As lady bosses, we sometimes find ourselves struggling trying to fit our voluptuous brains into a rigid, traditional business model that was never designed by or for women to begin with. My answer to this? Reject the model.
The obligations abound: to my husband, children, and parents. To the workplace, my volunteer activities, and maintaining the home. Sheryl Sandberg has described my frustration perfectly, the "holy trinity of fear: the fear of being a bad mother/wife/daughter."
Have you ever questioned the effort you put into things... wondering if it was really worth it, or worse, wondering why it seemed there was so much swirling and duplication? And then nothing?
Women who aspire to hold leadership positions can exercise far greater control over career outcomes than they realize. While companies still have a long way to go in fostering diversity at the highest levels of management, the reality is there is never enough time in a boss' day to make you his/her highest priority. That task will always be left to you.
At this year's Grace Hopper Celebration in Houston, I had the opportunity to sit down with Telle Whitney, the CEO and President of the Anita Borg Inst...
When I first met Bibhuti, I realized within minutes that his passion for educating and mentoring girls in some of the most impoverished parts of Nepal came from something far deeper than just giving back to his home country.
Could I have taken time off to pursue my "passion" if I were a man? Could I have practiced psychotherapy only as much as I wanted because of wanting to spend time raising my children?
The real issue is that with all of our talk of pinpoint targeting, with all of the: "I know everything about you," rhetoric, with all of our supposed personalization, customization and individualization, there is a plague of irrelevant and undifferentiated ads infecting our lives.
It's time for Facebook to finally step up and make a change, or admit that it's not truly interested in building a social network that champions diversity, safety, and creative expression. And if that's the case, it's time for us as users to walk away and build something new.
Real change starts at the top - with leaders from influential companies coming together - and policymakers like those in California - questioning the status quo, pushing boundaries and implementing policies that truly make a difference and improve opportunities for women.
In my work - to help companies achieve gender-diverse leadership - I focus on the unconscious mindsets that create obstacles for women. These comments reveal more than unconscious bias. They sadden and frustrate me.
In corporate America, 88 percent of men think women have at least as many opportunities to advance as men. Yet when you look at the actual data, women's odds of advancement are 15 percent lower than men's. Why don't men see it?
In order to close the ambition gap, however, those who already hold positions of power, and are frustrated with the lack of young women excelling at work, will have the next move, guiding us as we take our first steps into the workforce.
While discussion for women's workplace rights is rampant, disability employment is still extremely and unjustifiably taboo. This needs to change. An inclusive workforce is better for everybody. Employer and employee alike, we all need to strive for it.
Stacey Boyd is the Founder and CEO of Schoola. Schoola gives children opportunities at school to discover and fulfill their full potential by empoweri...
Kathryn has spent the past 20 years working with startups and established companies focused on credit, payments, technology and ecommerce. Kathryn an...