Want to know the secrets behind some of today’s most successful women? The Huffington Post recently uncovered 8 Success Secrets From Female Leaders and found these surprising answers:
- Oprah Winfrey – Meditation
- Xerox CEO Ursula Burns – A supportive husband
- Arianna Huffington – Failure
- Cosmopolitan Editor-In-Chief Joanna Coles – Restful Weekends
To add to this list, Randstad is providing four more success secrets from some of today’s female superstars. Keep these useful “T.I.P.S.” in mind as you navigate the workplace!
T is for Trailblazer
Why it’s an important trait: One of the biggest signs of leadership is charting your own course. Bring big ideas to the table, execute projects that matter, believe in your convictions and know how to effectively sell your thoughts. Successful women stand out from the rest and truly make their marks in the workplace. Don’t be afraid to think outside of the box. Take smart risks and in the end you’ll reap the benefits.
Real-life example: Once known as the most powerful woman in the NFL, Amy Trask became the first and only female chief executive in the league’s history when she took the helm of the Oakland Raiders in 1997. Trask spent 25 seasons with the franchise before resigning this year. She is seen as a trailblazer among female executives and is one of the highest-ranking women to have worked in professional sports. An avid football lover, Amy Trask didn’t let stereotypes stand in the way of getting on the field. She said: “I perceive myself as a football person who, because of gender or size, finds myself making my contribution in the business side of things. Football was what I wanted to do, business was my way of making it happen.”
I is For Instinctive
Why it’s an important trait: There’s nothing like a woman’s instinct, and it can serve as a useful tool in the workplace. When faced with a decision on the job, relying on your instincts means drawing from your experience, insight and knowledge. Putting your instincts to best use requires combining your gut feelings with reason. While analyzing situations, make sure to trust – and listen to – your inner voice.
Real-life example: Oprah Winfrey regularly dispenses wisdom she’s gained along her legendary rise to media mogul and self-made billionaire. She often talks about relying on instinct and how it can not only help you make decisions, but is also a great stress detector and danger signal. One of her famous quotes communicates this sentiment: “Follow your instinct. That’s where true wisdom manifests itself.”
P is for Plugged-In
Why it’s an important trait: Behind every successful woman is a solid network, including mentors, sponsors and like-minded colleagues. Having people that support you professionally is essential on the road to success. So don’t be an island in the workplace – get plugged-in to the right people and your career will benefit from getting (and giving) advice, support and feedback.
Real-life example: Kathryn Minshew, 27, is the CEO and co-founder of The Muse, a career-development platform. A Duke University graduate, she landed on the Forbes 30 Under 30 in Media list in 2011 and 2012. Here’s what Minshew said about being plugged-in: “For almost the first year of The Muse’s life, I would do five to eight networking events a week. And I don’t necessarily think that’s the right path for everyone, but I realized that as an entrepreneur, one of my strengths was finding the right people who could help us.”
S is for Self-Aware
Why it’s an important trait: In order to be successful, you must first master the most important relationship in life – and that’s the one you have with yourself. Being aware of your own strengths and weaknesses is crucial to becoming an effective leader. When it comes to navigating the workplace, women leaders oftentimes switch from assertive to personable, depending on the circumstances. When you’re in tune with your actions and their effects on other people and can judge situations appropriately, you appear as calm, controlled and in charge – all signs of successful woman.
Real life example: Diane von Fürstenberg, the Belgian-born fashion designer best known for her iconic wrap dress, launched her global luxury brand in 1970. She shared her own journey on becoming self-aware in this quote: “That process of growth, of being an independent person, of learning who you are and what you want from life, is the real secret of life, happiness and beauty.”
According to new findings from The Allianz Women, Money, and Power Study — which surveyed more than 2,000 women ages 25-75 with a minimum household income of $30,000 a year – some women, identified as “Women of Influence,” have a higher need for financial control, and more desire for increasing their financial knowledge, according to the study.
Taking Charge At Work and At Home
The economic recovery has put yet another spotlight on women’s issues. Not only are we making steady gains in the workplace, but we’re also playing an increasingly crucial role in financial affairs at home. The Allianz study noted, “As women have become more empowered in the workplace, they have also become more empowered in handling financial matters.” Also, according to the study, the “balance of power appears to be shifting toward women” when it comes to earning, with more than 57 percent of women surveyed having more earning power than ever before and almost two-thirds (60%) saying they are the primary breadwinners in their household.
According to Randstad’s research, women have an increasingly positive outlook on the overall economy. Randstad’s quarterly Employee Confidence Index showed that 30 percent of women surveyed believe the economy is getting stronger in the second quarter of 2013, a seven point increase compared to Q3 2013.
Forbes: ‘She’s Here. She’s in Charge. Get Used to It.’
The growing financial power of women only underscores the need for companies to properly target female audiences. As a recent Forbes article puts it, “The reality is that many marketing campaigns are still terribly out of step, and continue to be designed on the premise of the bread-winning male head-of-household. She’s here. She’s in charge. Get used to it.”
What’s missing is female perspective at the leadership table of major companies and we still have a far way to go as far as closing that gap. In the U.S., more women than men are graduating from college and women constitute the largest consumer base for many organizations – yet women hold only 15.7 percent of board seats of Fortune 500 companies.
As we continue to make our mark at work and at home, we should highlight the unique strengths we offer, such as well-rounded insight, emotional intelligence, empathy and the list goes on. Let’s continue to advocate for ourselves and watch our influence grow at work, at home and on the overall economy.
But what’s the communication playbook in a world of email, voicemail and text messaging?
Words and abbreviations mean one thing in a text or tweet that would never be acceptable in a business letter, email or client conversation. In times past, the great communicators employed verbal dexterity that appropriately suited their audiences.
Today, it’s a little trickier.
Our daily environment is conducive to constant messaging. In order to communicate effectively, we have to demonstrate agility and flexibility while simultaneously employing active listening as we type on numerous keyboards. In fact, our keyboard proficiency has in many instances replaced speech cadence and its longtime partner – body language. Is it any wonder we have trouble remembering what we have conveyed to whom.
“Developing excellent communication skills is absolutely essential to effective leadership. The leader must be able to share knowledge and ideas to transmit a sense of urgency and enthusiasm to others. If a leader can’t get a message across clearly and motivate others to act on it, then having a message doesn’t even matter.”
-Gilbert Amelio, President and CEO of National Semiconductor Corporation
Go on, express yourself
Our workplace grows more diverse by the day. It’s no wonder that our ability to relate on professional and social levels with our peers and associates is evolving in ways that defy all prior conventions. Cultural mores infiltrate our business world in the form of language barriers, work experience, cultural differences and everyday workplace vernacular. As managers, we need to recognize that silence does not always mean acceptance or understanding.
Equally as important is fostering an environment where differences are not only accepted but celebrated. The validation of differences benefits the entire team and promotes confidence in everyone to step up and take a chance.
The communication playbook
When considering your communication avenues, each come with their own set of rules. But, some universal guidelines apply. Like, communicate early and often, and don’t let emotions fill your messages.
Here are some guiding principles to help ease misunderstandings and encourage powerful and effective messaging when emailing:
- Be direct. Frame electronic communications, like emails, with either yes or no questions supported by bullets. This will force recipients to focus on your key points and creates constructive communication that acts as a roadmap to a solution. By doing this, you’ll also reduce the likelihood of an email marathon.
- When in doubt, dial. When emails begin to pile up and you find yourself uttering…What? that is your cue to pick up the phone, gain clarification and bring about resolution.
- Email tools. Emails bypass intonation and basic physical body language, like eye contact, which is why so many people today resort to typed correspondence rather than verbally discussing a matter. It’s easy to be misread in an email, especially when using italics, bolding or underlining. These are great, but powerful tools, so be sure to use them only when emphasizing a fact, or key information like timeframes.
- Proofing makes perfect. Make sure you have your critical basics covered before you send that email: Is your spell check turned on? Are you absolutely certain you want all those names in the “to” box to receive your message? Have you stepped back and read your message to make sure it makes sense to someone other than just you?
- Send responsibly. Think about the desired outcome before you hit the send button. Does your message convey all that you want it to?
“Thank you for calling…” Avoiding voicemail mishaps
- Strong introductions matter. A good voicemail will identify you, your company and will include a good call back number to reach you. It should also include the purpose of your call.
- Don’t mumble. Leave out all of the “umms,” “ahhs” and “you knows” when recording a voicemail.
- Your point? Avoid sounding like a random stream of consciousness. Make your message concise and deliberate.
In so many ways, the Golden Rule applies to the myriad of communication options that await us on a daily basis. Just like you don’t have the second chance to make a first impression, once you type it, utter it, tweet it or send it…you cannot take it back.
So much of our productivity and success is rooted in our ability to communicate. At a time when our choices for connecting are so wonderfully driven by technology, there are so many moments for potential misinterpretation.
Our most challenging dilemma, by far, is in knowing how to say what, in which format and for what audience. Choose wisely.
That’s a topic that the Harvard Business Review recently tackled in a new study that examined the likeability factor for both men and women as they move up into leadership positions.
The study found that for both men and women, the likeability factor is directly linked to their perceived effectiveness as leaders. Take a look at this interesting graph:
As you can see, women’s likeability trended a bit higher compared to their male counterparts as they moved into higher leadership roles.
This is good news for women. Oftentimes, we’re told we can be liked or we can be successful – but we can’t have both. In fact, Facebook COO Sheryl Sandberg addressed this topic in her massively popular book Lean In. Based on her research, she found that “success and likability are positively correlated for men and negatively correlated for women.”
The reality is that being likeable in the workplace only fuels our success. When someone describes a great boss, chances are they’re talking about someone who is honest, a good communicator, fair and a good listener. I’ve found that if you treat people with respect, and if you’re someone who doesn’t need to put others down in order to lift yourself up, then most people (men and women) will have respect for the work that you do and have a positive opinion of you as a person.
Women are constantly bombarded with mixed messages on what it takes to succeed: Be tough yet tender, be aggressive yet approachable. As we continue to break barriers in the corporate world, one of the toughest hurdles we face is overcoming false stereotypes.
We’ve already started to tackle this problem. In what The Huffington Post describes as “executive feminism,” there’s been a new wave of women leaders who are “discussing their role in the workforce, their impact on the business landscape and their involvement and commitment to their own careers.”
It is up to us to define who we are and the unique and invaluable skills we provide as leaders in the workplace. We should all take advantage of the recent visibility and interest about women in the workplace by supporting each other along the way and not being afraid to take our seat at the leadership table alongside our male colleagues. With more women at the top, we’ll continue to succeed and erase those stereotypes.
Marilyn Nagel, CEO of the nonprofit for executive women called Watermark, recently answered this question for U.S. News & World Report. More companies are taking note as women are playing an increasingly visible role in the workplace – especially when it comes to leadership.
According to Nagel, here are the top five factors women look for in a job:
- Visible Role Models: Think Sheryl Sandberg and Marissa Mayer
- A New Way of Thinking: For example, getting rid of stereotypes around gender
- Supportive Colleagues: Advocacy (especially from other females) is key for women to advance
- Face Time and Screen Time: In-person business networking
- Work-life Integration: Helping women achieve balance
Randstad also asked women workers to identify the top engagement tools companies can use to keep them happy and inspired at work in our recent Engagement Index. More than 3,000 employees (nearly half of them women) responded to our survey. According to our research, here is what women are looking for in employers:
- Flexible work arrangements
- A stimulating work environment
- An encouraging atmosphere where employees can share their ideas and opinions
- Opportunities for training and development
- Positive relationships in the workplace
It’s important for companies to recognize what matters to their employees, and that a one-size-fits-all approach to meeting the needs of workers is not a smart way to run a business. As the number of working women continues to grow (according to the Bureau of Labor Statistics, women now hold 51.4 percent of managerial and professional jobs—up from 26.1 percent in 1980), companies need to start thinking of tailoring engagement strategies specifically for women.
As the job market continues to recover and employee confidence increases, more employees will be keeping their options open for other job opportunities. In this competitive market, it takes more than salary and other traditional benefits to lure potential employees – especially when it comes to women workers.
With women making up more than half of the U.S. work force, employers are playing close attention to what motivates women to choose one employer over another. Randstad took a closer look at what women want in a recent Employer Branding survey conducted by Randstad US.
The study, which surveyed 7,000 people nationwide with a variety of backgrounds and occupations, found that 37 percent of women said that workplace flexibility is one of the key attributes that they look for in a potential employer. Also, location is key for women workers, with 44 percent of female respondents choosing that as an important employer attribute, compared to 35 percent of men.
So what does this mean for companies trying to establish work/life balance benefits for female employees? Is it just the ability for employees to work from home or does it encompass a range of employee options and benefits? Take a look at some of the different options that fall under workplace flexibility:
- The ability to work remotely in a part-time or full-time capacity
- The option to use flex time (for example, working 7 to 3 instead of 9 to 5)
- Offering part time positions or job sharing opportunities
- Offering increased maternity and paternity leave
- The ability for an employee to take a leave of absence and then return to work
Each company will have varying abilities to allow for workplace flexibility options, requiring them to assess their staffing needs to determine what choices they should be making in the long-term to remain competitive in the job market.
When it comes to employer branding, you can start with creating a company that values all employees, recognizes their accomplishments and celebrates their successes. Invest in women by providing formal mentorship opportunities for them to learn new skills and advance their careers. Bottom line: make your company an engaging and motivating place where workers will want to grow and thrive. After all, word-of-mouth is your best source of employer branding.
Balancing motherhood and work is a science that in my mind never is perfected, but always a work in progress. It requires a different frame of mind and the acceptance that you might make some mistakes along the way. First and foremost, give yourself the benefit of the doubt. This is a constant period of trial and error—and the basis for tip number one.
Stay positive, you are not alone. These can be trying times and like anything new, it takes time to get used to balancing work and home life. Do realize, however, that even when it seems like things are at their most overwhelming, they will get better. Women now make up 51 percent of the professional workers in the U.S., with 70 percent of American women with children under 18 earning a paycheck while raising their children. That means there are more of us new mothers going back to work, so when in doubt or in need some advice, there are numerous blogs, networking opportunities and support groups to share stories and glean advice to face another day. After all, there is something to the concept of “safety in numbers.”
Build a network. It is like the old adage, when you buy a Volvo you all of a sudden see hundreds of Volvos on the road, or when you are pregnant, all you notice is pregnant women. Well, the same holds true for balancing a career and being a new mother. Take a moment to look around and you will be surprised to see that within your workplace or social circles there are many women just like you trying to balance careers and have it all. Most of these women will have the same challenges to share and more importantly the same successes—like getting out of the house without formula all over your suit. But in all seriousness, we can learn a lot from those around us and building a network of these other successful working moms can help ensure sanity.
Take time for yourself. A healthy heart is a stable heart. It is incredibly important during this time to take a moment for yourself between mothering and being a professional. These are the moments you regain clarity and a sense of self that will allow you to perform your best at work and at home. Whether that be an aerobics class, trip to the salon or quiet time with a book; time for yourself is key to a successful balancing act between home and work.
Time management. A schedule never became more important until I became a mother. Becoming a working mother for me was the moment in my career when I began to make the best use of my time. Time management took on a whole new meaning as I knew I still had to get done what I needed to but there was a much stricter window of time in which to do it in in order to get home and spend time with my child. Find a good time management plan that allows you some flexibility (because you will need it!) but that allows you to still deliver and drive results at work. There is no such thing as “winging it” anymore.
There is a reason they call it a circus and a “balancing act.” Life can begin to take the shape of a circus when balancing the two very different worlds of motherhood and office politics. The last thing you want to do is enter an important meeting talking baby talk because you spent the last two hours cooing— but hey, it happens. Just remember to own your new persona—working mom—get comfortable with it and understand it might be a different “you” than the one that left on maternity leave. A different you, but a better you.
Don’t give up traditions, and start some new ones. Inevitably there will be some guilt every time you need to miss a doctor’s appointment or your baby’s first steps but it will happen—and don’t beat yourself up about it. Instead uphold and institute some traditions. Make your child’s birthday a formal “holiday” off work to spend quality time together. Make it a point to volunteer one hour a month at the daycare center or spend an hour having coffee with your in-home sitter. Creating a “wow” factor not only can happen at work, but also at home. All it takes is a little creativity.
And remember it is OK to be imperfect. Life is unpredictable and sometimes as a working mother you need to be open and honest with your manager as it relates to your and your child’s needs. If you need to work remote one day due to a fever, just be honest. Building a process that works for you and your manager is key in this important time in your life. Neither have to suffer, you just have to find the right balance.
I’ll leave you with one of my favorite quotes to learn and live by, especially as it relates to being a woman of the house and at work—“Act like a lady, think like a man, and work like a boss.”
Women can have it all.
Occupational stress (commonly referred to as workplace stress) occurs when there is a discrepancy between the demands and burdens placed by the workplace and an employee’s inability to meet them successfully.
Stress can be mental, emotional, or physiological and it can be caused by all kinds of factors and situations—work overload, toxic physical environment, difficult interpersonal relationships between co-workers or management, long working hours, lack of independence, unsupportive management styles, poor payscales and advancement opportunities, any kind of harrasment, and finally, lack of opportunity to grow as individuals and develop skills.
Stress is a widespread global phenomenon, if you will, and few U.S. workplaces are immune. According to workplacebullying.org, one-in-five Americans experience extreme stress at their jobs. So while there may not be a lot you can do to control how your workplace is managed, what you can do is take charge of your own personal well-being.
Workplace stress: 7 steps you can take to manage it
Recognize the signs and take note. Some common side effects of stress are anxiety, aggression, fatigue, exhaustion, depression, lack of concentration, memory issues, and chronic dissatisfaction. If you are experiencing these symptoms, don’t ignore them by thinking they will pass. Address them before they turn into serious health conditions. Keep a note of what kind of situations are stress triggers for you. Maintaining a log over a period of time will bring you insight into your overall well-being.
Take adult recess. How long has it been since you enjoyed your lunch break, taken weekends off without thinking about work, or gone on vacation? If your answer is long enough that you can’t remember, I suggest you start taking adult recess regularly. Take your 30-minute or hour long lunch time to go for a walk or sit in silence or any such activity that will help you disconnect and relax. Make sure you don’t use this time to run your personal errands either. I used to be a workaholic which meant that I would not take breaks and work continuously, trying to pack in as much as I could during a day. And then one day I realized—work will always be here, you don’t have to do it all today. That shift in attitude improved the quality of my life tremendously.
Create work-life balance. Your work is not your only priority, although with the long working hours that you put in, it may as well feel that way. Create a balance between various aspects of your life—personal relationships, leisure and recreation, health, financial, spiritual, and religious—all areas are equally important in order for you to create a well-balanced life. Examine your daily lifestyle, is it lop-sided favoring only one aspect? What can you do to make room for other, equally as important, things?
Prioritize. Organize your work responsibilities based on what is important first. Avoid the tendency to overplease everyone by taking on more than you can handle, set boundaries at work and learn to say “no.” This way, you can avoid burnout. Delegate as much as you can so you have time to focus on what is crucial. Avoid getting overwhelmed by breaking your projects and tasks into smaller manageable tasks. Manage your time well and avoid becoming ‘Mr. or Ms. do it all’.
Gain emotional intelligence. Emotional intelligence is the ability to identify, assess, and control one’s emotions and that of others. Although most of the time we may like to believe that we are in charge and well-balanced, the truth is we can get controlled by our emotions unless we learn how to manage them. When you are stressed out it further reduces your ability to handle your emotions, thereby impacting your ability to make decisions and listen effectively. You stay in a reactionary mode, overanalyzing everything and in the process create more unncessary tension and anxiety for yourself and for those around you.
Develop positive habits. Stop complaining. Complaining helps noone, including you. While it may help you vent, it doesn’t do much more than that; if you are really unhappy about something, take positive action instead. Ask yourself: how can I solve this problem? What can I do to resolve this situation? Avoid negative people that create unnecessary worry and anxiety for themselves, as well as for you. Practice smiling and laughing out loud more. Happy people attract happy, positive situations into their lives. Keep a clean heart holding no grudges, envy, anger, or ill-will towards anybody. Release and let go. Don’t allow every little thing to ruin your mood—it’s not worth it! Focus your time on learning how to improve communication, relationships, and self development.
Ask for help. There is no shame in seeking help if you don’t know or can’t handle something. Oftentimes, we look at it as a sign of being vulnerable and weak, but asking for help can actually be quite empowering. You can save a lot of time and personal burden and stress if you simply accept help. I’m going to tell you something you might not want to hear. You are not perfect. And, you do not know it all. And you know what? That’s okay.
Stress is a silent killer—figuratively and even literally. Take control of it before it overpowers you.
What are some other ways you can combat workplace stress?
Millennials, the better known nickname for Generation Y, seem to be the generation on the tip of everyone’s tongue as of late. This generation is made up of individuals ages 13 to 33, born roughly between 1982 and 1994. According to Census figures, there are 60 million Millennials in America, and half are women.
When it comes to their careers and the workplace, Millennial women are a new breed. The majority are known for being highly ambitious, educated, optimistic, dedicated, and are attempting to thrive in a well-rounded lifestyle. These reasons alone make female Millennials powerful players.
In a recent Washington Post Magazine article, Laura Sessions Stepp describes the confidence of this new generation of career women by saying, “These women appear to be buoyed by a stronger belief in their capabilities than many of their mothers enjoyed at their age.” She also notes that these women have high expectations for the quality of their work, as well as high hopes for what they’ll be paid. They also feel confident in their abilities to blend work and life — even as mothers.
Where Do Millennials Fit In The Generational-Blended Workplace?
For the first time in history, we have four generations working side-by-side in today’s job market, due in part to an aging workforce and a sluggish economy that’s forcing Americans to put off retirement. This has bred a mixing pot of generations, including Mature workers, Baby Boomers, Gen X and Millennials. The collaboration of these four generations are crucial to driving companies forward. But how is it possible for such varied generations to work together like a well-oiled machine?
It’s comes down to understanding the importance of different work styles, adapting, and sometimes meeting in the middle. For example, many in the Boomer generation view in-person meetings and one-on-one interactions as the most successful way to conduct business, while most Millennials prefer the speed and convenience of smartphones and email. Many Millennials beg for Boomers to adapt to their more technologically-fueled communication styles, but the fact of the matter is that the more traditional focus on face-to-face business interactions will never die. These differing communication styles can be a breeding ground for catastrophe — if not handled properly. The key is effectively managing and seeking middle ground between these two generations in order to achieve business goals. Finding common ground is essential when there are a three varying generations in the workplace. Boomers may adopt smartphones and set up Skype accounts, and Millennials will find the importance in solidifying in-person meetings to benefit a variety of aspects of business.
Millennials seem to be getting a bad rap as of late — they’ve been wrongly perceived as an arrogant and undeserving generation. But I truly think their inherent traits of confidence and self-assurance are being misconstrued. When it comes to their workplace interactions, their optimism, ambition, and dedication are likely to be driving factors in finding the most effective way to blend into the workplace — especially as the youngest generation.
Takeaways From Millennials
There’s a lot to be learned from the work habits of Millennials. In fact, Millennial women have redefined what success is. Their search to find the sweet spot in the common work-life balance is unmatched — especially in terms of Millennial women. They also have become a driving force toward more flexible work. From adherence to flex-time scheduling — as well as the move to remote work — we could all take away an important lesson in the benefits of untethering ourselves from our desks.
But most of all, Millennials present the idea of overall fulfillment. They not only understand and reach for career fulfillment, they demand it. When was the last time you considered the fulfillment factor of your current position?
Advice For The New Generation
It’s hard to give advice to those who seem to be self-advised. The “I want it all — and now” attitude is a beautiful thing, but can be overbearing. Use your powerful traits to find the success you deserve, but remember to take it a step at a time. While many Millennials women are looking to take leaps and bounds to find the success they downright deserve, landing your dream job often requires gaining experience and skills in a moderate position.
As for the Millennial attitude, it’s something worth evaluating. While being self-driven and self-motivated has its benefits, it shouldn’t affect the way you interact with others in the workplace. Be a team player, put in the time and effort when others won’t — and most importantly — quiet your unnecessary complaints.
Millennial women are certainly a force to be reckoned with. Their futures are certain to be those stamped with prosperity and success, but their careers will be even greater if they can find their niche in their workplace, as well as remaining humble and ready to learn along the way.
What do you think is the most influential trait of Millennial women?
Here are some of the initiatives that we are supporting from within Randstad to empower women in the workforce:
- Randstad holds a partnership with VSO International and currently one of our associates, Brittany Morrell, is on a volunteer assignment in Choma, Zambia. She is working with the local Youth Development Organization (YDO), which has established high impact economic empowerment activities in the community by empowering young people, supporting their caregivers and by helping them to achieve their potential and shape a better future for Zambia.
With the help of YDO and the recent formation of Self-Help Groups (SHGs), it was clear that this program has made a major impact on the women in the village where Brittany is currently residing. The SHGs have really helped underprivileged women empower themselves financially, socially and politically, which has enabled them to provide a better quality of life for their children and for themselves.
We are honored to align ourselves with such an amazing organization that really focuses on improving the lives of women throughout the world, not just in local communities.
Recently, Randstad attended “Shaping a better world though research and action”, a Women’s Network Breakfast hosted by the Greater Boston Chamber of Commerce. The keynote speaker was Layli Maparyan, PhD from the Wellesley Centers for Women – and the author of the quote titling this blog post. Maparyan spoke about WCW’s support of women throughout the world, and according to their research, a women’s movement is happening now, worldwide. Social change is rapidly taking place, especially in Africa, which Randstad can vouch for given Morrell’s experience with VSO and YDO in Zambia.
Maparyan made special note that it is a business’s role and social responsibility to ensure that women have access to equality in the workforce and to make this change within our organization if it hasn’t happened already. We have to give women associates access to leadership opportunities, identify the skills gap between male and female peers and provide women with the tools they need in order to become successful in the business world.
The workplace has traditionally been very competitive, disconnected and embodied the idea of “hyper-individualism”. Today’s workplace is different. It’s becoming more and more interrelated, especially with the rise of social technology.
At Randstad, we live and breathe by the idea that we are ‘experts powering business’, but we also know that ‘women powering business’ is the future – it’s happening today. Given our thought leadership platform, Workforce360, we’re driving this point home and have made Women Powering Business one of our key pillars. We’re empowering women in business though education, CSR initiatives and by fostering a business community that truly maximizes the potential of our women leaders. Together, we’ll shape the world of work and mold the future of business.
Follow Randstad’s most recent Women Powering Business initiative by checking out our new LinkedIn group!