Empowering Women at Work

Empowering

"My daughter says she want to 'do mining,' like mum. It's all about creating role models that lead the way."

Women should not have to fight to be acknowledged. Let them do the job they were hired for.

Loni

"Diversity is the

which is vital to the company's sustainability and

How Loni Love Got Her Start in STEM

Comedian Loni Love began her career as an electrical engineer, and she hopes to see more women pursuing STEM careers in the future.

Most people would recognize Loni Love from her stand-up comedy career or her work as co-host on “The Real”. However, Love’s career began in electrical engineering.

“After graduating high school, I immediately got a job at General Motors working on the automobile line,” Love said. “I was in my early 20s and was put in a work group with men in their 40s and 50s. It was a culture shock.”

Love was the only woman working on her team. “In the beginning of my career, being a female in engineering was lonely,” she said, “but I learned a lot from my coworkers, and soon they realized that I was an asset to the group. I would complete my projects well before most of them, and I looked at problems differently, so they started coming to get my advice on issues they couldn’t figure out. Soon I was not the young girl in the group but a reliable member.”

Now that she has the platform to speak to a wide audience, Love is encouraging women to seek out jobs in STEM and not be intimidated by the relative lack of women in certain areas. “Diversity is needed in STEM because there are many issues that affect women differently than men when considering solutions,” she said. “Having women available to give their expertise can prove to be valuable.”

STEM workplaces can also do more to encourage women to enter the STEM workforce. Love says the key is making sure women are heard and respected. “Engineering is about providing solutions to make a process better. Women should not have to fight to be acknowledged. Let them do the job they were hired for.”

For women already interested in STEM careers, Love has some simple advice: “Never stop learning about new technologies. Keep moving, and when you need a break, take it.”

Written by Ross Elliott

Publisher Shannon Ruggiero Managing Director Gretchen Pancak Production Manager Dustin Brennan Creative Director Kylie Armishaw Cover Photo Courtesy of Loni Love

How Women Are Lifting Themselves Up in Heavy Industries

Women make up only around a fifth of workers in some key industries, and this number can be halved when it comes to certain technology roles or boardroom positions. But efforts are being made by global organizations to change this and bring diversity to the top of the business agenda.

Must do better” is the outdated phrase often written on school report cards, and a constant message when it comes to women in the workplace. However, like in modern teaching, there are more targeted, personal ways of encouraging change.

The 4,500 people working across ABB’s Process Industries Division take their responsibilities of empowering women in the industry seriously because they live it every day. For example, women make up only 22% of the global mining workforce, according to World Economic Forum findings.

In response, ABB launched its Unstoppable campaign, featuring women leaders from mining, pulp and paper, and steelmaking customers. These leaders, and more like them, are inspiring and breaking down barriers for future generations to pursue careers in STEM fields.

“My daughter says she wants to ‘do mining’, like mum. It’s all about creating role models that lead the way,” said Livia Soares, VP and global head of sales for Mining and Process Industries, ABB. “I wanted to be an engineer before I was even sure what it was. My father was a construction engineer and on weekends he’d take me with him to check on a site — I found it exciting.”

Colleagues at ABB are often globally mobile, moving to where opportunities

exist. Having grown up, studied, and worked in her native Brazil, Soares has gone on to make an impact in the world’s largest copper producing country, Chile, and in North America, with several promotions along the way.

Engineering for all

Lu Athnos has built a successful 28-year career in the pulp and paper industry after graduating from her university in China with dual degrees, in electrical engineering and English. The regional sales manager for the U.S. East Coast, ABB, said: “I always strive for self-improvement. There are always opportunities to learn and grow.”

Athnos’ roles have spanned process control, systems engineering, quality control systems, training, and management, while also gaining further qualifications in business and wood and paper science technology.

“My focus is on providing my team with unwavering support, creating an environment where they can thrive,” she said. “I actively seek to learn from their wealth of experience too.”

While there are many technical and people challenges in Athnos’ role, she believes in what she does.

“At every mill I go to, I see that they struggle to gain and retain talent. Bridging skills gaps requires numerous solutions and a diverse group of people,” she said, concluding: “I think a big part of being Unstoppable is loving what I do.”

Diversity and digital Blending people well equipped for modern industries with digital technologies is a challenge being embraced by ABB’s regional general manager – Americas, Digital Business Line, Hee Yon Lee.

“Having the right people makes us Unstoppable,” she said. “ABB has smart, curious, and courageous people who embrace how digitalization can transform how we work and positively impact our customers. All this is possible because we believe that everyone’s voice matters, and our success is collective. I value how we work as much as what we deliver.

“I believe that a diverse team creates a broader range of ideas that better aligns to our customers globally. I want to create a place where people feel that their ideas are valued, and their aspirations are supported. Representation matters. It’s important to see diversity at all levels of the organization because it demonstrates the possibilities.”

Written by ABB

INTERVIEW WITH Livia Soares Head of Sales for Business Line Mining and Process Industries, ABB

INTERVIEW WITH Lu Athnos Regional Sales Manager for the U.S. East Coast, ABB

INTERVIEW WITH

Hee Yon Lee

Regional General Manager –Americas, Business Line Digital, ABB

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Photo courtesy of ABB

Why Businesses Need to Empower Women in 2024 and Beyond

Our panel of experts shared their thoughts on the importance of businesses putting an emphasis on diverse workplaces — particularly ones that put women in a position to succeed — and how women can get ahead in industries that have traditionally been dominated by men.

Joachim Braun Division President, ABB Process Industries

Why should diversity and inclusion be a priority for companies in 2024?

Joachim Braun: ABB and other companies must challenge themselves to step out of their comfort zone. Only then will they open themselves up to the myriad positive advantages of diversity, and a range of perspectives, thought processes, and ways of working that will mean better ideas for evolving businesses. Inclusion has its own category, because it is about actions and behaviour that we want to see from colleagues and ourselves — what can we do to make life and work better for somebody else?

Through our Unstoppable campaign, ABB has elevated the power of women in the workplace. We have done this because it speaks to our purpose and integrity. It is not only the right thing to do but is also increasingly expected from customers, other stakeholders, and the wider world.

Why is company culture so important for employee well-being?

Arianna Huffington: It’s important because we now know an enormous amount about how stress and burnout affect us, both at home and at work. The science is clear that when we prioritize our well-being, we’re more creative, productive, and resilient, and we make better decisions. Well-being isn’t just a perk, it’s a competitive

Arianna Huffington Founder, Thrive Global

advantage. And there’s a direct connection between the health of a company’s bottom line and the health and well-being of every company’s most important resource: its people.

So, in the same way well-being boosts our immune system, culture serves as a company’s immune system, giving it the resilience to meet inevitable challenges.

How can employers ensure their female employees are supported in the workplace?

JB: Part of the puzzle is that every company must create its own role models for others coming through. Talented women entering the workforce must see that there is a path for them. Employers want to attract the best people, and we know from many studies that diverse workplaces are more successful at every level; the factory floor, the office, the c-suite.

What advice do you have for women who are already in the business field, but are looking to advance their careers and seek leadership positions?

Barbara Corcoran: Ask for what you want and look to take on more responsibility; raise your hand. Then you can ask for the money you deserve.

Don’t think for a minute that being a woman in a man’s world is a disadvantage. The more men there are in your field, the easier it is to be noticed. If

Barbara Corcoran Founder, The Corcoran Group

people underestimate you, you have the huge advantage and the freedom to creep up and bite them from behind.

When you interview for a job, always quote your pay 10-15% higher than what you really want, and know that the guy also applying is quoting a higher number, too.

Why is women’s empowerment and leadership development critical for companies across the world?

JB: Out of the many industries ABB serves, there is no widespread equal representation of women. But, there are examples of inspiring trailblazers in every industry. It is up to companies large, medium, and small to champion our peers and bring these positive examples to the fore. By working together on this topic, we can work to push through barriers that have been in place for decades around the world, making women visible in industries like mining, pulp and paper, and steelmaking.

Leaders must show that they are elevating and promoting women, and taking all the steps they can to create balance within their organizations. As a senior leader and a European man, I do realize that I am occupying an influential seat that could belong to someone else. I therefore see it as my responsibility to set the agenda, make sure we’re ambitious in our goals, and be part of the long-term solution.

How To Make Work Work for Women in Tech and Leadership

The gender gap in tech is persistent, but it can be addressed by offering resources, fostering inclusive workplaces, and implementing policies that promote equity.

The gender gap in tech remains due to a number of factors including lack of job security, gender bias, and work-life balance issues. However, there are potential solutions that can be put into place to increase access and opportunities for women in tech.

When women are empowered to succeed in tech, everyone benefits.

Ensuring equitable wages and adopting flexible working hours are two key measures that can help make the tech industry more inclusive for women. Additionally, increasing support structures, such as mentorship programs, is vital to helping women succeed in a male-dominated field.

By implementing some solutions, we can begin to close the gender gap in tech and create a more equal workplace for all.

Job insecurity

In recent research and a survey of nearly 5,000 professionals conducted by WomenTech Network, an alarming 69.2% of the tech employees who were recently laid off are women — a worrying trend that highlights the unequal impact these layoffs have had on female professionals. This data highlights the

fact that women are more vulnerable in the tech industry, particularly during times of economic downturn.

The lack of job security can be disconcerting to women, who may opt out at a higher rate than men due to lack of flexibility, gender bias, lack of support, and other reasons.

Lack of representation in leadership Women in the IT industry are confronted with an imbalance that can be incredibly discouraging — they make up only 26% of the entire workforce. The scarce female representation makes it difficult for them to climb higher on the career ladder and leaves little room for younger women who seek inspiration from professional figures.

Female representation in the tech leadership space is still alarmingly low, often ranging between 15-25% (depending on the data set). Although progress has been made, the rate of improvement is much too slow and requires greater acceleration.

Conclusion

Companies have the potential to significantly grow the number of women in tech roles with some conscious efforts, such as tapping into untapped pools for recruitment, providing training on cutting-edge technologies (e.g., AI, machine learning, data science), offering mentorship programs, and supporting employees in developing technical skill sets while adapting workplaces to meet women’s needs.

When women are empowered to excel in tech, everyone benefits. Together, we can create a brighter future where women and men are equally represented in tech and leadership roles — one that recognizes the talents of each and every individual.

Written by Anna Radulovski, Founder and CEO, Coding Girls and WomenTech Network

WRITTEN BY Jemimah Njuki Chief, Economic Empowerment Section, UN Women

TInvesting in Women: the Overlooked Solution to Today’s Challenges

Empowering women and girls can help tackle global crises. Investing in education, fair wages, and women’s participation in peace processes can unlock potential and create economic prosperity.

he Ukraine, Sudan, Gaza-Israel, and Haiti crises, plus the changing climate, economic stress, food insecurity, and more seem insurmountable, surpassing our ability to cope. Despite the diverse natures of each crisis, they share a crucial common thread: the potential for improvement through empowering women and girls — a positive narrative often overlooked.

Benefits of empowering women

Peace processes that include women negotiators are more equitable and long-lasting. Prioritizing education, family planning, and fair wages could lift over 100 million women and girls out of poverty. Expanding paid care services could create almost 300 million decent-paying jobs by 2035, fairly compensating women and girls while boosting economies.

High returns in gender equality investment

Investing in women yields significant returns. Yet, we continue to spurn it. It is even more frustrating that we do so when the amount required is comparatively small. UN Women and our partners have worked out the price tag.

It would cost a mere $360 million per year for developing countries alone to achieve gender equality by 2030. That is a fraction of the $2.24 trillion spent each year on the world’s militaries. It surely offers a far greater value and benefits us all.

Global benefit in making the right investment

It has become cliche to point out that seeking equality for women and girls is not only the right thing to do but also the smart thing. However, it is true. This highlights our foolishness in neglecting it, especially when we’re urgently seeking solutions. That foolishness becomes increasingly costly in times of need.

This year, some 2.6 billion people will have the power to vote in over 60 countries around the world. What will they demand in exchange for their vote? Will they expect the candidates for office in their countries to commit to investing in women and girls? Or will they waste an unparalleled opportunity for change that benefits us all? We must collectively join our voices in a call for equality that cannot be ignored. Change is not beyond us. We have a solution in front of us; let us seize it.

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A Recipe for Success: Support, Inclusion, and Empowerment

Find inspiration and learn from empowered women leaders about career growth and mentorship. Pave the way to success and own your career.

Layla Whiting’s journey is a testament to female empowerment in business. Initially a part-time receptionist at PepsiCo, she embarked on an exceptional trajectory. She rose to UK Manufacturing Director after embracing opportunities across Supply Chain and HR.

“When I started at the company, my confidence was pretty low,” she remembers. “But the number of people who believed in me — when I didn’t necessarily believe in myself — was remarkable.”

Career growth, autonomy, and support

Whiting valued empowerment in owning her career, embracing diverse work approaches, and learning from mistakes within a supportive, inclusive setting. “If you’re offered a role that makes your tummy flip, you should take it because you’ll learn so much,” she said. “It can be scary, but I’ve always been supported and trusted to try new things, so I’ve never been worried about being outside my comfort zone, and I’ve never felt held back.”

Why mentorship and sponsorship are critical Kate Brady, Senior Director of Marketing Transformation and Head of Creative and Content Transformation at PepsiCo, agrees that employees should feel empowered to constantly challenge themselves. “That way, you’ll always be learning something and pushing boundaries to be a better leader and a businesswoman,” Brady said.

“Where there are obstacles, you can use your network to navigate around them. It’s why mentorship and sponsorship within an organization are critical.”

Whiting says the mentorship and advice she received from various inspirational female leaders were invaluable to career growth. “They were always happy to support me,” she noted. “I want to have the same impact on other women in our organization.” It’s one of the reasons why she sponsors an internal employee group “Thrive,” which runs events and networking sessions for female colleagues.

April Carr, Senior Director of Transformation and Chair of the North America Women of Color Employee Resource Group, has mentored many female colleagues during her 25 years with the organization. “I’m always encouraging women to go for that promotion,” she said. “It warms my heart and my soul when they tell me: ‘Guess what? I got the role!’”

Developing a meaningful career with real business impact

Carr’s path to senior leadership has not been without challenges. Occasionally, she admits, she has been the only woman in the room. “It’s part of my purpose to transform those rooms,” she insisted. “Thankfully, I’ve had some fantastic female leaders and allies who saw my potential and gave me the autonomy to lead and make change.”

It led to a fulfilling career that influenced the whole business. Carr’s team recently delivered the

first AI-enabled app — with augmented reality capability — for the sales team at Frito-Lay. “That kind of innovation is possible because my team is full of talent from a beautiful array of backgrounds,” she said. “Diversity is the secret sauce, which is vital to the company’s sustainability and competitive advantage.”

Brady knows how exhilarating it can be to see a successful project come to fruition. “I get excited when I help find a solution and then embed it and scale it within the organization to make a meaningful impact on how we operate,” she said. “To get to that place, you have to feel empowered to raise your hand when an opportunity arises.”

While Whiting, Carr, and Brady emphasise that personal strength and initiative are pivotal to owning one’s career, they also underscore the significance of PepsiCo embedding inclusion in its company culture for success.

Written by Tony Greenway

INTERVIEW WITH Layla Whiting UK Manufacturing Director, PepsiCo

INTERVIEW WITH Kate Brady Senior Director of Marketing Transformation and Head of Creative and Content Transformation, PepsiCo

INTERVIEW WITH April Carr Senior Director of Transformation, PepsiCo

PepsiCo is an Equal Opportunity

Employer: Race/Color/ National Origin/Age/ Religion/Sex/Sexual Orientation/Gender Identity/Disability/ Protected Veteran.

You have to feel empowered to raise your hand when an opportunity arises.

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