Blogs by tag - World View

Robots at Work: The Rise of Artificial Intelligence and its Impact on Employment

The rise of artificial intelligence (AI) is transforming the way we live and work. From self-driving cars to intelligent personal assistants, AI is becoming an increasingly common presence in our daily lives. However, one of the most significant ways that AI is impacting our society is in the world of work. As machines and algorithms become more intelligent and capable, there is a growing concern that they will replace human workers and lead to widespread unemployment. In this article, we will explore the impact of AI on employment, including both the potential benefits and the potential risks.One of the most significant benefits of AI in the workplace is that it can help to improve productivity and efficiency. By automating repetitive and mundane tasks, AI can free up human workers to focus on more complex and creative work. For example, a factory that uses robots to assemble cars can produce more cars in less time than a factory that relies on human workers alone. Similarly, an office that uses AI to manage scheduling and email can reduce the amount of time that employees spend on administrative tasks.Another potential benefit of AI in the workplace is that it can help to create new jobs and industries. As AI becomes more prevalent, there will be a growing demand for workers who can design, develop, and maintain the systems and algorithms that power it. In addition, as AI becomes more sophisticated, it will be able to perform tasks that were previously thought to be the exclusive domain of humans. For example, AI is already being used to create art, write music, and compose poetry. As these systems become more advanced, they will create new opportunities for artists, musicians, and writers.Despite these potential benefits, there are also risks associated with the rise of AI in the workplace. One of the most significant risks is that AI will lead to widespread unemployment as machines and algorithms replace human workers. For example, a factory that uses robots to assemble cars will require fewer human workers than a factory that relies on human workers alone. Similarly, an office that uses AI to manage scheduling and email will require fewer human workers than an office that relies on human workers alone. As a result, many workers will be left without jobs and may struggle to find new employment.Another risk associated with AI in the workplace is that it could lead to increased inequality. As machines and algorithms become more intelligent and capable, they will be able to perform tasks that were previously thought to be the exclusive domain of highly skilled and highly paid workers. For example, an AI system that can perform complex legal research or financial analysis will be able to replace human lawyers and financial analysts. As a result, the jobs that are left will be highly skilled and highly paid, while the jobs that are replaced will be lower skilled and lower paid.Despite these risks, it is important to remember that the impact of AI on employment will not be uniform across all industries and occupations. Some industries and occupations will be more affected than others. For example, industries that rely heavily on manual labor, such as manufacturing and construction, will be more affected than industries that rely heavily on knowledge and creativity, such as healthcare and education. Similarly, occupations that involve repetitive and predictable tasks, such as data entry and customer service, will be more affected than occupations that involve complex and creative tasks, such as engineering and research.To prepare for the impact of AI on employment, it will be important for workers, employers, and policymakers to take action. For workers, it will be important to develop new skills and capabilities that will be in demand in the future. For example, workers who are able to design, develop, and maintain AI systems will be in high demand in the future. For employers, it will be important to invest in training and development programs that will help workers to adapt to the changing nature of work. Additionally, employers should also consider implementing policies that promote inclusivity and equity, such as flexible work arrangements, parental leave and support for employee's balancing work and family responsibilities.For policymakers, it will be important to develop policies that support the transition to a more automated workforce. This can include providing retraining and education programs for workers who have lost their jobs due to automation, as well as implementing measures to support workers who are at risk of losing their jobs in the future. Additionally, policymakers should also consider implementing policies that promote inclusivity and equity, such as minimum wage laws and tax policies that target income inequality.In conclusion, the rise of artificial intelligence (AI) is transforming the way we live and work. While it has the potential to improve productivity and efficiency, it also poses a risk of widespread unemployment and increased inequality. To prepare for the impact of AI on employment, it is important for workers, employers, and policymakers to take action. Workers should develop new skills and capabilities; employers should invest in training and development programs and policymakers should develop policies that support the transition to a more automated workforce. By working together, we can ensure that the rise of AI leads to a more inclusive and equitable future for all.

What is gender justice and why is it important?

Gender justice is the principle that all people, regardless of their gender, should be treated fairly and with dignity. This includes equal rights, opportunities, and protections for all genders. Gender justice is important because it promotes equality and respect for all people, and it is essential for building a just and equitable society.There are many ways in which gender justice is important. Here are a few:Equal rights and opportunitiesGender justice means that all people, regardless of their gender, should have the same rights and opportunities. This includes the right to education, employment, and access to healthcare and other essential services.In many societies, women and other marginalized genders still face discrimination when it comes to access to education and employment opportunities, which can limit their potential and limit their ability to contribute to society. Ensuring equal rights and opportunities for all genders is essential for creating a fair and just society.Fair treatment and respectGender justice also means that all people should be treated with respect and dignity, and that they should not be subjected to discrimination or violence based on their gender.Unfortunately, many people still face discrimination and violence due to their gender, whether it be because of their gender identity, sexual orientation, or any other aspect of their gender. This can have serious consequences for their physical and mental health, and can limit their ability to fully participate in society. Ensuring fair treatment and respect for all genders is essential for creating a society where everyone can thrive.Health and well-beingGender justice is important for the health and well-being of all people. For example, gender-based violence can have serious consequences for the physical and mental health of survivors, and gender inequality can contribute to health disparities between men and women.Gender-based violence is a pervasive issue that affects people of all genders and can take many forms such as domestic violence, sexual assault, and harassment. Gender inequality can also contribute to health disparities, such as higher rates of certain diseases among women or higher rates of suicide among men. Addressing these issues and promoting gender justice is essential for ensuring the health and well-being of all people.Social and economic developmentGender justice is also important for social and economic development. When all genders have equal rights and opportunities, it can lead to a more prosperous and sustainable society.Gender inequality can limit the potential of half of the population and can also negatively impact economic growth and development. When all genders have equal access to education, employment, and other opportunities, it can lead to a more prosperous and sustainable society for all. Gender justice is not just a moral imperative but also an economic one.Overall, gender justice is an essential principle that promotes equality and respect for all people. By working towards gender justice, we can build a more just and equitable society for all.Gender justice is important for the well-being of all individuals and for the development and prosperity of society as a whole. It is crucial that we continue to work towards achieving gender justice in all aspects of life.

Beyond Stereotypes: The Importance of Diverse Representation in Media

Representation in media is important because it shapes how we see ourselves and the world around us. When we see people like ourselves represented in the media, it can be empowering and help us feel seen and understood. On the other hand, a lack of diverse representation can reinforce harmful stereotypes and contribute to a lack of understanding and empathy among different groups.One of the main reasons that diverse representation in media is important is because it helps to challenge and break down stereotypes. When we see a narrow range of representations in the media, it can lead to the perpetuation of harmful stereotypes and a lack of understanding of the complexity and diversity of real people. This can have serious consequences, as these stereotypes can influence how we think about and treat others. By including a wider range of perspectives and experiences in media, we can help to challenge and break down these stereotypes and promote a more nuanced understanding of the world.Another reason that diverse representation in media is important is that it helps to create a more inclusive and welcoming society. When we see people from different backgrounds and experiences represented in the media, it can help to create a sense of belonging and acceptance. It can also help to promote understanding and empathy among different groups and foster a more inclusive and welcoming society. This is especially important in today's world, where there are many issues related to discrimination and inequality that need to be addressed.In addition to these broader impacts, diverse representation in media is also important for individual well-being. When people see themselves and their experiences represented in the media, it can help them feel validated and supported. It can also provide role models and inspire people to pursue their own goals and dreams. On the other hand, a lack of diverse representation can lead to feelings of invisibility and marginalization, which can have negative impacts on self-esteem and well-being.Diverse representation in media is also essential for accurately reflecting the diversity of society and the world as a whole. By only including a narrow range of perspectives and experiences in media, we risk creating a distorted and incomplete picture of the world. This can have serious consequences, as it can lead to a lack of understanding and appreciation for different cultures and communities. In order to create a more accurate and complete representation of the world, it is important to include a wide range of voices and perspectives in media.Furthermore, diverse representation in media can also have economic benefits. According to a study by the UCLA Ralph J. Bunche Center for African American Studies, films and television shows that feature diverse casts and crews have consistently outperformed those with less diversity at the box office and in ratings. This suggests that there is a significant demand for diverse representation in media and that catering to this demand can be financially successful.Despite the clear benefits of diverse representation in media, there is still a long way to go in terms of achieving true inclusivity and representation. Many media industries continue to be dominated by a narrow range of voices and perspectives, and there is often a lack of representation for marginalized communities. This is why it is important for media consumers to support and amplify diverse voices, and for media companies to actively seek out and include a wider range of perspectives in their content. By working towards more diverse representation in media, we can create a more accurate and inclusive portrayal of the world and promote understanding and empathy among different communities.Overall, diverse representation in media is important because it helps to challenge and break down stereotypes, promotes understanding and empathy, and creates a more inclusive and welcoming society.

How to navigate an economic downturn

A strong economy is generally viewed positively. High hopes, fast budget approvals, and difficulty hiring enough employees to meet demand are typical during these times. However, it is important to remember that economic success is not always consistent and can fluctuate. Slowdowns, recessions, and even depressions often follow periods of growth. During these times, consumers tend to spend less, businesses reduce unnecessary expenses, and companies may even limit hiring or make employees redundant. As a result, many people want to know which jobs offer the most security during economic downturns. Unfortunately, there is no easy answer as each profession and job position is unique and offers its own set of challenges.Here are some tips for how to navigate an economic downturn:Stay informedStay up-to-date on the latest economic news and developments so that you can make informed decisions about your finances and career. It can also help you anticipate changes in the job market: Being aware of economic conditions can help you anticipate which industries may be affected by a downturn and which may be more likely to remain stable. This can help you make decisions about your career and job search that will position you well for the future.Create a budgetA budget can help you keep track of your expenses and make sure that you are spending wisely. Consider cutting unnecessary expenses and finding ways to save money.During a downturn, it's important to be mindful of your spending in order to make sure you have enough money to cover your necessary expenses. Creating a budget can help you identify areas where you may be able to cut back on spending, such as dining out or entertainment expenses.Build an emergency fundAn emergency fund is a key component of a strong financial plan and can provide a financial cushion in case of unexpected expenses or job loss. Aim to save enough money to cover at least three to six months' worth of expenses.A budget and an emergency fund have a difference so don’t get confused! A budget is a plan for how you will spend your money over a period of time, typically a month. It helps you keep track of your income and expenses, and it allows you to make sure you are spending your money in a way that aligns with your goals and values. A budget helps you to manage your regular expenses and plan for the future.An emergency fund, on the other hand, is a savings account that you set up specifically to cover unexpected expenses. These expenses can include things like medical bills, car repairs, or unexpected job loss. The emergency fund is a cushion of money that you can tap into in case of an emergency, so you don't have to rely on credit cards or loans.Keep your skills currentEconomic downturns can lead to job loss and make it harder to find new employment. Consider taking courses or pursuing additional education to keep your skills current and make yourself more marketable in the job market.During a downturn, many companies may reduce their workforce, and competition for jobs may increase. Keeping your skills current can make you a more attractive candidate to potential employers, increasing your chances of finding a job or keeping the one you have.NetworkNetworking can be a valuable tool for finding job opportunities and keeping connected to your industry. Consider joining professional organizations, attending events, and staying in touch with colleagues and industry contacts.During a downturn, competition for jobs may increase, and it can be more difficult to find new employment. Networking can help you learn about job openings that may not be advertised and give you an inside track on opportunities that are available.Be open to new opportunitiesEconomic downturns can present new opportunities for growth and development. Be open to considering new job opportunities or starting a business, even if it's outside of your comfort zone.Being open to new opportunities can also help you develop new skills that will make you more marketable in the future. This can include things like learning a new language, developing a new technical skill, or gaining knowledge in a new field.Seek supportIf you're struggling financially or emotionally during an economic downturn, it's important to seek support. Consider talking to a financial advisor or mental health professional, or reaching out to friends and family for support.Overall, navigating an economic downturn can be challenging, but by staying informed, creating a budget, building an emergency fund, keeping your skills current, networking, being open to new opportunities, and seeking support, you can weather the storm and come out stronger on the other side.

10 ways to celebrate International Womens Day 2022

Every day is women’s day if you ask us here at half the sky, but conventional wisdom has designated today, March 8th, as International Women’s Day.Did you know that International Women's Day (IWD) was originally established in the early 1900's and today is observed around the world as a global event to recognise the struggles and brilliance of women?This year, you may be struggling finding ways to celebrate such a momentous day, but forget about letting the day pass without a celebration. Here, we bring you 10 alternative ways to celebrate the incredible beings that are women. With happiness, hope and a desire for a much fairer and equal world – this is our guide to International Women’s Day, and the 10 Ways to celebrate it.1. Participate in the #Breakthebias photo challengeDon’t you just love a photo challenge! Every year the team at International Women’s Day challenges us to strike a pose and this year is no different: Get your cameras ready.. 1,2,3 and smile for the camera ladies.2. Have a virtual/in person coffee meetingA little gathering amongst friends never hurt anybody, and what better way to participate in International Women’s Day than with your friends or colleagues. This is a great time to reflect and discuss the issues that impact you.. And start planning for how you will bring greater success in 2022.3. N.A.P Incredible Women PodcastNow we all love to indulge in a bit of retail therapy, and it will feel even better if we can participate in a good cause. Net-A-Porter celebrates International Women’s Day by honoring the beginning of Women’s History Month and empowering women with the launch of the fourth season of its “Incredible Women” podcast.4. Educate yourself about women rightsThe global pandemic has galvanized millions around the world to fight for a better, fairer and more just world. Right now, women and men are part of an unprecedented movement for women’s rights, equality and justice. The global call, whether through marches, social media campaigns or political movements is becoming louder - pick up a book or follow your favorite female advocate and get informed of the issues affecting women around the world.5. Support women owned businessesThroughout history, women have always excelled in whatever they have set their mind to, beating the odds when many doubted their capabilities and breaking traditional stereotypes, especially in the sector of starting up a business. Around the world, there is no lack of awesome female entrepreneurs to recognise and celebrate. This International Women's Day, why not find your locally owned female run small business and lend your support?6. Join a book club and get empowered with these booksBook clubs are a great way to establish a sense of community with other readers. You can spend hours chatting with people who love the same authors as you, or debating about the merits of a particular character. Here are some fantastic books by female authors you can read and discuss this International Women's Day:Becoming By Michelle ObamaYou are a badass by Jen Sincero'Be Unapologetically You' by Adeline bird7. Watch some empowering Female K DramaWe are big fans of K drama and there are plenty of inspiring female leads and characters that are changing the stereotypical view of women especially in Asia. We've put together 5 awesome shows that will have you feeling empowered, and rooting for her to win!It's Okay To Not Be OkayCrash Landing On YouSky CastleMotherLove AlarmStart Up8. Take a virtual tour of women of STEAMThroughout history, women have made huge contributions in the fields of Science, Technology, Engineering, Arts and Mathematics(STEAM). Find out more at the STEAM exhibition and take a look at the contributions of some powerful women whose works have transformed the world. 9. Create your “Girls Rule the World” Spotify playlist:For IWD it’s all about channelling your inner self. If you're looking for some motivating we-rule-the-world gym workout music we’ve got just the tunes for you - checkout the list of our top 5 spotify playlist suggestions for this IWD:Fighter by Christina AguileraStronger by Kelly ClarksonSingle Ladies by BeyonceRise Up by Andra DayI'm a Survivor by Destiny’s Child10. Acknowledge, thank and appreciate the amazing women in your lifeAt half the sky this is one of our FAVORITE days of the year because it allows us the incredible opportunity to highlight the women in our lives who inspire, champion, motivate, teach, and love us every single day. So, whether it's your mother, sister, favorite cousin or your BFF that has always got your back - give them a call or send them a message to show your appreciation.

This Is Why Rio Tinto Is In So Much Trouble

Disclaimer: This article contains mentions of bullying, racism and sexual harassment. Reader discretion is advised.On 1st February, mining company Rio Tinto has published an 85-page self-exposing report about its toxic workplace culture where bullying, racism and sexual harassment is rampant.The report was a product of a study conducted by Australia's former sex discrimination commissioner Elizabeth Broderick and it was done through multiple means such as surveys, listening groups, confidential listening sessions and text submissions all in 10 different languages.Through the employees’ input, here are some of the findings:Bullying is systemic.Sexual harassment and everyday sexism occur at unacceptable rates.Racism is common across a number of areas.Harmful behaviour is often tolerated or normalised.48.4% of the survey respondents reported that they were directly bullied in the past 5 years and female employees (53.2%) were more likely to be bullied when compared to male employees (46.5%).Moving on to sexual harassment, 11.2% of Rio Tinto’s employees have said that they had experienced it in the last 5 years and female employees are often the “receiver” of sexual harassment (28.2% of female employees compared with 6.7% of males).One of the employees recounted a traumatic experience where she was asked to perform a sexual favour.“When I first started [here], one of the men ... asked me for oral sex. I told his direct report and leader who said “I’m sure he was just joking. We’ll make sure you’re not alone with him.”Other than that, racism was said to be a daily occurrence and 11.7% of the organisation’s employees said that they have faced direct racism. Those who are working in other countries are more prevalent to those attacks and nearly 40% of Aboriginal or Torres Strait Islander men in Australia had experienced racism.“I was victimised because of my skin colour. I suffered a lot.”Katie Mehnert of Ally Energy spoke to Reuters about this issue and said,"You can have the best assets on the planet, but if your culture is trash, who will want to work for you?"With this study serving as evidence, Rio Tinto’s current CEO Jakob Stausholm has apologised to the victims who suffered and has vowed to make active changes to the workplace culture by “implementing appropriate actions to address the recommendations”.Among the reports recommendations: Rio should actively bolster its investigation process into allegations of harmful behaviour, strengthen its support for victims of abuse, improve education and training programs across the workforce, and better monitor performance metrics for progressing diversity and cultural change across the organisation.It's important that this report was made public and the Rio Tinto leadership team should be commended for addressing the report in such a transparent manner.

Global Job Recovery Set To Significantly Slow Due To Long-lasting Pandemic

This pandemic has put a pause on many things including the global job market.In a report by the International Labour Organization, warned that unemployment is set to “remain above pre-COVID-19 levels until at least 2023 due to uncertainty about the pandemic's course and duration”.The organization has estimated that there will be about 52 million fewer jobs when compared pre-pandemic.This trend is set to continue well into 2023 where it is projected that there will be 27 million fewer jobs leaving a big challenge for economies around the world to generate jobs.The ILO has said that the recovery will be “slow and uncertain” with one of the factors being the long-lasting pandemic and the multiple variants that keep popping up, notably the Omicron which is becoming the dominant strain around the world.They added that the global labour market outlook has significantly deteriorated ever since their last projection and a comeback to pre-pandemic performance levels will probably be a slippery slope.The recovery speed as of now is not equally distributed as well European and North American regions are recovering much faster than the Southeast Asia and South America areas where there are “higher levels of inequality, more divergent working conditions and weaker social protection systems even before the pandemic”.Overall in 2022, it is estimated that 207 million people will be unemployed globally but this estimation might not encompass the full employment impact of the crisis as many have left their jobs and have yet to return.A high number of those who have left the workforce are women who have left their jobs to take on extra caregiving roles at home as the pandemic effectively shut down schools.The ILO Director-General, Guy Ryder says that women are not coming back into the workforce at the same rate as men and this produces concerns that there will be a “‘Long COVID' effect on gender at work”.Although the report predicts that the impact on women’s employment will shrink in the coming years, they believe that a “sizeable gap" will still be there.

Female doctors earn $2M less than men over course of career, gender pay gap study finds

“People who have the same job scope and are doing the same work should be paid the same amount regardless of their gender.”That may be a hopeful wish of an ideal world as a gender pay gap study has shown that female doctors in the USA earn about 2 million dollars less than their male counterparts over the span of 40 years.The study uses data of 80,342 full-time US physicians’ earnings and it was observed that over the course of a simulated forty-year career, male physicians earn about 8 million dollars while female physicians earn about 6 million dollars.The gender pay gap is the largest for surgical specialists ($2.5 million difference), nonsurgical specialists ($1.6 million difference) and primary care physicians ($0.9 million difference).Not only that, in 2021, the UK’s Department of Health and Social Care (DHSC) has reported that female doctors in England hospitals earn 18.9% less than the male doctors there.This gender-based pay gap doesn’t just exist in a single industry or a continent, it exists worldwide. In fact, based on OECD’s data in 2020, the largest pay gap exists in South Korea (31.5% difference), Israel (22.7% difference) and Japan (22.5% difference).In 2020, it was estimated by the World Economic Forum that it will take 100 years for the wage gap to close but a year later due to the pandemic, the estimation has gone up to 136 years to close it across all sectors.This is certainly alarming and what we can do is to push for more women in the workforce into, leaderships positions to bring about a change. Managing Director of the World Economic Forum, Saadia Zahidi says:“If we want a dynamic future economy, it is vital for women to be represented in the jobs of tomorrow.”In no way is a woman inferior to a man and by bringing in more diversity in gender to a boardroom, things might just transform in ways we can’t imagine.

More Than 30% Of Japanese Men Are Turning Over A New Leaf By Taking Parental Leave

There is work culture and overworking culture. Japan is known for the latter where the employees often work long, gruelling hours and sometimes they do not even go home. This might be okay for those who are single but not for working parents who have families.While it is common for women to take maternity leave, paternity leave has fewer takers. Fortunately, with a change in lifestyle and mindset, Japanese men are now more open to the idea of taking parental leave.This is proven by a survey from Japanese newspaper, Asahi Shimbun where they found that more than 30% of male employees in the nation’s 100 leading companies took childcare leave in fiscal 2020. In 20 of those companies, more than 70% of working fathers took the leave.Out of the hundred companies, all the eligible male employees of 6 companies took child care leave. Sekisui House Ltd., one of the 6 actively urges its employees to at least take a month off when they welcome a new baby.Sekisui House President Yoshihiro Nakai says,“It is extremely important that they do so to face up to their changed family situation and the presence of children. My hope is that parental leave does not end up as something that is transitory.”On the legal side of things, there will be amendments to the law on child care and family care leave done in stages starting 2022.Beginning from April, businesses are obligated to ask their employees of both sexes, who have informed their managers of an upcoming birth or pregnancy, whether they will be taking parental leave.And from October onwards, working fathers can start their paternity leave of up to 4 weeks immediately after the birth of their child.This will certainly revamp the way organisations work but we would say that it is for the good of a progressive society!

Diversity, Equity and Inclusion: Building a Better Business

The past year has seen the focus on equality become a worldwide issue. Around the world, businesses, institutions and governments are being scrutinized on their approach to diversity, equity and inclusion (DEI).And this level of investigation is not just coming from activists. It’s become increasingly common for employees to use DEI as criteria for selecting where they work (and how long they stay). Plus, stakeholders are increasingly demanding organizational transparency around their policies on building a diverse and inclusive culture.As a result, employers are boosting their focus on DEI. A recent Aon survey found that three out of four organizations planning for the future of work are focusing on DEI. Getting where they want to go, however, requires a clear strategy.A successful DEI strategy involves an organization-wide effort, with a commitment from the top. It also demands effective communication to stakeholders inside and outside the organization of any DEI goals and progress toward meeting them.For publicly traded businesses, there’s growing pressure to demonstrate DEI progress from investors taking an environment, social and governance (ESG) focus or from regulatory disclosure requirements. But, for any business, strong DEI practices can build stronger organizations, while reducing possible litigation, brand and reputation risks. They can also make businesses more attractive to potential recruits who are scrutinizing possible employers’ DEI policies in practice.“DEI can be an opportunity since the labor market is super competitive,” says Laura Wanlass, partner and head of Global Corporate Governance & ESG Advisory Consulting at Aon. “The more strategic you can be on your diversity, equity and inclusion initiatives, the more compelling your story is going to be in terms of mitigating people risk, and probably being a more innovative organization.”In DepthFor a DEI effort to be effective, it must become part of an organization’s broader human capital management strategy and become integrated into all talent attraction, development, and retention activities.The first step for any organization is evaluating where it is in terms of DEI and where it wants to go. For organizations just beginning to collect data on its workplace culture, internal and external benchmarking helps them understand where they are compared to peers and in setting targets.Then, moving forward, management must communicate its DEI goals and the organization’s progress to employees, investors, clients, customers and all other relevant stakeholders.“This process is forcing companies to take stock of what they’re doing, where they want to go, and how they’re communicating it,” says Wanlass.Ultimately, a successful DEI strategy can help a company in a number of ways, including improving the ability to hire and retain talent, attract more customers, reduce legal exposures and reputation and brand risks, improve workforce engagement and enhance investor appeal.Setting the Tone From the TopUltimately, an organization’s board of directors should set its DEI strategy. It is also up to the board to then take an enterprise-wide approach to implementing that strategy.“The lightbulb moment is when organizations recognize that the value and opportunity of DEI will be replicated across business functions,” says Marc Spurling, head of Enterprise Risk & Resilience and Liability Claims Analytics at Aon.And it’s not just a top-down strategy: an organization’s DEI approach should also be applied to the board.“Boards need to be the visible role model and really drive this,” says Avneet Kaur, head of Wellbeing Solutions, EMEA, at Aon.The board must be kept well-informed about the organization’s DEI progress. That way, it can act as a sort of “internal activist” to promote the efforts, Wanlass says. The board should create clarity around goals, who’s responsible for meeting them and the metrics that will be used to gauge progress.As organizations work to meet their DEI goals, breaking down silos and sharing information across the organization is essential to effectively communicating progress to external stakeholders.Opportunities in DEIBeyond a simple requirement to be met, effective DEI programs can be an opportunity for organizations.“It’s easy to go down the path of, ‘How deficient are we in DEI,’” says Wanlass. “That’s normal, because you have to take stock and then step back and think, `How do I use this as a strategic lever to really be innovative as an organization? How can we use DEI to achieve that?’”Such a focus at the C-suite and board level can better position organizations to attract top talent in a competitive labor market.Meanwhile, disclosure requirements facing publicly traded companies in many jurisdictions have pushed them a bit further along the DEI road than other organizations. Those requirements have also given them an advantage in gathering data that is useful in measuring progress toward meeting goals and identifying areas that might require extra attention.“There are certain sectors where traditional gender balance has been less optimal, and those types of organizations are starting to think about how they can create strategies to attract people from different diverse backgrounds into the organization or sector,” says Spurling.A DEI Approach to WellbeingApplying a DEI focus to employee health and wellbeing programs can help ensure that they’re effectively supporting the varied needs of employees in a diverse workforce.For example, women tend to approach investing and financial security issues differently than men, so financial wellbeing and education programs should be crafted to address those differences. In another example, benefits programs geared toward families with children might not adequately address the needs of employees without children caring for aging parents.“Employers need to look at their employee base and really consider, ‘Are my benefits actually matching the needs of all my employees,’” says Kaur. “You have to listen to your employees, but you also have to listen to changes in market demand. Have an open dialogue with employees, understand their needs and think about what you might be missing. Are you trying to provide a one-size-fits-all solution to all your employees without considering their differing needs?”There Are No Shortcuts to DEIAs employers craft and implement DEI strategies, it’s important to recognize the effort involves a journey, and not to expect overnight success.“It’s not the sort of thing in which you make a decision today, and tomorrow you apply it, and then everything is fantastic,” says Kaur. “It’s a process, and it will take time. So, you have to plan. It’s a three- or five-year road map.”Over time, the employer can study metrics to determine progress and how the DEI efforts are working with different groups of the employee population.“This is key for boards in terms of starting to think about longer-term plans,” says Spurling. “They have an opportunity to recognize the value of DEI to the business, its employees and shareholders and take a long-term view in developing the DEI strategy.”The original article was published here.

Women in Tech Panel 2021 Building Back Better: Creating A More Inclusive World

The Covid-19 pandemic has wreaked havoc on our world exacerbating existing inequalities across a range of areas including health, education and livelihoods. As the world slowly recovers and we rebuild, finding new perspectives and insights are essential to build a world that is more just and inclusive for all.During this webinar we will discuss with leaders and role models who are pioneers within their respective industries from AI, HealthTech, Venture Capital to Diversity & Inclusion. In this event, we aim to bring you new perspectives to inspire and hopefully lay a path to building back better.

The future of hospitality and tourism: Building back better with women

That women in the hospitality and tourism sector were affected disproportionately by the COVID-19 pandemic was expected and accepted. The Bureau of Labor Statistics reported that “In January 2020 there were 8,979,000 women employees in leisure and hospitality but that number was down to 6,939,000 in January 2021.” Women experienced 53.4 percent of job losses in the hospitality and tourism sector. This was not a pocket-phenomenon, but a trend witnessed globally.In 2021, with a 23 percent dip in employment, the dire circumstances of the industry that, in 2019, made a contribution of $2.9 trillion to the global GDP demand a deeper look. As the hospitality and tourism sector strives to build back post pandemic, let’s not lose sight of the future that needs building - especially for women.A disproportionate disadvantageDespite the fact that women make up a large majority (52%) of the hospitality workforce, the odds seem to be stacked high against them with a high representation in the sector that is a little skewed. Women working in this sector are not necessarily handed or allowed to grow in the best of roles. So, even with their larger numbers, behind the glitz and glamour that shroud the business of leisure and luxury, research has shown that many women tend to hold roles that are often referred to as being low paid, physically exhausting, exploitative with limited training and career opportunities.Women also face the disadvantage of being in roles that could easily be automated, as the industry speeds up the adoption of robotics and AI, explaining partially why a disproportionate percentage of women have been faced with unemployment.Female employment in tourism and hospitality is both vertically and horizontally segregated, Vertically, in tourism and hospitality businesses, women often hold lower levels of occupations with fewer opportunities with upward mobility. On the other hand, horizontally, while women usually work as receptionists, waitresses, room attendants, cleaners, travel agency salespersons, with few options to explore senior management.Moreover, this economic crisis comes at a time when a big chunk of institutional care and support that is usually provided by governments across the world is being withdrawn. Without these in place, being primary caregivers in most families, women are at a severe disadvantage. Child-care responsibilities, like most things in our society, are not shared equally between the genders. How does the industry gauge its steps towards building back better when an entire gender is systematically marginalised?Hospitality’s Gender Pay Gap ProblemDespite efforts in recent years to close the gender pay gap, a recent survey by PWC WiH2020 (Women in Hospitality) highlights that if it continues decreasing at its current rate of 0.4%, it will still take over 20 years before pay equality is reached. Now just let that sink in, a woman in this industry will only be able to reach pay parity with their male counterparts in the next 20 years or so. Not a very appealing statistic for a young female entrant into the industry.For instance, the gender gap is a widespread phenomenon in the UK, where women are less paid than men almost in all tourism jobs. As an example, in the UK, on average, female hotel managers earn 17% less than their male counterparts, and female leisure and theme park attendants earn 30% less than their male counterparts.As a labor-intensive industry, tourism and hospitality offers significantly more employment opportunities to both men and women, but especially to women. The current crisis has taken away good paying jobs for women in these industries both in the developed and developing world.As the hospitality and tourism slowly reopens, addressing these issues should be high on the agenda.What are we building back better?What is it that we are truly aiming at building back? Considering the gender-specific segmentation of jobs and career pathing that had been prevalent for decades in the sector, should the focus just be on building better instead? Building a future that is inclusive and sustainable, one that provides equal opportunities for growth to women as well - maybe that should be the agenda - building forward instead of building back.The hospitality and tourism industry has seen incredible growth in numbers over the last decade and even with how much it has evolved in terms of becoming more digital, more consumer-friendly and a lot more brand-aware, what has not changed much is the position of women within the employment ecosystem. Yes, there are women who have risen to the ranks of leaders in successful behemoths of the industry such as Jane Sun of Ctrip and there are women entrepreneurs who have established and grown their own ventures, but they don’t make up the majority unfortunately.Should we build back a structure that ensures that women stick to house-keeping and frontline duties and move no further or beyond? Should we make no use of this crisis at all and simply go back to how things were? Would that be a fair vision to fight for? Can we truly move towards recovery when so many are battling to survive the reality of a lopsided system? How can the crisis of the pandemic that shook up industries around the world be used to create positive change as we recover together?A hospitable futureIt is time to set in motion not just a plan for recovery but also a clear set of tangible action points to break the mould and value women for all the potential they hold. As the world comes back to work and seeks ways to restore “normalcy”, travel and hospitality would see a marked growth as well.While companies would need to adhere to a distinctly new set of rules when it comes to the health and safety of their customers, the playbook for employee security needs to change as well.A gender-neutral future is what needs conscious construction - a safe space where women can also hope to secure better jobs and to grow in them. Responsible recovery and the vision for a future that takes into consideration diverse individual realities are the pillars we need to support the architecture of a new and improved hospitality and tourism industry.The fundamentals of inclusion necessitate the breaking of gender bias and the opening up of opportunities on a level playing field. Employers need to be aware of the fact that their diversity and inclusion decisions directly reflect on their brands. This in turn, crafts customer perception and loyalty. Without encouraging a workforce that is inherently inclusive and equal-opportunity-centric, not only do these companies in the hospitality and tourism sector stand to lose out on talent and potential, but also on their brand voice.

International Women's Day & Why Does It Matter

In the days leading up to March, you may have noticed #IWD 2021 popping up around the Internet. That's because on March 8, we celebrated International Women's Day (IWD), a global event that recognizes women's social, economic, cultural and political achievements. If you've never heard of IWD before, you may be surprised to know that the event dates way back to the 1900s.A whole century has gone by with women calling for equal rights and recognition, but not everybody has received the message. This is why the IWD's theme for 2021 is Choose To Challenge. Let’s be real there's no more room to be complacent; the world needs change, for the sake of not just women but also for society as a whole.Marching on: From New York to beyondFirst, we need to understand, "What is IWD?"The roots of IWD can be traced back to the early 1900s. It was a time of radical change due to rapid industrialization and a population boom. And along with the sweeping times came the voices of women seeking to change the oppressive, gender-biased society.As women became more vocal and active in fighting for gender equality, Clara Zetkins, the leader of the "Women's Office" for the Social Democratic Party in Germany, suggested a specific date to press for their demands during the second International Conference of Working Women in Copenhagen.Following unanimous approval from over 100 female attendees hailing from 17 countries, IWD was acknowledged in March 1911 around Austria, Denmark, Germany and Switzerland. The road from there on was not smooth-sailing but the date served to remind women and the world to keep fighting until women's voices can be heard and their message understood.IWD 2021: Where we are nowCompared to over a century ago, the status of women has seen an immeasurable improvement. As of 2021, IWD is a celebrated national holiday in many countries around the world.So now, why do we celebrate IWD? It's true that women today have better rights, more visibility, and greater equality overall. More female leaders have climbed the corporate ladder in recent years and the most powerful country in the world has a female vice president.However, important issues remain such as the gender pay gap, access to high-level employment, sexual harassment in the workplace and gender stereo typing just to name a few of the issues that persistently plague women’s progress in the workplace and wider society.Beyond appreciating the accomplishments of women, IWD seeks to fulfil the main reason for its conception: to lobby for gender parity and raise awareness. And at this time, the world is still far from achieving these goals.The World Economic Forum recently suggested that "Gender parity will not be attained for almost a century... None of us will see gender parity in our lifetimes, and nor likely will many of our children." It's a telling and depressing statement about the current situation women are facing.What's more, the coronavirus pandemic further complicates matters. UN Women reports that the pandemic has caused women to shoulder the responsibility for household chores and family care. They are forced to leave their offices and schools to stay at home, undoing much of the former efforts toward gender equality.Rising to the challengeNow that the odds are stacked higher than ever, we need to do more than celebrate IWD. We have to push for solutions to remove the structural barriers that pay women less and influence how we value their work. Most understand that gender equality is a good thing, but less make the conscious decision to choose to challenge the norm. It's about being aware of these issues and consistently making the choice to support women's rights.We should not be limited to women's protests and public outcry. We all have the power to choose to challenge the status quo. So, lets choose to speak up, and choose to make small steps to building a better world for ourselves and others.What does International Women's Day mean to you? Share us your thoughts in the comments below!

Here’s what I #choosetochallenge & it’s not what you think.

Happy International Women’s Day 2021.ICYMI, the theme for this year’s IWD is #choosetochallenge.While the pandemic has been a wonderful wake up call to accelerate change in some areas, the research (and actions) is showing that it has had an adverse impact on women in the workplace – promotions, senior appointments, networking opportunities, being visible.This post isn’t intended to be a rant. Its aim is to raise awareness about topics that we as women discuss and think about, but perhaps don’t say out loud often enough. Because of fear. Because of judgment. Because it may compromise our careers. Because it may be expected of us to soldier on and push through. Because it’s not yet the norm.Indeed, I am grateful to all of the incredible women (and men) who have broken ceilings and removed jar lids, in order to get us to this point. However, we all know that there is so much more to challenge.So, here’s what I am choosing to challenge, out loud, and it’s not what you think.First, I’m curious to understand what your workplace is doing to support women in the following areas (which, sadly, still remain taboo, notwithstanding they affect so many):Female hormones, and the fact that women are affected by their menstrual cycle. Every. Single. MonthEgg freezingFertility issues, and IVFThe first trimester of pregnancy. Specifically, how we are told to keep this a secret when in fact it’s the most difficult and anxious part of the journey; a time when a woman may not feel optimal at all, and her mind, body and spirit are working in overdrive to perform the greatest miracle of all – creating lifeMiscarriage/sBreastfeeding and more so, the emotions that come with stopping breastfeedingMenopause.If your workplace is not addressing these issues, perhaps it’s time to ask why, and how that might look if it wanted to start?If your workplace is addressing them, that’s fantastic, and I’d encourage you to share its initiatives to inspire others.Another topic I #choosetochallenge is how we might better balance our divine feminine, individually and collectively.Stay with me for a minute as I explain what this means, if it is a concept which is unfamiliar to you.The Shiva – masculine, yang or sun energy – corresponds to the right side of our body, and the left hemisphere of the brain. The masculine represents order, thinking, individuality, logic, intellect, competition, schedules, “get it done”, boxes, rectangles, straight edges.Note, this is the energy which defines most of our society, institutions and organisations.The Shakti – feminine, yin or moon energy – corresponds to the left side of the body, and the right hemisphere of the brain. The feminine represents intuition, community, circles, curves, flow, feelings, emotions and finding ways to support and work together.According to the yogic philosophy, “balance” means a 70:30 split between the dual energies. That is, 70% feminine; 30% masculine if you are female. 70% masculine; 30% feminine if you are a male.While workplaces and society play catch up on both of these topics, please know that you are not alone.There are so many other women that have walked in your very shoes – through the struggle, the heartache and the juggle. In secret, when that didn’t serve them.Today and every day, I choose to celebrate the female existence, the Sisterhood, and the power of the divine feminine.In gratitude and support,AnnaOur guest contributor - Anna Lozynski is an executive general counsel and author. She believes that legal innovation is invigorating, change is energising and efficiency will never go out of fashion. Anna has studied law in Melbourne, Beijing, Utrecht and Boston. Starting out at a major Australian law firm, she has spent the majority of her legal career in-house working in the banking, automotive and cosmetics industries. Described as a change agent, Anna is a sought-after commentator and speaker both domestically and internationally – seeking to shift the dialogue in order to propel the profession forward.

HTS D&I Weekly RoundUp

Welcome to our review of all the major D&I news stories from around the world. Sharing our favorite articles, videos, events, and podcasts....Women Working TogetherFemale entrepreneurs from Tokyo connected with potential business partners in Singapore during a joint webinar held by APT Women and DWEN. Their goal was to provide growth opportunities for female entrepreneurs who struggle to succeed in their native Japan due to its pervading gender inequality.Women in TechIn Kapersky's Women in Tech report, surveys revealed that despite the flexibility in working from home, lockdown has impeded women's career progression. Women from the study explained that they're still subject to social bias and have to manage added responsibilities such as housework and childcare on top of their responsibilities at work. Learn more about the study here.Culture and BeliefsAfter stand-up comedian Yang Li made controversial waves during her performance in a Chinese television program, the issue of China's stance on gender beliefs are thrown into the spotlight. The coinage of "militant feminism" highlights the strict gender roles for both Chinese men and women and how they limit women's rights and privileges in the country.#MeToo AsiaThe #MeToo movement started a widespread campaign against sexual harassment, inspiring similar ones to rise up around Asia. However, there has been backlash saying that the campaign's Western origins may have actually impeded women's struggles by aggravating existing prejudices.Glass Ceiling No MoreFor many companies managing the crisis is at the top of the agenda and advancing gender diversity and equality may seem a distant priority. However, a report by Harvard Business Review argues that tackling issues of diversity and inclusion are key to supercharging economic recovery and building sustainable growth.Career AdviceKathy Chen provides some advice for women in tech, emphasizing the importance of female connections and finding a mentor in what is a significantly male male-dominated industry. Read more on her insights as one of the receivers of the 2020 Women in ICT Award which honours women in tech across Southeast AsiaPsychological EmpowermentWomen tend to be more pressured to perform well and end up struggling with low self-esteem and imposter syndrome. Author Claire Wasserman offers solutions for women to uncover their true worth in her new bookLadies get Paid.InspirationGather inspiration for your career goals from the women who have risen to the top of the corporate ladder. Get to know the story behind their achievements in this list of female leaders breaking the men-only mold of the C-suite.Advice for Young WomenWatch this inspiring video of IBM CEO Ginni Rometty on how she climbed her way to the top in the competitive tech sector. She also has some wise words of advice for the young women who have just started their career journey.Marubeni to hire more women in major D&I pushIn Japan, women usually make up less than 30% of the total new hires at trading companies. Industry leader Marubeni seeks to change this by pledging to increase the ratio of women in their typically male-dominated workforce. It's expected to build a foundation for gender equality especially since trading companies are a favored choice for college students looking for jobs.

Happy New Year From Half The Sky

What a year 2020 has been, a year like no other in living memory with lockdowns, circuit breakers, travel restrictions and social distancing becoming permanent fixtures in our lives.The pandemic has ushered in permanent changes in our lives and especially in the workplace that will never be the same again. In a year that tested our whole world, you stood by us every step of the way, helping us stay strong and giving us the confidence to grow.But as we reflect, we also must refresh and look to 2021 with optimism and look forward to a more prosperous and harmonious year ahead.Have a very safe and happy new year– and here’s to a better and brighter 2021!

Can women benefit more from the WFH boom?

The work-from-home revolution of 2020 is breaking down barriers that have historically prevented women from building successful and meaningful careers.One reason: job opportunities in the digital economy are no longer strictly tied down to geography or to a rigid work schedule.In India, most employers had long been skeptical of the benefits of remote working even before the coronavirus pandemic hit. Yet, as the health crisis rages on and pushes companies to put employee health and safety first, the country has begun introducing permanent home-based work arrangements.The shift is statistically significant: one in three workers in India’s technology sector, for example, is female. The WFH boom has allowed segments of the population – primarily, women with families – who are locked out of opportunities for career progression to once again re-enter the labor force and advance.Women face intense pressure to put their professional lives on hold because of family care duties.However, as outsourcing companies, such as Tata Consultancy Services and WNS, shift traditional office-based roles to remote working, women from anywhere in the country and at any point in their career journey stand to benefit.“Even a year ago, an operations leader working remotely would’ve been unimaginable,” Teena Likhari, an Indian woman who recently rejoined the workforce, told Bloomberg. “The change will allow so many career women like me to do what we do from home. It’s a game changer.”As COO of Asia’s largest outsourcing company, N.G. Subramaniam of Tata Consultancy believes flexibility in the WFH era will prevent women from dropping out of the workforce soon after they start building their families. Because of remote work, “more women will stay in the workforce, more will reach senior leadership levels,” he said.But there’s still more work to be doneIn the Philippines, whose own service sector accounted for 60% of the country’s economic growth in 2019, seven in 10 teleworkers on average say they have been able to maintain, if not improve, their overall productivity in the WFH revolution, according to one study.Remote-working women (21%), in particular, believe WFH boosts their productivity. The downside, however, is that more than three in four women working remotely (77%) also report an increase in the hours they spend on domestic duties. The lack of support for child or elderly care remains a hurdle.Singapore, which saw a 61.1% female labor force participation rate in 2019, encourages employers to come up with more innovative ways to give working mothers and other women with care duties a chance to pursue their careers. Previous research suggests women tend to favor working for organizations that offer flexible work more than their male counterparts.But women’s motivation to work from home isn’t based solely on the need to juggle work and family life.Women also value the convenience and practicality; increased autonomy and creative freedom; and sense of accomplishment they feel in a flexible/remote work environment.Investing in Women, which calls for the “inclusive economic growth” of women in Southeast Asia, recommends three main strategies for employers in the region and beyond:Consider permanently adopting flexible work arrangementsReview plans to manage and develop remote talentIntroduce employee assistance programs in light of the crisisEnsure equal gender representation in COVID-19 response teamsThe advocacy group reminds organizations: “The domestic situations of employees may not be obvious, and their contributions may be hidden or perceived differently.” As such, companies need to be aware of the struggles women face in this new era of work.

The Whole Team At Half The Sky Wishes You A Merry Christmas & Happy New Year

With one voice, we would like to wish you all a Happy Merry Christmas…As 2020 draws to a close the Half The Sky team wishes you and your families a happy merry festive season, and a prosperous, bright and healthy 2021. Its been a very challenging year for many, whether in a job or trying to find one - 2020 has been turbulent to say the least…In 2020 we were privileged to be able to continue with our mission and help more women find great career opportunities with companies that care and deliver high quality, digitally enabled services that prepare you for the future of work.We are grateful to our partners, Members, Stakeholders, for your support in this most volatile of years – your resilience, spirit have been our inspiration.We are looking forward to 2021 and serving you better and seizing the opportunities and challenges that we will welcome together.Our wish for Half The Sky remains the same: to place Half The Sky as a reference point for women to find better jobs at companies that care. To achieve these objectives, knowing that the world is changing fast around us, we need more than ever to stay true to our core values.Once again, Merry Christmas and a Happy New Year to all of you.

Cisco is #2 on Great Place To Work Ranking Singapore

News Summary:Cisco was named No. 2 on the list of 2020 Great Place To Work Singapore.93% of Cisco employees said Cisco is a great place to work, compared to 92% at other companies.98% said they were treated fairly regardless of their Gender.98% said they were proud of the ways Cisco contributes to the community.This week Cisco was ranked number two overall among 2020 Singapore Best Workplaces™, it was at a virtual awards ceremony attended by Minister for Manpower Josephine Teo with a message by Deputy Prime Minister Heng Swee Keat.The award is given by Great Place to Work®, a global authority on workplace culture, which recognizes organizations with the most exceptional workplace culture practices. At the end of a challenging year characterized by business disruptions and remote operations, Great Place to Work® recognized Cisco's open and transparent work culture for instilling exceptional trust among its employees.The rapid shift in the way businesses worked, brought about by the pandemic, has required massive deployments of innovative enterprise technology to enable secure remote working. During this difficult time, Cisco quickly moved its entire workforce to remote working to keep them safe, while weekly video check-ins helped people stay connected and allowed leaders, including CEO Chuck Robbins, to listen and respond to employees' questions and understand their concerns. Andy Lee, Managing Director, Singapore, Cisco. said …."2020 was a challenging year for both businesses and their employees. Business continuity was the main priority and we quickly realized this can only be achieved by taking care of our employees. As a technology leader, our people worked extra hard in 2020 to support our customers and partners implement remote operations at speed and at scale. I would like to thank everyone at Cisco Singapore for their commitment and resilience,"Building a Conscious Culture At Cisco, Conscious Culture is a way of life where employees are aware of the environment that they are part of, feel accountable, empowered and actively contribute to a diverse and inclusive culture where everyone feels safe and can thrive.Lekha George, Head of People and Communities, ASEAN and Korea, Cisco said: "We are honored and proud to be ranked second among Singapore Best Workplaces™. This recognition is made possible through the strength of our culture at Cisco and the progress that we have made to empower our teams, instill trust, passion, and a strong sense of belonging even while we were working remotely during the year. Our emphasis on nurturing a Conscious Culture, that creates a shared sense of accountability, pride and purpose for the workplace, has been a critical enabler."Enabling the Future of WorkAs employees also gradually return to the office, Cisco is combining technology and office architecture to create an effective hybrid work environment that ensures employee safety while enabling productivity and collaboration among those who work within the office and at home.Explore Jobs At Cisco

10 women who shattered the glass ceiling in 2020

These influential women are breaking barriers and changing the conversation on diversity and inclusion....The future is female. Women in leadership today embody a fresh take on the old problems of society. As more women enter a wider range of fields, they are shining a spotlight on newer, more innovative ways of leadership and collaboration.However, struggles in representation and equity, which women still faced in 2020, continue to prove that a glass ceiling remains – and it’s preventing many others from rising to the top. These 10 influential women are shattering that barrier and changing the conversation on diversity and inclusion:Kamala HarrisThe election of Kamala Harris as US vice president marks many firsts in American history. She will not only be the first woman but also the first Black and first South Asian to break the infamous glass ceiling of the White House. Her track record in public service – from her beginnings as district attorney of San Francisco to her entry into national politics as senator of California – has always been about breaking stereotypes of gender and race.Harris’ ascent to the second-highest position in the US government is bound to open discussions on diversity and inclusion, inspiring women and girls from different backgrounds to find their own path to leadership and public service. “While I may be the first woman in this office, I will not be the last, because every little girl watching tonight sees that this is a country of possibilities,” she once said.Jacinda ArdernAs prime minister of New Zealand, Jacinda Ardern redefines the image of the modern woman who is balancing her career with her personal life. While she may be the country’s youngest prime minister in more than a century, her work in the political arena hasn’t stopped her from looking after her young family. She gave birth, went on a maternity leave, and received support from her husband who became a stay-at-home dad. All this while introducing meaningful change to improve the lives of others.When the COVID-19 crisis swept over the world, Ardern was among the first world leaders to take quick preventive measures to control the spread of the virus. She has been praised widely for her efforts. She believes in leading a government that not only takes action but also shows empathy toward people.Sarah GilbertThe woman behind the Oxford/AstraZeneca vaccine, Dr. Sarah Gilbert, never meant to become a vaccine specialist. But as she established her name in the biomedical field and built her own team of researchers, she pursued an ambitious project – a universal vaccine that responds to different strains of influenza – which would become the bedrock of Oxford’s vaccine against COVID-19.Dr. Gilbert’s “no-nonsense approach” to her professional life extends into her personal life. At home, she is the mother of triplets who later grew up and pursued their own studies in biochemistry. While the Oxford professor is perceived to be shy and reserved, her work as vaccinologist thrusts her into the spotlight because of the impact it could have on the lives of billions.Jane FraserBlazing her own trail in the corporate world, Jane Fraser is the first woman to be named CEO of Citi, breaking barriers on Wall Street. Her journey to the top has been far from conventional, however. When her two children were younger, she chose to work for a consulting firm on a part-time basis. Years later, at Citi, she quickly learned that the most crucial part of building a career is gaining experiences that will enrich you, and these in turn will help you succeed in whatever role.Such philosophy served as her foundation in taking on assignments that other people might not consider to be the next logical move. Her secret to success and a well-balanced life is that you can “have it all” but just not all at the same time. It’s always important to pace yourself.Lauren SimmonsWorking as a trader when she was just 22, Lauren Simmons is also only the second African-American female trader at the New York Stock Exchange. She is an advocate of greater diversity and inclusion in the finance industry, especially in leadership roles. Through her documentary as an NYSE trader, she hopes to inspire people who come from diverse backgrounds.For Simmons, it’s high time Wall Street takes action on D&I. “We have had enough time to make enough plans on what diversity looks like and what the importance of it is,” she said. “It’s not a conversation on what we plan on doing. It’s 2020, what are you doing? Period.”Tsai Ing-wenTaiwan’s first female president Tsai Ing-wen is known as a fearless leader, especially in the face of a global pandemic. Even before community transmission could take hold in Taiwan, the government had already implemented intensive science-based detection and contact-tracing efforts to contain the virus.Tsai has consistently called on other countries to build partnerships in addressing the pandemic as a humanitarian concern, opening the country’s medical and technological resources for collaboration.Sanna MarinFinland’s first Millennial prime minister, Sanna Marin, isn’t just the youngest ever to hold the position – she is also considered by many to be a breath of fresh air in the country’s political climate. With an 85% approval rating, Marin is a trusted leader with her innovative solutions to the climate crisis and the COVID-19 global health emergency. The fact that Finland has kept the number of coronavirus cases low is often attributed to her clear-headed approach to leadership.Marin also shares the spotlight with other Finnish women in public service. Her cabinet is predominantly led by women who are champions of progressive and inclusive leadership.Sheryl SandbergFacebook COO Sheryl Sandberg has seen her share of ups and downs in both her personal and professional life. Yet, through it all, she has made it possible for other women to break the glass ceiling. She has also been raising awareness about the plight of small businesses – and how they are fighting to stay profitable – amid the pandemic and its ensuing recession. Her Lean In initiatives focus on creating communities of women who empower each other not only in their professional capacity, but also in their efforts to give back. Now, the foundation sheds light on how, despite the crises of 2020 setting back years of progress of women in the workforce, they can keep their momentum of progress going. Mary BarraThe global auto industry may be dominated by men but the entry of Mary Barra as CEO of General Motors has introduced changes to how the sector does business. As the first woman at the helm of a car company, Barra is the driving force behind the organization’s shift to an energy efficient future. She also enabled the company to produce 30,000 ventilators to help patients suffering from COVID-19.She is recognized for paving the way for other groups to be represented in the auto industry, ultimately proving how “tapping human potential across all genders, races and cultures is great business”.Kim NgMajor League Baseball made history in 2020 when the Miami Marlins named Kim Ng as general manager. She is the first woman to take on the role.While Ng emphasized her job of establishing a “winning culture,” she also spoke about her identity as a woman in her field of work. “When I got into this business, it seemed unlikely a woman would lead a Major League team, but I am dogged in the pursuit of my goals,” she said.

World View