Eve Pearman’s Post

Feelgood Friday – Since when did “like a girl” become an insult? A few years ago there was an advert by Always called Like a Girl. The advert gets you thinking about how the phrase "like a girl" has become an insult. And this little video provides a challenge to that. As a result it creates a really uplifting message, especially to girls and young women. Is there language that you used to use, that you don’t use any more? Because you’ve thought about it, the impact it has on someone? If so, good. Every day is a learning day and we can all do better. Making the world better one phrase at a time. Enjoy watching and happy Feelgood Friday everyone. #DiversityandInclusion #Inclusion #Leadership #GlobalAndInclusive https://lnkd.in/eGyjzKMy

This conversation between Conan I'Brien and Jon Stewart sheds such gentle light on a problematic pattern across media industries, where its practitioners - film and tv makers, reporters and editors, musicians, game developers, ad creatives, content creators - invest their 'whole selves' into the work while what is used to benchmark and assess their work rests on flimsy, meaningless, (statistically) unreliable and insignificant metrics. Sooner or later this leads to deep disenchantment and indeed, as O'Brien and Stewart claim, this may contribute why media work is a young persons field of work. However, it is exactly these young professionals (and among them a majority of women, LGBTQ+ and people with minority backgrounds) that are leaving the industry in droves (in what is called the 'turnstile effect'). All of this speaks to the exploitative, manipulative and fundamentally unprofessional way of evaluating 'good work' in all media - and it leads to people burning out and getting sick on the job.

Thoughts from “Can we all, have it all?” TED talk by Anne-Marie Slaughter https://lnkd.in/gzCk63qK Slaughter introduces the idea that achieving "it all" requires redefining success on an individual level. She emphasizes that our definitions of success should not be limited to traditional markers such as career achievements and titles. Instead, they should encompass personal growth, well-being, relationships, and more. The other half of equality- Equality does not mean valuing women on male terms, means creating a range of equally acceptable choices for men and women. What do you think? Do you build your life around work, or work around your life? #worklifebalance #findyouoasis #workingmom #womenatwork

In many societies, women who demonstrate strength and assertiveness are often labeled as "rude" or "difficult". This stigma reflects a gender imbalance rooted in behavioral expectations, where female assertiveness is viewed with skepticism or rejection, while in men it is often seen as a leadership quality. A study by Duke University found that women in the workplace who behave assertively and express their opinions directly are often seen as less likable and more difficult to work with compared to their male counterparts who exhibit similar behaviors. The phenomenon of the "double bind" is prevalent: women in positions of power need to balance assertiveness and authority with societal expectations of warmth and nurturing. Overcoming these contradictory expectations requires notable strength of character and resilience, traits that define many successful female leaders. Recognizing and challenging these social norms is crucial to moving towards a more equitable society. Promoting environments that value female assertiveness as a strength, not a flaw, is essential to empowering the next generation of women leaders, across all fields, including entrepreneurship. The text was extracted from the womanboss.br profile.

Watching Taraji Henson's recent video truly resonates with me. The frustration and disappointment I feel for my fellow Black women leaders and creators are profound. We deserve better. We deserve equitable pay, equal opportunities, and the chance to pursue work we're passionate about without sacrificing our livelihoods. Through my involvement with xHood and connecting with other Black women and incredible powerhouses, it's become evident how much more needs to be done for us to be recognized as deserving talent championing worthy causes. Not long ago, I found myself having to address a potential partner about the inequality in their language, particularly questioning the value they placed on our pricing. This incident highlights the broader implications for Black and Queer Women leaders like myself. The truth is, we have historically and currently been underrepresented, underserved, and unfairly compensated. It's disheartening, especially considering the immense effort we put into our work. We're exhausted. But despite these obstacles, we persist. We push forward, striving to make a difference despite the challenges and barriers we face. It's time for change. It's time to challenge these inequities and demand the respect and recognition we rightfully deserve. I stand in solidarity with my fellow Black women leaders and creators. We are a force, and together, we will continue to advocate for fairness, equality, and the recognition of our true worth. #BlackWomenLeaders #Equality #RepresentationMatters #xHood #Empowerment https://lnkd.in/e3yWKaTR

This interview with Taraji P. Henson is trending on social media. She discusses pay inequity in Hollywood, which is a widespread issue affecting Black women across various fields. When Black women leaders receive fair compensation, they often face disproportionate expectations to perform at an extraordinary level, sacrificing their well-being. Why do organizations fail to address these systemic issues, which are often their worst kept secrets? To be an equity accomplice means watching a video like this and scrutinizing your organization. If such issues are prevalent, question why. What is it about your organization's culture that so starkly devalues Black women? The time for talking about problems is over. It's time for action. Black women in the workplace deserve to be fully present and unapologetic, especially those who have consistently demonstrated their competence in organizations that profess a commitment to equity. Equity accomplices, comment below with actions you are taking against issues like this. #StopPlayingDiversity

On this International Women's Day it's important to be aware of the challenges and solutions when it comes to women's empowerment. GEWO TV highlights what needs attention and the solutions toward counting women in and places an emphasis on shaping the future. Equality and parity is possible. https://lnkd.in/g_4vxaSg

With March being Women's History Month, I can't help but think about Taylor Swift's song, "The Man." Its lyrics highlight the struggles many women face in today's workforce, such as, "I'm so sick of running as fast as I can. Wondering if I'd get there quicker. If I was a man." This line resonates with me as it describes the pace I feel I have to maintain to have a successful career, often feeling like I have to work twice as hard as my male peers. In the song, she says, "I'd be a fearless leader. I'd be an alpha type when everyone believes ya. What's that like?" This reminds me of women's challenges in asserting themselves in leadership roles because when we do, we are often labeled as difficult to work with, emotional, or "bitches." It serves as a reminder that the playing field isn't always level, and men historically defined the norms that shape the workforce. This post isn't about placing blame or portraying women as victims. It's about recognizing the systemic barriers women face, shaped by a work culture established predominantly by men. We're not seeking pity; we're striving for awareness and understanding. Acknowledging these imbalances is the first step toward creating a more equitable and inclusive work environment. I encourage you to listen to the song or read the lyrics and let me know your thoughts. The goal here is to challenge stereotypes and redefine what leadership looks like. Here's to a future where leaders are selected based on competence, not gender. https://lnkd.in/eVBMeXub #WomensHistoryMonth #wicweek2024 #InclusivityInWorkplace #TaylorSwift #EqualityInTheWorkforce

Investing in women!!! There is no mightier theme for this International Women's Day. Essentially, it captures the key to accelerating progress towards gender parity. I see a future where we're not just observing International Women's Day once a year but living its ethos every day. At Boston City Campus, we take immense pride in supporting all the courageous, aspiring women out there. Even if you feel like you don’t have enough academic expertise for Higher Education, we have 47 learner support centres around the country that will support you in attaining an array of distance offerings from Short courses to Higher Certificates to Diplomas and Degrees across a breadth of faculties. At Boston City Campus, we envision a world where 'investing in women' is the rule, not the exception; we understand that when we educate a woman, support a woman, and resource a woman - we’re investing in the future of our entire society. It’s a future where gender parity is no longer a goal but a reality. This interview expands more on the above. Primedia Prime https://lnkd.in/gH3G88jY

https://lnkd.in/gV8APAUZ South Australia's Premier, Peter Malanauskas spoke to the murders of women in Australia with reference to the four women murdered by men known to them in November 2023 in South Australia and the 24 women murdered by men known to them nationally in 2024. The premier spoke to the Cabinet this week tightening bail laws and the introduction of electronic monitoring for 'serious repeat offenders'. Unfortunately, when asked, he hesitated to acknowledge an Australian masculine culture steeped in misogyny. He acknowledged the existence of misogynistic beliefs and the role in violence against women, but was concerned that such language tends to inflame people and was a 'too broad' term. I'd like to qualify that being a non-Aboriginal man I am not speaking for First Nations men or women and feel it is important to acknowledge that much of what lifts white men up, also pushes men of colour, First Nation's men and women down. Whilst I would agree that there are men, both direct perpetrators and not, who may be discouraged and confronted by the idea of an Australian culture of misogyny, the links of men's violence towards women are unequivocally from an ideology of male supremacy and exaggerated male entitlement to have access to and control women's bodies. Men receive a dividend from patriarchy, and though the benefit is not shared equally, men need to acknowledge this. Structural oppressions push women down, whilst simultaneously pushing men up. Naming the ideology would seem an important step in being clear about what the target problem is as it is not idiosyncratic deviant behaviour, men's violence to known women is an individual man's way of expressing his relationship with patriarchy - an ideology of misogyny. Men who may become upset at having gendered privilege spoken about may not turn out to be as benign as their protests are intended to indicate. Two concerns I have re a hesitance to name ideology relates to allyship and bystander behaviour between man collectively, or as worried individuals who are not willing to acknowledge the structural advantages we can trade upon are perpetuated by the same theories as the practice of men's violence against women? What are we willing to accept in the behaviour of other men if the ideology of gendered entitlement and misogyny is not clearly named? The sense of allyship and honesty I believe would be enhanced if men can openly and rigorously reflect on how what men may think is non-violent, non-abusive behaviour may be just the types of behaviours that perpetuate women feeling unsafe and perpetuate a culture of male entitlement.