HeyFlow的动态

This is a MUST-WATCH for all hiring managers! ?? Welcome back to our second episode of?Comeback Conversations This week, we spoke to Dan Watts from By Miles about how they do parental policies. It's a masterclass in how to create an environment that supports women returners. We think more employers should take a leaf out of their book, don’t you???♀? Watch the full webinar on our YouTube channel (?? link in the comments!) #WorkingParents #FlexibleWork #ReturnToWork

Real ways to support women today: *examine compensation of women on your team or in your company. *advocate for promotion/compensation (together, only) *examine your paid leave policy for both parents *advocate for stronger paid leave policies for both parents. *hire women. *serve as a mentor to women. *promote women. For those in the back, I'll say it again. *support women's careers intentionally in whatever way you can. The above are all action words. ACTION. Posting about women on this day is fine, but action is what makes change. Find a way.

The departure of working mothers from leadership roles threatens diversity and organizational success. The Mothers Work model offers tailored support, empowering high-performing women to navigate career aspirations and motherhood with success. Learn more: https://lnkd.in/g_qV_saP #careerjourney #workingmoms

The departure of working mothers from leadership roles threatens diversity and organizational success. The Mothers Work model offers tailored support, empowering high-performing women to navigate career aspirations and motherhood with success. Learn more: https://lnkd.in/gbJmFYW8 #careerjourney #workingmoms

The departure of working mothers from leadership roles threatens diversity and organizational success. The Mothers Work model offers tailored support, empowering high-performing women to navigate career aspirations and motherhood with success. Learn more: https://lnkd.in/gkzJTS2m #careerjourney #workingmoms

The departure of working mothers from leadership roles threatens diversity and organizational success. The Mothers Work model offers tailored support, empowering high-performing women to navigate career aspirations and motherhood with success. Learn more: https://lnkd.in/gatkEjUF #careerjourney #workingmoms

A few months ago I held a roundtable event with some of the biggest names in professional services. We were joined by our Careers After Babies accreditation board experts - Rachel Vecht ????, Shivani Uberoi, Lizzie Martin PCC an Han-Son Lee Together we tackled the question: "How do we retain more women in client-facing roles in professional services?" We pulled the question apart, threw it around and really understood what it is that means we don't retain women. We talked about the lack of role models, low uptake in shared parental leave and the inherent barriers associated with the professional services industry. Then, we spent some time discussing what we can do about it. We talked about the billable hour, the partnership model, and client ownership. Then, we talked about organisational issues related to policies, processes, and practices related to women and families. The output is something I'm proud of and nervous about in equal measure! It's our first whitepaper since the landmark Careers After Babies: The Uncomfortable Truth report. EEEEEK! It's jam-packed with practical actions that the professional services industry can take to receive I'm beyond excited to be able to share it with you this time next week! If you want to be first to see it, let me know with a ?? and I'll add you to the list. EDIT: Sign up here to receive a copy https://lnkd.in/erk876bX #womeninprofessionalservices #genderpaygap

I am in the habit of pursuing the library and picking whatever books peak my interest. When I grabbed this one, I thought the author was going to be advocating for women to do the opposite of Lean In (as the title would suggest). But that's not what it's about. Marisa Orr explains that more women will not reach (and stay) in Senior Leadership positions until we stop comparing women to men. What does she mean by this? "Demanding new behaviours inside old systems is always a losing proposition. The opportunity lies between what we want our organizations to be and the current reality. But a new way forward must go deeper than leaning into our ambition, potential, and promotability. It goes beyond new policies and proactive measures to close the gap, secure the pipeline of women coming into the organization, reduce the parenthood penalty, increase boardroom diversity, or eliminate unconscious bias. A new way forward requires a revolution in organizational thinking and management models oriented toward truth and objectivity...to create the new reality, we must face existing truths about women, power and the workplace. Then we must change the rules of the game" (p. 164). One of my favourite ideas in this book is to offer a variety of incentives for talented workers such as a child care stipend or better yet, on site childcare!! Women are not mini-men. And many women are still working in environments designed by and for their fathers. Many organizations are changing and evolving and I am soaking up all of these ideas to better advocate for myself and my daughter in the future!!! ?????????? Marissa Orr #leanout #womenandwork #thefutureofwork

International Women's Day is about more than just shouting your female colleague a coffee, it's about taking action to accelerate women's equality. At SCHF, women make up; 78% of our staff 87% of our Senior Leadership Team, and 71% of our Executive Leadership Team. Our female staff are friends, mothers, partners, siblings, daughters, grandmothers and more, and each of these roles often comes with different pressures and needs. That's why we are proud to take action today and every day to help level the playing field for women including; ?? Our Flexible Work (FLOW) policy, giving staff the freedom to work around appointments, school pickups or other schedules, ?? Employer-funded parental leave policy, for both primary and secondary carers, ?? An additional super contribution made for additional unpaid time taken as part of parental leave, and ??Our Work from Anywhere policy, because work doesn't only happen at the office, just like life doesn't only happen at home. Collectively, we can #accelerateprogress.

A weird yet predictable trend for this week will be 'women empowerment' posts by all and sundry. I say weird because it's anomalous to the rest of the year when International Women's Day feels far off enough to drop the act and go about business as usual. The standard corporate practice of giving out bouquets and putting up exactly 5 pink balloons is laughable at best, empty and pitiable at its worst, but I also want to talk about organizations that call themselves thought leading, feminist and/or progressive. Lack of pay transparency, failure to comply with maternal leave laws (which are paltry to begin with), inability to see women in the workplace as breadwinners, rigid policies not allowing for period leaves/virtual days or the many many challenges of being working moms are all clear-cut examples of the unjust practices women face in the workplace. You ask and you ask so much of us, as is. The least you can do is quit pretending and commit to being full blown agents of exploitation. That, or actually put your money where your mouth is and create genuine change through equitable practices.