The Opinion - Summer 2015 by TheWXN

WELCOME TO THE NEW GLOBAL EDITION!

WXN LAUNCHES

LONDON, UK THE BEST APPS FOR WORK-LIFE BALANCE

HOW TO IDENTIFY

AND AVOID UNCONSCIOUS BIAS

BALANCING COMPETING FINANCIAL GOALS PHILOMENA LEE 2015 TOP 25 AWARD WINNER, CAMPAIGNER & FOUNDER OF THE PHILOMENA PROJECT

SPEAKER FEATURE: ZIAUDDIN YOUSAFZAI TELLS HIS STORY OF RAISING HIS DAUGHTER, MALALA, WHILE FIGHTING FOR THE GLOBAL RIGHTS OF GIRLS AND WOMEN

A BALANCING ACT | SUMMER 2015

AT WXN, WE INSPIRE SMART WOMEN TO LEAD. We promise our members will learn from thought leaders, connect with smart women and celebrate accomplishments.

Founded in 1997, WXN is Canadaâ&#x20AC;&#x2122;s leading organization dedicated to the advancement and recognition of women in management, executive, professional and board roles. WXN has a global community of 19,500 smart women and 100+ organizations, working to promote gender diversity at all levels of leadership. We are thrilled to announce we are launching in the UK, our next step in building a global community. JOIN US AND BE RECOGNIZED AS AN EMPLOYER OF CHOICE AND A LEADER IN THE ADVANCEMENT OF WOMEN. @WXN_FR @WXN_UK @WXN_Ireland WXN.FR WXN.UK WXNireland TheWXN

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CONTENTS

CANADA: ENGLISH 3

A Letter from our Founder: Canada

Unconscious Bias: Putting Our Competitive Advantage at Risk

Top 4 Apps for Your Best Work-Life Balance Ever

Digestion: Changing the Way You Feel

BBQ and Balance: How to Keep Healthy Habits While on the Patio

Code of Conduct Controversy: Regulating Behaviour Outside of the Workplace

Brand and Trademark Protection in Today’s Digital World

In Pursuit of a Whole-Hearted Life

Joint Governance Summits: Balance and the Power of Collaboration

Building a Future for Female Professional Athletes

Speaker Profile: Ziauddin Yousafzai Shows How to “Be The Change”

CANADA: FRANÇAIS

Message de la fondatrice

Les quatre meilleures applications pour concilier parfaitement le travail et la vie personnelle

Les préjugés inconscients : un risque pour notre avantage concurrentiel

Saison des grillades : Comment garder de saines habitudes alimentaires

La conciliation et le pouvoir de la collaboration

IRELAND 29

A Letter from our Founder: Ireland

Mentorship: Building our Future Together

A Celebration of Ireland’s Most Powerful Women: Top 25 Awards

Today vs. Tomorrow: How to Balance Competing Financial Goals

Securing Ireland’s Future Prosperity

The Female Millennial

UK: LONDON 38

A Letter from our Founder: Special Welcome to London

The Role of Media: Highlighting Female Role Models

Accounting Career Spotlight: Opportunity in Numbers

JULY 2015 | THE OPINION

CANADA: ENGLISH A LETTER FROM OUR FOUNDER

The topic of balance is one that we, as professionals and as a WXN team, continue to revisit. We turn over the elements of our lives, examining both professional and personal. It’s not just about finding the perfect “sweet spot” where you’re giving enough time and resources to each side and all aspects within those; it’s about, perhaps more importantly, the ability to continually readjust to account for ever-changing priorities. Sometimes, we need to focus on family. Other times, our career takes precedent. Health can also come into play, requiring us to take time off from everything. The definition of balance is unique to each person and changes almost on a daily basis. This is what gives it the reputation of being elusive—searching for an oasis that is more mirage than real relief. I believe balance is possible. A lofty statement, I’ll admit. But it’s all about finding out what works for you. First, you need to define what balance looks like for you, create a plan to reach that level and, finally, check in with yourself to evaluate how it’s going so you can make appropriate adjustments along the way. At WXN, we’ve done some checking in lately and discovered that our balance practices were being held back. We were spending so much time crafting exclusive content for each region, through our website, blog and this magazine, trying to balance schedules and resources so that everyone received optimal levels of attention. We were striving to give our best to English and French Canada, as well as Ireland and now London (join the excitement on page 38 for this announcement). We were happy to do the work, because we know there are unique concerns and needs for each. But, in the end, it left us feeling like our network was divided. And, let me tell you, this is the last way to progress in a global world. So, we had the idea to integrate all of our markets together into one global edition. One network, one message, one mission: to inspire smart women to lead, all over the world. Sometimes, when we’re striving to find and keep that state of balance in our lives, we work too hard to keep all of these areas separate. But our world is all about integration. Technology pushes us to continually blur the lines between work and home life. While we might complain about always being “plugged in,” these tools help us to craft flexible schedules that bend the traditional rules of a workday, oftentimes for our benefit (see page 7 for what apps help the most with work/life balance). Communication and open dialogue, like what the Canadian Board Diversity Council saw at our Joint Summits with the CCAB, bridges the gap between two or more parties who have co-existed but not collaborated in the past (read our recap on page 14). When we’re prepared to look at alternate perspectives, we’re not just inclusive for the sake of having that label; we have a competitive edge. Diversity breeds innovation. Innovation leads to success. Maintaining an attitude that views change as not just inevitable, but positive, drives us forward. We must learn what it takes to thrive within multi-generational workplaces and international companies (visit our fall lineup at www.wxnetwork.com). New technology, open communication and forward-thinking are all tools that help us smooth the lines that once kept everything separate, so there’s less juggling of many parts. Now, there is true balance. And strength. Welcome to the new, global magazine. Three nations strong, I can’t wait to see what we can do together.

SUMMER 2015 | THE OPINION

PEER MENTORING

Join a WXNWisdom Peer Mentoring group to enhance your leadership skills, share business strategies and connect with other women leaders with similar challenges and career objectives. Members form groups of seven to ten women who come together with a facilitator for a total of 15 hours. Members will leave Wisom Peer Mentoring with strategic contacts and guidance on how best to move forward.

DANA JANZEN Executive Coach & Performance Consultant Coaching 4 Results Platinum Toronto Facilitator

UNCONSCIOUS BIAS: PUTTING OUR COMPETITIVE ADVANTAGE AT RISK

As companies work to advance diversity and inclusion, could unconscious bias be derailing efforts to create a highly competitive workforce?

BY ZABEEN HIRJI

any organizations have longrecognized that people are their most valuable asset. Creating diverse and inclusive teams to harness this value has been a focus for companies as they hire top talent to reflect the markets in which they do business. Progressive organizations have evolved, or are in the process of evolving, from simply having diversity (which is interesting), to doing something with it (which is powerful). They are creating a truly inclusive culture where everyone is encouraged and enabled to contribute. F ull inclusion means everyone feels empowered to bring their perspectives, knowledge and experiences to the table. Inclusive work environments create equitable access to opportunities and leverage individual and collective strengths. We understand that inclusiveness will invariably result in better ideas and solutions. That’s because we know that individuals with different backgrounds, gender, experiences, education, expertise, as well as different generations have unique perspectives and ideas. We also recognize that it takes work to turn diversity into creativity and innovation. But the effort is worth the return. Diversity and inclusion make stronger teams, and strong teams make better business decisions. GO O D I N T E N T I O N S , M I X E D R E S U LT S While growing numbers of organizations are working hard to create a diverse and inclusive work environment, it’s not easy. If intellectually we understand the value of diverse teams, what exactly is holding us back from realizing diversity’s full potential? It could be our mindset. Research conducted by a team of worldrenowned social psychologists, led by Harvard University professor Dr. Mahzarin Banaji, reveals the human brain is hard-wired to make quick decisions, drawing on a variety of assumptions and experiences without our conscious awareness. It is these decisions that

reveal our unconscious bias or blind spots. Some refer to them as our “mind bugs.” Dr. Banaji says despite the fact that most people would like to believe they are open-minded, fair and without bias, research shows otherwise. This is an important, even if uncomfortable, realization for most of us. Research on hidden bias reveals unconscious preferences are common and exist in all of us. Unconscious bias can be responsible for limiting diversity in such a way that it prevents organizations from realizing the power of diversity. H I D D E N B I A S : W H AT I S I T AND WHERE DOES IT COME FROM? A hidden bias or blind spot is a preference for or against a person, thing or group held at an unconscious level. This means we don’t even know that our minds are holding onto this bias. In spite of the best intentions, many people harbour deep-rooted resistance to the “different,” whether that difference is defined by such evident factors as gender, race, ethnicity, age or physical characteristics, or more subtle ones such as background, personality type or experiences. More subtly, people may show distinct bias in favour of the “same.” These implicit biases are shaped by many factors including past experiences, local or cultural environments and the influence of our social community or media. THE EFFECTS OF UNCONSCIOUS BIAS Whether it’s an unconscious discomfort with one group or, more commonly, a preference for another, hidden biases in the workplace can affect everything from: • Hiring and promotion • Team and project assignments • Openness to new sources of ideas and innovative solutions

K N OW L E D G E I S P OW E R What is encouraging is that by learning to recognize and manage bias, leaders can work towards mitigating its impact and maximizing the potential of their teams while ultimately increasing the competitiveness of their organization. Once we acknowledge that our brains are wired to be biased and begin to explore our personal biases, it becomes possible to identify disconnects between our intentions and our actions. Leaders can adopt a more mindful approach to their interactions and decision-making by adopting simple methods to counter their unconscious tendencies. At RBC, we recognize that we are on a journey and learning at each step of the way. There’s much more to do but we have taken a strategic approach to addressing unconscious bias within our organization and our leaders are becoming, agents of change. A TIME FOR CHANGE: I N T E N T I O N A L AC T I O N M A K E S A DIFFERENCE Focusing on hidden bias pushes us into uncomfortable areas and raises issues that we’re cautious to talk about, for fear of offending or saying the wrong thing. There is good reason for leaders everywhere to take the time to think about their unconscious biases and show the courage to address them. It might be uncomfortable at first, but worthwhile change is seldom easy. With diversity and inclusiveness issues top of mind for high performing organizations in Canada and around the world, there has never been a better time to be courageous in this regard. For tips and more information on this topic, visit RBC’s full paper: http://www.rbc.com/diversity/docs/ Outsmarting_our_brains_Overcoming_ hidden_biases.pdf

• Relationships

JULY 2015 | THE OPINION

• Who do you encourage to speak out at meetings? • What individuals do you coach the most? Mentor? Sponsor? • Do you typically hire the same type of person or personality type? • What does your slate of candidates look like? • Do you speak up it is not sufficiently diverse?

ENABLE PERFORMANCE

SOURCE & ATTRACT

• Who do you take to important client or senior leadership meetings? • Who do you like to assign to key projects?

CULTURE & CAPABILITIES

• Do you reward all employees in the same manner? Less often? Verbally?

COMPENSATE & REWARD

ASSESS TALENT

DEPLOY DEVELOP

• When you say a candidate is not the right fit, what do you mean? • How do identify candidates for promotion and succession?

• Whom do you send on key leadership programs? • Do you create opportunities for those who are less extroverted to demonstrate their capabilities? Content in chart provided by Global Diversity Group, RBC Human Resources

RBC’S TIPS FOR IDENTIFYING UNCONSCIOUS BIAS

RBC’S TIPS FOR AVO I D I N G B I A S B E H AV I O U R

• Ask trusted colleagues for candid feedback; take a 360º approach to seeking input.

• Increase purposeful mentoring and coaching. Sponsor people who are not like you.

• Discuss frames of reference and their impact with a coach or trusted colleague.

• Be proactive about recognizing people’s different capabilities and help prepare them to take on challenging assignments.

• Be conscious of the words and physical reactions that surface in interactions with others; consider whether these respect and accommodate different styles. • Be mindful, respectful, curious and supportive of colleagues’ differences. • Listen to all voices equally; speak out if you suspect a colleague’s contribution may be ignored or misappropriated unfairly. • Explore the Harvard Implicit Association Test.

JULY 2015 | THE OPINION

• Consider who might consistently feel like an outsider and take steps to actively address the situation. • When preparing for interviews, establish clearly-defined, measurable criteria against which all candidates will be evaluated. Invite a colleague from HR or another business line to sit in on the interview and validate that you are applying the criteria fairly.

• Attend professional affinity groups and inclusiveness events to enrich your understanding of the diversity of perspectives in your organization, industry or community. • Evaluate your actions daily. Be extra alert to the types of situations in which you are particularly vulnerable to hidden biases. • Seek out regular feedback on your own behaviours and actions from trusted yet objective colleagues. Zabeen Hirji is RBC’s Chief Human Resources Officer with global responsibility for Human Resources as well as Brand, Communications and Corporate Citizenship. As a member of RBC’s Group Executive, she is one of eight executives responsible for setting the overall strategic direction of RBC.

• Set reasonable parameters around the nature and amount of help you will offer to ‘special’ connections to ensure such opportunities are distributed equally.

THE TOP 4 APPS FOR YOUR BEST WORK-LIFE BALANCE EVER

e are plugged into our devices all day, both in our personal and professional lives, so it’s no wonder we experience overlap from work to home. In fact, a recent study by comScore states that Canadians have the highest internet use in the world, spending an average of 36 hours online a month. Despite the many opportunities for distraction, technology also allows us many opportunities to achieve better focus and self-improvement. Mix up your internet life and boost your sense of well-being. Here is a curated list of genuinely transformative apps that will not only make you more productive, but also more purposed and overall healthier. This way, you can give your full attention to what’s important, no matter where you are. HAPPIER (IOS, ANDROID; FREE) True happiness lives inside all of us, but sometimes it takes the right tools and support to pull us out of our daily stress and pressures. Happier is a brilliant app that reminds us how and why to be happy, no matter where we are. Here’s the education you didn’t get in college: free courses on topics like gratitude, self-confidence, health, style and more, all backed by science. The inspiration and tips are brief but powerful enough to help even the busiest people make serious improvements in their lives. Deepak Chopra teaches a few, and his teachings have transformed mind-body medicine around the world. Imagine a Facebook feed of only happy moments. That’s the Happier community: a city of contagious optimism where you can upload your happy moment whenever you like, “smile” and others. Do this every day to build a gratitude habit that will help with mental health and wellbeing—on the go! THE SHORT: Whether at home or at work, Happier will help you see the world with rosecolored glasses. Change your perspective and change your life. 7

BY VICTORIA SPADACCINI

INSTAPAPER (IOS, ANDROID; FREE)

this way, you can share your annotations easily with others. Recruiters here at Michael Page swear by this app. Our Associate Director John Spinosa and Director Sanjeev Sharma actually said it changed their lives, and have put entire teams onto using it because of it’s so efficient. THE SHORT: Free yourself from piles of paperwork and multiple screens. This app will leave your colleagues wondering how you flew through your work with such ease. NIKE TRAINING CLUB (IOS, ANDROID; FREE)

Instapaper is a must-have for anyone who loves the internet but doesn’t love internet distractions. For every article you have open in your 25 tabs that you promise yourself you’ll view later, or that YouTube video you get stuck laughing at until five minutes before your deadline (cue heart attack), this app will save your favourites and make them available to you offline in one space. Do you have an email too long to read? Save it for later. Find a great quote you want to remember and share? You can easily highlight any text. THE SHORT: Avoid workplace distraction and save all your best internet finds in one offline place. Give them the attention they deserve on the commute, at home or on your lunch break. NOTABILITY (IOS, $2.99; MAC, $9.99)

Productivity meet pleasure. Pleasure meet productivity. This powerful note taking tool unleashes your hyper efficiency, integrating handwriting, illustrations, voice recording, highlighting, image captions and PDF annotation into one secure space, so you can stay organized and confident throughout your work day. Unlike other apps, you can sync written and spoken word while at meetings or listening to a speaker at an event. For your peace of mind, everything is password protected and auto-syncs to DropBox, Box, iDisk or WebDAV—

This female-focused fitness app will empower your workday with ondemand workout routines built specifically for you by Nike Master Trainers. Choose the results you want (Get Lean, Get Toned, Get Strong or Get Focused) and your level of difficulty (Beginner, Intermediate or Advanced). The app can customize a fourweek program that really works, complete with step-by-step photos, videos, timer, narrator and rewards for every routine you finish. Or you can pick and choose workouts each week, keeping a shortlist of favourites along the way. The exercises target multiple muscles in your body, so you see peak results in no time. The Nike+ feed lets you show off your progress with friends and trainers from around the world. THE SHORT: Rather than freestyling your workout or finding excuses to avoid the gym, have NTC do all planning for you. All you have to do is open the app and get sweating.

Victoria Spadaccini is a communication and content executive at Michael Page, a worldwide leader in specialist recruitment. @michaelpageca

SUMMER 2015 | THE OPINION

CHANGING THE WAY YOU FEEL A BALANCED, HEALTHY LIFE STARTS WITH DIGESTION

BY MARIEKE NASSARA

Your body has responses to outside stimuli and emotions called sympathetic and parasympathetic responses. For example, when you are about to walk into a very important meeting and all of a sudden you have an urgent need to go to the bathroom because of your nerves, this is your sympathetic nervous system at work. The sympathetic nervous system slow down gastro intestinal secretions and, in very stressful times, it shuts down digestion. On the flip side, the parasympathetic nervous system promotes ease and proper digestion or, as we also call it, the rest and digest response.

SUMMER 2015 | THE OPINION

4. Take a teaspoon of apple cider vinegar. Dilute this in a bit of water each morning or 15 minutes before meals. It helps to raise your stomach acid levels to allow the stomach to do its job in breaking foods down. It’s a common misconception that the indigestion people experience is because of too much stomach acid when, in fact, it’s because they’re natural stomach acid levels are too low. 5. Cut down on sugar. Because sugar ferments, it causes digestive problems.

Photo by Jessilynn Wong

ow many times have you been near the end of your busy day, only to realize you’ve eaten only one meal? And what if that meal wasn’t a healthy one? It’s all too easy to relate to the hectic workday where you’re just grabbing a quick, pre-packaged and ready-to-go meal, from wherever is closest to you. These habits, while understandable at times, can wreak havoc on your digestive system. A few years ago, I noticed that my stomach consistently felt bloated and uncomfortable after meals. I would eat what I thought to be a wellrounded meal, covering all the basic food groups. Shortly after, I’d be paying for it while trying to get back to work. Needless to say, being that uncomfortable makes you less productive in the long run. Something needed to change. What I discovered was that the digestive system is the beginning link to all things healthy. However, because the digestive system works automatically, most people know very little about it. Did you know that 70 per cent of your immune system is located in the digestive system? The enteric nervous system (also referred to as “the second brain”) is located throughout the digestive system. The vagus nerve directly connects the brain and digestive system. If this nerve is cut, the digestive system will continue to do all of the work that needs to get done, completely on its own (hence the second brain nickname). The brain and digestive system are so interrelated that every emotion and thought that goes through the mind has an effect on the digestive system. However, it goes both ways: the status of your digestive system has an effect on the brain.

3. Stock up on whole foods for the home. Choose whole, sprouted grains instead of refined grains that have gone through many processing methods.

6. Drink more water! I think you know this one.

Stress plays a major role in both of these systems. That’s one reason why it’s extremely important to incorporate relaxation into your life on a daily basis—whether it’s taking a moment to slow down and take a few deep breaths or reserving an hour out of your day for yoga and meditation. When you’re happy in life through actively pursuing hobbies, maintaining meaningful relationships, staying positive and working at a job you love, you’re also helping to maintain a healthy digestive system. Learning a few easy and important steps for nurturing your digestive system can go a long way for your personal health. Here are my top 10 tips for keeping your digestive system in check: 1. Chew your food properly. Slow down, and take the time to sit down for your meals. Remember to combine the consumption of foods properly (i.e. don’t consume fruit with any proteins or carbohydrates to avoid digestive upset). 2. Drink hot water with lemon. This goes well first thing in the morning! This will help to get the digestive process started for the day.

7. Relax. Find something that calms you and incorporate it into your daily life: taking a short walk, listening to music, reading a book or getting active. 8. Get moving. Even if you can’t make it to the gym, find other ways: take the stairs, suggest a walking meeting, stand at your desk or bike to work. 9. Consume probiotics daily. A few easy ones are kim chi, miso, kombucha or kefir. 10. Try natural digestive repair aids. These can include liquorice teta, probiotics, digestive enzymes, burdock root, marshmallow root (tea or capsule), boswellia, quercatin, wormwood (anti-parasitic), aloe, essential fatty acids, goldenseal, fiber and glutamine. Keep in mind that when choosing which supplement is right for you, it’s important to do your research and consult your doctor and/or nutritional consultant. Marieke Nassara (marieke@greenbeanwellness.com) is a holistic nutritionist and the owner of Green Bean Marieke Nassara (marieke@greenbeanwellness.com) Marieke is an isWellness a holistic(greenbeanwellness.com). nutritionist and the owner of Green Bean Wellness (greenbeanwellness.com). advocate for the prevention of illness by Marieke using a is an advocate for the prevention of illness by using awhole wholefoods foodsdiet dietand andmaintaining maintaininga abalanced balancedand and healthy healthy lifestyle. lifestyle. 8

BBQ AND BALANCE: HOW TO KEEP HEALTHY HABITS WHILE ON THE PATIO BY ROSE REISMAN Barbecues are a mainstay of summer celebrating. Whether it’s the annual summer party with coworkers, a weekend away to the cottage with friends or a family meal on the patio, grilling is a favourite way to cook in the warm months. We also like to consume a beverage or two while enjoying the outdoors. While it’s great to embrace a slower pace and slip into vacation mode, our healthy eating shouldn’t go on holiday! No one wants to deal with an extra five pounds and hard-to-break bad habits come September. The summer season brings out even more ways to get in our fruits and veggies, so think lean, bright and fresh when eating this summer.

BBQ BASICS

KEEP IT FRESH

CHILL OUT

STAY HEALTHY IN THE HEAT

Canadians love to break out the barbecue at the first sign of warm weather. For grilling meats, I prefer lean options such as chicken breasts, fish and lean ground beef burgers. Watch out for the fattier cuts of meat such as rib eye steak, Porterhouse, beef and pork ribs. Instead, try a homemade hamburger made with lean beef for a nutritious meal. Four ounces of lean beef has only 220 calories, 8 gm of fat and 4 gm of saturated fat, compared to a higher fat beef that has over 300 calories, 10 gm of fat and 8 gm of saturated fat. If buying pre-made frozen burgers, be sure to read the ingredient list and nutritional numbers—they can be high in fat and sodium content. Stay clear of hot dogs, even those that say they are 100% allbeef. They’re made from processed meat and filled with saturated fat, sodium and nitrates, which are linked to colorectal cancer. The turkey and soy hotdogs, which appear to be healthier, are still processed and high in sodium. For vegetarians, skip the storebought processed patties with excess salt and preservatives. A homemade veggie burger, using either tofu, rice or beans, is the healthiest option.

You can never eat too many fruits and vegetables and this time of year is the most abundant! Corn on the cob is a seasonal favourite. This sweet veggie contains the antioxidants lutein and zeaxanthin, which may protect us from sun damage and lower the risk of macular degeneration. Corn only needs one minute to boil and five minutes on the grill. How about a refreshing slice of watermelon? Hydration is key in the heat, and because watermelon is 92 per cent water, it’s an additional (not to mention tasty) way to get your water intake. Bright berries are a summer staple. They provide antioxidants, lower cholesterol and blood pressure, help to reduce abdominal fat and inflammation, and improve memory. Great ways to get them into your diet include adding to cereal, Greek yogurt, smoothies, sauces and desserts.

No need to swear off soups in the summer months. There are many ways to get creative with cold soups, which make for a light and refreshing start to your meal. Veggies like corn, carrot, tomato and zucchini are great options for chilled soups, as well as sweet versions including cantaloupe, watermelon or blueberries. Patios and beach days in the hot sun often mean turning to iced coffee, ice cream and alcoholic beverages such as fruity coolers and beer to cool down. All have excess, empty calories. Watch those super-sized frozen cocktails, as they are usually made with sugar syrups, coconut milk and sweetened fruit. A large frozen margarita can be close to 1000 calories! Alcohol also whets your appetite and numbs your mind, so healthy eating flies out the window. A mojito doesn’t have excess sugary syrups and will run you about 200 calories. Order a small size and drink carbonated water in between. Substitute the treats from the ice cream truck and iced sugary drinks for homemade smoothies and frozen yogurt. A smoothie can be a great breakfast option when you add fruit and low-fat yogurt, giving you a fruit and dairy serving, as well as fibre.

It’s easy to have fun with food in the summer, but don’t overdo the indulgences! With easy access to fresh produce and the delicious addition of the grill, there are many creative ways to stay on track, even if you’re out of your regular routine. Enjoy your summer—food, drinks, activities and more. Don’t forget to get moving to burn those extra calories from one too many S’mores!

THE BEST OF BERRIES Blueberries: They pack the most punch when it comes to antioxidants. Strawberries: A sweet super-fruit, high in vitamin C—one cup equals entire days’ worth. Blackberries: High in antioxidants and fibre.

Rose Reisman is the President of The Art of Living Well and a 2010 Top 100 Award Winner.

Raspberries: Great for heart and brain health. 9

SUMMER 2015 | THE OPINION

FLANK STEAK WITH SHITAKE MUSHROOMS AND MIRIN HOISIN SAUCE

1⁄3 cup 1½ tsp 1⁄3 cup 2 Tbsp 3 Tbsp 2 Tbsp 2 Tbsp 1 lb 2 1½ lb

Flank steak is one of the leanest cuts. The key is to marinate it to make it more tender. You can find mirin (sweet rice wine) in a good grocery store or in a Chinese market; Chinese five-spice powder is in the dried herb section. Feel free to use another mushroom of your choice, being sure to cook it until all the moisture

Mirin Chinese five-spice powder Hoisin sauce Toasted sesame seeds Rice vinegar Low-sodium soy sauce Sesame oil Whole shiitake mushrooms, cleaned with stem removed Green onions, sliced for garnish Flank steak Makes 4 servings.

Combine the mirin, five-spice powder, hoisin, sesame seeds, vinegar, soy sauce and sesame oil. Remove ¼ cup and pour over the flank steak. Let marinate for at least 1 hour, preferably overnight.

In a large skillet sprayed with the vegetable oil, sauté the mushrooms for 12 minutes or until tender. Add another ¼ cup sauce and cook one minute.

In a grill pan or barbecue sprayed with vegetable oil, grill the steak on medium-high heat for about 8 minutes per side or until done to your preference. Let sit 10 minutes.

Slice the steak against the grain into thin slices, scatter the whole mushrooms overtop, garnish with the green onions and serve with extra sauce. Preparation time: 10 minutes Cooking time: 20 minutes Nutritional Information per Serving Calories 429 Carbohydrates 21.4 g Fibre 4.7 g Protein 41 g Total fat 18 g Saturated fat 6.6 g Cholesterol 111 mg Sodium 680 mg

Source : The Best of Rose Reisman (Whitecap Books) par Rose Reisman / Photo : Mike McColl, from The Best of Rose Reisman (Whitecap Books)

CODE OF CONDUCT CONTROVERSY REGULATING BEHAVIOUR OUTSIDE OF THE WORKPLACE

y now, most of us are familiar with the recent incident where a Hydro One employee, Shawn Simoes, appeared on live TV, during a weekend sporting match, boasting to a local news reporter that the obscene, sexist comments hurled at her moments before were so hilarious—even his mother would “die laughing.” Well, Mr. Simoes’ employer did not die laughing. Instead, they fired him from his engineering position at Hydro One. While Conduit Law does not endorse or support Mr. Simoe’s comments, or those of his companions, the incident raises interesting questions, both for employers and employees in terms of what kind of behaviour, outside of work hours and unrelated to the employer, constitute a firing offense This is not the first time behaviour outside of work has led to termination. Recall former CBC employee Jian Ghomeshi and the ongoing public denouement of the circumstances which gave rise to his termination. Does this mean employers can regulate the behaviour of their employees at all times and in all places? Is anything off limits? Hydro One says Mr. Simoes violated the company’s Code of Conduct. However, the relevant section of the company’s Code simply states, “We treat employees and persons with whom we do business with dignity and respect. Hydro One does not tolerate harassment or discrimination.” Employers should implement a Code that is detailed and provides clear direction as what is, and is not, acceptable conduct.You (and your

employees) may not know what constitutes bad behaviour, and legally speaking, the threshold is a notoriously grey area. For example, last year Justin Hutchings, an employee of Mr. Big & Tall Menswear, was fired after being caught posting an obscene comment on a memorial page for Amanda Todd, a teen who committed suicide after being abused by cyberbullies. A few years ago, in Kelly vs. Linamar, Kelly sued his employer for wrongful termination— the company fired him because he was arrested and charged with possession of child pornography. Upholding the termination, the Ontario Superior Court of Justice found that Kelly had a duty to ensure that his conduct did not harm Linamar’s interests. The court did note this type of charge won’t always be sufficient to constitute cause for dismissal, and the unique

facts of each case must be considered. Hence, the grey area. In cases where moral turpitude is involved, the courts appear more willing to find that an employee’s bad behaviour was sufficient to justify dismissal for cause. For employers considering what to make of the situation, a first step is to ensure the workplace Code of Conduct explicitly addresses employee behaviour even outside of the workplace, both online and offline. With the increase of online vigilante investigations, employers face a new challenge: which is worse, a lawsuit for wrongful termination or the negative press of an employee who endorses vulgar and abusive behaviour?

BY PETER CARAYIANNIS WITH ASSISTANCE FROM STEPHANIE PIKE

Having an explicit Code in place can help protect employers by proactively outlining acceptable and unacceptable conduct, as well as the consequences to employees for engaging in unacceptable behaviour. Of course, the open question for employers will be how to formulate a definition of “bad behaviour” that can adequately address unpredictable situations. The media has been known to pit employer against employee. Employers should take steps to avoid this. Talk to employees candidly about these issues. Let them know your concerns as an employer and ensure they understand that their behaviour outside of work is not off limits. Don’t leave it up to your Code of Conduct to do the talking. Furthermore, before terminating an employee for what you think is bad behaviour, consider talking to a lawyer about important factors to weigh, in order to avoid a costly lawsuit for wrongful termination. In the case of employees, all of us need to recognize that while employers may be navigating legally uncharted waters, the employer does have a right to protect its reputation and, in certain cases, the courts have upheld that right, even when the conduct had no direct connection with the workplace. It might be a stretch to require employees to remain on “good behaviour” all of the time, including when they’re off the job. But, as these examples demonstrate, bad behaviour can justify termination, even when the cause comes from somewhere unexpected These recent high profile terminations certainly raise compelling questions concerning the idea of being on and off duty and an employer’s right to terminate for cause when an employee is off duty. While it may make for interesting public policy discussion, what is absolutely certain is that both employers and employees need to understand that conduct outside the workplace can be, and has been, used to justify a termination. Use common sense. The internet doesn’t forget. Peter Carayiannis is the founder and president of Conduit Law Professional Corporation. Stephanie Pike is a lawyer, in practice with Conduit Law.

SUMMER 2015 | THE OPINION

BRAND AND TRADEMARK PROTECTION IN TODAY’S DIGITAL WORLD

BY CYBELE NEGRIS

rotecting your business name and brand names used to be pretty simple. You thought of a business name and registered it with the corporate registry; you thought of a brand name and registered a trademark. In today’s digital age, choosing and then protecting that name is much more complex. When searching for your name you need to think about how easily it will be found online. The name should be memorable and descriptive, not easily confused with another brand name. Since every brand should have at least a minimal online presence, you need to make sure the .COM and .CA domain names are available and possibly the .NET, .ORG, .BIZ and more. (You can go to www.webnames.ca to do a domain search.) With the arrival of social media, brand protection became even more complicated. Whether a business is fully engaged on social media or not, they should at least protect their names on Twitter, Facebook, LinkedIn, Google+, Foursquare, Pinterest and across the numerous other social media platforms. Sources like www. username.social allow you to search for your brand across multiple social media sites to see if they’re available Just as businesses are starting to catch up to the multiple layers of online brand protection, the internet is changing again, with the introduction of over 1,000 new domain extensions. The launch of new generic, top-level domains like .WEB, .BLOG, .SHOP, .INC, and

SUMMER 2015 | THE OPINION

even .YOGA, .MENU or .SUCKS is upon us this year. A company’s goodwill and reputation are tied to its name. The importance of protecting your name(s) from the competition or cybersquatters who aim to profit from your goodwill must not be overlooked. Fraudsters often target successful businesses and register a variation of their business name and then use that domain to send out phishing emails or scams to distribute malware or collect private data from the business’ unsuspecting customers. A few steps a business should take to protect itself are to 1) Create a list of your company name(s), trademarks and brand names or product names, the most basic intellectual property assets a company has—you need to ensure all of these names are protected in every key extension you have decided on; and 2) Don’t forget to register variations on your intellectual property (variations for misspellings, transposed words etc.). One more form of relief for Trademark holders is the Trademark Clearinghouse (TMCH), one of the most significant developments affecting brand protection in recent history. TMCH allows you to submit your trademark data for validation once (not a thousand times) and then be protected across all the various domain extensions during an initial claims period. Here’s what you need to know about protecting your trademarks by using the TMCH.

TRADEMARK CLEARINGHOUSE (TMCH) The Trademark Clearinghouse acts as a global central repository for trademarks. All trademarks that are submitted to the TMCH will be validated by Deloitte and stored in a database operated by IBM. This is the only database of validated trademarks that will be recognized by the Internet Corporation for Assigned Names and Numbers (ICANN) and all domain name registries in the world.

ELIGIBLE TRADEMARKS 1. Nationally or regionally registered word marks from all jurisdictions. 2. Word marks that have been validated through a court of law. 3. Word marks protected by a statute or treaty.

HOW TMCH WORKS Once trademark information has been submitted and validated by the TMCH (during the initial 90-day claims period after a new domain extension launches), warnings are issued if someone tries to infringe on your trademark. Each time a third-party attempts to register a domain that matches your trademark stored in the TMCH, a warning is displayed in real time to the party about to carry out the infringement. If the third-party proceeds with the domain registration, the trademark owner is notified of the action and is given the ability to dispute the domain registration, thus protecting the trademark and brand. Trademarks validated by the TMCH that have demonstrated proof of use of their trademark also have priority access to register new domain extensions during a special priority period called “Sunrise,” before registration is opened to the general public. A trademark MUST be validated by the TMCH and have received a “Signed Mark Data” file in order to participate in any Sunrise registrations. To see a list of all new domain extensions and their launch times, go to https://www.webnames. ca/domain-registration/new-domain-name-launchschedule.aspx. For more information, visit www.webnames.ca / trademark, call 866-470-6820 or email tmch@webnames.ca. Cybele is the Co-Founder, President & CEO of Webnames.ca, and a 2011, 2012, 2014 Canada’s Most Powerful Women: Top 100 Award Winner.

IN PURSUIT OF A WHOLE-HEARTED LIFE

hen the topic of balance comes up for discussion, there is often a heated debate, a lot of laughter and some weary sighs. Many of us bristle at the whole notion of balance; it feels both elusive and guilt-laden. My own life in recent months has been decidedly unbalanced. To those on the outside, I may have appeared to be living the dream: doing meaningful work, raising a young family and so on. But stress was taking a serious toll, and the time had come to make major changes. After nearly 20 years working for World Vision, one of Canada’s largest charitable organizations in the Toronto area, I relocated with my family to Calgary to start a new chapter of life. Rather than jump right into a new full-time job, I’ve made a deliberate decision to press “pause.” I’m taking time off this summer to rest and enjoy being with family and friends. My health and wellbeing are priorities, as well as exploring what type of meaningful work I’d like to pursue next. I have made some commitments for the months ahead, including teaching part-time at Mount Royal University and serving on various boards and advisory councils. But before I jump back into full-time work, I’m consciously thinking through how I can best offer my skills and experience, pursuing opportunities to energize and fulfill me. It would be naïve of me to think these changes will immediately release me from

BY SARA L. AUSTIN

the stresses and pressures of life. I know there are challenges ahead with a future full of ambiguity and uncertainty. For the first time in my professional life, I don’t have a job title hanging after my name or the security of a regular job. I’m adjusting to a less structured daily pattern, and forging onward without knowing what’s ahead. There are days when this feels a bit scary. There are also moments of exhilaration as I embrace this new way of living with a sense of joyful anticipation. I have yet to find the magic formula that leaves me with a sense of harmony and satisfaction in all aspects of my life, so instead I’m choosing to embrace what author Dr. Brené Brown refers to as the pursuit of a “whole-hearted life.” Rather than trying to get things perfectly in balance, I’m seeking to be mindful about how I spend my time and energy, and to be more present to whatever circumstances I’m faced with each day. I’m also learning to silence the inner critic that plagues me with doubts about whether I’ve made the right decision to take time off. Instead, I’m listening to an inner voice of wisdom that urges me to take this one day at a time and enjoy the ride. HERE ARE SOME LESSONS I’VE LEARNED FROM THE JOURNEY THUS FAR: 1. SPEND TIME AND ENERGY ON PEOPLE AND PURSUITS THAT FILL YOUR SOUL: Don’t waste those precious resources on individuals or activities that deplete you. 2. CHOOSE JOY: Rain or shine, there is beauty all around you. Choose to be grateful for the people and experiences in your life. Make the most of what you’ve got. 3. RECOGNIZE MORE THAN ONE TYPE OF FEAR: Learn to distinguish between the toxic and irrational fears that hold you back, and the fear you experience when on the verge of an incredible new experience that will leave you with a sense of exhilaration and fulfillment.

4. LISTEN TO YOUR INNER MENTOR FOR GUIDANCE WITH WISDOM AND COMPASSION: Learn to silence the inner critic that plagues you with criticism and self-doubt. 5. KNOW YOUR BOOK OF LIFE IS UNFINISHED: Only you get to decide how the next chapter will be written, so choose your own adventure. Learn to silence the inner critic that plagues you with criticism and self-doubt.

SARA’S READING LIST FOR A “WHOLE-HEARTED LIFE”:

1. Daring Greatly and The Gifts of Imperfection by Dr. Brené Brown 2. Love Does by Bob Goff 3. Playing Big by Tara Sophia Mohr 4. The Happiness Project by Gretchen Rubin 5. Full Catastrophe Living: Using the Wisdom of Your Body and Mind to Face Stress, Pain, and Illness by Jon Kabat-Zinn

Sara L. Austin is a passionate champion for the rights of women and children. She is currently a Lecturer with Mount Royal University’s Department of Child and Youth Studies and an advisor to some of Canada’s leading charitable organizations. Sara is also a recipient of the WXN’s 2014 Most Powerful Women: Top 100 Award in the Sun Life Trailblazers & Trendsetters Award.

SUMMER 2015 | THE OPINION

BALANCE AND THE POWER OF COLLABORATION

CONVERSATIONS FROM THE JOINT GOVERNANCE SUMMITS IN VANCOUVER AND CALGARY BY PAUL-EMILE MCNAB

he Canadian Board Diversity Council (CBDC) and Canadian Council for Aboriginal Business (CCAB) brought together some of Vancouver and Calgary’s most influential leaders to discuss one of today’s most pressing issues: Bridging the Gap Between Aboriginal Business Leaders and Corporate Canada. Business and community leaders met on April 29th 2015 in Vancouver at the Four Seasons and May 14th 2015 at the Westin Calgary. CBDC and CCAB regularly act as bridges between Aboriginal communities and Corporate Canada, so our collaboration on these events grew from a natural connection. The issue of balance goes to the heart of the relationship between Corporate Canada and Aboriginal business, in the form of meaningful and long-lasting partnerships. It requires reconciliation between two often separate worlds on a mutual basis of collaboration and partnerships. Industry cannot alone accomplish this objective. Leadership on both sides need to actively participate in order to develop strong partnerships. The process of workable relationships must become a major component of successful Aboriginal businesses, with other growing Aboriginal businesses, along with Governments and Corporate Canada. Specifically, we must focus on how these relationships impact business development and socioeconomic outcomes for Aboriginal peoples

SUMMER 2015 | THE OPINION

At the Summits, both organizations provided the platform for a balanced and open dialogue. Over 200 people attended the Summits in Vancouver and Calgary. The agenda included panel discussions with thought leaders and problem-solving breakout sessions. Dr. Mark Selman, Director, Executive MBA Aboriginal Business & Leadership, Beedie School of Business, SFU, was the moderator for the Vancouver Summit; Deborah Yedlin, Business Columnist, Calgary Herald moderated the Calgary panel. Some of the Panelists included Kim Baird, former Chief of the Tsawwassen First Nation and Kim Baird Strategic Consulting; JP Gladu, President and CEO for the CCAB; Pamela Jeffery, Founder, Canadian Board Diversity Council; Dave Tuccaro, a member of the Mikisew Cree First Nation in Fort Chipewyan and founder of Tuccaro Inc., Mel E. Benson, Corporate Director, Suncor and Dr. Marie Delorme, CEO, The Imagination Group of Companies. The collaboration goal was to build visible networks, partnerships and best practices for Corporate Canada through this open communication model. According to the CBDC 2014 Annual Report Card, Aboriginal peoples represent

Self-Reported Board Member Diversity

the fastest growing demographic in Canada with 4.3 per cent of the overall population, yet only 0.8 per cent have a seat on

corporate boards So, what’s the solution? We need to provide an up-to-date picture of how Aboriginal leadership and professionals can build relationships and partnerships across Canada. Better understanding by corporate boards would lead to greater trust and willingness to collaborate on both sides. The success of key resource projects and the well-being of Aboriginal communities are at risk without a solid strategy for increasing Aboriginal representation on corporate boards. These meetings were a first step in opening up a dialogue on this important point. For subsequent strides, many suggestions were made by the expert panelists: Tuccaro suggested that we need to be talking to CEOs who make the key decisions. Others advocated for improved knowledge and experience by working with various governance education programs that Canada has to offer. “These dialogues are a critical start for future directions and a safe way to start collaborating and identifying manners in which to fill the gap in First Nation participation in Corporate Canada,” said Kim Baird at the Vancouver Summit. “The future of Canada’s economy is dependent on us figuring out how to find a meaningful relationship between First Nations people, the government, and industry.” Mutual respect and trust are primary principles in the balancing act of building, then maintaining, these relationships and partnerships. The major takeaway is the process: how a healthy, balanced approach can build sustainable Aboriginal business partnerships and establish a model for a national strategy on increasing Aboriginal representation on corporate boards. These summits communicated, raised awareness and engaged discussions for learning about different and highly diverse perspectives on how Corporate Canada has and can continue to assist Aboriginal business leaders. Paul-Emile McNab is the Manager of Research at the Canadian Board Diversity Council.

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BUILDING A FUTURE FOR FEMALE PROFESSIONAL ATHLETES

BY BRENDA ANDRESS

his past June, Canada hosted the FIFA Women’s World Cup—the male counterpart of which is the most-watched sporting event on the planet. The women’s tournament, young by comparison, is a horse of a different colour: its athletes are no less dedicated, no less talented and no less passionate about representing their country at the highest level of sport. And yet, these professional athletes aren’t compensated in the manner of their national team brethren, nor do they receive funding and training support that most would associate with elite-level competitors. Many scratch their heads at the wide gaps in compensation, sponsorship and training resources that still exist between male and female athletes across most sports. But perhaps they should first ask themselves, “Why, with such outstanding talent, are we only supporting these athletes in Olympic and World Cup tournaments, every four years?” At the Canadian Women’s Hockey League, we face this issue head on, each and every day. For the past seven years, we have worked to build a sustainable foundation for our five-team league, to provide the best female hockey players in the world the highest level of competition available. We believe firmly the league must first build its fan base and, with it, a solid renewable revenue stream, before we realize a key strategic milestone: paying players professional level salaries. Today, we are much closer to achieving that key piece of our strategy. We’ve built an incredible network of sponsors who share

SUMMER 2015 | THE OPINION

our vision; collected signed partnerships with three NHL teams who offer resources to their local teams; and collaborated with an incredible broadcast partner, Sportsnet, who assists us with reaching an audience across North America. Many in the sporting world recently wrote about inequities for the world’s best female players during this World Cup. But they should ask themselves how many fans attend an NWSL game, an NCAA or CIS women’s soccer game. The top athletes competing for their countries play elsewhere when not competing internationally. The support needs to start there. We see this every four years in Canada and the USA when our national women’s hockey teams compete in the Olympic Games. For two weeks, these players become household names and capture the hearts and minds of millions. Then, with medals of gold or silver around their necks, they return home to relative obscurity. The CWHL had 20 players in Sochi and 24 at the recent World Championship in Malmö, Sweden. These players can be seen 24 times a year in the GTA, Montreal, Calgary and Boston. As our attendance numbers climb, year after year, hockey fans are starting to realize they don’t have to wait four years to see the best

in the world. When parents bring their daughters to see CWHL games, they are helping to inspire the next generation to see opportunities for themselves in non-traditional roles. Female coaches, players and officials working in a professional league can and should represent future career opportunities for these young women. This is core to our vision of building dreams and building leaders. As tournaments like the FIFA World Cup unfold, we see the stadiums getting fuller as the competition heats up; the Women’s World Cup Final became the most-watched soccer game in U.S. history. But in order for this sport (and others) to become a viable professions for female athletes, fans will need to step up on a more regular basis—not just at the national team level. Fans in seats, week in and week out, is what captures the attention of sponsors and broadcasters, and what ultimately generates the revenue to pay our female superstars what they absolutely deserve.

Brenda Andress is the Commissioner of the Canadian Women’s Hockey League and a 2014 Top 100 Award Winner.

SOCIAL CHANGE HAPPENS WHEN JUST ONE PERSON REFUSES TO YIELD ZIAUDDIN YOUSAFZAI LED BY EXAMPLE, TEACHING DAUGHTER MALALA TO USE HER VOICE FOR GOOD BY DANA MARIE KROOK

hen faced with opposition on the road to change, it can be tempting to waiver in the face of adversity. But when a cause is worthy, you have to find the strength to keep going. WXN recently hosted a speaker who knows a great deal about such strength. Ziauddin Yousafzai, Co-Founder and Chairman of the Board of the Malala Fund, and Special Advisor on Global Education at the UN, spoke to a captivated room on June 10, 2015 about the topic “Be the Change.” The morning began with the announcement of a new collaboration between Ziauddin, his daughter Malala and WXN. With the MSCU Centre for Peace Advancement at Conrad Grebel University College at the University of Waterloo (which facilitates the Global Peace Centre Canada where Ziauddin serves as Honorary Chair), WXN established The WXN - Yousafzai Award. Through this award, the WXN Foundation Scholarship Fund will provide $10,000 to one female student from a conflict-affected country in the Master of Peace and Conflict Studies (MPACS) program this September. Most of the audience that day were familiar with Malala’s story of publicly speaking out against the Taliban efforts in Swat Valley to ban the education of girls and the subsequent attack on her life. But, for some, Ziauddin’s voice was new. He spoke of growing up in Pakistan with a mother passionate about his education.Yet for his sisters, it wasn’t a priority. Shortly after he had a daughter of his own, he took the family tree, which traced 300 years of male lineage, and drew a line from his own name. From that line, he wrote “Malala.” His confidence in Malala grew as she thrived at school. Through her, Ziauddin

saw the opportunity to make things better by educating girls and women. Women, he says, love peace and create peace. “My education taught me that it was not wise to keep women behind walls and bars,” he says, later in an interview. According to Ziauddin, getting educated

opens up possibilities, but it’s just the first step. “Using that education for the benefit of yourself and for the benefit of your community and country, that is the second stage,” he says. “Some people think they don’t care—they are educated, they are set. It’s not the end. It’s the beginning.”

Infodoodle by Carolyn Ellis,Visual Facilitator and Strategist, Founder of Brilliance Mastery. Through visual coaching and facilitation, Carolyn helps her clients access creativity, align their energy and apply breakthrough thinking to their business or company. For more info visit www.BrillianceMastery.com. SUMMER 2015 | THE OPINION

Looking back, Ziauddin describes Pakistan as a paradise, a place of honeymoons and harmony between many ethnicities and faiths. When the militant Taliban arrived, they transformed the landscape, but not his passion for education. “They bombed more than 400 schools. They especially destroyed women’s institutions, and girls’ educations was completely banned,” he says. “It was unbearable for me. I could not tolerate it.” Ziauddin started publicly speaking out against the Taliban and their propaganda. “If you value something very near to your heart, and somebody tries to take it from you, you will ultimately cry and scream,” he says. Malala added her own voice. The two volunteered for a New York Times documentary called Class Dismissed. Between the video appearance and her blog (under a pseudonym), Ziauddin and Malala highlighted the difficulties faced by girls and educators in Swat. The world was captivated. The popularity of their message put the Yousafzais on the world stage, but not all the attention was positive. While on her way to school, Malala’s bus was stopped. Two men climbed on board and shot her in the head. “It was a very difficult time in our lives when Malala was attacked,” Ziauddin remarks. “She was not an ordinary child. God has bestowed her with many gifts, like a poised, confident speaker, a very wise girl with very clear vision about life, with great resilience.” Miraculously, she survived. The cause was still there, but Ziauddin and Malala had to make some tough decisions. “We had two choices: to keep silent or to continue the struggle,” he says, noting that even silence brought no guarantee of safety—many who said nothing were still being bombed. “We resumed our campaign.” On July 12, 2013, Malala addressed the UN. On October 10, 2014, she was announced as a joint-winner of the Nobel Peace Prize. “This voice [the Taliban] wanted to silence locally, turned into a voice for the global audience and

SUMMER 2015 | THE OPINION

for the global interest about education and women’s empowerment,” says Ziauddin. He and Malala used the Nobel Prize money to start building schools in areas of conflict, where girls are most at risk for missing out on education, such as Swat Valley, Gaza and Jordan. “You can build a nation through education,” he says, referencing countries rich in natural resources but not focused on the right building materials. “Your most important resources are your human resources—and you polish human resources in the factory of education.” Part of the plan to spread this education worldwide involves Ziauddin’s support of the Global Peace Centre Canada, under the directorship of Jahan Zeb. “Jahan and his friends were inspired by our work at the Malala Fund, inspired by our struggle,” Ziauddin says. “As their honorary chair, my support is with them. It’s a good initiative for peace and education.” Peace starts with education, which is often in the hands of the generation that came before. Ziauddin’s own father wanted him to be a doctor. Or, if not, a clerk or teacher in a primary school and just stop at that. “I continued my education. I told him that he inspired me so much about learning that now I can’t stop. And you can’t stop it—it is to go on, to seek, to strive, to find and not to yield,” he says, referencing “Ulysses” by Alfred, Lord Tennyson:

Ziauddin Yousafzai, Co-Founder and Chairman of the Board of the Malala Fund, and Special Advisor on Global Education at the UN, with Rosemary McCarney, CEO & President of Plan Canada, and WXN Canada’s Most Powerful Women: Top 100 Hall of Fame Inductee. Rosemary was recently appointed the Ambassador and Permanent Representative of Canada to the Office of the United Nations and to the United Nations Conference on Disarmament in Geneva.

We are notnot now which We are nowthat thatstrength strength which in in oldold daysdays Moved earth andandheaven, whichwewe Moved earth heaven, that that which are,are, we we are; are; OneOne equal heroichearts, hearts, equaltemper temper of of heroic Made weak bybytime butstrong strong in will Made weak timeand and fate, fate, but in will To strive, totoseek, andnot not yield. To strive, seek,to to find, find, and to to yield. It’s through education that we find our passion, our purpose. So, when life seems impossible, we can find our strength—and then never yield.

Dana Marie Krook is the Senior Coordinator of Program Development at WXN.

ROSEMARY MCCARNEY

President & CEO Plan Canada 2014 Hall of Fame Inductee Ambassador & Permanent Representative of Canada Office of the United Nations & United Nations Conference on Disarmament in Geneva

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November 26, 2015 Even our Top 100 Award Winners look to others for inspiration. Help us continue to inspire smart women to lead by joining the celebration and learning at the 2015 Canadaâ&#x20AC;&#x2122;s Most Powerful Women: Top 100 Awards.

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CANADA: FRANÇAIS MESSAGE DE LA FONDATRICE

La conciliation est un sujet auquel nous nous intéressons continuellement à WXN et qui nous amène à examiner les aspects tant professionnels que personnels de notre vie. Cela ne consiste pas seulement à trouver la « formule idéale » permettant de consacrer assez de temps et de ressources à chaque aspect et à tout ce qu’il y a entre les deux; il faut pouvoir, et c’est sans doute plus important, s’ajuster continuellement pour tenir compte des priorités sans cesse changeantes. La famille prend parfois le dessus. D’autres fois, notre carrière a la priorité. Il arrive que la santé entre en ligne de compte et nous oblige à mettre tout le reste de côté. La conception de la conciliation est unique à chaque personne et change presque quotidiennement. Elle a la réputation d’être insaisissable—une oasis qui relève plus du mirage que d’une croyance réelle. Je pense qu’une conciliation est possible. Un grand idéal, j’en conviens. Il s’agit en fait de trouver ce qui vous convient. Vous devez commencer par déterminer ce que la conciliation signifie pour vous, établir ensuite un plan pour y arriver, puis voir comment ça se passe et, au besoin, rectifier le tir en cours de route. À WXN, nous avons fait quelques vérifications dernièrement et découvert que nos pratiques en matière de conciliation étaient à la traîne. Nous passions énormément de temps à concevoir un contenu exclusif à chaque région sur notre site Web, dans notre blogue et dans ce magazine, en essayant de concilier les horaires et les ressources pour que chacun reçoive une attention optimale. Nous nous efforcions de donner ce qu’il y a de mieux au Canada français et anglais, à l’Irlande et maintenant à Londres (voir l’annonce à la page 44). Nous le faisions très volontiers, car nous savons que chaque région a des préoccupations et des besoins qui lui sont propres. Mais au final, nous avions le sentiment d’avoir un réseau divisé. Et, croyez-moi, que c’est bien la dernière façon de progresser dans un monde global. Nous avons donc eu l’idée d’intégrer tous nos marchés dans une édition mondiale. Un réseau, un message, une mission pour inciter des femmes brillantes à diriger, partout dans le monde. L’atteinte et le maintien de ce niveau de conciliation dans notre vie nous obligent parfois à trop en faire pour garder ces différentes régions. Mais notre monde est une affaire d’intégration. La technologie nous pousse à gommer continuellement la démarcation entre la vie professionnelle et familiale. Il nous arrive de nous plaindre d’être toujours « branchés », mais ces outils nous aident à concevoir des horaires flexibles qui assouplissent les règles traditionnelles d’une journée de travail, souvent à notre avantage (voir à la page 22 les applis qui aident le plus à concilier le travail et la vie personnelle). La communication et le dialogue ouvert, comme celui dont le Conseil canadien pour la diversité administrative (CCDA) a été témoin au sommet conjoint que nous avons tenu avec le CCDA, comblent le fossé entre deux parties ou davantage qui ont coexisté sans collaborer par le passé (lire notre rétrospective à la page 27). Une fois que nous serons prêts à envisager d’autres perspectives, nous ne nous contenterons pas d’être inclusifs pour le principe d’avoir cette étiquette; nous aurons un avantage concurrentiel. La diversité engendre l’innovation et l’innovation mène au succès. Le fait de maintenir une attitude qui considère le changement comme inévitable mais positif nous pousse à aller de l’avant. Nous devons apprendre ce qu’il faut pour exceller dans des milieux de travail multigénérationnels et des multinationales (voir https://www.wxnetwork.com/fr/). Les nouvelles technologies, une communication ouverte et une approche avant-gardiste sont autant d’outils qui permettent d’atténuer les lignes qui démarquaient tout à un moment donné, donc de moins jongler avec une multitude d’entités. Il y a maintenant une véritable conciliation. Et de la force. Bienvenue au nouveau magazine mondial Opinion. J’ai hâte de voir ce que les forces combinées de nos trois nations vont donner.

ÉTÉ 2015 | THE OPINION

LES QUATRE MEILLEURES APPLICATIONS POUR CONCILIER PARFAITEMENT LE TRAVAIL ET LA VIE

omme nous sommes rivés à nos appareils à longueur de journée, en raison de nos obligations personnelles et professionnelles, ce n’est pas étonnant que le travail empiète sur notre vie privée. Selon une étude récente de com Score, il semble que les Canadiens soient les plus grands utilisateurs d’Internet au monde – ils passent en moyenne 36 heures en ligne par mois. La technologie procure de nombreuses sources de distraction, mais elle offre bien des occasions de se concentrer et de se perfectionner. Diversifiez vos activités en ligne et améliorez votre sentiment de bien-être. Voici une liste succincte d’applis réellement transformatrices qui augmenteront votre productivité, votre détermination et votre santé en général.Vous pourrez ainsi accorder toute votre attention à ce qui est important, où que vous soyez.

HAPPIER (IOS, ANDROID; GRATUIT) Le bonheur véritable réside en chacun de nous, mais il faut parfois avoir les outils et le soutien appropriés pour se soustraire au stress et aux pressions du quotidien. Happier est une appli brillante qui nous rappelle comment et pourquoi on peut être heureux n’importe où. Profitez de cours gratuits sur des sujets inspirants qu’on n’enseigne pas à l’université, comme la gratitude, la confiance en soi, la santé, le style et plus encore, le tout appuyé par la science. Les conseils sont brefs mais assez efficaces pour aider même les personnes très occupées à faire de sérieux progrès dans leur vie. Deepak Chopra, dont les enseignements ont contribué à transformer la médecine de l’esprit et du corps partout dans le monde, aborde certain de ces sujets. Imaginez un fil Facebook ne comportant que des moments heureux.Voilà la communauté Happier : une ville à l’optimisme contagieux où vous pouvez télécharger vos moments heureux quand bon vous semble, « sourire » et faire plus encore. Prenez l’habitude d’exprimer votre gratitude chaque jour; vous favoriserez votre santé mentale et votre bien-être, tout en vaquant à vos activités! EN BREF: À la maison ou au travail, Happier vous aidera à voir le monde en rose. Changez votre perspective et votre vie.

ÉTÉ 2015 | THE OPINION

PAR VICTORIA SPADACCINI INSTAPAPER (IOS, ANDROID; GRATUIT) Instapaper est un incontournable pour quiconque

adore Internet mais pas les distractions qui viennent avec. Cette appli enregistre tous les onglets que vous avez ouverts avec l’intention d’y revenir plus tard ou la vidéo YouTube hilarante qui vous retient jusqu’à cinq minutes d’une échéance (palpitations cardiaques garanties) et les met à votre disposition hors ligne dans un seul et même endroit.Vous avez un courriel trop long à lire? Enregistrez-le pour plus tard. Vous cherchez une bonne citation à retenir et à partager? Vous pouvez surligner facilement n’importe quel texte. EN BREF: Évitez les distractions au travail et enregistrez vos meilleures trouvailles Internet dans un endroit hors ligne. Accordez-leur l’attention qu’elles méritent dans les transports en commun, à la maison ou pendant la pauserepas. NOTABILITY (IOS, 2,99 $; MAC, 9,99 $)

Productivité et agrément vont de pair. Ce puissant outil de prise de notes décuple votre hyper efficacité en intégrant écriture, illustrations, enregistrement vocal, surlignement, légendes de photos et annotations de fichiers PDF dans un endroit sécurisé de façon à vous permettre de rester organisée et d’avoir l’esprit tranquille tout au long de la journée de travail. Contrairement aux autres applis, celle-ci vous permet de synchroniser l’écrit et la parole pendant que vous assistez à une réunion ou

que vous écoutez un conférencier. Pour votre tranquillité d’esprit, tout est protégé par un mot de passe et s’autosynchronise avec DropBox, Box, iDisk ou WebDAV, ce qui vous permet de partager facilement vos notes. Les recruteurs de Michael Page ne jurent que par cette appli. John Spinosa, notre directeur adjoint, et Sanjeev Sharma, directeur, ont dit que cette appli a changé leur vie et incité des équipes entières à l’utiliser tant elle est efficace. EN BREF: Libérez-vous de montagnes de papier et d’une multitude d’écrans. Avec cette appli, vos collègues vont se demander comment vous avez réussi à abattre aussi facilement tout votre travail. NIKE TRAINING CLUB (IOS, ANDROID; GRATUIT)

Cette appli de mise en forme pour les femmes propose des exercices à faire sur demande, spécialement conçus pour vous par des maîtres entraîneurs de Nike, qui vous donneront de l’énergie pour la journée. Choisissez les résultats que vous recherchez (mincir, gagner en tonus, en force ou en détermination) et votre niveau de difficulté (débutant, intermédiaire ou avancé). L’appli peut personnaliser un programme de quatre semaines qui donne vraiment des résultats, avec des photos de chaque étape, des vidéos, un chronomètre, un narrateur et des récompenses chaque fois que vous terminez une routine.Vous pouvez aussi choisir des exercices hebdomadaires, en prenant note de ceux que vous préférez. Les exercices ciblent de nombreux muscles de votre corps, ce qui vous permet d’obtenir des résultats optimaux en un rien de temps. Grâce au fil Nike+, vous pouvez partager vos progrès avec vos amis et vos entraîneurs partout dans le monde. EN BREF: Des athlètes et des musiciens connus participent à vos routines en tant qu’entraîneurs. Victoria Spadaccini est directrice des communications et du contenu chez Michael Page, un leader mondial du recrutement de spécialistes. @michaelpageca 22

LES PRÉJUGÉS INCONSCIENTS: UN RISQUE POUR NOTRE AVANTAGE

Alors que les entreprises cherchent à promouvoir la diversité et l’inclusion, les préjugés inconscients vont-ils faire dérailler les efforts déployés pour avoir une main-d’œuvre très concurrentielle?

PAR ZABEEN HIRJI

e nombreuses organisations savent depuis longtemps que les personnes sont leur plus précieux atout. Elles ont cherché à créer des équipes diversifiées et inclusives pour mettre à profit cette valeur en engageant des gens très talentueux afin de refléter les marchés où elles sont présentes. Les organisations progressistes, qui ont ou sont en train d’évoluer, ne se contentent plus d’avoir une diversité (une bonne chose en soi) et cherchent à en faire quelque chose (voilà qui est puissant). Elles créent une culture vraiment inclusive où tous sont encouragés et habilités à contribuer. La pleine inclusion signifie que chacun a le sentiment de pouvoir faire profiter les autres de ses connaissances et expériences. Les environnements de travail inclusifs offrent un accès équitable aux occasions, et ils tirent parti des forces individuelles et collectives. Nous savons que l’inclusion engendre invariablement de meilleures idées et solutions, car la diversité d’antécédents, de sexes, d’expériences, d’éducation, d’expertise et de générations s’accompagne de perspectives et d’idées uniques en leur genre. Nous reconnaissons aussi que cela exige un effort pour transformer la diversité en créativité et en innovation. Mais le résultat en vaut la peine. La diversité et l’inclusion renforcent les équipes, et les équipes fortes prennent de meilleures décisions d’affaires. DE BONNES INTENTIONS, M A I S D E S R É S U LTAT S M I T I G É S De plus en plus d’organisations s’efforcent vraiment, mais non sans mal, de créer un environnement de travail diversifié et inclusif. If intellectually we understand the value of diverse teams, what exactly is holding us back from realizing diversity’s full potential? It could be our mindset. Nous comprenons l’intérêt des équipes diversifiées sur le plan intellectuel, mais qu’estce qui nous empêche au juste d’exploiter pleinement la diversité? Peut-être notre état d’esprit. Selon une étude menée par une équipe de psychosociologues de renommée mondiale, dirigée par Mahzarin Banaji, professeure à l’Université Harvard, le cerveau humain

est conçu pour prendre des décisions rapides à partir d’un ensemble d’hypothèses et d’expériences, sans que nous en ayons conscience. Ce sont ces décisions qui révèlent nos préjugés inconscients ou points aveugles, que certains appellent nos «blocages mentaux». Selon Mahzarin Banaji. même si la plupart des gens tendent à croire qu’ils sont ouverts d’esprit, équitables et dépourvus de préjugés, l’étude prouve le contraire. Il s’agit d’un constat important, quoique désagréable, pour la plupart d’entre nous. L’étude sur les préjugés cachés révèle que les préférences inconscientes sont courantes et existent chez tout le monde. Les préjugés inconscients peuvent freiner la diversité au point d’empêcher les organisations de tirer parti de son pouvoir. P R É J U G É S C AC H É S : D E Q U O I S ’ AG I T- I L E T D ’ O Ù V I E N N E N T- I L S ? Un préjugé caché ou point aveugle est un parti pris favorable ou défavorable que l’on affiche inconsciemment envers une personne, une chose ou un groupe. On ne s’aperçoit même pas que notre esprit s’accroche à ce préjugé. En dépit des meilleures intentions, il existe chez bien des gens une résistance profonde à la « différence », qu’elle tienne à des facteurs évidents comme le sexe, la race, l’origine ethnique, l’âge ou les caractéristiques physiques, ou plus subtiles comme les antécédents, le type de personnalité ou les expériences. Il arrive aux gens d’avoir des préjugés nettement favorables à ce qui « leur ressemble ». Ces préjugés implicites sont façonnés par de nombreux facteurs comme d’anciennes expériences, le contexte local ou culturel et l’influence de la communauté ou des médias sociaux. LES EFFETS DES PRÉJUGÉS INCONSCIENTS Au travail, les préjugés cachés, qui consiste à ressentir inconsciemment un malaise avec un groupe ou, ce qui est plus fréquent, une préférence pour un autre, peuvent se répercuter sur: • L’embauche et les promotions • Les affectations d’équipe et de projets

• L’ouverture à des idées nouvelles et des solutions innovatrices • Les relations F O R C E D U S AVO I R C’est encourageant de savoir que les leaders peuvent contribuer, en apprenant à reconnaître et à gérer les préjugés, à en atténuer les impacts et à accroître le potentiel de leurs équipes tout en augmentant au final la compétitivité de leur organisation. Une fois qu’on a conscience du fait que le cerveau est conçu pour composer avec les préjugés et qu’on commence à réfléchir aux nôtres, cela devient possible de déceler les failles entre nos intentions et nos actes. Les leaders peuvent être plus attentifs à leurs interactions et aux décisions qu’ils prennent en adoptant des méthodes simples pour contrer leurs tendances inconscientes. À RBC, nous avons entrepris une démarche et apprenons à chacune des étapes. Il y a encore beaucoup à faire, mais nous avons adopté une approche stratégique afin de nous attaquer aux préjugés inconscients au sein de l’entreprise et nos dirigeants sont en train de devenir des agents de changement. C’EST LE MOMENT DE CHANGER : LES MESURES INTENTIONNELLES FONT UNE DIFFÉRENCE L’intérêt pour les préjugés cachés nous pousse dans des zones d’inconfort et soulève des questions dont nous hésitons à parler de peur d’offenser quelqu’un ou de parler à tort.Voilà pourquoi tous les leaders devraient prendre le temps de réfléchir à leurs préjugés inconscients et avoir le courage de s’y attaquer. Cela risque d’être désagréable au début, mais les changements qui en valent la peine vont rarement de soi. Maintenant que la diversité et l’inclusion sont des priorités pour les organisations hautement performantes au Canada et ailleurs dans le monde, c’est le moment ou jamais de faire preuve de courage sur ce plan. Pour obtenir des conseils et plus de renseignements sur le sujet, lisez l’article intégral de RBC : http:// www.rbc.com/diversity/docs/Outsmarting_our_ brains_Overcoming_hidden_biases.pdf ÉTÉ 2015 | L’OPINION

LES MEILLEURS DIRIGEANTS REMETTENT EN QUESTION LE STATU QUO ; ILS RECHERCHENT LES IDÉES VISIONNAIRES ET SOUHAITENT ÉLARGIR LEURS HORIZONS AFIN DE CRÉER DES OCCASIONS DE CROISSANCE. NOUS DEVONS RELEVER LES DÉFIS COMPLEXES QUI POSENT DES OBSTACLES, RESTREIGNENT LA CRÉATIVITÉ ET NOUS EMPÊCHENT DE VOIR LES POSSIBILITÉS OFFERTES PAR NOTRE EFFECTIF ET NOS ORGANISATIONS. LE MOMENT EST BIEN CHOISI POUR STIMULER CE CHANGEMENT, CAR LE BESOIN EST PLUS PRESSANT QUE JAMAIS.

- GORDON NIXON, ANCIEN PRÉSIDENT ET CHEF DE LA DIRECTION, RBC

CONSEILS DE RBC POUR DÉCELER LES PRÉJUGÉS INCONSCIENTS

CONSEILS DE RBC POUR ÉVITER LES BIAIS DE C O M P O RT E M E N T

• Demandez à des collègues de confiance une rétroinformation honnête; adoptez une approche à 360º pour solliciter des commentaires. • Discutez des cadres de référence et de leur impact avec un mentor ou un collègue de confiance. • Ayez conscience des propos et des réactions physiques qui ressortent des interactions avec les autres; demandez-vous s’ils respectent les différents styles et leur conviennent. • Soyez conscient, respectueux et curieux des différences de vos collègues et soutenez-les. • Accordez la même attention à tous; intervenez si vous soupçonnez que la contribution d’un collègue risque d’être ignorée ou détournée injustement. • Faites le test de Harvard sur les associations implicites.

• Accroissez le mentorat et l’accompagnement stratégiques. Parrainez des personnes différentes de vous. • Reconnaissez de manière proactive les différentes capacités des employés et préparez-les à relever des défis. • Réfléchissez aux personnes qui pourraient se sentir constamment à l’écart et prenez des mesures pour corriger la situation. • Lorsque vous préparez des entrevues, établissez des critères clairs et mesurables selon lesquels tous les candidats seront évalués. Invitez un collègue des RH ou d’un autre secteur d’activité à assister à l’entrevue pour vérifier que vous appliquez les critères de manière juste. • Fixez des paramètres raisonnables relativement à la nature et à la portée de l’aide que vous offrirez aux personnes avec qui vous entretenez un lien particulier, afin de vous assurer que ces occasions sont

ÉTÉ 2015 | L’OPINION

distribuées de manière équitable. • Participez à des groupes d’affinités professionnelles et à des activités axées sur l’intégration pour approfondir votre compréhension de la diversité des perspectives au sein de votre organisation, de votre secteur ou de votre collectivité. • Évaluez vos actions au quotidien. Soyez à l’affût des types de situations qui vous rendent particulièrement vulnérable aux préjugés cachés. • Cherchez à obtenir de la rétroaction sur vos comportements et vos actions auprès de collègues objectifs en qui vous avez confiance. Chef des ressources humaines à RBC, Zabeen Hirji est responsable, à l’échelle mondiale, des fonctions Ressources humaines, Marque et communications, et Citoyenneté d’entreprise. À titre de membre du Groupe de la direction de RBC, elle fait partie des huit hauts dirigeants responsables de l’orientation stratégique globale de RBC.

SAISON DES GRILLADES :

COMMENT GARDER DE SAINES HABITUDES ALIMENTAIRES PAR ROSE REISMAN Les grillades sont un des plaisirs incontournables de l’été. Et une des formules privilégiées pour la fête annuelle entre collègues, un week-end au chalet avec des amis ou un repas en famille sur une terrasse. On en profite aussi pour prendre un verre ou deux tout en passant un moment agréable à l’extérieur. Le fait de ralentir le rythme et de se mettre en mode vacances ne doit pas pour autant nous faire oublier de manger sainement! Personne n’a envie de se retrouver en septembre avec cinq kilos en trop et de mauvaises habitudes qui seront difficiles à perdre. La belle saison offre un plus grand choix de fruits et légumes, autant de bonnes raisons d’opter pour des menus légers et frais cet été.

LES PRINCIPES DE BASE DES GRILLADES

OPTEZ POUR LA FRAÎCHEUR

Les Canadiens adorent allumer leur barbecue dès que le temps se radoucit. Je privilégie les poitrines de poulet, le bœuf haché maigre et le poisson. Évitez les coupes de viandes plus grasses comme le bifteck de faux-filet, l’aloyau de bœuf et les côtes levées de bœuf et de porc. Un hamburger fait maison avec du bœuf haché maigre est nourrissant : 115 g (4 oz) de bœuf maigre équivalent à seulement 220 calories, 8 g de lipides et 4 g de graisses saturées, alors que la même quantité de bœuf ordinaire représente plus de 300 calories, 10 g de lipides et 8 g de graisses saturées. Si vous achetez des hamburgers congelés, prenez soin de lire les ingrédients et la valeur nutritive, car ils peuvent être riches en lipides et en sodium. Évitez les saucisses, même celles qui sont entièrement de bœuf. Elles sont faites à partir de viande traitée et contiennent des graisses saturées, du sodium et des nitrates qui sont reliés au cancer colorectal. Les saucisses de dinde et de soja, qui semblent plus saines, sont quand même conditionnées et ont une teneur élevée en sodium. Si vous êtes végétariens, évitez les galettes conditionnées qui sont vendues en magasin, car elles ont une teneur excessive en sodium et agents de conservation. Il n’y a rien de mieux pour la santé qu’un hamburger fait maison à base de tofu, de riz ou de fèves.

On ne mange jamais trop de fruits et de légumes, et c’est maintenant qu’ils sont en abondance! Le maïs est un incontournable de la saison. Ce légume sucré contient de la lutéine et de la zéaxanthine, des antioxydants qui protègent contre les effets néfastes du soleil et réduisent le risque de dégénérescence maculaire. La cuisson ne prend qu’une minute dans l’eau et cinq minutes sur le gril. Et que diriez-vous d’une tranche de pastèque bien juteuse. On doit impérativement s’hydrater par temps chaud et comme la pastèque est composée à 92 % d’eau, voilà une autre façon – savoureuse de surcroît – d’avoir votre apport en eau. Les petits fruits sont un incontournable de l’été. Ils fournissent des antioxydants, réduisent le cholestérol et la pression artérielle, aident à diminuer les graisses et l’inflammation abdominales, et contribuent à améliorer la mémoire. Une bonne façon de les introduire dans votre alimentation consiste à les ajouter dans les céréales, le yogourt grec, le lait frappé, les sauces et les desserts.

RESTER EN SANTÉ MALGRÉ LA CHALEUR LES MEILLEURS PETITS FRUITS Bleuets: Il n’y a rien de mieux comme antioxydants. Fraises: Ce fruit délicieux et sucré est riche en vitamines C—une tasse apporte des bienfaits pour toute la journée. Mûres: Ce fruit est riche en antioxydants et en fibres. Framboises: Elles sont excellentes pour le cœur et le cerveau.

Il est facile de se permettre quelques libertés alimentaires en été, mais ce n’est pas une raison pour abuser! Avec l’abondance de produits frais et les délicieuses grillades, il y a bien des façons originales de surveiller ses habitudes même en changeant de routine. En été, c’est le bon moment pour profiter de tout— nourriture, boissons, activités et plus encore—à condition de bouger pour brûler les calories en trop!

RAFRAÎCHISSEZ-VOUS Ce n’est pas parce que l’été est là qu’il faut renoncer aux soupes. Il existe de nombreuses recettes de soupes froides originales, qui vous feront des entrées légères et rafraîchissantes. Préparez des soupes glacées à base de maïs, de carottes, de tomates et de courgettes ou, en version sucrée, avec de la pastèque, du melon ou des bleuets. Les journées de canicule passées sur la terrasse ou à la plage incitent à manger de la crème glacée et à boire du café glacé et des boissons alcoolisées comme des rafraîchissements fruités et de la bière. Tous apportent des calories vides. Attention aux cocktails glacés grand format; ils sont généralement faits avec des sirops sucrés, du lait de coco et des fruits édulcorés. Une grande margarita glacée peut représenter jusqu’à 1 000 calories!

L’alcool ouvre l’appétit et engourdit le cerveau – un bon prétexte pour oublier les saines habitudes alimentaires. Un mojito ne contient pas trop de sirop sucré et apporte environ 200 calories. Optez pour un petit verre et alternez avec de l’eau pétillante. Remplacez la crème glacée et les boissons sucrées glacées par des laits frappés faits maison et du yogourt glacé. Un lait frappé peut être excellent au petitdéjeuner si vous y ajoutez des fruits et du yogourt maigre, ce qui vous assurera un apport en fruits, produits laitiers et fibres. Rose Reisman est la présidente de “The Art of Living Well” et une lauréate d’un prix top 100 en 2010.

ÉTÉ 2015 | L’OPINION

BIFTECK DE FLANC AUX CHAMPIGNONS SHIITAKE ET À LA SAUCE HOISIN AU MIRIN

Le bifteck de flanc est une des coupes les plus maigres. L’important c’est de la mariner pour l’attendrir.Vous trouverez du mirin (vin de riz sucré) à l’épicerie ou dans une boutique chinoise. La poudre aux cinq épices se trouve dans la section des herbes sèches.Vous pouvez utiliser d’autres variétés de champignon et les faire cuire jusqu’à évaporation complète de l’humidité.

1⁄3 cup Tasse de mirin 1½ tsp Cuiller à table de poudre aux cinq épices chinoise 1⁄3 cup Tasse de sauce hoisin 2 Tbsp Cuillers à table de graines de sésame grillées 3 Tbsp Cuillers à table de vinaigre de riz 2 Tbsp Cuillers à table de sauce soja à faible teneur en sodium 2 Tbsp Cuillers à table d’huile de sésame 450 g (1 lb) De champignons shiitake nettoyés et équeutés 2 Oignons verts tranchés pour la garniture 700 g (1½) De bifteck de flanc Recette pour quatre portions.

Mélangez le mirin, la poudre aux cinq épices, le hoisin, les graines de sésame, le vinaigre, la sauce soja et l’huile de sésame. Prélevez ¼ tasse et versez-la sur le bifteck de flanc. Laissez mariner pendant au moins une heure, de préférence toute la nuit.

Dans une grande poêle contenant de l’huile végétale, faites sauter les champignons pendant 12 minutes ou jusqu’à ce qu’ils soient tendres. Ajoutez un autre ¼ tasse de sauce et laissez cuire pendant une minute. Faites cuire le steak avec de l’huile végétale dans une poêle ou sur le barbecue, à feu mi-fort pendant environ 8 minutes de chaque côté ou jusqu’au degré de cuisson souhaité. Laissez reposer 10 minutes.

Coupez le bifteck en tranches fines dans le sens du grain, étalez les champignons entiers par-dessus, garnissez avec les oignons verts et servez avec le reste de sauce. Préparation: 10 minutes Cuisson: 20 minutes Valeur nutritive par portion Calories : 429 Hydrates de carbone : 21,4 g Fibres : 4,7 g Protéines : 41 g Lipides (valeur totale) :18 g Graisses saturées : 6,6 g Cholestérol : 111 mg Sodium : 680 mg SOURCE : THE BEST OF ROSE REISMAN (WHITECAP BOOKS) PAR ROSE REISMAN / PHOTO : MIKE MCCOLL, FROM THE BEST OF ROSE REISMAN

LA CONCILIATION ET LE POUVOIR DE LA COLLABORATION PROPOS TIRÉS DES SOMMETS CONJOINTS SUR LA GOUVERNANCE TENUS À VANCOUVER ET À CALGARY

PAR PAUL-EMILE MCNAB

e Conseil canadien pour la diversité administrative (CCDA) et le Conseil canadien pour le commerce autochtone (CCDA) ont réuni certaines des personnalités les plus influentes de Vancouver et de Calgary afin de discuter d’un des enjeux les plus pressants de l’heure : éliminer le fossé entre les chefs d’entreprise autochtones et le milieu des affaires au Canada. Des chefs d’entreprise et des leaders communautaires se sont réunis le 29 avril 2015 à Vancouver au Four Seasons et le 14 mai 2015 au Westin Calgary. Comme le CCDA et le CCCA sont régulièrement appelés à servir d’intermédiaires entre les collectivités autochtones et le milieu des affaires au Canada, notre collaboration à ces événements allait de soi. La question de la conciliation, qui est au cœur de la relation entre le milieu des affaires au Canada et les entreprises autochtones, prend la forme de partenariats significatifs et durables. Elle force deux mondes souvent séparés à se réconcilier sur la base d’une collaboration et de partenariats mutuels. L’industrie ne peut y arriver seule. Les dirigeants de part et d’autre doivent intervenir activement afin de développer des partenariats solides. Il est fondamental que les sociétés autochtones connaissant le succès établissent des relations qui fonctionnent avec les autres entreprises autochtones émergentes ainsi que les gouvernements et le milieu des affaires au Canada. Nous devons nous intéresser tout particulièrement à la façon dont ces relations se répercutent sur le développement commercial et les résultats socioéconomiques des Autochones et de leurs communautés. Lors des Sommets de Vancouver et de Calgary, qui ont attiré plus de 200 personnes, les deux organismes ont prôné un dialogue équilibré

et ouvert. Le programme a comporté des panels de discussion avec des leaders éclairés et des ateliers consistant à résoudre des problèmes. Mark Selman, directeur du programme Executive MBA Aboriginal Business & Leadership de la Beedie School of Business à l’Université Simon Fraser, et Deborah Yedlin, chroniqueuse d’affaires pour le Calgary Herald, ont été respectivement les modérateurs du Sommet de Vancouver et de celui de Calgary. Parmi les panélistes ont figuré Kim Baird, ancienne chef de la Première Nation Tsawwassen et propriétaire de Kim Baird Strategic Consulting; JP Gladu, président et chef de la direction du CCCA; Pamela Jeffery, fondatrice du Conseil canadien pour la diversité administrative; Dave Tuccaro, membre de la Première Nation crie Mikisew à Fort Chipewyan et fondateur de Tuccaro Inc.; Mel E. Benson, administrateur de Suncor; et Marie Delorme, PhD, chef de la direction de The Imagination Group of Companies. La collaboration avait pour but de bâtir des réseaux, des partenariats et des pratiques exemplaires visibles pour le milieu des affaires au Canada grâce à ce modèle de communication ouverte. Selon le Bulletin de rendement annuel 2014 du CCDA, les Autochtones, qui représentent 4,3 pour cent de la population canadienne, sont ceux dont la croissance démographique est la plus forte; ils ne constituent pourtant que 0,8 pour cent des administrateurs de sociétés.

Diversité autodéclarée des administrateurs de sociétés

accroître la confiance et la volonté de collaborer de part et d’autre. À défaut d’une stratégie robuste pour augmenter la représentation autochtone dans les conseils d’administration, la réussite des projets faisant appel à des ressources essentielles et le bien-être des communautés autochtones sont menacés. Ces réunions ont été un premier pas pour entamer un dialogue sur ce point important. Le panel d’experts a fait de nombreuses suggestions pour la suite des choses. Dave Tuccaro a notamment proposé de parler aux PDG qui prennent les décisions clés. D’autres ont dit qu’il fallait améliorer les connaissances et l’expérience en collaborant avec les divers programmes de formation en gouvernance qui existent au Canada. « Ces dialogues sont un début essentiel pour les orientations futures, et un moyen sûr de commencer à collaborer et de trouver des façons de combler la lacune au niveau de la participation des Premières Nations dans le milieu des affaires au Canada, a déclaré Kim Baird au Sommet de Vancouver. L’avenir de l’économie canadienne dépend de la solution que nous allons trouver pour bâtir une relation significative entre les Premières Nations, le gouvernement et l’industrie. » Le respect et la confiance mutuels sont les principes initiaux du travail de la conciliation; il faut ensuite maintenir ces relations et ces partenariats. Tout est dans la démarche : la façon dont une approche saine et équilibrée permet de bâtir des partenariats d’affaires autochtones durables et d’établir un modèle pour une stratégie nationale visant à augmenter la représentation autochtone dans les conseils d’administration. Ces sommets ont été l’occasion de communiquer, de sensibiliser et de discuter autour de perspectives différentes et très diversifiées sur la façon dont le milieu des affaires au Canada a aidé et peut continuer d’aider les chefs d’entreprise autochtones.

Paul-Emile McNab est le gestionnaire, Recherche au Conseil canadien pour la diversité administrative.

Quelle est la solution? Nous devons brosser un portrait à jour de la façon dont les dirigeants et les professionnels autochtones peuvent bâtir des relations et des partenariats partout au Canada. Une meilleure compréhension des conseils d’administration contribuerait à

ÉTÉ 2015 | L’OPINION

CANADA: FRANÇAIS MERCI À ÀNOS PARTENAIRES MERCI NOS PARTENAIRES

MERCI À NOS ANIMATRICES DES PROGRAMMES DE MENTORAT WXNWISOM MERCI À NOS ANIMATRICES DES PROGRAMMES DE MENTORAT WXNWISOM

MERCI À NOS MEMBRES D’ENTREPRISE MERCI À NOS MEMBRES D’ENTREPRISE

IRELAND A LETTER FROM OUR FOUNDER

Let me start with my heartfelt congratulations: to Ireland’s Most Powerful Women: Top 25 Award Winners, as well as the professional and personal communities that support these incredible women. Though geographical distance often separates us, I feel a kinship between our two countries. From a unique culture, rich in history, comes female leaders who inspire with big dreams, tireless work ethics and world-renowned achievements that continually redefine what is possible. My regular interactions with the WXN Community in Ireland show me this time and again. This is why I was so thrilled to meet our Winners at the Top 25 Leadership Summit and Awards Gala on 10 and 11 June this year. My experience in Dublin, among these great women and their networks, only reaffirmed that kinship. With that affinity in mind, let me continue with my sincerest condolences: to those affected by the tragic accident in Berkeley, California that took away six young people with so much potential and forever altered the lives of seven more. With two young children of my own, my heart breaks for you. Reading the New York Times article regarding this story, WXN shared the disappointment of Top 25 Winner Anne Anderson, Irish Ambassador to the U.S., which she expressed in her letter to the editor. The snap-judgments of blame by the Times were not only offensive but glaringly false. Those behind it did not take the proper time to investigate the facts of the incident. Nor did they really consider the people involved. Offers of congratulations and condolence—two seemingly opposing sentiments, I know. But they are linked by more than just timing: first and foremost, we should be focusing on people. The messages from our Summit keynote speakers and panel spoke of effective leaders being skilled communicators who engaged the hearts and minds of their teams. Focus on people first, stressed Julie Sinnamon, CEO of Enterprise Ireland, and the rest will fall into place. Our Gala was a celebration of these people and their communities—not just because of what they have achieved but, more importantly, the kind of people they have become. Whether we are learning, celebrating or struggling to make sense of tragedy, we need to put people first. And that is WXN’s first priority, to support our community in Ireland year-round within our larger, global network through our Top 25 Awards, Speaker Series, WXNWisdom Mentoring Programmes and the stories found in The Opinion. Let these be helpful tools to remind all of our members that we truly are in this together.

SUMMER 2015 | THE OPINION

BUILDING OUR FUTURE TOGETHER

s a woman with a successful career and a busy family, I know true balance comes from creating and maintaining strong relationships—both personally and professionally. Our ability to foster continued development and growth opportunities for the next generation is critical, so we can build our future together. I’ve proudly worked at Noonan, an outsourcing facility solutions provider, for almost 15 years. Along with a recent promotion, I was named as one of Ireland’s Most Powerful Women: Top 25 Award Winners for 2014. I had been working for a large multinational with ambitious growth plans in Ireland when I started explored the possibility of joining the Noonan team. It was during a second-round interview when I first met our now CEO, John O’Donoghue, and Noel Noonan, the Group CEO at the time. As the founder of the company, Noel had built it into a very successful brand in Ireland, with 4500 employees. Noel shared his vision for the future in that interview. More importantly, he and John outlined the potential career and development opportunities. This struck a chord with me: I could see the passion and vision they had for the company, which allowed me to fully embrace the opportunity. I knew that I could work with

BY MAEVE COFFEY

and learn from John. In return, I could make a positive and valued contribution, growing in a successful business. I haven’t looked back since Today, Noonan employs over 13,000 people we deliver over 70 services in Ireland and the UK, across many industries. As part of a successful and evolving business, I’m one of three females on our executive team. A key focus of my role is to build collaborative relationships with our clients in order to understand critical requirements to identify and deliver appropriate and effective solutions. This allows our clients to focus on their core business, while we operate as a strategic partner. On the personal side, as a busy executive and working mother, like many of us, I sometimes question my ability to combine everything and do it well: when embarking on new roles, taking on challenging projects and when my boys started school or wanted to start a new activity. Most importantly, you need a good support structure around you; they will help you value it, plan your diary well, believe in yourself and make time for fun. Professionally and personal, we are building a better future together.

AS WOMEN, HOW CAN WE HELP EACH OTHER? Mentors play such an integral role in our success. I certainly couldn’t have had the career success I have enjoyed without these individuals, who have helped me conquer my fears. While I love meeting and engaging with new people, my fears included presenting and also making the significant transition from middle management to the senior team. As I’ve benefitted so much from these relationships, I wanted to pay it forward. So, I am delighted to be a mentor with WXNWisdom Top 25 Mentoring Programme, in conjunction with the UCD Michael Smurfit Graduate Business School.

This year, I’ll be working with Colette O’Reilly, a General Manager at Abtran. I met Colette at the recent cocktail reception, and we spoke of her many successes so far, which has culminated in her current senior role in a 15-year career. Now, she wants to face any fears she has and prepare for senior leadership positions.

WHAT MAKES A SUCCESSFUL MENTOR RELATIONSHIP? Key to the success of any mentoring programme is supporting a safe, confidential and conducive environment built on mutual trust. As a mentor, I have a responsibility to inspire, guide and foster effective development for Collette through: 1. Discussing the challenges she faces professionally and personally, determining appropriate interventions and exercises, and working through these together. We’ll work on overcoming fears, strengthening self-confidence and self-belief, and developing networking opportunities. 2. Communicating, meeting regularly and maximizing our time together. I’ll share personal and professional experiences to guide and inspire. 3. Proactively exploring and challenging the learnings from classroom sessions as they progress. I believe that participating in the WXN Top 25 Wisdom Mentoring Programme makes me part of a greater team who inspires, leads and shares to build a better and brighter future together for strong, confident and ambitious female leaders.

Maeve Coffey is the HR Strategic Projects & Business Transformation Director at Noonan.

SUMMER 2015 | THE OPINION

A CELEBRATION OF IRELAND’ TOP 25 AWARDS For the fourth year running, Dublin was host to Ireland’s Most Powerful Women: Top 25 Awards, with an afternoon of learning at the Leadership Summit, followed by an evening of celebration at the Awards Gala.

Receiving the prestigious Awards were 25 high-achieving women from the arts, business and public sector who continue to push the boundaries of what’s possible. The evening also featured Cathriona Hallahan and Ann Keenan, who were inducted into the WXN Hall of Fame. The recipients in the “Trailblazers” category included retired Supreme Court Judge, Fidelma Macken, youth activist for people with disabilities, Joanne O’Riordan, and Philomena Lee, whose inspiring journey looking for her long-lost son and subsequent advocacy for adoption rights played out on the

big screen in an award-winning movie starring Dame Judi Dench. During the Summit, guests heard from keynote presenter Julie Sinnamon, CEO of Enterprise Ireland, on the core components involved in successful leadership. Two panels of leaders in their fields also gave their insight: the first, about how to negotiate with well-prepared research and high yet realistic expectations, without being too attached to a particular outcome; the second, about how to deal with crisis, taking proper time to reflect and lead teams with clear communication,

focusing on what really matters—the people. On the podium that evening was Cathriona Hallahan, MD of Microsoft Ireland, who spoke of working her way up from accounts clerk to top executive. Philomena also took the stage to share her story at the Gala, inspiring the room of Winners and their communities, those who came out to show support and celebrate the incredible achievements of these women. With so much talent and resilience represented in 2015, we’re eager to see what inspiring accomplishments will come from Ireland’s top female leaders in the year ahead.

CLOCKWISE FROM TOP LEFT: Gala Head Table / Jane Libberton, Philomena Lee and Roisin O’Hara / HSBC Corporate Executives Winners take the stage / Louise Phelan moderates a panel with Caroline Keeling, Ann Keenan and Fionnuala Meehan / Cathriona Hallahan Gala Keynote / Christine Heffernan moderates a panel with Rosaleen Burke, Nicola McCracken and Julie Sharp

S MOST POWERFUL WOMEN:

ABOVE: 2015 Top 25 Award Winners

ARTS & CULTURE Dorothy Cross, Artist, Kerlin Gallery Dr Veronica Dunne, Soprano; Founding Member, The Veronica Dunne International Singing Competition Suzanne McAuley, Producer, Octagon Films BUSINESS LEADERS Ellvena Graham, Head of Ulster Bank NI & Managing Director of SME Banking, Ulster Bank Group Anne O’Leary, CEO,Vodafone Ireland Louise Phelan,VP, Global Operations EMEA, PayPal Siobhán Talbot, Group Managing Director, Glanbia plc HSBC CORPORATE EXECUTIVES Bronwyn Brophy,VP, Early Technologies Europe, Covidien Europe Rosaleen Burke, MSVP, Quality Assurance, Supply Chain and International, Boston Scientific Helen Dooley, Group General Counsel, AIB Christine Heffernan, Corporate Affairs Director, Tesco Ireland Nicola McCracken, HR Director Talent Management & Reward, CRH plc Fionnuala Meehan, Managing Director, SMB Sales for North and Central Europe, Google Ireland Marie Moynihan, Chief Diversity Officer & VP, Talent, Dell Julie Sharp, Head of Group HR, Bank of Ireland

PUBLIC SECTOR LEADERS Anne Anderson, Ambassador of Ireland to the United States of America, Embassy of Ireland, USA Nóirín O’Sullivan, Garda Commissioner, An Garda Síochána Louise Richardson, Principal and Vice Chancellor, University of St. Andrews Julie Sinnamon, CEO, Enterprise Ireland TRAILBLAZERS Philomena Lee, Campaigner & Founder, The Philomena Project Fidelma Macken, Retired Judge, Supreme Court of Ireland Joanne O’Riordan,Youth Campaigner HALL OF FAME Cathriona Hallahan, Managing Director, Microsoft Ireland Ann Keenan, Head of Group Human Resources, DCC plc

ENTREPRENEURS Anne Marie Caulﬁeld, CEO, Caulfield McCarthy Group Bernadette Gallagher, Chairman, Pembase Holdings Caroline Keeling, Chief Executive Officer, Keelings ABOVE: Christine Heffernan, Pamela Jeffery and Caroline Keeling SUMMER 2015 | THE OPINION

TODAY VS. TOMORROW

HOW TO BALANCE COMPETING FINANCIAL GOALS BY MARAH CURTIN

lifestyle (to spend however you like). It’s simple and has balance built right in.

RETIREMENT REDEFINED

ou’re starting to worry about not having enough money for retirement. Joining that list of financial concerns is not having enough money to pay medical costs, maintain the standard of living you enjoy and pay off your debt.1 Sound familiar? We all have things we need and want our money to do for us and, but sometimes saving is easier said than done. With all the pressure many of us are under, it can be difficult to know how to allocate your money in a way that will meet today’s needs and priorities without jeopardising tomorrow’s. BALANCING YOUR BUDGET The first rule to controlling your money is making a budget.Yawn, I know. But simply knowing where your money goes and having the most basic savings plan can go a long way toward helping you meet your goals. A favourite budgeting approach of mine is “The Balanced Money Formula” popularised by U.S. Senator Elizabeth Warren and Amelia Tyagi in their book All Your Worth: The Ultimate Lifetime Money Plan. The 50/20/30 formula translates into 50 per cent toward the essentials (mortgage/rent, utilities, food, basic clothing); 20 per cent toward your future (paying off debt, saving for education and retirement); and 30 per cent toward your

The traditional notion of retirement, where a man retires with a safe, comfy pension and his wife dutifully follows him to the golf club, is a thing of the past. Changing demographic and economic factors are forcing us to become increasingly responsible for funding our own retirement, so we need to plan accordingly. Let’s face it: while changes to the social welfare system are being debated, we can’t rely on government benefits the way our parents’ generation did. As a general rule, you should start saving as soon as you can and as often as you can. For example, take a 40-year-old who puts €5,000 a year into an investment savings account. By age 70, the 40-year-old could have about €470,000, before taxes and other charges, and assuming an average annual return of 7 per cent. However, if the same person started saving just

WOMEN ARE UNIQUE Regardless of gender, the challenges of saving for retirement are the same. We need to find ways to balance life’s demands to save as much as we can during our working years, invest it wisely so it has the potential to grow, and manage it in retirement to last a lifetime. For women, it can be all the more challenging. We can miss valuable retirement plan contributions when we take time off work to care for family. Our risk-adverse nature sometimes leads to an overly-conservative investment approach, which means our money may not even be keeping up with inflation or maintaining purchasing power over time. To top it off, we need this smaller pot of money to last longer as we tend to outlive our male partners by an average of five years. HELPING YOU MANAGE YOUR PRIORITIES Whether you’re concerned about not saving enough toward retirement or simply want to know how your financial decisions today affect your future goals, advice and guidance from a professional financial advisor can help. There are inherent tradeoffs in every financial choice we make—it’s understanding the longer-term impact of those choices that enables better decisionmaking for our financial future today. Gallup’s annual Economy and Personal Finance poll, conducted April 3-6, 2014, with a random sample of 1,026 adults, aged 18+ living in the U.S.A.

10 years earlier at age 30, the value at age 70 could be nearly €1,000,000 based on the same annual return.* It’s also important to invest for retirement every year; even skipping just one year, compounded over time, can make a big difference. *This example is for illustrative purposes

Marah Curtin is the Head of Client Engagement at Davy where they are committed to working with and empowering women by educating them on important money matters and engaging in meaningful ways around topics that matter most to them. The views expressed are that of the author and not of Davy.

only and investment performance could be higher than or lower than 7 per cent and almost certainly will not be 7 per cent every year.

SUMMER 2015 | THE OPINION

SECURING IRELAND’S FUTURE PROSPERITY

EXPORTS CAN FURTHER BOOST THE IRISH ECONOMY IF BUSINESSES FOCUS ON EMERGING MARKETS AND TAKE ADVANTAGE OF PROPOSED TRADE AGREEMENTS

BY AOIFE WALLACE

t’s safe to say that the economic picture in Europe is unstable at best. Despite strong performances from Ireland’s export sector, it’s undeniable that current export growth figures are flattered by a weak euro, low interest rates and low oil prices. These conditions will not last indefinitely, so it’s incumbent on Irish businesses to plan for that eventuality. Exploring opportunities in emerging markets and capitalising on trade agreements looming on the horizon are good places to start. Exporters in Ireland should set their sights on emerging markets with growing middle classes and plans for large-scale infrastructure investment because it’s from there that the most growth will come. Demand for capital goods over the next 15 years, particularly in emerging markets, bodes well for agri-food companies, as well as businesses that manufacture and trade in machinery, transport equipment and infrastructure materials. Irish businesses could also profit if they look to markets that will benefit from the international trade agreements currently being debated or pending ratification. As HSBC’s recent Trade Forecast report shows, renewed progress in trade liberalisation could reignite global trade. It is up to Irish businesses to be responsive, productive and agile, to make the most of any opportunities. Let us remember that trade liberalisation— including international trade agreements like the Information Technology Agreement (ITA)—have had a considerable positive impact on global trade in the period leading up to the

SUMMER 2015 | THE OPINION

global financial crisis. Some estimates say these international trade agreements contributed around 20 per cent of the global growth experienced between 1994 and 2004. The two-way trade with Europe and the US is expected to grow faster than the global average, and the EU is currently the second largest trading partner to the Association of South-East Asian Nations (ASEAN), as well as its biggest foreign investor. Completing potential trade agreements, such as the Transatlantic Trade and Investment Partnership (TTIP) or a free trade deal between the EU and ASEAN— which is currently being explored—is clearly in Ireland’s best interest.

which we, and the rest of Europe, are emerging: near-zero growth rates and a recession in many of the region’s countries since 2009. Significant risks remain that world trade will continue to undershoot expectations. The United Nations recently cut its global growth forecast for 2015 to 2.8 per cent—just one of many multinational organisations to sound the alarm on the global economy. But trade liberalisation and re-directing our focus on markets like India and those in ASEAN can provide the growth opportunities to sustain and expand Ireland’s businesses.

Aoife Wallace is Head of Global Trade & Receivables Finance HSBC Ireland.

TTIP, for example, could help harmonise regulatory standards that act as barriers to the free flow of trade and investments between the US and Ireland, and our European neighbours, as well as removing simple trade tariffs. Small and medium enterprises (SMEs) in Ireland could benefit significantly. Some estimates suggest TTIP could raise Transatlantic GDP by up to $210 billion a year—Ireland should not miss out on this opportunity. The opportunity for Ireland’s exporters is clear, and HSBC’s latest Trade Forecast report shows why we can be cautiously optimistic. We are getting a boost from the weaker euro and benefiting from cyclical market upturns. But we must remember these upturns look positive only when compared to the low base from

THE FEMALE MILLENNIAL: A NEW ERA OF TALENT

BY AOIFE FLOOD

he millennial generation (those born between 1980–1995) are currently entering and reshaping the workforce with rapid force. Given they are primed to make up 50 per cent of the world’s workforce by 2020, successful organisations will be those that adapt to the career aspirations and workplace needs of this generation. Every leader and manager has a role to play if they are to ensure their business is positioned to successfully attract, develop, engage and retain this talent in a sustainable manner. This year, PwC decided to put a laser focus on the female millennial. We recognise how critical it is for organisations, including ourselves, to capitalise on the talents of this group from day one if we want to make strides toward closing the gender leadership gap in a sustainable manner. Our research study, which surveyed over 10,000 millennial respondents across 75 countries (including Canada, France, Ireland and the UK) identified a number of key themes that we as leaders and people managers must have front of mind when it comes to the female millennial. A NEW ERA OF FEMALE TALENT

Female millennials matter because they are more highly educated, ambitious and confident, and also entering the workforce in larger numbers than previous generations. What this means for employers: To be successful and capitalise on the aforementioned traits, employers must commit to inclusive

cultures and talent strategies that lean into the confidence and ambition of the female millennial. DIVERSITY – FRONT OF MIND Female millennials seek out employers with a strong record on equality and diversity, but their expectations are not always met in practice. • 85 per cent of female millennials said they consider an employer’s record on diversity, equality and inclusion important when deciding whether to work for an employer. • 43 per cent believe that employers are too male-biased when promoting from within. What this means for employers: Employers need to do more than “talk the talk”; they must foster inclusive talent and advancement strategies that demonstrate visible results.

to contribute something to the world and to be proud of their employer. • 57 per cent of female millennials said they would avoid working in a particular sector solely because they believe it has a negative image. • Based on image and reputation, the Financial Services, Defence, Oil & Gas, Government and Public Services, and Chemical sectors rank the five least appealing sectors to the female millennial globally. What this means for employers: Image matters—organisations will need to work harder to communicate the positive aspects of their employer brand. A clear understanding of their current and future talent pool will also be essential, with some sectors having to work harder and earlier than others to attract the talent they need to succeed.

A FEEDBACK CULTURE One of the strongest millennial traits is that they welcome and expect regular, real-time feedback and, despite their affinity with technology, their preference is for critical feedback discussions to take place face-to-face. What this means for employers: Successful employers will be those that can blend advanced technology and communication patterns with a culture of frequent and forward-looking career feedback delivered, face to face. GLOBAL CAREERS Female demand for international mobility has never been higher. • 71 per cent of female millennials want to work outside their home country during their careers. • Female millennials (56 per cent) are 21 per cent less likely to believe that men and women have equal opportunity to undertake international assignments at their current employer than their male peers (77 per cent). What this means for employers: To attract, retain, engage and develop female millennials, international employers must adopt an inclusive modern mobility approach that provides a diversity of international assignment solutions.

Find out more about the report by visiting www.pwc.com/femalemillennial. Aoife Flood is Senior Manager of the Global Diversity & Inclusion Programme for PwC International Limited. Aoife is a PwC millennial and lead researcher and author of the PwC “The female millennial: A new era of talent” thought leadership report and co-author of PwC’s Global Gender Agenda blog. She is based in Dublin, Ireland.

REPUTATION MATTERS Millennials want their work to have a purpose,

SUMMER 2015 | THE OPINION

IRELAND

THANK YOUYOU TOTO OUR PARTNERS CORPORATEMEMBERS MEMBERS THANK OUR PARTNERS & & CORPORATE

placing people first

JOIN US INAUGURAL SPEAKER SERIES 12 OCTOBER, 2015

Join WXN for the launch of the Speaker Series in London on 12 October, 2015 featuring Royal Mail CEO and WXN Top 100 Award Winner, Moya Greene. One of only five female FTSE 100 Chief Executives, Moya has steered the UK’s 500-year old-postal service sector into the private sector , a task that many before her had tried but failed to do. Join WXN at the Institute of Directors to celebrate the launch of London’s newest network of smart women and to hear Moya Greene share her view on what takes leadership from good to transformational.

WXN Speaker Series Launch – Cocktails with Royal Mail CEO, Moya Greene

Royal Mail CEO and WXN Top 100 Award Winner, Moya Greene

UK:LONDON

A LETTER FROM OUR FOUNDER

t WXN, we inspire smart women to lead. Recently, we were looking for an opportunity to grow the positive influence of our community at an international level. I have long admired the tenacity and strength of professional women in the UK and there were so many signs that indicated London was our natural next step. Last July, Prime Minister Cameron added women to the Cabinet and the media flurry was immediate. When Harriet Minter, Editor of The Guardian’s “Women in Leadership” community had had enough of the commentary, she took a pause to write a blog to capture her thoughts. “The weird thing about this job,” she wrote, “is that you constantly question the need for your existence. Then two women are appointed to the cabinet and something which shouldn’t be worth more than a mere nod of acknowledgement becomes a huge issue.” Almost 100 years after the first woman in cabinet, gender is still a big ticket news item. It’s baffling and yet, unfortunately, predictable. “When I’m questioning whether it’s really necessary to keep the pressure on with this issue, whether my time wouldn’t be better spent out in the sunshine feeding some ducks,” Harriet continues, “I remember there are still essays written about women’s success in terms of what they wear and not what they do. And that’s definitely reason enough to keep going.” If ever there are days when I share Harriet’s thoughts about the necessity of pressing the issue of women’s leadership across all former, current and future boundaries, I remember the reasons to keep going, both the obvious and subtle. I also remember the important question is not “Why are we doing this?” but rather “Where are we going next?” In 1997, I founded WXN in Canada. In 2008, we launched in Ireland. As of September 2015, I am thrilled to say we are officially expanding to London. WXN is the only organisation of its kind, dedicated to the advancement and recognition of women in management, executive, professional and board roles. We create and deliver innovative networking, mentoring, professional and personal development opportunities to inform, inspire, connect and recognise our international community of 19,500 smart women, their male counterparts and organisations, in the pursuit of excellence. We already collaborate with more than 100 global companies and have a strong community of 800 Top 100 Award Winners in Canada and 89 Top 25 Award Winners in Ireland. It’s our mission to grow and support this pipeline of high-potential professional women to re-shape diversity in the boardroom and at the executive level. In London, we’ll be offering the WXN Speaker Series of four events (both Cocktail and Breakfast events) from September to June. Each event will deliver an inspirational look at thought leadership from a unique lens, trend or current issue, as well as an opportunity to network with smart, like-minded women in attendance. We can always find reasons to keep going with a cause that matters. Searching for those reasons helps us to identify the next step. For WXN, connecting our network to the inspiring female leaders in the UK is a natural next step in building a global community. Together, we can keep going and be the ones to forever alter the conversation around women in leadership.

SUMMER 2015 | THE OPINION

HIGHLIGHTING ROLE MODELS:

THE MEDIA HAS A ROLE TO PLAY IN CREATING ADVOCACY FOR WOMEN LEADERS

Encouraging a continued debate on these issues in the media should be integral to the solution. Looking outside of the issue of boardroom representation, UK Prime Minister David Cameron has announced plans to eliminate the gender pay gap “within a generation” by making large firms disclose the gender pay differences of their staff. Last November, the Office for National Statistics revealed this gap stands at around 9 per cent. The Prime Minister’s commitment will create yet another important benchmark for the industry—one that will continue to raise awareness of these important issues in the media. It’s against this backdrop and momentum

he issue of (under)representation of women in leadership positions continues to gain prominence in the UK media. It’s being driven both by the emergence of groups advocating greater participation of women in senior leadership positions, but especially a policy agenda determined to reduce and ultimately remove the structural gap which exists between men and women in the areas of boardroom representation and equality of pay, among others. From a media perspective, the launch of the Davies Review in 2011 was a pivotal moment in improving awareness of the lack of women’s representation on corporate boards. The report prompted the UK government to commit to reach a 25 per cent target of female representation in the boards of the UK’s 100 largest listed companies by 2015. This engaged companies into taking action to voluntarily improve the ratio of women executives on their boards. At the time of the first Davies Review, which has now become an annual benchmark study, women constituted 12.5 per cent of corporate board members of the 100 largest listed companies in the UK. Looking further back, in 2004, that number was 9.4. Today, this number has reached the target of 25 per cent representation, doubling in just over four years. However, the issue is far from solved. Most women board members in the UK today occupy non-executive positions; the representation of women in executive positions is still in single digits among the UK’s largest companies. Fixing this problem is a logical extension of the government and industry’s efforts to date.

BY DAFINA GRAPCI-PENNEY

Lagarde, the Head of the International Monetary Fund, have been a constant presence in our media. We have learned to view them not merely as women but as powerful leaders. They have succeeded by cultivating an image of competence, skill and determination, presenting excellent role models for new generations of aspiring women. A study conducted in 2013 and published in a paper in the Journal of Experimental Social Psychology concluded that the exposure to successful role models empowered women’s behaviour and self-confidence. It further eliminated the gender performance gap. If the age-old adage of “success breeds success” still holds, then the presence of women role models in the fields of politics, business, sciences and education is critical. So is the role of the mass media in delivering these examples to a greater number of aspiring leaders. It’s an exciting time for those involved in the mission of inspiring women to lead. Good luck, WXN UK!

Dafina Grapci-Penney is the Director at Greentarget in London.

that the Women’s Executive Network is launching its UK operations following a successful track record in Canada and Ireland. Its mission—to help build the supply of talented women who could eventually take up leadership positions—is a critical one. Women make up 51 per cent of the UK population and, at least statistically, have access to the same education opportunities. Numerous studies have pointed to the fact that education equals empowerment. However, bridging the gap between access to equal education opportunities and access to equal leadership opportunities requires both tangible efforts, such as reaching quotas and transparency over equal pay, but also less tangible efforts, such as inspiring women to lead. This takes me back to the role the media can play in creating a more honest and transparent debate about the issues preventing women from assuming leadership positions. At the same time, such a role ensures more attention is given to role models who are already leaders in their fields. Over the past few years, thanks in part to the financial crisis, women such as Angela Merkel, the German Chancellor, and Christine

SUMMER 2015 | THE OPINION

Be part of the UK’s leading professional business institute WXN is delighted to be working in collaboration with the IoD (Institute of Directors), the home for the WXN Speaker Series events in the UK. The IoD is the UK’s leading professional institute. With over 34,000 members, the IoD is committed to supporting business growth with membership benefits including: • World class advice and guidance • Leading Professional Development courses • A diverse events and conference portfolio • Thousands of meeting and networking spaces across the world • A voice championing British business to governments at home and abroad.

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WXN members can enjoy these benefits with a waived joining fee on their first year of membership, resulting in a membership fee of just £385. Join online by registering your details and inserting WX000C when confirming your term of membership.

For more information T: +44 (0)20 7766 8888 E: join-us@iod.com @The_IoD

29/07/2015 12:33

OPPORTUNITY IN NUMBERS

ccountancy has become a career of choice for women: 49.4 per cent of accountants and auditors in Canada are women and an impressive 60.9 per cent in America. While accountancy has become a career pathway for many women seeking to get a seat at the top table, it wasn’t always the case. In 1912, the commentary in a respected accountancy journal illustrated this view of the times. “Although many women might make excellent bookkeepers, there is much in accountancy proper that is altogether unsuitable for them and we should not say anything which might tend to encourage women to embark upon the accountancy profession. Accountants’ work does not sound romantic enough for the average girl, who like something more sentimental and think figures dry and uninteresting.” In spite of this, things were already beginning to quietly change. ACCA was at the forefront of the revolution. Founded in 1904, just five years later it admitted its first female member, Ethel Ayres Purdie. A suffragette, Ethel was the first woman in the world to join a professional accountancy body—a full 19 years before the vote in the UK was extended to all women over the age of 21. By 1930, ACCA had 56 female members, more than all of the remaining UK accountancy bodies put together. Today, this figure is approaching 50 per cent of our membership; 44 per cent of our 178,000 members are women and 50 per cent of our 455,000 students, in 181 countries across the world. Diversity and equal opportunity has always been at the core of what ACCA believes; it’s one of our defining values. So, we are delighted that Helen Brand, Chief Executive at ACCA, is joining the WXN Honorary Advisory Board in the UK. Accountancy is no longer a male-dominated sector, but there is a substantial way to go before we achieve gender parity. As a global professional body, we recognise the role we can play in both supporting women within the profession and reaching out to those who want

BY CLAIRE BENNISON

to join, ensuring no woman feels like there’s a glass ceiling. ACCA is committed to ensuring more women have the opportunity to reach the top ranks of business. We work with partners across the globe to promote equality and make the business case for diversity. We recognise that financial qualifications can act as a passport to success, but that there are other obstacles on the way. Networks like WXN are important because they can help overcome the less tangible barriers women face.

TARA RIDGEWAY

CCA member Tara Ridgeway, Finance Director of The Ritz Hotel in London, believes that confidence begins with knowledge. She studied international marketing and languages at university before deciding to study for the ACCA qualification. “My intention was to move up the career ladder in marketing, and I wanted to be able to really understand the financial side of business. I found working in finance really interesting, as it enabled me to understand the success of the business, and this is why I’ve decided to stay in finance once I’d qualified.” During her career in accountancy, Tara has worked for QMH, Centrica, Bupa, Fitness First and Guoman & Thistle Hotels, picking her roles carefully to develop her skills and experience. “I was very focused on what I wanted to achieve as I had planned to be a finance director before I was 40—I concentrated on doing roles that would give me the experience I needed to

achieve my goal,” she says. Tara acknowledges that it’s not always easy being a woman in management. “There have been a couple of occasions when it has been suggested that I’m being aggressive, when the truth is, I’ve just said what a man would say in the same situation,’ she says. Tara has always instilled in her female staff what she practices herself: be confident in what you know and don’t be intimidated. Gain as much knowledge as you can and learn how to communicate with different colleagues. Claire Bennison is Head of Sales and Marketing Western Europe.

SUMMER 2015 | THE OPINION

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