Marian Croak has a unique way of looking at the world. It probably explains why the inventor of one of 2020’s most essential technologies – Voice over Internet Protocol – and Google’s Vice-President of Engineering has hundreds of patents to her name.
The COVID-19 pandemic, has in her view, ‘gifted’ the world with increased awareness of inequities – and the chance to do something about them.
“If we can zero in on that gift we’ve been given to see what the world is truly like and where the gaps are… I think it would be so beneficial to address that huge amount of inequity,” she said at a session during the World Economic Forum’s inaugural Pioneers of Change Summit in November 2020.
McKinsey analysis showed that in April last year, Black lives and livelihoods in America were already disproportionately affected by the pandemic. More recent research found women – and particularly women of colour – were more likely to have been laid off or furloughed, while working mothers were picking up more of the childcare.
McKinsey and LeanIn.Org’s Women In The Workplace 2020 report also found that just 3% of C-suite roles were taken by Black women, compared to 19% of white women and 66% of white men.
So how do we turn this awareness of the world’s inequities that have been exacerbated by COVID-19 into action to make the world a more diverse and inclusive place?
Here, Croak and two other women leaders of colour share their thoughts. READ FULL ARTICLE HERE
by Kate Whiting
Source: weforum.org
Equality. Equity. Balance. These terms are widely used but they hold different meanings to different audiences. AESC talked to several members of the AESC Diversity Leadership Councils to consider gender representation at the tops of organizations, setting a marker for progress so far and mapping the path to parity.
Networking is a tricky word — especially for women in business. For some, networking conjures up images of crowded rooms full of people in suits exchanging business cards. For others, it might feel like asking someone to do something for you, which can be uncomfortable for many women.
To spot a male ally, start by looking for indicators of growth and opportunity in your workplace. Then, seek out individuals you recognize a practicing allyship behaviors. Beware of performative allyship, where there is no action behind their words. Finally, reach out to establish a relationship.
