Supporting Student Success

We rank 129th out of 146 countries on gender pay gap. While equal pay ensures that men and women earn the same for identical tasks, the wage gap captures the broader disparities in earnings across sectors, roles, and lifetimes. So a physician is likely to earn more than a interior decorator, all other things being equal - if you have 20 years of experience you will earn more than someone with half of that… on average... Here are some contributing factors and solutions we can all champion: 1️⃣ Occupational Choices: A quick Google search for "best careers for women in India" surfaces predictable and lower-paying options like teaching, nursing and social media management. Compare that to men’s results—data science, investment banking, engineers, architects, and pilots. These results appear beacuse these careers are getting searched and I worry as women we often "satisfice," balancing societal and familial expectations, while men "optimize" for the highest-paying roles on day 1. It’s time for authentic conversations about these choices. Let’s guide young women to evaluate career paths based on averages, not outliers, and encourage them to aim higher. 2️⃣ Subject Selection in School: Math is often dropped too soon. Many girls give it up because they "don’t like it," but this limits access to high-paying fields like architecture and product design. Schools and parents must help students understand how early subject choices shape long-term opportunities - and that grades will only matter so much. 3️⃣ Continuous Employment: Caregiving responsibilities often push women out of the workforce. Staying employed—whether through flexible roles or reduced hours—builds future earning potential. Women, let’s have honest conversations with our managers about what we need to stay in the game. 4️⃣ Workplace Biases: Even when salaries start equally, biases creep in, slowing women’s growth over time. Transparency in pay and promotions is crucial, but so is equipping women with negotiation skills to fight for what they deserve. Role play with colleagues before your annual appraisal chats, read 'how to be effective' at these, find your path but find it. Some argue that women’s "choices" are their agency and many choose the lower paying tracks to lead fulfilling lives. But if those choices perpetuate disparities, they’re shaped by structural inequities, not freedom. The truth is simple: money is power. If we continue earning less, we’ll keep holding less power—socially and economically. We owe it to ourselves and the next generation to change this narrative. What are your thoughts? How can we address the gender wage gap in your industry? Let’s start a conversation. 💬 #futureofwork #genderequality #equalpay #wagegap

Today, the International Day of Women and Girls in Science, is dedicated to promoting gender equality in STEM fields. It’s no secret that women and girls are still facing barriers and stereotypes that prevent them from pursuing careers in science. Women make up only one third of STEM academic and research staff, are usually given smaller research grants, hold a minority of top-level positions than men, and face gender pay gap. With all these barriers, how can we promote more inclusivity and encourage more women to study and work in STEM? Here is my suggestion: ✅ Awareness  Raise awareness about stereotypes and biases that women in STEM are facing. The movie “Picture A Scientist” is a great documentary that highlights gender inequality in science. Before watching this movie, consider the image of a scientist. What gender do you imagine, if any? ✅ Nurture  We usually develop interests and skills from an early age. Providing girls with opportunities for exposure and engagement early in STEM subjects and activities is a good way to help them discover their interests and potential career paths. As a woman in STEM, my own interest in science started early. Being encouraged and having the opportunities to pursue my interest certainly nurtured my passion for science. ✅ Inspire Having exposure to female STEM role models plays a significant role to inspire girls with a passion for science to pursue careers in STEM fields. Acknowledge female role models in STEM fields through media, literature, and outreach programs. ✅ Support Provide equal opportunities for women in STEM careers. This includes pay equity, funding and publishing opportunities, parity in senior positions, as well as flexibility to maintain work-life balance. 🔆 Breaking the stereotypes and barriers does not happen overnight. It requires consistent effort, advocacy, and a collective commitment to change. Let's continue to challenge gender gap and create inclusive environments where everyone has the opportunity to thrive. This will lead to greater innovation, creativity, and success in science and technology. 💬 What other tips would you add to attract more women and girls in STEM fields? Please share in the comments. #WomenInSTEM #LinkedinNewsAustralia

I've often been the only stiletto in a room full of flats. Literally. And metaphorically. Cutting my teeth in engineering, mining and energy was both isolating and polarising. With 11 February marking the United Nations International Day of Women and Girls in Science, it really is time to break the mould. Despite progress, barriers persist, hindering women's full participation in STEM. Here's my recommendations to flip the script and ignite REAL change: 1️⃣ Reverse Mentoring: Pair seasoned pros with emerging talents for a fresh perspective exchange. Watch innovation soar as insights flow both ways. 2️⃣ Hackathons for Change: Empower women to lead hackathons tackling real-world challenges. Repeat after me: diverse viewpoints drive better solutions. 3️⃣ Storytelling Showcases: Spotlight female trailblazers in STEM through vibrant storytelling events. No boring write ups please. From podcast series to TED-style talks, we can creatively amplify voices and inspire the next generation. 4️⃣ Intersectional Insights: Embrace intersectionality in STEM initiatives. Let's celebrate diverse identities, experiences, and talents, fostering a richer, more inclusive STEM community. 5️⃣ Pay Parity Parties: Host pay equity celebrations! Shine a spotlight on those championing equal pay, inspiring others to do their part in closing the gender pay gap. 💡 It's time to disrupt the status quo and pave new paths for women and girls in STEM. What's your ideas to spark innovation, foster inclusivity, and propel progress to increase #womeninstem? #BreakTheMould #InnovationInspiration #linkedinnewsaustralia #changemangement

Day 7. Reciprocal allyship: A game-changer for gender equity Advocating for gender equity shouldn’t be seen as a seesaw where the advancement of one gender results in the detriment of another. The aim is to create systems and environments where supporting all genders is crucial, and where progress for one benefits everyone. Promoting women’s rights is a crucial part of the conversation, as is advocating for men’s rights and trans rights. None should be in competition; rather, they work together, enhancing and informing each other in a way that is mutually beneficial and interconnected. Below are just a few ways when we advocate for one gender we all win. Women in Leadership: Promoting women to leadership roles dismantles the glass ceiling and outdated men only leadership models, fostering diverse decision-making that benefits everyone. It surpasses traditional constraints that excluded both women and non-conforming men, empowering all genders to adopt authentic leadership roles for a more equitable and flexible leadership dynamic. Men as caregivers: Promoting men as caregivers and advocating for equal parental leave highlights their nurturing role, empowers women with greater choice in their careers, ensures gender balance at home, and helps combat the 'motherhood penalty' that impacts many women's career growth Sector diversity: Supporting women in STEM enriches the field with diverse insights, spurring innovation for all, while promoting men in HEAL (Health, Education, Administration, and Literacy) provides role models for boys and young men, showing that these vital industries welcome and value their contributions too. Flexible working: Flexible working arrangements dismantle the myth that work-life balance is just a woman's issue, fostering a more adaptable and inclusive workplace for all. It contributes to a more equitable workplace, where all employees have the opportunity to manage their professional responsibilities alongside personal commitments. Men’s mental health: Fostering open discussions on men’s mental health helps destigmatise seeking support, creating a healthier environment for everyone. It reduces the pressure on women to navigate these challenges alone and can improve relationship dynamics, with emotional responsibilities shared more equally. By championing gender equity, we're not choosing sides—we're choosing progress. Each step towards equity is a leap towards a society where all can thrive without the confines of outdated gender roles. By embracing reciprocal allyship all genders win. Our What About Men masterclass will foster reciprocal allyship and unity among all genders in the pursuit of a more inclusive and equitable world. Find out more https://lnkd.in/eA_wtkzB #InternationalMensDay #IMD  #TheGenderEquityCollective Amy Brooks ★ Lillie van den Berg T– The Gender Equity Collective Ian Forshew Carlo Risi 👋 Ben Foulkes Nicola Skorko (was Buckley)

Gender Inclusive Research Ecosystem Gender inclusivity in the research ecosystem creates an environment where all genders, especially those historically marginalised, such as women and gender-diverse individuals, can participate, contribute, and thrive equally in all aspects of the research process. This includes access to opportunities, leadership roles, resources, funding, mentorship, recognition, and decision-making processes. Key Elements of a Gender-Inclusive Research Ecosystem: 1. Equal Access to Opportunities: Ensuring all genders have equitable access to research grants, scholarships, and academic positions. 2. Gender-Responsive Policies: Institutions and funding bodies adopt and implement policies that actively promote gender equality (e.g., maternity/paternity leave, anti-harassment policies). 3. Capacity Building and Mentorship: Programs designed to empower underrepresented genders through training, mentoring, and professional development. 4. Inclusive Research Design and Content: Integrating sex and gender analysis in research design, methodologies, and interpretation of results to produce more accurate, relevant, and impactful findings. 5. Diverse Leadership: Promoting gender balance in leadership and decision-making roles in research institutions and funding agencies. 6. Data Disaggregation: Collecting and analysing data by gender to identify disparities and inform targeted interventions. 7. Safe and Supportive Work Environments: Addressing gender-based violence, discrimination, and bias in research institutions. 8. Community Engagement: Including diverse gender voices in setting research agendas and applying research outcomes to real-world problems. UoN Anthropology and Gender Students Association, Institute for Faith and Gender Empowerment (IFAGE), Gender Equity Unit, Gender, Work & Organization, Gender Equity Policy Institute (GEPI), ADB Gender, CGIAR GENDER Accelerator, HBS Race, Gender & Equity Initiative, Gender and Environment Data Alliance (GEDA), Gender DEI, Gender & Health Hub, Gender Unit | Ministry of Planning Development and Special Initiatives, Gender Equality Network for Small Arms Control (GENSAC), Isiolo Gender Watch (IGW) Women Educational Researchers of Kenya, Women's Empowerment Link, FEMNET - African Women's Development and Communication Network, UN Women

Women are over-mentored and under-sponsored. The Gender Intelligence Report by #Advance and the University of St. Gallen shows minimal progress in gender equality in Swiss workplaces. Women’s share in management has increased by only 0-2%. Men dominate Power Positions with 75%, leading also to a significant financial gap for women over time. Men are encouraged to take P&L roles three times more than women and are evaluated on potential, while women on past performance. Key leader attributes, like assertiveness, are often viewed negatively in women. Women’s ideas are 70% more likely to be heard and 200% more likely implemented if repeated by men, highlighting the need for allyship. Contrary to myths, women HAVE leadership ambitions. A study by Advance, EY, and CCDI revealed 90% of women desire career advancement across all age groups, with and w/o children. They receive less opportunities though. Men are encouraged to take on leadership positions more than three times as often as women. At the Advance CEO-Breakfast in Zurich, we agreed on the need for change to retain our talent. Sponsorship, if properly implemented, can be a powerful tool, yet as Malvika Singh said, “many sponsorship programs are consolation prizes rather than truly driving talent to advance.” Real sponsors have real influence and invest in their sponsee’s success. Sponsees on the other hand must deliver exceptional results, be trustworthy, and have a distinct personal brand. Key actions: ✔️ Implement conscious career sponsorship for talented women and hold leaders accountable. ✔️ Choose influential sponsors to advocate for and promote women’s careers. ✔️ Propose P&L roles to women and support them with training, mentoring, and flexibility. ✔️ Have candid conversations about development and skills. ✔️ Define clear promotion, succession and hiring criteria and use diverse interview panels to avoid bias like ‘mini-me’. ✔️ Support women before, during, and after childcare breaks. ✔️ Foster a modern, inclusive leadership culture – remember: the gardener not the chess player… ✔️ Women, make your aspirations explicit. ✔️ Parents, it all starts with you: consider values and interests you (unconsciously) pass on to your girls and boys. I am proud that at #Dow, we do have formal and informal female sponsorship programs that make a difference. Most importantly, we have strong male and female influential allies who are eager to own change vs. ticking a box. And, while we are not fully there yet, we can clearly see the significant progress we are making. Let’s all strive for power balance and support our talented women with real opportunity. Do something. Start today. Thank you #Advance team for the insights and a thought-provoking panel: Anna Mattsson Malvika Singh Feroz Sheikh Alison Martin Michael Steinmann and many other committed event participants. It has been inspiring. See comments section for links to more information. Pictures: Linda Pollari Photography, Graph: Advance

I received an email applying for an internship, and it included a sentence that read: "I am well worst in MS Office." Clearly, the applicant meant to say "well-versed," but my immediate thought was: "Can I trust this person to deliver work that is error-free and polished?" After reading the email, I decided: I cannot. This is a harsh but honest reality. When you’re applying for an opportunity, every word in your email is a reflection of your professionalism, attention to detail, and reliability. Even a single typo can raise doubts about your ability to deliver quality work. The issue didn’t stop there. Other mistakes included:- ✍️ Vague subject line: "Application for Intern" ❌ Incorrect grammar: "I have an enough experience" (should be "enough experience") 🔄 Typo: "well worst in MS Office" (should be "well-versed in MS Office") 🚫 Incorrect phrasing: "all these stuffs" (should be "all these tasks" or "skills") 📅 Missing article: "within deadline" (should be "within the deadline") 📝 Casual and incorrect wording: "I'm very much interested in this intern" (should be "this internship") 📚 Lack of proper paragraphing for readability 🔁 Repetitive phrasing: "For your reference I'm attaching my CV for your reference" (should be "I have attached my CV for your review") Here’s what I hope everyone takes away from this: 1️⃣ Your Email Represents You It’s often the first impression you leave, so make sure it’s polished and error-free. When your email has mistakes, it raises red flags about how you might approach work tasks. 2️⃣ Proofread, Proofread, Proofread • Use tools like Grammarly or Hemingway Editor or ChatGPT or Google Gemini or Co-Pilot to catch grammar and spelling errors. • Read your email aloud to spot awkward phrasing or overlooked mistakes. 3️⃣ Write a Clear and Engaging Subject Line Your subject line sets the tone. A generic one risks getting lost in the recipient’s inbox. Be specific and professional. 4️⃣ Double-Check for Tone and Professionalism Avoid casual expressions or overconfidence. Keep your email concise, structured, and tailored to the recipient. The takeaway? Attention to detail matters. A typo might seem small, but in a competitive world, it could be the difference between landing an opportunity and being overlooked. What steps do you take to ensure your emails are error-free? Let me know—I’d love to hear your strategies! #ProofreadingMatters #Professionalism #AttentionToDetail #CareerTips #EmailEtiquette #lawyer #lawstudent #hiring #paidinternship #communicationskill #legalresearch #Networking #CareerTips #FirstImpressionMatters #LawStudents #LegalProfession #LawCareer #LegalSkills #Upskilling #LegalDrafting #LawPractice #YoungLawyers #LawInternships #LitigationLife #LawFirmLife #LegalIndustry #MootCourt #ProfessionalGrowth #CareerDevelopment #LegalEducation  #LawyerMindset #LegalResearch #LawyerSkills

Your email is your first impression – is it saying the right things about you? In today’s world, where professional communication happens more over email than face-to-face, your email is often the first impression people get of you. How do I know this? When I reviewed email submissions for writing projects and applications, I could tell from the email structure whether the person’s submission would be good or not. And guess what? Most times, I wasn’t wrong. Your email says a lot about your competence, attention to detail, and professionalism. In the days of ignorance, God forgave...but you don't always get a second chance to correct a bad first impression. Let's fix that today: 📌 Subject Line Matters Think of the subject line as the title of a book – it must tell the reader what’s inside. 📌 Start with a Proper Greeting No "Hey" or "Hi" C'mon! Let's do better. Keep it professional, like “Dear Dr. Farooq” or “Dear Sir/Madam.” 📌 Go Straight to the Point Avoid long, irrelevant stories. Go straight to the point and explain your intent. 📌 Use a Polite Closing Always end with gratitude and a professional sign-off. 📌 Proofread Before Sending Check for typos, grammar, and tone. You’d be surprised how many errors sneak in when you’re in a rush! Here's an example: "Subject: Research Proposal for Review Dear Dr. Sylvanus Biam, I trust this email finds you well. I have worked on the first draft of my research proposal titled "COVID-19 Vaccine Uptake Among Undergraduate Students of XYZ School" and have attached it for your perusal and review. I would appreciate your feedback on the methodology section, particularly regarding the sampling technique and data collection tools, as I aim to refine these areas further. Thank you for your time and guidance. Please let me know if there are any additional details you would like me to include. Looking forward to your feedback. Best regards, Halimatu Abdullahi" This email is professional, polite, and to the point. It not only makes a good impression but also increases the chances of receiving a timely response. Have you made any mistake in sending emails before? Well, I have! I sent an email with no subject. #limahcares #EmailEtiquette

If your job application email starts with “Hey” or “excited” without even a proper subject line, you’ve already lost the interview. I’ve noticed many students applying for jobs without even the basic professionalism in their emails:- ❌ No subject line ❌ No greeting or proper introduction ❌ No mention of the company or role ❌ Just a resume attached and “Please find my CV” Remember — your first email is your first impression. Here’s how you can make it stand out: - Use a clear subject line Example: Application for [Role] – [Your Name] - Start with a greeting and introduction Example: Hi [Name], I’m [Your Name], a recent graduate in Computer Science with a strong interest in [field]. - Show genuine interest in the company Tell them why you want to work there — maybe you admire their work culture, values, or recent projects. - Highlight what value you bring Example: I have hands-on experience in [skill/tool], and I believe my skills align well with your team’s goals. - End with gratitude and a call to action Example: Thank you for considering my application. I’d love the opportunity to discuss how I can contribute to your team. These small details show respect, professionalism, and effort — qualities every employer looks for. Your email doesn’t just send your resume. It sends you.

IIT KGP wants emotional support on campus. So they prescribe… moms? What could've been a step forward for campus mental health is stuck in patriarchal nostalgia. This new mental health initiative introducing “campus mothers” has been all over the news. And while I understand the instinct to mock it, it *could have been* a good idea. Okay, hear me out, honestly, at its core, the intention isn’t entirely wrong. Creating a support system within educational spaces, one that teaches people how to be kinder, more empathetic, and emotionally aware, is actually a solid direction. People don’t need therapy all the time but people do need kindness. People need systems that don’t harm them in the first place. Systems that see them, support them, and make space for distress in small ways. But the kind of work that is needed to make campuses and students safer is a more systemic one. Not one whose foundation is based in the sexism of assigning caregivers roles to women. Why “campus mothers”? Why assign empathy only to women? Emotional support is not a feminine trait. It’s a human skill. One that everyone can and should be taught. Women shouldn’t be burdened with emotional labour they never signed up for. Especially in professional or institutional spaces where it’s not part of their role or training. This idea that women must be the nurturers while men stay “logical” (LOL) and distant is outdated. And it’s especially jarring when it’s reinforced by an institute that claims to be a leader in the country. A place where future leaders are forged and this is the unfortunate innovative thinking we’re subjected to. TL;DR: We don’t need symbolic mothers on campus. We need: 1/ Sensitisation training for everyone (students, faculty, staff regardless of gender) 2/ Mental health literacy built into staff orientation 3/ Peer support groups that don’t rely on gendered roles 4/ Systems that spot warning signs and link students to actual therapists when needed Final note: IITs need to lead the way forward, not backstroke into the 19th century.