking for strong, powerful women, so I thought I may as well go for it!
second fastest time, and from there I was invited to become part of the GB bobsleigh team.
Throughout my career – prior to my injury – I picked up World Cup medals, which were all very special, but I'd say the highlight of my career was actually when I stepped back onto the velodrome after my injury. It took me 728 days from the crash to getting back into the velodrome, but that feeling made all the pain and work worth it. It may not be as tangible as a medal, but it was an amazing feeling to be back on a bike after most people thought I wouldn’t walk again.
The way I see it, is if I hadn't had the crash, I would never have had some of the amazing experiences that I’ve had since – for example, meeting 25 athletes in rehab, and my partnership with UnderArmour.Mytimeinrehab was priceless, not only because the care was phenomenal, but I was with other athletes who were in the same position as me – we would all egg each other on to continue with recovery. I’d probably go as far as to say it was one of the best times of my
career.MARCH8.COM 99 SPORT IN THE SPOTLIGHT
So, I guess you could say that my greatest achievement was defying all odds.
After all these experiences, what would you say has been your greatest achievement?
How has such an awful accident changed your life and career?
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The biggest transition was the weight bearing aspect. As a cyclist, I was used to not having to carry my body weight, but my first season bobsleighing really impacted my joints. I knew the season after would be tough too, but that’s when COVID-19 hit. As I couldn’t travel to the push track, I had to create a make-shift weightlifting platform. During that period, I put in a lot of work to adjust to the new sport and to ensure that I was in the best position possible for the next season.
How do you feel the perception of women’s sport is changing?
As an athlete, how did you manage to transition from cycling to bobsleighing?
The image of women in sport is now changing – for example, there are a lot more women in powersports. When I first started sprint cycling, there were very few female power athletes, but now, the image of strong women is coming to the
myself: life goes on. I’m so grateful for the life experiences and the people that I’ve met along the way, because without the crash, I wouldn’t have met any of them and I'd be a completely different person today.
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The profile of women in sport is improving, although I think that there's still quite a way to go. I think the main issue comes from the investment and sponsors. If women’s sport were to receive more money from that side, as well as more coverage by the media, it would be a massive help. In terms of athletes, we've got really strong females at the front of sports that I guess could have traditionally been considered to have been masculine – or male sports.
I guess yousaycouldthat my greatest achievement was 102 SEPTEMBER 2022
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SPORT
IN THE SPOTLIGHT
How important is it to have female role models in sport?
I'm lucky enough to be sponsored by UnderAmour, who first signed me back in 2017 whilst I was starting my rehab journey. One of the main reasons why I signed with UnderAmour is because I like their brand ethos, which is centred around overcoming adversity and being the best version of yourself. For me, that’s
the media's support, I think we'll see some big changes over the next few years.
Athletes like crossfitter Sam Briggs are great inspirations to women out there. By having these figures of sport be strong women, we’re more likely to challenge what’s perceived as a male sport, and vice versa. As a whole, if we can collectively push the strong females to continue achieving, we’re more likely to banish the barriers women face, such as body image fears. We've got some great people leading the way, so with
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How essential are partnerships for women in sport to showcase strong and powerful females?
clear within the brand itself, as well as from the clothes – from a performance point of view – as they take into account all kinds of climate, which obviously now, coming into bobsleigh is even more important for me. Now, UnderArmour is very much a family to me, and without their support, I wouldn't be where I am today.
MARCH8.COMsport. 105
Don't be afraid to make mistakes. Obviously, I've had to overcome a lot of adversity, and at times, I've been frightened to put a foot wrong or worried that something
be less worried about making mistakes.
What are your plans for the future and what are you most looking forward to?
Knowing what you know now, what advice would you give to your younger self?
Currently, I'm training for bobsleigh and pushing towards the next season – but I'm starting to think about my career outside of sport, too. I’m preparing for the next step of my career, which I’d like to be centred around coaching both men and women, as I want to give back to the fitness community. My aim is to continue raising the profile of strong women in sport and to focus on elevating women in
106 SEPTEMBER 2022
We need more girls in sports – period. After England’s Lionesses took home the Women’s Euro 2022 trophy, we wanted to find out how we can encourage more girls to join the beautiful game. We spoke to Norwich City’s Jackie Thornton to learn more GIRL'S
Jackie Thornton Head of Development, Norwich City Community Sports Foundation
GAME
ACADEMY A
GIRL'S GAME
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From here, Jackie began coaching, which eventually led her to the position of Girls' and Women’s Development Office for Norwich City – and since then, she’s been flying the flag of inclusion.
Now, Jackie Thornton is the Head of Development at Norwich City Football Club, which enables her to look at strategy and funding to ensure the foundation provides access to women’s football and disability sport to as many people as possible.
As the women’s tournament generated similar levels of excitement as the men’s game, it has gone down in history as the most-watched Women’s Euros in history. The England v Germany final saw 87,192 people roll through the turnstiles at Wembley Stadium, London – marking the highest attendance of any European Championship final for both men andButwomen.theWomen’s Euros had already claimed its space in the football hall of fame, as the tournament saw a staggering 248,075 in-person attendees at group stages, which once again broke previous records.
Earlier in the year, England’s Lionesses won the UEFA Women's Euros, which has become a phenomenal milestone for women’s football.
ackie’s father was the first to ignite her love for football, so much so that he encouraged her and her sisters to start playing the sport. Although they faced resistance at school – being told that football was a boy's sport and that girls must play netball – Jackie and her sisters formed a team and worked their way up to university level.
The year of the Lioness
“It’s taken so much work over the years. So many battles to get women’s football – and woman’s sport – to this point. It’s amazing for all the people that have been advocating it for so many years, to finally be able to say ‘actually, that was really worth“Seeingit’.” the success that the Lionesses had made me feel really emotional,” Jackie says, “and you get emotional because you care. Honestly, I never thought that day
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Inspiring the next generation
“Weteam.also need to commercialise the game,” Jackie says, “because that becomes the player’s income, which makes the sport sustainable. So we need the same media coverage, the same level of support and the same amount of funding to ensure we’re encouraging the next generation of women’s football players.”MARCH8.COM
“We also need to ensure that the right facilities are available. Girls and women shouldn’t feel like they’re getting the second best, low-end facilities – they should be encouraged and inspired by playing at great places.”
As the old saying goes, ‘seeing is believing’ – which is exactly what the Lionesses have achieved. But there’s still a long way to go before we see equality on – and off –the“Wepitch.need to be better at encouraging girls to play football in school,” Jackie says. “My daughter's school is fantastic, but I know other schools aren’t so great. They see it as a battle, where it should be seen as equal.
Although the Women’s Euro’s 2022 is being dubbed as a starting point for women’s football, questions have been raised around whether the lack of diversity in football has limited marginalised groups from accessing the sport – for example, due to travel, time or money.
would happen – especially with so many fans and positive press coverage. But it was also amazing to see that everyone was getting behind the Lionesses – not just women, but men too.”
To counter this, the FA will be launching 60 emerging talent centres across England, with the aim of supporting 75% of schools to provide access to girls’ football and 75% of grassroots clubs to have at least one girls’
“Coming ‘back to work’ is a daunting and nerve racking experience; I remember crying on the train once. Welcoming mothers back needs to begin before the woman returns to work, and it's important not to lose contact during maternity leave. Inclusivity is paramount, so employers can still update colleagues and invite them for refresher days to ease them back into the workplace gently”
Yvonne Filler
How can businesses welcome mothers back into the workplace after maternity leave?
“By recognising the challenge in coming back isn’t just about childcare, travel and missed work themes. It’s a huge mental shift after a life-changing milestone that comes with confidence issues, a lot of emotional processing and personal priority shifts. Supporting your returners both mentally as well as practically can really make a difference”
“Make sure everyone in the company is aware that the person returning to work is starting. Invite them for coffee, have a welcome back call, or just drop them a message to ask how they’re getting on. It’s easy to accidentally miss people out of calls in those early weeks, but forgetting isn’t an excuse. Managers need to give them settling in time, and encourage breaks to ensure they don’t burn out. Assure them that any childcare issues may crop up and that’s okay – you are working to a new routine”
Sophie Creese
110 SEPTEMBER 2022
We took to our social media platforms to ask the MARCH8 community their thoughts on some of today’s most current topics
This month’s question:
Victoria Deamer-Smith
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