🔍 A pesquisa "The Fulfilment Finder" utiliza métodos implícitos para explorar a neurodiversidade e revelar seus motivadores subconscientes – aquilo que mais importa para você na busca por realização. Acabei de realizar a pesquisa e fiquei muito contente com o resultado, não só pela parte em que fui comparada a uma heroína de filme que salva a todos, mas também porque ser uma solucionadora de problemas é uma das características mais importantes para a profissão. Uma confirmação de que escolhi a profissão certa, algo que sempre soube, já que desejo cursar Direito desde os meus 12 anos, mesmo sem ninguém da família na área. Segue um trecho do resultado💡: The INVESTIGATOR: 4% of women who have taken the survey have the same PERSONA as you. (Leader:Organiser) is a convergent thinker, someone who is able to make clear, logical deductions, given the facts. She is someone who is able to think critically and independently. She is likely to be a 'news junky', someone who needs to know what is going on around her. Other people may stereotype her as a 'workaholic', but she is not just someone who puts in the hours, she is a leader and a problem solver - a very practical person who overcomes obstacles and tricky situations, the sort of character in a disaster movie who is going to lead the others out of danger. (...)
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The under 40 Did Not Show Up Awards for Men #diversity #genderdivesrsity #worklifebalance #qualityoflife Are you aware of the Under 40 Did Not Show Up (DNSU) Awards for Men? Well, truth be told, there is no such award! I coined this fictitious award to make my point. For that, let me share my personal story. The year was 1991 and we were expecting our first child. As the date for our baby’s arrival neared, I informed my then Manager Noble Powar about this and the fact that I will need to take some leave. That is when he told me something very touching. He said and I still remember, “Ganesh, I was not there with my wife when my son was born and I still regret it. So, don’t make that mistake. Take all the time you need to be with you wife and the child. Work will always be there”. He supported me in my decision to take a full month off and that was such a wonderful period. When my second child was born, I took another month off too. Noble in many ways reminded me that there was no Under 40 DNSU award waiting for me! For several decades many men competed fiercely for the DNSU awards. (not showing up for the family when it matters - be it child birth, a parent teacher meeting or visiting the doctor when the kid is unwell, pitching in for elder care, supporting the wife when she needs to try and get back to working and so on) Good news is that things have changed quite a bit over the decades and more and more men are choosing not to compete for these awards. They are showing up. More so after the pandemic. However, a lot more needs to change. Do men continue to believe that the price they are paying by not showing up for their family and personal needs when it matters will somehow be rewarded and recognized? Or do they believe that it is inevitable? Are organisations quiet about it and encourage or even demand it? These are questions worth pondering about. Among the several implications, the effort to support women build sustainable careers, is an important one. Unless more and more men stop competing for these DNSU awards and actually show up, women will not be able to sustain their career aspirations. I wish more and more men talk about this and tell their male team members that there is no such award. In the manner in which Noble Powar did, encouraging their male team members to show up when it matters. I also wish more and more organisations clarify that there is no Under 40 awards waiting for men who make these sacrifices. While men of today are certainly changing and are different from the generation before, it must be remembered that the changes needed are very significant and unless the world around men changes the narrative, men will struggle to change.
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The muldisciplinary *3rd International Conference on Woman - Woman XXI*. When? September 26 and 27, 2024 Where? Porto, Portugal & Online. Including *but not limited* to: Representation of women in media, literature, and the arts, and the impact of these representations on shaping societal perceptions; Historical and cultural dimensions of womanhood, and how these shape contemporary understandings; Role of women in leadership, politics, technology, business, and other spheres of society, exploring existing efforts to promote gender diversity and inclusivity in these areas; Women's health and reproductive rights and its impact on professional career. https://lnkd.in/dA8AmGC2
Sandra Fernandes
woman.eventqualia.net
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Check out this article in De Limburger, highlighting our Female Empowerment project! Through education and empowerment, we can foster positive change together 🌟🤗 https://lnkd.in/dxeSm_YP
Groep Limburgse vrouwen betaalt studie van acht meiden op het United World College in Maastricht: ‘We leren veel van elkaar’
limburger.nl
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Francisco Araújo, Founder of 230.org, in the "Meaningful Youth Engagement in Policymaking and Decision-Making Processes" session: "Generations Y, X, and Z each present these unknowns that we sometimes don't fully understand, along with different challenges. If we put each generation in a box, then society will not evolve as a whole. This logic of connecting with society allows us to learn how we can come together and create synergies, just like the SDGs. We are our experiences, our life stories, but we are also what we want to be: our dreams, our vision. Age should not be a barrier to participation. We don't want to be called because we are young, nor do we want to be left out because we are young. And I leave a challenge to our generation: a generation that has the opportunity to live with freedom has the obligation not to live constrained." PT Francisco Araújo, Fundador da 230.org, na sessão "Envolvimento Significativo dos Jovens na Formulação de Políticas e Processos de Decisão": "As gerações Y, X, e Z apresentam todas estas incógnitas que por vezes não percebemos bem e com diferentes desafios. E se colocarmos cada geração numa Caixa, então a sociedade não vai evoluir como um todo. Esta lógica de nos ligarmos à sociedade permite saber como nos podemos juntar e criar sinergias, tal como os ODS. Somos as nossas experiências, as nossas histórias de vida, mas somos também o que queremos ser: os nossos sonhos, a nossa visão. A idade não pode ser uma barreira à participação. Não queremos ser chamados por ser jovens, nem deixar de ser chamados por o sermos. E deixo um desafio à nossa geração: uma geração que tem a oportunidade de viver com o cravo, tem a obrigação de não viver encravada."
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🐝 Breaking the Buzz: The Queen Bee Problem 🐝 👑 What is it? The Queen Bee Problem occurs when women in leadership distance themselves from or undermine other women to protect their status. But this isn’t about individual behavior—it’s a symptom of systemic barriers forcing women to compete for scarce opportunities. Interestingly, Queen Bees in nature don’t act this way, making the term misleading. A better label? “Self-group Distancing,” a phenomenon seen in other marginalized groups facing limited opportunities. 💼 Why does it happen? Workplaces often operate under the false narrative of scarcity: ❓ Few spots at the top. Leadership roles, especially in male-dominated industries, are perceived as limited for women, creating unnecessary competition. ❓ Bias in mentorship. Men are more likely to mentor men, leaving women without the sponsorship or guidance they need to climb the ladder. ❓ Uneven scrutiny. Women in leadership are held to higher standards, forcing them to prove they are “different” or “better” than other women. 🚧 These systemic barriers pit women against each other instead of fostering collaboration. 💡 How do we fix it? 1️⃣ Expand the pipeline. Create opportunities for women at all levels to advance, from entry-level to the C-suite. 2️⃣ Foster solidarity. Build workplace cultures where collaboration and mutual support are rewarded, not punished. Be transparent about promotional guidelines. Be transparent about workplace norms. Don't expect people to "just know" corporate culture. 3️⃣ Address bias in hiring, mentorship, and advancement—accounting for intersections of identity like race, class, and more. ⏰ It’s time to dismantle these systemic barriers and change the narrative. The Queen Bee Problem isn’t about individuals—it’s about broken systems. What steps is your organization taking to foster solidarity and equity for women? Let’s discuss below! 👇 Andrea D. Carter Kami Anderson, PhD (she/ella/elle/li/Dr.) Emily Gupton, MBA, PMP Melina Cordero Ruchika T. Malhotra Neha Sampat Venus Piñeyro De Hoyos Alejandra Rodríguez Mielke, PhD, ACC (she/ella) Tina (Borelli) Iannacchino Dr. Tina Leblanc, CDP Erin Eatough, PhD Anne Chow (She/Her) Cindy Barardo Anne-Lyse Raoul Maryann Kerr, MA Leadership Nyanchama Okemwa Gita Selli - Cellei Taks N. Judit I. Ferhat Nazir-Bhatti (BA Hons - MCIPD) Antonia-Denisa Efron Kellie Vugrincic Maya Rockeymoore Cummings, Ph.D. (she/her) Resource: https://lnkd.in/gbt6ivJP #Leadership #Inclusion #WomenInWorkplace #FromSabotageToSupport
Queen Bees Still Exist, But It’s Not The Women We Need To Fix
forbes.com
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Agree that we need to focus on impactful, measurable programs that achieve better outcomes for business and society........
Anti-DEI legislation, the elimination of university DEI initiatives, and the downsizing of corporate DEI programs threaten to erode the meager progress that has been made to date around diversity, equity, and inclusion (DEI). Seemingly overnight, “DEI” has become an obscenity, associated with “woke” liberal leftists and implying that countless women and people of color have assumed positions of power in place of more qualified white men in an abhorrent wave of reverse discrimination. But the data shows that our world is far from this imagined reality. While DEI initiatives don’t offer a panacea, they do focus attention and effort on addressing inequities that stand in the way of opportunities and impact. Let’s use this pivotal moment to double-down on what’s working and reassess what’s not and to focus on creating better outcomes for business and society. Read more in my latest #MotherOfInvention blog post. #DEI #diversity #equity #inclusion #leadership https://lnkd.in/ezHNqTYd
DEI Backlash: A Cautionary Tale
http://mother-of-invention.net
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