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we hear from Rachel Hunt Brandi Gatlin Sarah Wielens Lisa Gutu When Katie Hayes About how they are breaking the glass ceiling.
This is an interesting question. How do you know? In fact, it’s essentially an invisible glass ceiling. To me that’s the most important aspect, making the pay and opportunity gaps in our industry more visible. I feel very strongly about
That’s why I’m generally not a big proponent of having quotas. I would rather have a frank and open discussion about salaries and roles. As for my career advancement, it has always been driven by my desire to learn and my curiosity, to try new things, or to work in new places. It wasn’t a strictly planned journey where I wrote down the milestones I set.
It was a very specific career path, but it had to be in financial technology, it had to be in a high growth sector, and it had to be an organization that shared my values and work culture as much as possible. .
I grew up in a small town in the South and was ill-educated about the variety of job opportunities. After my first job, I asked for a second job and started talking to colleagues in the industry who eventually recommended that I become a stock trader.
The position is a male-dominated field and I felt additional pressure to prove I was a woman. I had to work hard to keep my seat, but I still stayed true to my values and made sure I was a voice for other women in the industry.
All of my varied experiences in this field have ultimately shaped me as a professional and as a female leader. These experiences built my confidence and provided the foundation for what eventually became my panel event, called “What Managers Need to Know.”
These events not only allowed me to bring attention to relevant industry topics, but they also gave other women the opportunity to come together, learn and support each other.
For me, breaking the glass ceiling meant delivering consistent results and getting fair respect and reward for my efforts. at Product when he was a marketing manager, Honeywell safetyI was the only woman.
At the same time, I was the only product marketing team on the continent who was given full freedom to travel to clients without prior corporate approval. I worked fine and it was acknowledged.
Everyone has to work hard to prove themselves.Women have a more complicated problem when it comes to dealing with gender discrimination. Often seeing more than I am a woman, recognizing and rewarding my abilities as they see fit.
I was lucky enough to work at a startup that had the skillset and ability to do the job and deliver results without gender bias. At least that’s how I felt.
At the same time, I made sure my ambitions and intentions were clearly communicated to management.
This meant that when new opportunities opened up, I would fight for them. rice field.
I see examples of how a simple one-on-one conversation can empower someone to talk openly about their accomplishments and get a promotion or even agree on the next step in their career. I’ve seen a lot.
Unfortunately, not all organizations have the same mindset.
As the first woman to join the Ozone API senior management team, I believe so. But my co-founders and I felt it was a good fit, so we didn’t have to force ourselves to tear down that ceiling. , it’s time to take the leap.
I’ve climbed the corporate ladder very quickly over the last few years and am excited to join the Ozone API earlier this year.
My ambition, resilience and determination allowed me to challenge the status quo in my previous role. Before, when I hit a glass ceiling and couldn’t go any further, I tried to change something.
I believe that multiple companies are losing many of their top women due to stagnating career paths, gender pay gaps, and not providing a diverse and inclusive work environment. want to see.
To change this, we need to challenge the exclusive boys club culture and increase the amount of meaningful DEI strategies.
Verna MyersVice President, Inclusion Strategy netflix“Diversity is invited to the party. Inclusion is called to dance.” This is one of my favorite quotes and guiding principles.
Francis Bignell
