Gender Equality – CFL Web http://cflweb.org/ Thu, 14 Oct 2021 10:29:30 +0000 en-US hourly 1 https://wordpress.org/?v=5.8 https://cflweb.org/wp-content/uploads/2021/05/default-150x150.png Gender Equality – CFL Web http://cflweb.org/ 32 32 Gender Fair is proud to announce the certification of the law firm Dorf & Nelson LLP https://cflweb.org/gender-fair-is-proud-to-announce-the-certification-of-the-law-firm-dorf-nelson-llp/ https://cflweb.org/gender-fair-is-proud-to-announce-the-certification-of-the-law-firm-dorf-nelson-llp/#respond Thu, 14 Oct 2021 09:30:00 +0000 https://cflweb.org/gender-fair-is-proud-to-announce-the-certification-of-the-law-firm-dorf-nelson-llp/ organizations can measure and improve their performance using the Gender Fair evaluation process It is essential that every employee knows and feels they have an equal chance to contribute and be included in all aspects of the business. “ – Mélissa Andrieux NEW YORK, United States, October 14, 2021 /EINPresswire.com/ – NEW YORK, October 5, […]]]>

organizations can measure and improve their performance using the Gender Fair evaluation process

It is essential that every employee knows and feels they have an equal chance to contribute and be included in all aspects of the business. “

– Mélissa Andrieux

NEW YORK, United States, October 14, 2021 /EINPresswire.com/ – NEW YORK, October 5, 2021 – Gender Fair®, the world’s first consumer rating system for gender equality, announced that Dorf & Nelson LLP has once again achieved Gender Fair certification. Dorf & Nelson is the first and only Gender Fair certified law firm in the United States. As more and more companies ask their suppliers for information on diversity, this certification indicates to customers and potential customers that Dorf & Nelson conforms to current standards and expectations.
The company has worked hard to promote gender equity; it offers both paid maternity leave and part-time employment. Diversity has always been one of the pillars of Dorf & Nelson’s strength. To strengthen the firm’s commitment to a diverse and inclusive workplace, he created a Diversity and Inclusion Council to oversee and monitor the firm’s commitment to diversity and inclusion. The Board is chaired by Melissa G. Andrieux, Esq. and comprises a group of employees, including lawyers and administrative staff, from diverse backgrounds who meet monthly to discuss strategies and recommendations on issues of culture, climate, diversity, equity and inclusion within the cabinet.

“The Board is an important part of the firm,” said Ms. Andrieux, who is also the firm’s director of client relations. “It is essential that every employee knows and feels they have an equal chance to contribute and be included in all aspects of the business. The diversity of views and opinions not only benefits the firm and its employees, but provides our clients with more innovative and creative solutions to meet their needs. The firm’s commitment to diversity and inclusion is forward-thinking and sets Dorf & Nelson apart from many other firms. My goal with the Board is to continue the progressive nature of the firm and foster an environment of respect, value and support for all ”.

In an effort to bring future diversity to the legal profession, the firm endowed the Beth S. Nelson Memorial Fellowship of the Elisabeth Haub School of Law at Pace University with preference given to a female student. Gender Fair CEO Johanna Zeilstra said: “We are delighted with the steps Dorf & Nelson continues to take both internally and externally in the community to create more justice and equity for all women.

To confer the designation, Gender Fair assesses a company’s gender metrics using a proprietary methodology across five categories (leadership, employee policies, advertising, diversity reporting, and philanthropy). Gender Fair calculates a score measuring a company’s ranking in terms of gender equity. The elite list of Gender-Fair certified organizations includes J&J, P&G, Eli Lilly, Microsoft, IBM, Edelman, Save the Children, Meredith Corp. and Mastercard.

About Dorf & Nelson LLP
Dorf & Nelson is a business law firm based at the International Corporate Center in Rye, New York, with offices in Manhattan, Garden City and Los Angeles, California. Dorf & Nelson serves a wide range of businesses, entrepreneurs, growing businesses and successful businesses as legal counsel and trusted advisors in the practice areas of litigation, corporate law, trade finance and real estate, commercial real estate and land use, labor and employment. law, intellectual property, life sciences, medical malpractice defense and not-for-profit.

About Gender Fair
A public benefit company, Gender Fair has developed a proprietary, independent and expert-reviewed evaluation system designed to measure the impact of gender equality policies and inclusion programs on employers nationwide. Her approach is inspired by the United Nations Women’s Empowerment Principles. The ratings of public companies are published on the Gender Fair mobile app. Only 10 percent of the hundreds of publicly traded companies analyzed have met gender equity standards and are eligible for certification. Gender Fair certified companies have demonstrated a measurable commitment to equality and diversity.

Contact:

press@genderfair.com
(646) 397-9184

amy cross
Gender show
+1 646-397-9184
press@genderfair.com
Visit us on social networks:
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(BPRW) Black business leaders, celebrities, influencers and executives meet with Visa on the occasion of CEO Making Waves for Black Women in Business, helping companies deliver on their commitment to equality and inclusion | Press Releases https://cflweb.org/bprw-black-business-leaders-celebrities-influencers-and-executives-meet-with-visa-on-the-occasion-of-ceo-making-waves-for-black-women-in-business-helping-companies-deliver-on-their-commitment-to/ https://cflweb.org/bprw-black-business-leaders-celebrities-influencers-and-executives-meet-with-visa-on-the-occasion-of-ceo-making-waves-for-black-women-in-business-helping-companies-deliver-on-their-commitment-to/#respond Wed, 13 Oct 2021 02:04:40 +0000 https://cflweb.org/bprw-black-business-leaders-celebrities-influencers-and-executives-meet-with-visa-on-the-occasion-of-ceo-making-waves-for-black-women-in-business-helping-companies-deliver-on-their-commitment-to/ (BPRW) Black business leaders, celebrities, influencers and executives meet with Visa at the CEO’s Making Waves for Black Women in Business event, helping companies deliver on their commitment to equality and inclusion Two-day conference provides vital resources for black women in business (Black PR cable) OAKLAND, CA – (COMMERCIAL THREAD) – On October 26-27, CEO’s […]]]>

(BPRW) Black business leaders, celebrities, influencers and executives meet with Visa at the CEO’s Making Waves for Black Women in Business event, helping companies deliver on their commitment to equality and inclusion

Two-day conference provides vital resources for black women in business

(Black PR cable) OAKLAND, CA – (COMMERCIAL THREAD) – On October 26-27, CEO’s Making Waves for Black Women In Business: Growth, Impact, & Community will kick off a two-day conference welcoming black women-owned businesses, industry and corporate leaders to meet the need for systemic change in leadership, gender and racial equality in a variety of different industries.

The two-day event will feature discussions from black business owners such as influencer Necole Kane – CEO / Founder of XONecole and Whitney Harper (Brand Manager / Creative Director for Rapper Sweetie) and (host) broadcaster sportsman Rosalyn Gold-Onwude, as well as many other amazing professionals from different industries who will share their perspectives on relevant topics and resources aimed at improving the approaches of black professionals and CEOs. By strengthening women-owned businesses within the black community, CEO’s Making Waves will work to close the 90% wealth gap that black women face in business today.

“This is a must-have event to support black women in our communities starting in California with big tech companies,” said Myeshia Jefferson, founder of Beauty Makes Cents LLC, a company dedicated to increasing entrepreneurial education through events, trainings, hands. -on support and empowerment.

Jefferson continues, “The CEO’s Making Waves will help attendees tap into resources they may not know are available. A lot of black-owned businesses don’t need help, we need a helping hand. As a black entrepreneur, I understand firsthand the difficulty of navigating the business world and the challenges black women in business face in accessing the right people and the right positions that can open doors. Sometimes we need more practical support to guide us to the next level. Many of the large organizations have the means and the resources to help.

Aiming to connect start-ups and small business owners with businesses with resources and mentors available to black entrepreneurs, the event will serve as a foundation for future growth and opportunities. With an impressive array of speakers, panel discussions, fireside discussions, mentoring sessions and workshops, CEO’s Making Waves will address a wide range of topics, such as entrepreneurship, intrapreneurship, l future of e-commerce, the entertainment industry, sports, welfare, women’s empowerment and recruitment.

“This year, virtual celebrity appearances from Akon, Niecy Nash, Tamar Braxton, and more; but next year we will be hosting the in-person event where we can include interactive activities such as dancing, live music and a yacht experience! We see this as a great opportunity for black women entrepreneurs to connect, network and grow, ”said Jefferson.

Participants of CEO’s Making Waves 2021 will also have the chance to gain mentors from top industry leaders through an exclusive guest contest. Organizations can make it an opportunity to build trust and loyalty, while more black women have access to and are supported.

Registration is open to everyone. The remaining space is filling up quickly, so buy your tickets soon! Visit CEO makes waves to secure your tickets and find out more.

About the CEO making waves for black women in business

CEO makes waves for black women in business was created with the goal of getting businesses to talk about the need for systemic change in leadership, gender and racial equality by supporting women-owned businesses and professionals. We aim to economically empower 1,000 black women in California by 2022 with the ultimate goal of closing the racial wealth gap with the help of our future partners.

Source: Beauty Makes Cents LLC

The content and opinions expressed in this press release are those of the authors and / or the companies represented, and are not necessarily shared by Black PR Wire. The author (s) and / or the companies represented are solely responsible for the facts and the accuracy of the content of this press release. Black PR Wire reserves the right to reject a press release if, in Black PR Wire’s opinion, the contents of the press release are not suitable for distribution.


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OR Gender + Equality Center to Host ‘Proudly Gleaming’ Come Home Event to Raise Fund and Promote LGBTQ + Inclusion | Culture https://cflweb.org/or-gender-equality-center-to-host-proudly-gleaming-come-home-event-to-raise-fund-and-promote-lgbtq-inclusion-culture/ https://cflweb.org/or-gender-equality-center-to-host-proudly-gleaming-come-home-event-to-raise-fund-and-promote-lgbtq-inclusion-culture/#respond Mon, 11 Oct 2021 21:45:00 +0000 https://cflweb.org/or-gender-equality-center-to-host-proudly-gleaming-come-home-event-to-raise-fund-and-promote-lgbtq-inclusion-culture/ The Gender + Equality Center at the University of Oklahoma is hosting an LGBTQ + event to help raise funds for the organization. The event, called “Proudly Gleaming”, replaces the GEC’s “Pink & Black Ball”, which was originally created to promote and raise funds for breast cancer. The updated event will raise funds for the […]]]>

The Gender + Equality Center at the University of Oklahoma is hosting an LGBTQ + event to help raise funds for the organization.

The event, called “Proudly Gleaming”, replaces the GEC’s “Pink & Black Ball”, which was originally created to promote and raise funds for breast cancer. The updated event will raise funds for the GEC and will help promote inclusion and awareness.

The event, open to all members of the OU community, will feature dancing, appetizers, light refreshments and photo opportunities.

The goal of the event is to create a ‘specific and intentional space to uplift and support our LGBTQ + students, faculty, staff and alumni as a recognized member of the family OR in one of our oldest traditions. campus, ”according to the GEC website.

Quan Phan, LGBTQ + program coordinator at GEC, explains that the event aims to remind students that the LGBTQ + community is an important part of the university.

“The name ‘Proudly Gleaming’, a line from our OU song, perfectly captures the spirit of the event,” said Phan. “We proudly state that students from the LGBTQ + community are an important part of our university. We hope that they will feel reflected in the traditions and history of the OU, and it is the reminder to us that we can and should be our authentic selves, to shine proudly.

Phan also said that the money raised for the event is used specifically for LGBTQ + projects such as workshops, events and mentoring program.

The event will take place from 8 p.m. to midnight on October 14 in the Molly Shi Boren Ballroom of the Oklahoma Memorial Union. Those wishing to attend the event can purchase a ticket in line. Tickets are $ 15 in advance and $ 20 at the door.


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6th Inspiring Women Award recognizes sterling women in 21 categories https://cflweb.org/6th-inspiring-women-award-recognizes-sterling-women-in-21-categories/ https://cflweb.org/6th-inspiring-women-award-recognizes-sterling-women-in-21-categories/#respond Sun, 10 Oct 2021 12:31:03 +0000 https://cflweb.org/6th-inspiring-women-award-recognizes-sterling-women-in-21-categories/ Women in Leadership (WIL) honored the most inspiring professional women in the country at the 6th edition of the Inspiring Women Award. The grand awards ceremony took place on October 7, 2021. A total of 24 laureates and 18 honorable mentions were awarded this year at the 6th edition of the prestigious distinction. The Inspiring […]]]>

Women in Leadership (WIL) honored the most inspiring professional women in the country at the 6th edition of the Inspiring Women Award. The grand awards ceremony took place on October 7, 2021. A total of 24 laureates and 18 honorable mentions were awarded this year at the 6th edition of the prestigious distinction.

The Inspiring Women Award is WIL’s flagship distinction, recognizing outstanding women leaders across diverse borders. 2021 marks the 6th edition of the Inspiring Women Award. The 6th Inspiring Women Award recognized tomorrow’s leaders, inspiring professional women and changemakers from Bangladesh. In doing so, the award seeks to inspire women in Bangladesh to take charge and unleash their potential.

Over the past 5 years, WIL has encouraged professional women to pursue leadership in their careers. The Inspiring Women Prize was first awarded in 2014 and since then the underlying message of the Inspiring Women Prize has been to formally recognize the efforts of women in the growth of the country; to empower professional women and create role models in society (both at the individual and organizational level).


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GWI All-Male Corporate Leadership Team Breaches Guyana’s Constitution and Laws https://cflweb.org/gwi-all-male-corporate-leadership-team-breaches-guyanas-constitution-and-laws/ https://cflweb.org/gwi-all-male-corporate-leadership-team-breaches-guyanas-constitution-and-laws/#respond Sat, 09 Oct 2021 06:09:54 +0000 https://cflweb.org/gwi-all-male-corporate-leadership-team-breaches-guyanas-constitution-and-laws/ Mr. Editor, This letter from the Women and Gender Equality Commission is addressed to Ministers Collin Croal and Susan Rodrigues who are responsible for Housing and Water. The Commission for Women and Gender Equality (WGEC) is appalled by the all-male corporate management team of eleven Guyana Water Incorporated (GWI) members and calls for your intervention […]]]>

Mr. Editor,

This letter from the Women and Gender Equality Commission is addressed to Ministers Collin Croal and Susan Rodrigues who are responsible for Housing and Water.

The Commission for Women and Gender Equality (WGEC) is appalled by the all-male corporate management team of eleven Guyana Water Incorporated (GWI) members and calls for your intervention to correct this violation flagrant Guiana principles and constitutional provisions for gender equality.

● Guyana’s Constitution has provided for gender equality since 1980 with Article 29: 1.

● In 1981 Guyana signed and ratified the Convention to Eliminate All Forms of Discrimination Against Women (CEDAW).

● The Equal Rights Act (1990) was enacted to enforce article 29: 1 of the Constitution on the principle of equality between women and men.

● In 2003, CEDAW was enshrined in Guyana’s Constitution and made enforceable under Article 154A.

● Guyana has signed and ratified the Sustainable Development Goals (SDGs) – which are the global goals for all nations. Goal 5 of the SDGs is the cross-cutting goal: “Gender equality and empowerment of all women and girls” and promotes “generational equality” as its mandate.

The GWI must move forward into the second decade of the 21st century and behave as if it is aligned with Guyana’s constitutional and legal frameworks and its global commitments that uphold gender equality. It is a well-known statistic all over the world that it is women who are mainly affected by the water supply and where there is no constant water supply in the houses – are the main carriers of the water chore, etc. The latter situation applies to Guyana in many marginalized communities in urban, peri-urban, rural and hinterland communities. Women must be represented equally in all decision-making bodies – especially those in which they are most affected.

GWI’s eleven-member, all-male corporate leadership team is a gross affront to all Guyanese and violates Guyana’s Constitution and laws that uphold gender equality. The WGEC calls for this anomaly to be immediately corrected to include gender participation at least equal to what exists in the National Assembly. We further wish to advise decision makers to keep in mind the Sustainable Development Goals 5 in which 50-50 by 2030 is the expected outcome. Therefore, it is urgent that all re-educate themselves to this reality.

Truly,

Indrania Chandarpal

On behalf of the commissioners

Women and gender equality

Commission


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Big Ten Media Days strive to improve gender equality https://cflweb.org/big-ten-media-days-strive-to-improve-gender-equality/ https://cflweb.org/big-ten-media-days-strive-to-improve-gender-equality/#respond Thu, 07 Oct 2021 12:00:30 +0000 https://cflweb.org/big-ten-media-days-strive-to-improve-gender-equality/ Kevin Warren introduced Michigan Women’s Basketball Head Coach Kim Barnes Arico to kick off the Big Ten Basketball Media Days Thursday at Gainbridge Fieldhouse in Indianapolis. It was a deliberate choice by Commissioner Big Ten on his first in-person basketball media day since early January 2020. Just as was deliberate, he made his first appearance […]]]>

Kevin Warren introduced Michigan Women’s Basketball Head Coach Kim Barnes Arico to kick off the Big Ten Basketball Media Days Thursday at Gainbridge Fieldhouse in Indianapolis.

It was a deliberate choice by Commissioner Big Ten on his first in-person basketball media day since early January 2020. Just as was deliberate, he made his first appearance as Commissioner this month. during a women’s basketball game. They have both implemented one of the core priorities he has for his mandate: to elevate women’s sports and treat them on an equal footing with men’s programs.

This is why Warren insisted on these combined media days which alternate between male and female programming rather than dividing them, and fan attention, as had been done in the past.

“I have this vision that our female and male coaches deserve an opportunity and a platform to hear their voices, their stories, their programs, for them to be amplified. [equally]”Warren told Yahoo Sports on a Zoom call earlier this week.

This is just the beginning of her plans as the sport and the NCAA consider the fallout from their long-standing inequalities that exploded in the 2021 Women’s Basketball Championship. The Big Ten are in the process of hiring a vice president of women’s basketball who will report directly to the new conference sports director, Warren said exclusively to Yahoo Sports.

“This hire will be one of the most important hires I will make during my tenure as Commissioner of the Big Ten Conference,” he said. “It’s an essential element. “

And the conference created the Lisa Byington Award for Shattering Play-by-Play Announcer to honor the past and future of women in sport.

See problems as opportunities

The first championship trophy Big Ten Commissioner Kevin Warren presented was to the Maryland women’s basketball team, including guard Ashley Owusu, in March 2020 (Justin Casterline / Getty Images)

Warren entered his tenure with the advice of highly respected peers in mind.

“Don’t go into the game saying, ‘Well, here’s how they did it before, so let’s keep doing it,’” Warren told Yahoo Sports. “But don’t go into that from a moral point of view either.”

The 2021 NCAA Women’s National Basketball Championship was the first for Warren after shutting down sports 70 days after starting her tenure as commissioner. And by the time he got to San Antonio, the inequalities in the weight room had already made headlines.

“I didn’t go over there to say, boy, look at this problem, look at this problem,” he said. “I went over there and said to look at these opportunities. And I start with the product and with the talent.

Warren knows a lot about both of these aspects as seven Big Ten teams were in the 2021 tournament and the conference features Iowa sophomore sensation Caitlin Clark. Her UConn counterpart, Paige Bueckers, whom Warren casually referred to in conversation only as Paige Buckets, attended high school 10 minutes from her family’s home in Minnesota. He credits growing up surrounded by “strong and confident” grandmothers, sisters and mothers for setting the tone that equality should be the norm.

One way to honor this is to establish an award on behalf of Lisa Byington, who has achieved several firsts, most notably becoming the play-by-play announcer for the Milwaukee Bucks last month. Byington played basketball and football at Northwestern and was speechless upon learning of Warren’s price. It will be presented annually to a Big Ten Network digital facilitator who will be able to speak with Byington and receive mentorship within the network for a week.

Equality between male and female programs

Behind Warren in his Zoom-perfect office is a stack of leather-bound notebooks filled with items he has identified as opportunities in all sports. One is to create a dedicated post for women’s basketball in the same way that conferences dedicate a post to men’s football.

“Why do we have a person who focuses on men’s basketball and not on women? Warren asked. “[We need] someone who is a seasoned executive who is passionate about amplifying and creating a platform for women’s basketball. It is extremely important.

Critical, but largely absent. The Big Ten aren’t the only ones employing a senior executive with men’s basketball in the job title, but none for women’s basketball. Often the women’s team is entry-level or integrated into another job and reports to the men’s manager. And that’s been part of the problem, as the 2021 NCAA Tournament Gender Equality Report details. This separation is also a public indicator that men’s play is viewed as inherently better.

“It’s not for the show, but I think it clearly expresses how important this is for the Big Ten conference. [and] me personally from a gender equity perspective, ”he said.

Warren told Yahoo Sports the position will be on a par with the vice president of men’s basketball, and they will each report to Diana Sabau, who was hired in March as the conference’s senior sports executive in his 125 years of history. Sabou reports to Warren, but the commissioner has said that because amplifying the women’s game is a top priority for him, he will be more heavily involved.

The position will focus on programming, health and wellness issues, coaching, officiating and television programming specifically on the women’s side.

“I wanted to hire someone who, from the moment that person woke up in the morning until the moment he went to bed, that he was trying to find ways to activate, amplify [and] empower all things Big Ten women’s basketball, ”said Warren.

There are other opportunities that Warren identified on the women’s side that are listed in these notebooks, such as potentially hosting the conference championships in the same location at the same time. But he said that before putting them into action, he wanted to discuss it with the new recruit who is more directly involved in the matter as well as with the coaches.

“They need to know that we hear them, we care, we understand,” he said, “and like I said, not in a critical way, but to make sure it’s a priority for us for the right reasons. “

Measuring success in different ways

Media days are the official announcement of basketball coverage and in the past the Big Ten has hosted a men’s basketball event in a hotel with the women’s event one teleconference three weeks later. Even when they stood together, it was in different groups; members of the media would often leave and viewers online would go offline when it was the women’s turn. Again, visibility and its absence set the tone for the rest of the year.

That’s why Thursday and Friday, athletes and coaches will all enjoy the same benefits. Availability will alternate between men and women and vice versa, forcing reporters and viewers on both linear TV and live streaming on Twitter to pay attention to both.

It seems so small and like the bare minimum, but it has to start somewhere and it’s a refreshing change from layoffs for women. game heard by other leaders. It is a fact that women’s basketball does not derive the revenue from men’s basketball, but it is also a fact that it does not have the same resources.

Organized women’s sports got off to such a late start as men’s sports and their success has to be measured by other means. Warren said ratings, often used as an indicator of success, were not his goal.

“I want that when you ask our coaches and student-athletes if they actually feel a major difference, they are able to unequivocally explain how she is different from what she used to be,” said Warren. “Because I can sit here and say it’s great. The best thing to do is ask people who is having the most impact. Go to our coaches, go to our student-athletes.

As for the NCAA, which said last week it would use “March Madness” for the women’s game but didn’t know how, there is only one commissioner can do overall. The only thing he can do and he said he intended on entering the role is to “make sure our conference is in order”.

“I think the greatest thing I can do,” Warren said. “Is to ensure that at the Big Ten conference we do everything we can to support, empower and amplify all of our sports, our women’s sports and especially women’s basketball. And just to play a leadership role in this area.


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AWGA Continues To Demonstrate Its Commitment To Gender Equality | North Queensland Registry https://cflweb.org/awga-continues-to-demonstrate-its-commitment-to-gender-equality-north-queensland-registry/ https://cflweb.org/awga-continues-to-demonstrate-its-commitment-to-gender-equality-north-queensland-registry/#respond Thu, 07 Oct 2021 03:00:00 +0000 https://cflweb.org/awga-continues-to-demonstrate-its-commitment-to-gender-equality-north-queensland-registry/ The Australian Wool Producers Association (AWGA) today announced the appointment of two more women to its board of directors, demonstrating its commitment to equal representation. The two appointments of Dr Sabrina Lomax and South Australian wool producer Monica Ley follow the earlier introductions of Angela Byron and Emily Riggs to the AWGA Board of Directors. […]]]>

The Australian Wool Producers Association (AWGA) today announced the appointment of two more women to its board of directors, demonstrating its commitment to equal representation.

The two appointments of Dr Sabrina Lomax and South Australian wool producer Monica Ley follow the earlier introductions of Angela Byron and Emily Riggs to the AWGA Board of Directors.

Dr Lomax has a long-standing academic commitment to animal health, production and welfare at the University of Sydney.

She said she hopes her focus on livestock pain relief will provide AWGA with serious professional credentials when it comes to participating in the national and international conversation on livestock welfare.

“This opportunity will re-engage me with the wool industry,” said Dr Lomax.

“AWGA has some very good ideas on where they want the wool industry to go in the future and it’s wonderful to have the opportunity to get involved. ”

Dr Lomax’s agricultural training led her to become interested in animal health and production and she obtained her PhD in 2011 examining topical anesthesia for painful livestock husbandry procedures.

His current research program aims to promote best animal production practices, with a focus on pain alleviation and objective measures of well-being, through the integration of technology with behavioral science and animal welfare.

“I think there is a lack of transparency in the way of R&D in the wool industry,” said Dr Lomax.

“I work a lot with the red meat industry and one thing they do really well is they have a lot of transparency about how research priorities are set by producers on the cold front.

“And I think that’s something I would really like to see for the wool industry.

“I know they are working on it, but there is an opportunity to bridge the gap between research and producers and I think this is something that I do very well in university – I am very committed to the side of the production.”

Dr. Lomax and his research team have made important contributions to a change in practice regarding practical pain relief for cattle and sheep undergoing husbandry procedures.

She works closely with the industry to facilitate adoption and ensure the sustainability of the livestock industries.

“I spend a lot of time with producers and many resurrected meat industry commercial farms and I think that’s what I’m excited to offer AWGA – that link between what producers want and what that’s happening in the R&D space, ”she said.

“One thing the red meat industry has done well over the past few years is setting up producer consultation groups that then set research priorities.

Dr Sabina Lomax.

“If we could see something similar building in the wool industry, I think from a researcher’s point of view, we will be able to better target the research agendas and trajectory to address what producers consider. like current and future problems. ”

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Advancing Gender Equality at AWGA Leads to Second Female Director

AWGA appoints first female director

Coonalpyn’s woolen producer Ms Ley originally grew up on a dairy farm but said that although she originally saw herself as an outsider she “just fell in love with wool”.

“I spent my childhood milking cows and waking up at 3 a.m., but we’ve always had a family connection with merinos,” said Canowie Poll Merino Stud’s livestock manager.

“But when I broadened my horizons, it was while passing a wool classification certificate that my passion for wool began.

“Now I’m absolutely obsessed – I love wool as a fiber, sheep as an animal and just industry in general.”

Ms. Ley has a background in sheep and wool research and extension, and is a livestock manager in the Livestock Collective, advocating for better communication in the industry and transparency in the supply chain.

She recently completed graduate studies in Animal Science at Charles Sturt University with an emphasis on maternal efficacy of ruminants in fine merino wool herds and ewe management and timing of lambing influencing survival. newborn lambs.

Determined to ensure that young people are well represented in the wool industry, she believes there is a need for a succession plan where young people in all areas of the supply chain are equipped with the skills, the training and opportunities needed to succeed and defend the industry.

“I would love to see something similar to the dairy industry. There is a huge presence of young people in the dairy, cotton, live export, beef and grain networks. I can’t find any. in wool, ”she said.

“We are not meeting to discuss the direction of our future. We need young people, including women, to have a place at the table so that we can learn from existing people in the wool industry.

“I am very privileged to be part of the AWGA Board of Directors and to have the opportunity to advocate for young, emerging and women in the wool industry who share the same points of view as me. . ”

AWGA Director Angela Byron said she was extremely happy to have Dr Lomax and Ms Ley join the AWGA Board of Directors.

“They are both incredibly talented women, and I couldn’t be more delighted to welcome them to the AWGA Board of Trustees, especially in the run-up to the United Nations International Day of Rural Women on the 15th. October, ”Ms. Byron said.

“I was the first female director appointed to AWGA, and with Emily Riggs joining me shortly thereafter, the appointment of Dr Lomax and Ms Ley once again demonstrates that AWGA is an organization that is committed to the quality of leadership and equality in representation.

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Schneider Electric: Women Rise We All Thrive https://cflweb.org/schneider-electric-women-rise-we-all-thrive/ https://cflweb.org/schneider-electric-women-rise-we-all-thrive/#respond Wed, 06 Oct 2021 14:36:12 +0000 https://cflweb.org/schneider-electric-women-rise-we-all-thrive/ It has been proven that a diverse organization would experience a higher level of innovation, performance and better business results. Although the diversity extends beyond gender to nationalities, generations, etc. gender equality remains one of the most discussed topics across different cultures and geographies. In fact, it is a cross-cutting goal in the United Nations […]]]>

It has been proven that a diverse organization would experience a higher level of innovation, performance and better business results. Although the diversity extends beyond gender to nationalities, generations, etc. gender equality remains one of the most discussed topics across different cultures and geographies. In fact, it is a cross-cutting goal in the United Nations Sustainable Development Goals, emphasizing the statement that there can be no sustainable development without gender equality.

Over the past few years, much has been said and taught about diversity, and tremendous progress has been made. However, when we look at where the world is today, we have a long way to go. As a recognized leader in diversity, we feel the need to act with more daring and urgency.

Not only do we need to achieve greater diversity in our workplace, but also foster and maintain a culture where inclusion is real. It starts with each of us. This is why we want to take you on this journey of exploration of how we can achieve this ambition together, to create a more balanced workplace where women rise up, we all prosper.

In this Schneider Electric podcast series, you’ll hear real stories from our colleagues around the world, women and men, about how they are committed to being part of the solution and driving change from the inside out. outside, starting first with their state of mind and beliefs.

By showing how women rise at Schneider Electric, we hope we can inspire more energetic women to step up and engage more men as allies. Everyone plays a role in achieving gender equality.


Episode 1: Are Women Holding Back?

While the majority of gender equality interventions address external factors, for example making policies and the physical workplace more inclusive, addressing unconscious biases and non-inclusive behaviors in people’s practices, we may have overlooked the other half of the equation.

As our guest speaker pointed out in her share: The long history of being held back by societal and cultural norms translates into an invisible mental barrier that women set for themselves. In the professional context, this invisible barrier prevents women from reaching their full potential at work.

In this very first episode of the Schneider Electric Women Rise We All Thrive podcast, we will try to provide an overview of progress on gender equality in the workplace and discuss some of the main challenges, at the same time. both from the external environment and the internal state of mind, which prevent women from advancing in their careers, especially in an industry historically dominated by men. We are delighted to have Joon Tan, Vice President Talent & Learning for International Operations at Schneider Electric.


Guest speaker

Joon tan leads the Talent & Learning function for international operations, which includes 5 very diverse areas (East Asia & Japan, Pacific, South America, India and Middle East & Africa) while being based in Singapore. Over the last 25 years of her human resources career, she has worked in a variety of industries including education, consumer electronics, airlines, media, high tech, and human resources consulting before joining Schneider in 2014. She helped start a female mentoring circle in 2018, based on a bestseller “How Women Rise” by Sally Helgesen and Marshall Goldsmith – 2 renowned executive coaches – aimed at helping women achieve and overcome limiting beliefs that are most often observed in themselves. The program has now grown into a global initiative at Schneider Electric with participants from the Pacific to Africa, South America to Europe and China.


Your host

Gia Duong (GD) joined Schneider Electric in 2019 as head of internal communication and employer branding in Vietnam. Since August 2020, he has expanded his role to lead the global employer branding and academic relations strategy for 14 countries in East Asia and Japan, one of our most diverse and dynamic regions. In his role as the head of a strong local team, he seeks the most authentic, impactful and compelling ways to tell stories about our unique culture and foster meaningful partnerships to help attract more #SEGreatPeople. He is also a certified facilitator on # Gender equality via a program coordinated by YOU SAID and Fulbright University Vietnam!


When and where to listen to our Schneider Electric podcast?

We’ll be releasing a new episode every three weeks starting from this one! You can find our podcast on Google Podcast, Apple podcasts, Spotify, Stapler and Deezer! Don’t forget to subscribe, like, share and join our conversation!

Also, join our talent community to get the latest updates on career opportunities and be part of the solution for a more sustainable world!

Disclaimer

Schneider Electric SE published this content on 06 October 2021 and is solely responsible for the information it contains. Distributed by Public, unedited and unmodified, on 06 October 2021 02:35:03 PM UTC.


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Government approves new cabinet for gender equality led by Michaeli https://cflweb.org/government-approves-new-cabinet-for-gender-equality-led-by-michaeli/ https://cflweb.org/government-approves-new-cabinet-for-gender-equality-led-by-michaeli/#respond Wed, 06 Oct 2021 00:16:00 +0000 https://cflweb.org/government-approves-new-cabinet-for-gender-equality-led-by-michaeli/ Prime Minister Naftali Bennett’s government on Tuesday approved a new cabinet for gender equality, headed by Transport Minister MP Merav Michaeli. The cabinet’s first order of business will be the implementation of a domestic violence program, which has seen an unfathomable 800% increase in complaints during the COVID-19 pandemic in Israel. It will also deal […]]]>

Prime Minister Naftali Bennett’s government on Tuesday approved a new cabinet for gender equality, headed by Transport Minister MP Merav Michaeli.

The cabinet’s first order of business will be the implementation of a domestic violence program, which has seen an unfathomable 800% increase in complaints during the COVID-19 pandemic in Israel.

It will also deal with the formulation of government policies to promote gender equality and combat sexual assault, as well as the implementation of other government programs relevant to issues such as the wage gap, vulnerable women and more. Again.

The creation of the Cabinet for Gender Equality was an important clause in Michaeli’s Labor Party coalition agreement.

Michaeli commented on the creation of the cabinet, saying she was “proud to bring the feminist struggle to government”.

“In this government, the gender equality cabinet will be working overtime in light of the harsh reality we face,” said the Minister of Transport. “It will combat the endless incidents of violence and sexual assault,” Michaeli added.

Israelis demonstrate against sexual violence after the rape of a 16-year-old girl in Eilat last week, Jerusalem, on August 23, 2020 (Credit: MARC ISRAEL SELLEM / THE JERUSALEM POST)

The cabinet will be made up of nine ministers, including Michaeli, Justice Minister Gideon Sa’ar, Health Minister Nitzan Horowitz, Public Safety Minister Omer Bar Lev, Aliyah and Integration Minister Pnina. Tamano-Shata, Minister of Environmental Protection Tamar Zandberg, Minister of Economy Orna Barbivay. and the Minister for Social Equality and Pensioners, Meirav Cohen.


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Long march towards gender equality in African university leadership https://cflweb.org/long-march-towards-gender-equality-in-african-university-leadership/ https://cflweb.org/long-march-towards-gender-equality-in-african-university-leadership/#respond Tue, 05 Oct 2021 10:04:05 +0000 https://cflweb.org/long-march-towards-gender-equality-in-african-university-leadership/

Women cannot break the glass ceiling in the ivory towers of apprenticeship where the highest positions are still held in the vice by men in universities across South Africa – and on the African continent .

Professor Sibongile Muthwa, Vice-Chancellor of Nelson Mandela University

South Africa has only six women in the vice-chancellor’s hot seat.

They are Professor Thoko Mayekiso from the University of Mpumalanga, Professor Sibongile Muthwa from Nelson Mandela University, Professor Rushiella Songca from Walter Sisulu University, Professor Mamokgethi Phakeng from UCT, Professor Puleng LenkaBula from Unisa and Professor Xoliswa Mtose from the University of Zululand.

In Kenya, out of 29 public universities, only six are headed by women.

According to Chioma Blaise Chikere, senior lecturer at the Faculty of Science at the University of Port Harcourt in Nigeria – Africa’s most populous country – the statistics regarding female university leaders in her country are shocking and reflect a “ very disturbing truth ”.

UCT Vice-Chancellor Prof. Mamokgethi Phakeng. Photo: Tracey Adams / African News Agency / ANA

“I found six vice-chancellors who currently hold this position, four of them in public universities and two in private universities.

“There is a dearth of female vice-chancellors in this part of the world, with almost 200 public and private universities.

“Unfortunately, the statistics are startling,” she said.

Things are not getting better all over Africa.

According to Professor Mabel Imbuga, president of the Forum of Women Vice-Chancellors in Africa, alarmingly, out of 1,500 universities on the continent, only 40 are headed by women.

But, she said, several mechanisms to strengthen women’s leadership in higher education requiring adequate resources were underway to address the anomalies.

Ahead of his big conference on the future of higher education this week, South African Universities (USAf) President Professor Sibongile Muthwa told the Sunday Independent that the tertiary sector’s gender performance was mediocre.

“In terms of making sure that we mark the gesture, in terms of the leadership of the university, at least in terms of gender, I would say that in terms of the racial makeup of the leadership, at least the leadership visible from universities, it is quite diverse.

“But in terms of gender transformation, there is a lot of work that universities need to do,” Muthwa said.

She revealed that the Department of Higher Education and Training, the Department of Science and Innovation, as well as the National Research Foundation, have worked collectively to provide grants and support to train the various levels. from entry-level university managers, university, mid-level, academics and management, and management, as well as the upper level to create a pool.

“But we need to pay attention to what has held back gender equality when it comes to leadership in the university sector. It is not acceptable, ”Muthwa said.

She said the tertiary sector needs to build a new level of leadership that reflects the diversity of the country, as society closely monitors events as people talk about an engaged university.

“These are people talking about the social justice project.

“These people are talking about zero tolerance for gender-based violence, and these people are talking about equalizing the status of men and women in the sector.

“But we still have six female vice-chancellors and 20 male vice-chancellors.

“All of us who currently run universities, from consultancy to organizations, such as the USAf, we need to do a lot of soul searching to make sure that over the next few years there will be more representation of women and people of color in the upper echelons of universities, ”Muthwa said.

UCT Vice Chancellor Professor Mamokgethi Phakeng said that as a black woman at the head of a higher education institution, the demands were enormous.

“If you are a black woman, it is even worse because you are not only dealing with patriarchy, you are also dealing with racism,” she said.

She likened the role of a vice-chancellor to that of walking a tightrope between the council chamber and the picket line.

“Everyone is happy when we are appointed; everyone was thrilled because the picket line considers me one of them, and of course I am.

“But the boardroom also considers me one of them as an AB1 scientist.

“Whenever you make a decision, everyone wants you to deliver on their mandate and deliver what they want, even when those demands collide or are inconsistent.

“Anytime you make a decision, you make someone angry,” she said.

Phakeng said the scrutiny of the women in the role was intense.

“People look at what I wear, choose the size of my earrings, people criticize my hair, they wonder why I have an afro, is that a political statement?

“No man is criticized for the color of the suit he wears.

“When you agree on everything, of course, they will blame you for being weak while you are strong and for holding the line.

“When you speak with passion like I do, then you are a bully,” she said.

Javu Baloyi, spokesperson for the Commission on Gender Equality, said there are many reasons why the gender gap persists in higher education institutions.

“South Africa is a patriarchal society, and higher education institutions have been no exception to this phenomenon.

“Higher education institutions often have male-dominated councils, senates and student representative councils (SRCs), and unions could do little to influence the decision of these powerful bodies.

“The environment that these universities were and, to a certain extent, some of them are not conducive to women vice-chancellors to have free rein,” he said.

Baloyi said the constant attacks on female vice chancellors have their roots somewhat in the fact that women do not want to take up these positions.

“Not that women are not capable, but the extent to which they are expected to be successful trumps everything,” he said.

Former Mauritius President and renowned scientist Ameena Gurib Fakim ​​told the Sunday Independent that despite the cheerful rumor about women’s empowerment, appointing women to critical positions remains a problem, whether in universities, politics, business, etc.

“When we look at the root cause of the problem, we see only one word to describe it: misogyny.

“Women are not supposed to upset the status quo, and her appointment will be through many other lenses besides gender – class, ethnicity, tribe, political affinities, etc.”

Fakim ​​said these criteria often color the exercise because in academia academic excellence and management skills should be the only guiding factors.

“Often times women are appointed to fix the problem because if she succeeds men will reap the rewards, and if she does not succeed well it is easy to blame her,” she said. declared.

Higher Education Council Chairperson Prof Themba Mosia said promoting women in leadership, especially in higher education, remained a challenge for some time.

“I still think a lot can still be done to correct the situation.

“But the way we have organized ourselves has to undergo a fundamental change.”

Most explained how women appeared to have been marginalized during the lobbying processes of various campus groups that seemed to give male candidates a head start.

Therefore, he said changing the status quo requires a deliberate and bold approach, in which gender should be a vital part of the criteria.

UCT Council Chairman Babalwa Ngonyama said that the culture of an institution was first and foremost a factor explaining why institutions have been slow to counter the trend of appointing women.

Ngonyama told me that the culture of universities and institutions, in general, is designed around masculinity, so things like organizational preferences were created by men, based on their likes and dislikes, which excluded women.

“As a result, we have leadership that is not inclusive. We have values ​​in organizations that do not include women.

“Women often feel a sense of isolation, and sometimes in a room full of people, it will be full of men, and you would feel very isolated.”

Another reason universities have been slow to turn the tide, Ngonyama said was a long-standing challenge.

“We still have an age-old culture of boys clubs that keeps women out of top positions. ”

Decisions and commitments often occur outside of formal meetings in places like golf courses, for example.

There were always unconscious prejudices that women had to contend with.

“So what can we do to fix this problem.

“First and foremost, before you even solve the problem.

“We need a fair and just society.

“And we can only achieve this society if we include women in all decision making,” she said.

Brightness Mangolothi, director of Higher Education Resources-South Africa (HERS-SA), said that in South Africa, ivory tower doors remain dominated by (white) men in South Africa and that change could take place when there is a critical mass of women in senior management.

HERS-SA has contributed to the creation of a critical mass.

Beyond the programs aimed at advancing women leaders in 2020, we have launched coaching support and, in 2021, the mentoring program.

These interventions are creating a necessary change in South African higher education.

“Policies alone are not enough to transform universities, hence the need to re-examine a system of governance because, as it is, transformation will remain an ideal,” she said, articulating the ongoing challenge for women in higher education in South Africa. and on the continent.


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