Being underestimated can be your secret weapon. The loneliest seat in the room can also be the most powerful. This is your guide to standing out with purpose, presence, and power.

You walk into work and feel it instantly; you’re the only woman in the room. Not just today. Most days. The silence. The stares. The pressure to smile, nod, and not say too much. It’s not just tiring, it’s isolating.

But what if that seat isn’t a burden? What if it’s a power position? You’re not here to blend in. You’re here to shift the room by standing tall, speaking up, and owning your brilliance. This isn’t about surviving STEM as the “only one.” It’s about owning your space and creating space for others, too.

Women in STEM have always had to work harder to be seen, heard, and taken seriously. For years, the “only woman in the room” was expected to stay quiet or blend in. Today, more women are showing up, but many still find themselves outnumbered, overlooked, or doubted.

In one study, women made up just 28% of the STEM workforce.* Many reported feeling isolated, excluded, or passed over for promotions. Not because they aren’t qualified, but because the systems weren’t built for them.

Many women in STEM know the feeling. You hold back not because you don’t know the answer, but because you’re used to being ignored. You speak carefully so you don’t sound “too much.” You try to look confident while someone else repeats your idea louder.

Jade, a mechanical engineer, put it simply:
“I stopped editing myself. That’s when people started listening.”

That shift from holding back to showing up can change everything. It doesn’t always start loud. Sometimes, it starts with one quiet choice: stop playing small.

If you’ve ever felt invisible, this is for you. You don’t need to be louder to be taken seriously. You need tools, support, and a way forward. Here are five ways to show up with more confidence, day by day. No fluff. Just what works when you’re outnumbered but not outmatched.

1. Stop Trying to “Blend In”
You don’t have to match their energy, style, or silence. You bring something different—and that’s the point. STEM needs diverse thinkers, not carbon copies. You weren’t hired to be “one of the guys.” You were hired to be you.

2. Create Your Own Circle
You may not have women around you, but that doesn’t mean you’re unsupported. Join online groups. Find mentors outside your team. Even one trusted voice can make a difference. You need a space where you don’t have to explain yourself.

3. Speak About Your Wins Even If It Feels Uncomfortable
When you’re the only woman, invisibility happens fast. Don’t assume people notice your work. Make sure they do. Share results. Speak on panels. Ask for stretch projects. It’s not bragging. It’s visibility.

4. Set Boundaries Early
When you’re outnumbered, people may test you. Learn to say no with clarity. Call out “jokes” that aren’t funny. Respect starts with how you allow yourself to be treated.

5. Be the First But Not the Last
You may be the only one now. But that doesn’t mean you have to stay alone. Mentor younger women. Speak at schools. Make space behind you, even as you climb.

Being the only woman in the room can feel heavy. But it’s also an opportunity to shift what’s possible. Speak clearly. Claim credit. Take up space. You’re not just there for you; you’re holding the door open for the next. And that? That’s leadership.

*Source: U.S. Census Bureau, 2021 STEM stats.

The post Being the Only Woman in the Room Isn’t the Problem. Staying Silent Is. appeared first on Advancing Women.

The story of Peter and Mary’s budding relationship, which I recount in The Respected Salesperson, serves as a vehicle to explore the essential themes of trust and respect in any relationship dynamic. Like most typical romance stories, these two characters meet and quickly become close, despite Peter’s initial reluctance to commit due to past experiences. Mary, determined to change Peter’s commitment issues, crafts an environment that showcases their compatibility and emphasizes the strong foundation of their friendship.

As Peter’s trust in Mary grows, the two delve deeper into a sincere connection. Mary, however, mistakes this trust for commitment and eagerly anticipates a more permanent bond. Throughout the five years of their friendship, the respect they have for each other remains intact, but Mary’s unspoken expectations prevent her from understanding the distinction between trust and commitment.

Eventually, Mary confronts Peter about the lack of a proposal, and they both realize a vital lesson: trust and respect are indispensable in any relationship, but cannot guarantee romantic commitment. They come to acknowledge the importance of open communication and setting clear boundaries.

This story highlights the intricate dynamics of trust and respect in relationships, whether they are romantic, platonic, or professional. Ultimately, the participants learn that recognizing the difference between earning trust and commanding respect is crucial for establishing healthy, thriving connections. The narrative also emphasizes how vital it is to explore trust and respect in diverse aspects of our lives, including personal and professional realms such as sales.

Trust AND Respect in Sales Relationships

In sales, establishing and nurturing successful relationships with customers is the key to long-term success. Trust and respect go hand-in-hand when it comes to forming and maintaining these relationships, each playing a distinct but crucial role.

Let’s explore the differences between trust and respect, the benefits and potential pitfalls of prioritizing one over the other and look at some examples and tips salespeople can employ to effectively balance trust and respect in their sales careers.

Trust is the foundation of any relationship, including those in the sales world. When clients trust you, they feel confident in your competence, honesty, and reliability. True trust takes time to build and is often established through consistent reliability, delivering on promises, and effective communication. However, it is important to note that trust alone doesn’t guarantee success in sales, as a one-sided trust may not lead to a sale.

Mutual respect, on the other hand, is the recognition and appreciation of one another’s value and beliefs. While trust focuses on character and credibility, respect is about treating each other with dignity and recognizing each other’s rights, opinions, and needs. Successful sales professionals know how to establish the grounds of mutual respect quickly by setting the foundation for a great partnership from the start.

So, while both trust and respect are essential in sales, they each address different aspects of the relationship. Balancing the two is critical for achieving sustainable success.

Benefits and Pitfalls of Prioritizing Trust or Respect

Prioritizing trust can lead to long-lasting relationships with customers, as trust is often the driver of customer loyalty and client retention. However, putting too much emphasis on trust may leave salespeople vulnerable to situations where clients take advantage of their trustworthy nature or fail to communicate changes in their decision-making.

On the other hand, prioritizing respect may help salespeople command authority and set boundaries from the start. This approach often encourages clients to be more transparent and take sales professionals seriously. However, focusing solely on respect may create a sense of rigidity and hinder the establishment of deep connections with clients, which trust assists in forming.

Real-Life Examples of Successful Sales Professionals

Many successful sales professionals effectively balance trust and respect in building lasting customer relationships. An example is a seasoned account executive in the software industry who ensures that her prospects are well-informed and delivers on her commitments, establishing trust. Simultaneously, she isn’t afraid to push back and share her thoughts when necessary, which earns her the respect of the clients.

Another example is a medical device sales representative who excels in providing valuable resources and timely information to healthcare practitioners, thereby earning their trust. Yet, he is never hesitant to discuss challenging topics, ask probing questions, and maintain his professional boundaries, demonstrating respect for both himself and his clients.

Tips for Cultivating Trust and Respect

When promoting and selling any product or solution, salespeople can cultivate trust and respect with their customers by following these principles:

1. Be genuine: Show empathy by understanding your client’s needs and reasons for needing the solutions, and genuinely care about their concerns.
2. Communicate clearly and effectively: Keep the lines of communication open, be honest about what can be delivered and, not only the product’s limitations, but also the limitations of the client’s thinking. By providing a true and accurate picture and providing timely updates on progress, a win-win relationship can be established.
3. Set boundaries and maintain a professional demeanor: Clearly define the expectations on both sides, stand firm on your proposals, and maintain a professional attitude. Sales is a value exchange. No one is superior nor inferior in this dynamic.
4. Deliver as promised and negotiate well when clients’ expectations change: Keep the sales process fluid with accountability on both sides.
5. Seek feedback and provide feedback to propel creativity and gratitude.

***

ABOUT ARISHMA SINGH

Arishma Singh is an award-winning top performer, a ‘pocket rocket,’ and a woman to watch, with over 20 years of corporate experience working with such major brands as Nielsen Media, American Express, Google Australia, Pivot Software, and Experian Australia, After numerous health setbacks, Singh’s journey into mind-body solutions led her to EFT (Emotional Freedom Techniques). A globally certified and accredited EFT practitioner, she leveraged EFT to develop her own methodology, THRIVE, to enable high performers to achieve sustainable success without compromising their well-being. A keynote speaker, author, and edupreneur, Singh leads Thrive With EFT to empower clients to overcome inner blocks and achieve life-changing transformation. Her new book is The Respected Salesperson. Learn more at arishma.com.

The post The Difference Between Earning Trust and Commanding Respect appeared first on Advancing Women.

At the very beginning of my career as a developer, someone who worked with me in a student position graduated and started interviewing. He went to be interviewed at a place that is still well-known and successful to this day, and they mistakenly invited him to be a team leader interview instead of a developer interview. The mistake was discovered in the process, but he still got an offer and went for it.

I was amazed. In my mind, the process of advancement was supposed to be linear, methodical, based on hard work and merit. Only after a few years did I realize that there was a huge gap between where my self-perception was, and where I needed it to be.

We all know and recognize the female stereotype. We are purported to be less brave than men, willing to accept less money, present ourselves for fewer promotions, praise ourselves less, and take less credit for our successes.

That image makes me angry and I know other women feel the same. My advice is to take strength from this and fight back. When enough of us get angry and do something to change the situation —ask for more money, be more courageous, apply for a promotion— we will set an example for more women to see and do the same.

That said, how can women advance and raise the bar for other women? Start with these five steps.

Step 1. Develop determination

In 2015, I was one of three engineering managers up for a promotion to director. Over the previous two years, I had worked hard to show myself capable. I had made personal changes that turned me into a better manager. My people were happy. My projects were succeeding. I was meeting deadlines. Still, I felt like the VP held the power to dictate the next step in my career: if he allowed me to move up, great, otherwise it seemed like I would be stuck in a dead-end job without options. I told a friend about the promotion and my concerns, and in response she said, “You have what it takes to be a senior manager, if not in this place, then somewhere else.”

It was like a light bulb suddenly went on. My friend was absolutely right. If I didn’t get the promotion here, I would find another way to move up to a director position. In fact, I didn’t need to wait for this VP to think highly of me and make a decision. I could look outside my company now if I wanted to. As I considered my friend’s words over the following weeks, I realized that my career was not in the VP’s hands; it was in mine. I wanted that promotion, and I was going to get it, whether at this company or somewhere else. I held the power to choose my next step.

Fortunately, after a short while, I landed the position. The company’s management, however, shifted shortly after, prompting me to leave. But I did so with a newfound bravery.

Remember this: You always have the option of leaving for a new position. In general, women’s loyalty to a workplace is radically greater than men’s. Do you know why? Because men, when they don’t progress and don’t get what they want, leave.

Step 2. Develop resistance

React calmly and professionally to things that happen. There are always organizational changes, changes of managers, industry upheaval, dismissal, and other unforeseen events.

Yes, things may have failed, but you are not a failure. Be strong even when what you undertook didn’t work. The most important thing is to learn from it and be resilient.

Acknowledge situations where you can’t give your best — for example, if you are a mother, bring your need for a flexible schedule to the attention of your manager or your team and find a way to make it work. You don’t have to run away or apologize. In the big picture of life, if you want your career and you want to raise children, do it as best you can with minimal feelings of guilt regarding both your family and your work.

Step 3. Ask for feedback

In my personal journey, the main hardship I dealt with at the beginning of my career was a blind spot that I was unaware of. As a successful software developer, I aspired to become a team lead. However, I was seen as too aggressive, despite the fact that a man behaving in the same way would have been perceived instead as assertive and ambitious. I didn’t get a promotion that professionally I deserved. Lacking female role models, I attempted to conform to male stereotypes, believing that this was my path to success. This whole episode was a very difficult moment in my career — but also one of the rewarding ones.

The lesson I learned was to ask for feedback and help from managers, from colleagues, and from a mentor, if you can find one. You will get significant insights into things that you wouldn’t have otherwise discovered. Listening and making the appropriate changes indicates your commitment to growth and improvement.

Step 4. Don’t wait for someone to praise you

Take credit for what you do. Look for opportunities to take on significant projects. Look for creative places to stand out and bring value. Give a lecture on a new topic in your field. Read about professional things that don’t apply to you and try them. If you work with an organization that interacts with customers, schedule a conversation once a fortnight or two to talk to the customer and see how they’re doing, what’s working or not. You will learn a lot from this and bring enormous value to your organization and new standards to your group.

Step 5. Watch and learn

What have I learned from watching the men around me succeed and progress? Let me emphasize that these are stereotypical statements, and I don’t think we need to adopt everything men. Choose whatever makes you brave and gain inspiration from it. Develop your own style.

1. Men are not busy with failure. They move on as if nothing happened.
2. Men focus on the goal, set high goals and try with all their might to meet them. They are less emotionally involved in balancing work and home.
3. Men don’t wait for anyone to approve of them.
4. Men courageously take every option to move forward. They ask for the maximum amount of money for the job.
5. Men change jobs easily. This is the strongest lever to career growth. When you upgrade your title, upgrade your salary, and take on new positions, you become someone with a much larger canvas than someone who has worked in two places throughout their career and was afraid to move from place to place due to comfort and balance.

When Women Speak Out

Take note, I am not against balancing work and home and slowing down when you are in the critical years of child-rearing. But I am in favor of you choosing and knowing the prices of each choice.

While we are making this journey, we are promoting equality, we are promoting a better world, we are an inspiration to one another, and we are pulling our sisters with us — who in turn will pull other women with them. In the end, our daughters will be empowered to stand up for what’s rightfully theirs… And what is more worthy of an effort than that?

***

ABOUT ANAT RAPOPORT

Anat Rapoport has worked her way through every rank in the engineering and technology industries. She has been VP of engineering at multiple companies and was GM and co-CEO in her last two roles. Rapoport is an experienced R&D manager with a master of science in computer science from Tel Aviv University. She is an Israel Defense Forces 8200, and a mom of three. Her new book is Woman Up!: Your Guide to Success in Engineering and Tech, (Lioncrest Publishing (May 31, 2023).

The post 5 Key Steps that Will Allow Women to Advance Their Careers appeared first on Advancing Women.

Unless you’re exceptionally lucky, you’ve had to cope with an ambivalent boss or manager somewhere along the way — someone who could be friendly and supportive one day, and then demeaning and cruel the next. Just like “frenemies” who are fickle in their expression of friendship, ambivalent bosses provoke distinct consequences for employee performance.

It’s unnerving not to know whether to brace yourself or extend yourself in your dealings with an ambivalent boss. In fact, research shows that ambivalent relationships are more harmful to our psyche, and even our physical health, than those we can easily categorize as negative. After all, with undeniably cruel people, you know what to expect and can try to avoid them entirely. But when there’s no predictability in how the boss will behave, the stress becomes nerve-wracking.

As a result, performance often suffers because workers walk on eggshells. Trust evaporates and disengagement permeates.

When you’re in a position in which you must deal with an ambivalent boss, here are some ways to cope:

1. Develop a thick skin

Sure, we all love praise and appreciate constructive feedback, but if a comment from a superior is nothing more than mean-spirited, it can be difficult to preserve your confidence and know how to proceed. If you generally hear positive feedback from others on your team or higher up the hierarchy, try not to focus exclusively on the negativity coming at random times from your ambivalent superior.

2. Look for underlying causes

The ambiguous behavior often can be attributed to your manager’s own lack of confidence. When the behavior manifests as hurtful instead of helpful, it may come from a perception of professional competition. While the biting remark or the stinging email may take you aback, try to get a sense of the manager’s state of mind and what might really be bothering him.

3. Accept the good/dismiss the bad

The conflicting signals that the ambivalent boss sends are difficult to decipher. Being cheered on in one interaction, then cut down in the next, only intensifies the confusion. Try not to agonize over the Jekyll and Hyde behavior. Learn to accept the support when it’s offered without longing for it. Chances are you are not a perfect person either every day. Remember that to err is human, to forgive, divine.

4. Take the high road

Consider that your manager may have his own stressors at work or in his private life that express themselves in fickle behavior. Lower your own expectations of what you can gain from the relationship and, for your own well-being, keep at a healthy distance. Try to set up strong boundaries between you and this person. Don’t work over the weekends. Don’t come in early to the office. If you work at a company that has hybrid schedules, try to come in on days when your boss won’t be there.

5. Confront the behavior

Before the stress of uncertainty reaches a breaking point, let your boss know that the on-again/off-again approval and support is taking its toll on your state of mind. Relay a recent example. Ask outright how you are supposed to interpret the mixed messages. Share your hope that the relationship remains positive, but advocate that, because of the dedication with which you approach your work and the contribution you make to company goals, you deserve constructive feedback from your superior (and hope that he is open to hearing some as well!).

Like having a frenemy, dealing with an ambivalent boss can feel like tiptoeing through a minefield. Train yourself to carve an alternate path where you can feel confident with each step you take.

ABOUT VICKY OLIVER

Vicky Oliver is a leading career development expert and the multi-bestselling author of five books, including Bad Bosses, Crazy Coworkers & Other Office Idiots (Sourcebooks, 2008), and 301 Smart Answers to Tough Interview Questions (Sourcebooks 2005), named in the top 10 list of “Best Books for HR Interview Prep.” She is a sought-after speaker and seminar presenter and a popular media source, having made over 901 appearances in broadcast, print and online outlets. Vicky Oliver is the Assistant Nonfiction Editor at LIT Magazine, the Journal of the New School Masters in Fine Arts in Creative Writing and teaches essay writing at the New York Writers Workshop. For more information, visit vickyoliver.com.

The post How to Deal with an Ambivalent Boss appeared first on Advancing Women.

If I had to use one word to describe my time working at Netflix, it would be “nirvana.”

I started there in my early thirties and could tell right away that it was a remarkable company filled with people of extraordinary talent and creative drive, and that the company believed in and trusted their people. I learned an enormous amount at Netflix and couldn’t have been happier.

But then a confluence of events mandated a change in my life and my lifestyle.

For one, I filed for divorce, making me a single mother to my two children. Not only that but both my children experienced serious health challenges, making returning to work after my maternity leave extremely difficult.

Somehow, I got myself back in the saddle. But as a vice president at Netflix, international travel was a normal part of my not-so-normal life, which meant leaving my children. I missed my babies, and they missed me. As juggling the demands of my job and family became more and more of a struggle, I thought it was the stress that was causing me to lose weight without even trying. I was also fatigued, uncomfortable, and out-of-sorts. I finally consulted a doctor, and after much poking and prodding, they discovered a sarcoma that required chemotherapy.

The possibility of remote work at that time was just that: remote. And so it was clear to me that, with a heavy heart, I had to put my health and family first and leave Netflix. And so I did. I didn’t choose change; change chose me, and I accepted it.

Working at Netflix was the best job I’d ever had, but I simply couldn’t do it anymore. And this story holds a two-part lesson. One is to realize when change must be made, then make it. I didn’t see my departure as a defeat as much as a necessary mandate. And that is the second lesson: Know what your priorities are and don’t let anything stand in the way of meeting those priorities.

The happy ending to this story is that I ultimately found a job with an organization that was way ahead of the rest of the world in embracing remote work, and my career continued to flourish without the need to sacrifice my health or my family. And the moral of this story is that if we look at change not as a threat, a setback, or an indication of abject (or even implied) failure but rather as an inevitability, our shift in mindset can begin, and we can face change with courage and maybe even enthusiasm.

Change is evolution, and evolution is inevitable. When we become fully aware of this, it forces our hand to evaluate how we want to respond to the changing world around us. Standing still, conducting “business as usual,” remaining inert and disengaged, hunkering down, laying low, and praying that the storm will pass are not viable options.

Leaders must look at this through a wider lens. Once we expand our leadership vision and begin to look at change as an inevitable and constant process—a necessary process that facilitates growth—change itself can be seen as part of the solution that moves us forward, rather than a problem to avoid at all costs. Strategies, policies, practices, and people are meant to evolve. Think of where the world would be if they hadn’t!

Here’s the bottom line: None of this is optional. The process is going to continually unfold around you, whether you buy into it or not, and so you might as well build it into development strategies. The question now becomes, “Why would you not want to become more adaptive, more resilient, and more courageous when it comes to embracing (and sometimes even initiating) change within your organization?”

The catastrophe of the COVID-19 pandemic forced companies to start incorporating remote work into their business practices, and this appears to have permanently changed the landscape as companies and their employees negotiate the new terms of employment. In this case, change was forced upon businesses and only those that learn to adapt are likely to succeed, as many office workers now are insisting on flexibility in the workplace.

But it’s not only catastrophes that necessitate change; change can be like falling dominoes, one change knocking something else off its feet, which knocks something else down, and so on. Even good change in the world requires leaders and the companies they lead to remain nimble.

Here I will return to Netflix. When the company was founded with the goal of bringing movie choice into the home, it knocked Blockbuster Video off its feet; that company never recovered. The Netflix business model centered on the technology of the time, DVDs, which people could borrow online and have mailed directly to their homes. Netflix was wildly successful, but then technology changed with the widespread adoption of fast internet and streaming.

Unlike Blockbuster, however, Netflix embraced the change and pivoted to become a streaming service, bringing vast choice to consumers at the push of a button on their TV remote or, later, mobile device. And even beyond that, as people started cutting the cable cord and relying increasingly on streaming, Netflix saw the potential for producing its own content and went on to become a powerhouse in entertainment, even racking up Emmy awards and Oscars.

Through all this, Netflix continued its service of mailing out DVDs, but that will end in September of 2023. Some subscribers will complain about the change, but they eventually will come to accept it (they’ll have to!) and perhaps even enjoy the convenience and quality of Netflix’s streaming selection.

Change is neither inherently good nor bad. It is simply inevitable. You can’t fight it; you might as well embrace it.

ABOUT BARBIE BREWER

Barbie Brewer began her career in Silicon Valley during the dot-com boom of the ’90s and is now an industry-leading expert in developing critical areas of modern business performance and culture, including remote and hybrid workforces. As Chief Culture Officer at GitLab Inc., Brewer has contributed to the all-remote SAS company’s growth from 150 employees to over 1,000 in more than 60 countries. She was Vice President of Talent for Netflix when the streaming service expanded from 20 million subscribers to over 150 million. While Brewer is passionate about her career and the future of work, she is most devoted to her two teenagers, supportive husband, and four dogs. Love of family and recognition of the need for impactful leadership inspired her to write Lead and Let Live.

The post Change is a-Coming (It Always Does) appeared first on Advancing Women.

Structured mentoring programs can be particularly valuable for women, who often face unique challenges in male-dominated industries and organizations. One of the key benefits of mentorship programs is that they provide women with access to valuable knowledge, skills, and expertise that can help them advance in their careers. Mentors can share their experiences and insights, provide feedback and guidance, and offer advice on how to navigate challenges and opportunities. This can be particularly helpful for women who are new to the industry or organization, or who are looking to advance to higher-level positions.

Another important benefit of mentorship programs is that they can help women build their confidence and develop a strong sense of identity in the workplace. Women often face significant barriers to advancement due to bias and discrimination and may struggle with imposter syndrome or feelings of self-doubt. By working with a mentor who understands these challenges and can provide support and encouragement, women can develop the confidence and self-assurance they need to succeed.

There is data to support that mentoring can be an effective tool to improve the promotability and retention of women of color in the workplace. Here are some ways mentoring can help:

• Providing guidance and support: Mentoring can provide women of color with guidance and support that they may not receive from their direct managers or colleagues. Mentors can offer advice on navigating workplace politics, building relationships, and developing skills that are necessary for advancement.
• Building networks: Mentors and Sponsors can introduce mentees to their professional networks, which can help women of color gain visibility and access to opportunities that they may not have otherwise. This can be particularly important for women of color who may not have the same level of access to networks as their white counterparts.
• Increasing visibility: Mentors can help promote the work of their mentees and advocate on their behalf. This can be particularly important for women of color who may be overlooked or undervalued in the workplace.
• Providing opportunities for feedback and growth: Mentors can provide feedback and opportunities for growth, which can help women of color develop their skills and build confidence. This can be particularly important for women of color who may face microaggressions or other forms of bias in the workplace.
• Challenging biases and stereotypes: Mentors can help challenge biases and stereotypes that may hold women of color back in the workplace. By providing support and advocacy, mentors can help create a more inclusive workplace culture that values diversity and supports the advancement of women of color.

Mentorship programs can also help women build important networks and connections within their industry or organization. Mentors can introduce mentees to other professionals, provide opportunities for networking and career development, and help mentees build relationships that can be beneficial throughout their careers. This can be particularly valuable for women, who may face barriers to building networks and connections due to gender bias and discrimination.

Of course, mentorship programs are not a cure-all for all of the challenges that women face in the workplace. There is still a great deal of work to be done to address issues such as the gender pay gap and bias and discrimination in hiring and promotion. However, mentorship programs can be an important part of a broader strategy to support women in the workplace and promote greater gender equality.

If you are interested in supporting women in the workplace through mentorship programs, there are several key steps you can take:

First, it is important to ensure that your organization is committed to promoting diversity, equity, and inclusion, and that leadership is supportive of mentorship programs. This can involve developing policies and procedures that support mentorship programs, providing resources and training to mentors and mentees, and actively promoting and supporting the program within the organization.

Second, it is important to identify potential participants who are committed to supporting women in the workplace. This can involve looking for employees who have a track record of supporting diversity and inclusion, who have experience working with women, and who are passionate about helping others succeed.

In conclusion, mentorship programs can be a powerful tool for supporting women in the workplace and promoting greater gender equality. By providing women with access to knowledge, skills, and expertise, helping them build their confidence and identity in the workplace, and helping them build important networks and connections, mentorship

programs can help women overcome the unique challenges they face and achieve greater success in their careers. 

At Engage Mentoring, we recognize that mentoring when viewed through the lens of DEI, is no longer a nice to have but a must-have. If you are interested in supporting women in the workplace, consider exploring the potential of mentorship programs within your organization. For more information about our forums, including Project Lead for Women and C-Suite and Founder forums, visit www.engagementoring.com.

About Yalonda Brown

Yalonda Brown is a seasoned professional whose expertise spans over 20 years in both the private and public sectors. Her drive and self-determination has resulted in a myriad of demonstrable accomplishments as an intuitive leader, thought partner, and high-functioning performer. Yalonda serves as the President of Diversity Initiatives for Engage Mentoring where she leads the national expansion of diversity-focused mentoring and leadership programs for companies, universities, and nonprofits.

She believes fervently that access to meaningful connections is a key component to driving inclusive cultures. Yalonda holds a Master of Science in Organizational Leadership and a host of certifications including being a Certified Child and Youth Care Practitioner. In addition, Yalonda is an entrepreneur, author, and speaker. Yalonda has written books and contributed chapters in multiple award-winning anthologies. Whether it is via public speaking or her published works, she leverages her formal education, real-world experiences, and her passion to inspire and motivate others to live according to their purpose. Collectively, her works help to build resilience, confidence & character. She currently lives in Avon, Indiana with her husband Vincent and daughter Kiara.

About Engage Mentoring

Engage Mentoring’s mission is to transform cultures by leveraging software that provides access to meaningful relationships. We work with companies of all sizes and now offer leadership forums for professionals who work in the human resources and diversity space.
Learn more at: www.engagementoring.com.

The post Supporting All Women in the Workplace Through Mentorship Programs appeared first on Advancing Women.

Gaming and esports have become a multibillion-dollar industry, with investment opportunities, new career paths, and innovation popping up around every corner. Beyond the elite top players, every skill set and background imaginable is being put to use in this sector. So, where to women fit in this burgeoning enterprise?

Women in Gaming Face the Same Challenges as I Did in Banking

Listening to a panel hosted by Women in Games, I was struck with how the parity issues spoken about mirrored exactly what I experienced in the corporate world, including gender

discrimination, exploitation, bullying, and harassment. And while much work still needs to be done in all sectors of society, I think it is important to share some prescriptive thoughts on what specifically can be done in the gaming and esports world.

1. Advance More Women into C-Suite/Director-Level Positions

Female gamers are on the rise. Why wouldn’t the industry want to ensure it is adequately structured to serve this growing segment?

Having women in top positions will provide valuable insights into the rich complexity of the female gaming population, the same reasoning I use when advocating for more funding to go to female start-up founders. Women control the vast majority of household spending decisions. Female founders intuitively know how to tap into that decision matrix.

While the gaming industry is making some progress in terms of attracting more women into a career in this sector, it is still very much lacking in terms of women taking director or C-Suite level positions. In the long run, the more women there are at the top, the greater chance there is that they will extend a hand to upcoming talent. But first, there needs to be a pipeline of qualified women. It all starts with the first rung of the ladder. Begin by looking at your recent hiring history and start setting targets.

2. Mentoring Programs are Key

Start young. Mentoring should start at an early age. Girls need role models. Schools can help. When girls see people who look like them and have access to those with shared aspirations, they engage better with their learning and build wider networks. Educators can foster initiatives that connect students with women and mentors in gaming. There are many virtual ed-tech tools, and mentors that can be found throughout the world.

Amy Allison, who writes about Girl Scouts and gaming helped introduce the concept of a ‘gaming’ patch. The patch is awarded to Girl Scout members who learn how to design video games. It also requires them to program the games, rather than just design them.

3. Amplify Success Stories

The contributing authors to my book,  Changing the Game, have been tapped for their insights, but I had another ulterior motive. They are also there as examples of individuals with all types of backgrounds who have entered esports/gaming and are thriving in what they do. Among them are a dozen women who have a story to tell. Having a spotlight shone on a specific individual or company does more than provide good PR. Going forward, it may spark an idea for a new career or business opportunity.

Perhaps an investor now has you on their radar for the future. Say ‘yes’ to public speaking. Say ‘yes’ to being interviewed for media. Say ‘yes’ to writing an Op-Ed piece.

4. We Always Need Male Champions

Men can play a critical role in bringing more women into the gaming/esports arena. Men should step up to change the status quo with proactive business practices that prioritize women’s career paths and set them up to thrive in tech. Men should also be mentoring the next generation of female talent.

One area is sponsorship. If you are a senior team member, you can seek out opportunities for women and advocate for them. Highlight their qualifications and why, specifically, they are a fit for an opportunity. This will help women climb the corporate ladder.

More women in leadership in games will make a huge difference in attracting and retaining women in the industry. The goal should be focused on ensuring studios and other companies in games become more welcoming and attractive places. These are the workplaces of the future. Let’s not operate like the workplaces of the past.

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ABOUT LUCY CHOW

Lucy Chow is a future-focused thought leader and author of Changing the Game: Discover How Esports and Gaming are Redefining Business, Careers, Education, and The Future. You can follow her on Instagram here. Learn more at www.lucychowauthor.com.

The post Creating an Environment for Women in Gaming appeared first on Advancing Women.

Editor and President of advancingwomen.com

In the field of science, technology, engineering, and mathematics (STEM), it’s not uncommon to hear the phrase “the only.” As in,
“the only woman of color in the room,” or “the only woman of color in the department.” Unfortunately, this phrase highlights a
disturbing reality: the underrepresentation of women of color in STEM fields. But it’s time to shatter this myth and recognize the diverse contributions that women of color bring to STEM.

Women of color face numerous barriers in pursuing careers in STEM. From a lack of representation in educational materials and
role models to experiences of microaggressions and discrimination in the workplace, these challenges can make it
difficult for women of color to feel supported and valued in STEM fields. However, despite these obstacles, women of color are
breaking down barriers and making their mark in STEM.

One reason why it’s so important to shatter the myth of the “only” is that representation matters. Research shows that having a diverse range of perspectives leads to better outcomes and decision-making. In STEM, this means that a team with diverse backgrounds, experiences, and perspectives is likely to produce more innovative and creative solutions. Women of color bring unique perspectives to STEM fields and their contributions should be celebrated and valued.

In addition to representation, women of color in STEM also play a critical role in advancing diversity and inclusion in the field. They
are leaders in advocating for change, promoting equity, and creating inclusive work environments. By sharing their experiences and perspectives, women of color in STEM help to create a more welcoming and supportive community for all.

So, how can we shatter the myth of the “only” and support women of color in STEM?

First, it’s important to recognize and address the systemic barriers that exist. This includes promoting diversity and inclusion initiatives, creating supportive work environments, and providing opportunities for mentorship and professional development. Additionally, organizations and individuals can support women of color in STEM by amplifying their voices and promoting their contributions.

In conclusion, the phrase “the only” should not be associated with women of color in STEM. It’s time to shatter this myth and recognize the important contributions that women of color bring to the field. By promoting diversity, inclusion, and equity, we can ensure that women of color have the opportunity to succeed in STEM and make their mark on the world. So head over to careers.advancingwomen.com to start your journey today!

The post Shattering the Myth of the ‘Only’: Women of Color in STEM appeared first on Advancing Women.

Editor and President of advancingwomen.com

As we approach International Women’s Day 2023, the global community is called to action under this year’s campaign theme
of #EmbraceEquity. This theme represents a rallying cry for everyone to take real, tangible steps toward creating a world that
is more equitable for women and girls.

At AdvancingWomen.com, we have been on the front lines of the equity fight for nearly three decades. Our focus on diversity recruitment and career development for women and minorities has made us a trusted partner for companies looking to increase innovation, improve decision-making, drive sales, and retain diverse customers in an ever-changing global economy. With #EmbraceEquity as this year’s campaign theme, we are more motivated than ever to continue our mission.

What is Equity?

Before we dive into the details of this year’s campaign theme, let’s first define what we mean by equity. Equity is about creating fair and just opportunities for everyone, regardless of their gender, race, ethnicity, or any other identity factor. It’s about recognizing and addressing historical and systemic barriers that prevent certain groups from achieving success. Equity is not the same as equality, which assumes that everyone starts from the same place and should be treated the same. Instead, equity acknowledges that different groups face different challenges and need different supports to achieve equal outcomes.

Why #EmbraceEquity?

The #EmbraceEquity campaign theme is meant to inspire everyone to take concrete actions toward creating a more equitable world. The COVID-19 pandemic has highlighted the significant inequalities in our society, particularly for women and minorities. Women have been disproportionately impacted by job loss and have had to shoulder most caregiving responsibilities during the pandemic. Women of color, in particular, have faced even greater challenges.

However, the pandemic has also brought about a new level of awareness and urgency to address these inequalities. We have seen the power of collective action in the fight for racial justice and the push for policies that support working families. We believe that this moment presents a unique opportunity to make real progress toward equity.

What Can You Do?

As the campaign theme suggests, the first step towards creating a more equitable world is to embrace the concept of equity. This
means recognizing that inequality exists and committing to doing something about it. Here are some concrete actions you can take

1. Educate Yourself  – Educate yourself on the issues surrounding equity, such as the gender wage gap, systemic
racism, and gender-based violence. Read books, attend webinars, and seek out information from trusted sources.

2. Speak Up – Speak up when you witness inequality or discrimination. Use your voice to advocate for change in
your workplace, community, and beyond.

3. Support Women-Owned Businesses – Support women-owned businesses and businesses that prioritize diversity
and equity in their hiring and promotion practices.

4. Mentor or Sponsor Women – Mentor or sponsor women in your industry to help them achieve their career goals. Offer guidance, support, and networking opportunities.

5. Advocate for Policies That Support Equity – Advocate for policies that support equity, such as paid family leave, affordable childcare, and fair pay.

The AdvancingWomen.com Approach

At AdvancingWomen.com, we take a comprehensive approach to promoting equity. Our diversity recruitment services help companies attract and retain diverse talent, while our career development programs help women and minorities advance in their careers. We also provide resources and support for women-owned businesses and work to promote policies that support equity.

As part of the #EmbraceEquity campaign, we are committed to amplifying the voices of women and minorities and advocating
for change

The post International Women’s Day 2023: Embracing Equity for Women and Girls appeared first on Advancing Women.

So, what does a strong support system look like for women of color in STEM?

1. Mentorship

Having a mentor who can provide guidance, advice, and encouragement can make a huge difference in a woman of color’s career.
Mentors can offer insights into navigating the workplace, provide introductions to valuable contacts, and offer support and
encouragement when it’s needed most.

2. Community

Connecting with other women of color in STEM can provide a sense of belonging, as well as opportunities for networking and professional development. Joining a professional organization, participating in diversity and inclusion initiatives,and attending conferences and events are all great ways to build community and connect with others.

3. Allies and advocates in the workplace

Allies can help to create a more inclusive work environment and promote diversity and equity. This can include speaking up against microaggressions, promoting women of color for leadership roles, and advocating for more diversity and inclusion initiatives in the workplace.

At AdvancingWomen, we understand the importance of building a strong support system for women of color in STEM. That’s why we offer a range of resources to help women succeed in their careers, including job listings, career advice, and networking opportunities. To learn more about opportunities for women of color in STEM, be sure to check out careers.advancingwomen.com.

In conclusion, building a strong support system is essential for women of color in STEM. Mentorship, community, and allies are key components of this support system and can help women of color overcome the unique challenges they face in the field. At AdvancingWomen, we’re committed to helping women succeed in their careers, and we invite you to join us on this journey by visiting careers.advancingwomen.com.

The post Building a Support System for Women of Color in STEM appeared first on Advancing Women.