Caitlin Copple的动态

Only 30% of global news sources are women. If we want to change who holds wealth and power in this country… If we want to transform whose story counts… If we want the image that comes up when you think of a CEO to include someone who looks like you… We have to take responsibility for being visible.?? We have to show up in the places that will give us credibility and a platform. Right now, that image is not female. It’s not a person of color. It’s not a queer human, let alone a single mom or the primary breadwinner in a family.? Most of the decision-makers in newsrooms across the country are still white, cisgender, heterosexual men. The same crowd that holds the majority of political offices leads the majority of Fortune 500 companies. There’s a reason for this that comes back to PR. Our five years in business working with underrecognized leaders nationwide have proved we have the power to change the narrative through PR. By consciously positioning yourself to *be the news,* you can open doors beyond your wildest dreams and flip the script on who is telling the story. We know this because we’ve done it, and so have our clients. You can change the narrative. After all, if you don’t, who will? #ReclaimYourPower #WomenOwnedBiz #MotherHustlers #QueerVoicesMatter #QueerOwned

Do you think LinkedIn is for business, not politics? I’m here to say that every business is political, whether consciously or unconsciously. Guy Kawasaki wrote a post on “47+ reasons to vote for Tim Walz.” Some commenters responded, “this is not a political site,” and “politics and business do not mix, it’s best practice to run a company without a political agenda.” Here’s how you can tell the political agenda of a business. Do they hire and promote people who bring diversity? Are parents supported to take family leave, and not pressured to work while gone and come back asap? Are people whose faith is not Christian encouraged to take off for religious observance? Are LGBTQ+ people comfortable to be out and open? Are women and people of color valued as colleagues and treated with respect? Many of these are required by law, laws proposed and passed by Democrats. Some companies blatantly violate the law. Others grudgingly comply. Some enthusiastically support the laws and go beyond the bare minimum. Whichever they choose, those businesses are living their political agendas. My political agenda in business as a lawyer and corporate trainer has always been to support and go beyond these laws. Some of my clients agree, others are in the grudging category. What is your political agenda in business? Or do you think there is a way for a business to be neutral? #politics #employmentlaw?

(Now with paywall-free link!) I’m reflecting on the dangers of the illusion of progress this?#internationalwomensday. It is easy to think we have come further than reality, especially at large companies where currents of inequity still rage under the surface. And inequitable practices typically impact folks of multiple marginalized identities - women, trans, and nonbinary folks, yes; but men are affected directly too as people of color, disabled people, older folks (people over 40 in the US), the broader LGBTQ community, and other non-gender identities can be negatively affected by these practices or lack of them. In this post, I share some stats specific to continued inequity experienced by women in the workplace, share my direct lived experience about inconsistent interview experiences, and talk about what it’s like when things go right and how those who want to make sure their impact aligns with positive intent can put this into practice. You’ll probably walk away with a few new stats, might come away feeling seen, and you might even come away feeling like you have new tools to work towards the world you want to see. We are better together than we are apart, but allyship is not a checkbox or a title. It is a lifestyle and a constant practice. Need a paywall free link? https://lnkd.in/geHBAxMg (But as always, Medium members who log in help support the authors who write on the platform!) #career?#diversity?#diversityandinclusion?#interviews

"we'll have to hire men, because it's unsafe for women" ... said many-a-men in several conversations within and outside corporate and domestic corridoors. i usually hide behind the veil of corporate politeness. and that's not me, for those who know me. i am going to let my cannon loose here. "rg kar case" one of my friends quoted while justifying the job preference for a man. "who was she raped by", i politely asked. "men". who is therefore making it unsafe. "men". but who is kept away from opportunities citing reasons of safety. "women". now, if this doesn't work. there is this obsessive compulsive habit by everyone across industries to quote "we value merit". but tell me, how is merit measured. in a room full of 30 men, there are 2 women. if 3 of the men are not meritorious, and if 1 of the women is not meritorious. in your obsessively dehumanising data driven world, there will be 50% women who don't meet merit, and 10% men. women need to be the best of the best to make it beyond the rest in a small sample size... while men can pass as needle in a haystack. also merit needs to be measured with opportunities and roadblocks to both of the populous genders. some of the issues are more deep and personal. imagine speaking to your male boss about how you need to take leave because you have heavy bleeding. or that you need to go home to use the loo, because at work, there's only one, and men at work don't aim. imagine, women climbing up the ladders. the very few. but making a case study of their tough life and saying "i worked till the last day of pregnancy, so can you". well, shouldn't every other generation have it easier. now that the world is wider, knowledge is crisper, and our ears are more sensitive to the whispering whimper. why is it so tough for women. because men lack the spine. and women who are on top, are too busy drowning in the echoes of their own music that they fail to recognise the struggles of another. so is the case with queers, so is the case with pwds. no, there is no linear progression from women to lgbt to pwd... we want inclusion for all underrepresented. and we will have it now. roshni gar khuda ko ho manzoor, aandhiyon mein bhi chiragein jalte hai. khuda gawah hai.

Why share your politics as a business owner? It's simple. To scare away people who don't share your values. That's why I do it. My programs are meant to be a safe place for people of any... -Skin color -Religion -Ethnicity -Sexuality -Gender Identity -Ability -And every other thing that makes us "different"... So that they can start a business, grow that business, and make good money doing work they love doing. I don't want people in my programs who will violate other members' sense of safety. My communities are carefully curated so that all members feel supported, not just by me, but by their colleagues. Starting a business is REALLY flipping hard. It's also super lonely. But it's easier when you have people to turn to who get it, accept you, and encourage you along the way. There's no room for folks who will talk down to, gaslight, or otherwise be unkind to other members because they're "different". So I share my politics. Cause, unfortunately, that's a pretty easy way to scare away folks who don't believe.... -In equality and equity for all -That trans women are women, and trans men are men -Women should have full autonomy over their bodies and lives -In plurality of religion, culture, and beliefs And so much more. Added benefit it also scares away those who are pro project 2025- which if you don’t know about, go research immediately- it’s terrifying. So if you're a business owner who's on the fence about sharing political content I urge you to ask yourself... Are there people who's values don't match up to yours whom you don't want to attract? If so, share your beliefs. Those folks will think twice about spending money with you... And the people who are aligned to you will feel that much closer to you and your brand. Now excuse me, I'm going to go do some volunteer work for a local Democrat running for State Representative. ?????? #politics #business #marketing #attract #scaretheheckaway

Do you also think that posts from women often get more likes and shares than those from men? I recently had an interesting conversation that made me reflect on this issue. I randomly asked someone why his posts don’t get much engagement despite having many followers. He replied that boys only liked and shared girls' posts, implying that girls get more engagement than boys. I found that a bit weird, as I have seen men getting engagement on their posts too, on LinkedIn. He added that when you grow up, you will understand it better. Sure, I have not entered the corporate world officially, but if this really happens, it was an eye-opening moment for me. This made me question: Does talent even matter anymore? What about the hard work that particular person did to achieve something? Just by saying that you are a boy or a girl, you got it? How demotivating might that person feel and start questioning his/her abilities? That person will start thinking that all my hard work meant nothing and that it all happened just because I was a girl or a boy. Women have always been considered not able to do specific jobs, but when they are finally good at something, people say just because you are a woman, you got it? How pathetic can society get? Can't we agree that, yes, that person has talent, and on that basis, he/she has success? Why does everything have to revolve around the fact that it’s a girl or a boy? In the end, I feel everyone should be appreciated for their work, forgetting the gender thing. Nothing is easier for anyone. Everyone has to work hard to get somewhere. It is neither easier for women nor men! I hope one day society understands this and appreciates the work of everyone and does not think, “She is a woman so it was easier for her!" Bullshit. #Gender #GenderStereotypes #Men #Women #GenderInequality

Whether we like it or not, most of us will be working till we’re 70. But almost 50% of recruiters think 57 is too old for a job. And we all know that number is significantly lower for women. But we’re not going without a fight. Why? For your future. Why? Because that’s what we’ve always done. You do know we are? the first generation of women in the workforce with equal rights.? We are the architects of your career. We are pioneers. Now we are on the warpath to build the road to long, satisfying careers for all women. Here’s our arsenal: Accumulated Wisdom: We bring decades of life experience that translates into nuanced problem-solving approaches. Intergenerational Insight: We bridge the gap between younger activists and older decision-makers and we fight for you too. Long-term Vision: Our perspective allows business to champion sustainable, lasting solutions. If you’re serious about the future of women’s careers and want to add some wisdom to your workforce Contact Jacquie Duckworth and check out Visible Start #VisibleStart #VisibleInc #GenderedAgeism #Ageism #Recruitment

If there's bias in hiring, it's not in the favor of women or people of color, it's (still) in favor of white men. For those debating whether #DEI efforts are really just quota systems that result in white men losing out to less qualified women and people of color, Sarah Green Carmichael in Bloomberg has dug into the laws, research, demographics and data. ?? Is it even legal to base hiring decisions on a person’s race or gender? "No. Private-sector employers?haven’t been allowed?to use race, gender or 'protected characteristics' since the Civil Rights Act of 1964. ... Hiring quotas are “strictly forbidden,”?according to the Department of Labor." There's no such thing as a "DEI Hire." ?? How big is the #DEI backlash? "Most people support diversity efforts. But there’s a growing, and vocal, minority who don’t." The 60% of men who think women have equal job opportunities have not talked to a lot of women... ?? Is it more difficult for White guys to get hired than other groups? Through so many studies, absolutely not -- in fact, research continually points to the opposite. One of many research studies cited: "At a consulting company that used the case interview method, in which interviewees solve business problems in real time using a mix of math and conceptual frameworks, the content of the candidates’ answers didn’t always seem to matter much. With South Asians and Hispanics, evaluators obsessed over candidates’ 'polish.' With women, they fretted over their math skills, perhaps driven by stereotypes that women are bad at math." Whatever your take is on #DEI, please read Sarah's column: https://lnkd.in/gBtMMWg9 #Diversity #equity #inclusion #gender

Believe it or not, I am not a feminist. I know, surprising. I am very independent. I often take care of things without the help of my husband. I enjoy being a strong woman who can take care of herself. But, I don't agree with feminists or how they treat men. Specifically, I don't agree with what feminism has become. Click the link to read more! Check out my blog post https://wix.to/0kYVqoe #newblogpost

" Lu, we want you to join our women' s panel/roundtable/ community! Oh wait.. you're trans? nevermind then... " ?? in the past year, I've received DOZENS of invitations to opportunities I would have never dreamed of. there has only been one problem : ?? when I've asked if they were nonbinary/trans inclusive I've received 3 types of responses: 1) "sorry, didn't realise you were nonbinary " * exits the DM * 2) "we accept EVERYONE here " * yet their entire marketing focuses on white cisheteronormative women's experiences * 3) "my bad for assuming you're a woman. you should have more patience tough and take the time to educate me. " * revokes invitation* my presence isn't a threat. your ignorance is. cuz if you think you can truly change the game of inequality for ciswomen without trans people, you're not going far ! we need to UNIFY against a system that holds of us stuck in groupthink. ?? ?? including transfeminism in your work can only bring you richness of perspectives and skillsets. and don't feel sorry for me... I decided to come out years ago after having spent plenty of time in rooms that were supposed to be feminist... but weren't. I'm building my own community with anyone open to join forces , trans or not. watch me ?? p.s. have you ever felt fake - included? ?? ID Picture of Lu standing in front of a gold and white mandala drape. Lu has white skin, long wavy blonde hair , they're wearing a white bodysuit shirt , black framed lenses and are crossing their arms in front of their chest with a light smirk on their face. #BusinessCulture #TransRights #BusinessStrategy