Stephanie Reid’s Post

Make sure you are supporting the women in your life build their super. Our Chief Member Officer Rose Kerlin tells you how. #superisntsuperforeveryone #womeninsuper #superannuation

March is Women’s history month. It’s fair to recognize that when Tennessee became the 36th state to ratify the amendment for women to vote ...It was an empowering moment, and a major change in history for women. It gave women more power. It was on August 18, 1920, that the amendment passed its final hurdle of obtaining the agreement of three-fourths of the states. Many more changes still must be made to empower women, but we use examples like this and inspire more women to rise up at any time or month to can use our voices to create change to heal our children, family, community and society. https://lnkd.in/ePPsGxrk

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.

A possible nexus between gender studies and peace research is to examine if paternal leave policies have a positive impact on the peacefulness of nations through fostering "caring masculinities", which seem to be the opposite of "militarised masculinities": https://lnkd.in/dde84hTd . #peacestudies , #peaceresearch , #genderstudies , #masculinities , #caringmasculinities , #militarisedmasculinities , #paternalleave .

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

Over the weekend, I had the pleasure of hearing The Hon. Julia Gillard AC speak at Hay Festival. Julia discussed her impactful misogyny speech (if you don't know the speech you should absolutely give it a listen https://lnkd.in/eUbDTMku ), our glacial progress in advancing women in leadership, and her work with the King's Global Institute for Women's Leadership. Julia shared findings from a recent study by the King's Global Institute for Women’s Leadership, revealing a growing gender divide among Gen Z regarding views on masculinity and women's equality. Notably, Gen Z men are nearly twice as likely as Gen Z women to believe that feminism has done more harm than good. https://lnkd.in/ejFdXCi3 There was once a consensus that DEI in the workplace would naturally improve as younger, more progressive individuals joined the workforce. However, recent research such as the above and public debates indicate that we remain as, if not more, divided along lines of identity. With Gen Z poised to become the largest workforce demographic by 2030, these divides could increasingly manifest in the workplace. If not proactively addressed, they could hinder DEI progress and negatively impact business outcomes. Julia suggested that a lack of men's inclusion in the feminist movement might have contributed to this divide. This (perceived or real) exclusion is reflected in workplace DEI efforts, where interventions often focus on specific identities, inadvertently excluding others. Organisations are finding this reflected in employee sentiment, with a growing push back on targeted interventions and feelings of exclusion by those unable to access them. As DEI professionals, we need to consider how to bridge these divides and prioritise systemic interventions that promote fairness and equitable outcomes. Is it time to make inclusion more inclusive? I'm interested to hear if you're seeing similar trends in your workplace. How is this affecting your DEI initiatives and programs? Sarah Minor-Massy Olivia Jervis #DiversityandInclusion #GenderEquality #DiversityEquityandInclusion #InclusionMatters

Do "partners", such as food or grocery delivery persons or cab drivers who work for aggregator platforms count as "employees" under the PoSH Act? To answer, Vaneesha Jain goes over the duties of employers and the definition of "employee" as per the PoSH Act, in context of the recent Ola Cabs case at the Karnataka High Court. Find the write-up in our latest issue of VOICE: The SASHA Newsletter - https://lnkd.in/gC5xufFX Also in this issue: Addressing Complexities in Virtual PoSH inquiry proceedings - highlights from the C&B workshop by Akarshitha Yaji. What can employers do to ensure safety, dignity and respect at the workplace for transgender employees? With a brief explanation of the Transgender's Act, 2019, Krithika Balu lists available provisions and ways for employers to protect transgender employees. Subscribe to VOICE: The SASHA Newsletter on Substack to never miss a PoSH related update!

Hello, my name is Mohammad Samiullah, and I am an expert academic content writer with three years of experience. I can help you excel in your academic projects with high-quality, tailored content. Here’s how I can assist you: Essay Writing: Research Analysis: Thesis & Proposals: Report Writing: Creating Presentation Skills: Well familaire with all types of references style including Harvard APA MLA Chicago Oscola IEEE Providing quality content with 0% Plagisrism 0% AI On time Delivery Well Researched and Properly Orgnized Let's discuss further

One way to start International Women's Day - appearing on the Today programme at 6.15! (After a quick cup of coffee and some power poses) We were DELIGHTED that the Treasury Select Committee have endorsed our recommendations to: - advertise jobs with flexibility - advertise salary bands and ban asking salary history (shout out to Fawcett East London for their amazing campaigning) - amend pay gap legislation to ensure that firms not closing the gap have an action plan - stop tolerating sexual harassment in the workplace - stop firms using NDAs to silence women - offer equal parental leave to men and women - shift focus from just tracking women in senior roles to also look at women in middle management Can you imagine what the world would be like for women if government and business actually accepted all these?! It would be a complete revolution. Read the full report here: https://lnkd.in/ee72NUTe Fawcett Society have been campaigning on these issues for years - long before I joined - and have done huge work to bring them into the mainstream. This IWD I want to celebrate all the "exceptional women" who have come before me at Fawcett. All of the work we have done on influencing this report was funded by our members. We receive no government funding, no core funding, and we exist as a tiny team with mighty impact. If you are wondering how to celebrate this #internationalwomensday2024 (or whether there is anything to celebrate) why not join us? https://lnkd.in/eQ5zdPZs

💥 Why Everyone Should See Show Her The Money—Men & Women Alike! 💫 Show Her The Money isn’t just a film for women—it’s for everyone who believes in creating a fair and equal world. Whether you’re a woman striving for financial empowerment or a man who wants to support and champion equality, this film offers invaluable lessons. ✌ Why should both men and women attend? Break Down Barriers Together: Financial inequality impacts everyone. Men and women need to work side-by-side to create opportunities for women to thrive financially, which leads to stronger communities. Gain Valuable Insights: Whether you're looking to understand the challenges women face in finance or seeking to improve your financial literacy, this film has something for everyone. Support Equal Opportunity: By attending and spreading the word, men can show their support for equality, and women can be inspired to take charge of their financial futures. Foster Meaningful Conversations: This film opens the door for important discussions on gender, money, and power—conversations that men and women both need to be a part of. It’s time to come together, learn, grow, and champion financial empowerment for all! #showherthemoney #FinancialEquality #EmpowermentForAll #menandwomentogether tickets can be found here: https://lnkd.in/eBv8UBx2