Abiola Adediran, MBA, FCA, FIMC, CMC’s Post

Great insights in this article by Abiola Adediran, MBA, FCA, FIMC, CMC It’s crucial to acknowledge that women have historically managed wealth in more subtle ways, often influenced by cultural and environmental factors that may not have encouraged visible displays of their financial acumen. Recognizing this silent stewardship is key to understanding the full spectrum of women's roles in wealth creation and management. I love that the concept of women and wealth is increasingly in the same sentence. The more we see women create and control real wealth, the more normalised it is- to your point about mentorship and education. Kudos again. Great read.

This TED video highlights how investing in women’s empowerment benefits everyone. When women have equal access to resources, education, and opportunities, communities thrive, economies grow, and everyone prospers. This isn’t just a social issue but a powerful driver for global progress. Together, we can all advocate for a more inclusive and balanced world.

Take a listen to these practical ways to close the ‘authority gap’ in our workplaces. 3 Takeaways 👇 1. Actively (and authentically) affirm what a woman says in a group setting/ meeting 2. When recruiting, add more women to short lists to lower risk of unconscious bias towards traditionally male roles (BoardMembers, CEOs ect) 3. Both women and men sponsoring and championing women #PathwaysForWomenLeaders #FlyingwithTwoWings

Conscious and unconscious bias. A product of environmental influence and super hard to undo, regardless of age and gender. Recognising it exists is a good start. Working to select candidates via a matrix of interview methods and people to try to reduce selection due to our bias. It is not easy. I have seen blind competency written interviews growing in popularity recently, especially in the not for profit sector. What do you do to check your bias and truly measure on merit?

The authority gap leads to suboptimal outcomes for all of us in various parts of our lives. Take care to stop yourself; don’t let the authority gap hijack your judgment. Imagine two candidates seeking your support for an important job. One has held the #2 position as well as other positions in the organization and performed without scandal or incident for years. The other candidate is an extremely well-known and confident outsider who had previously been hired at the top level. He commanded enormous media attention, but his leadership was marked by a series of scandals and missteps, resulting in a series of problems for the organization. As a result of his poor performance, his contract was not renewed, and he was shown the door. He made an incredible scene as he left, unlike anything the organization had seen or experienced in its more than 200-year history. He also took confidential and valuable files with him, which he refused to return, and the organization had to take legal action to retrieve its property. He misses the large staff, corporate jet, the power, adulation, etc., and has once again applied to get his old job back. He enjoys the very vocal support of some who supported him in the past and hope to benefit personally and financially if he is rehired. The choice should be very clear, but some are hesitant or undecided. They claim that they “need to know more” before they will support the candidate who has not stolen from the organization or been accused of any wrongdoing at all. That candidate is a woman, and due to the “authority gap,” she has to prove that she can leap tall buildings in a single bound to gain their support. Sadly, the authority gap will lead some folks to support the old male candidate who has proven beyond a reasonable doubt that he is not trustworthy, has lied to them, stolen from them, and will abuse any power given to him. Don’t let the authority gap cloud your judgment. #vote #authoritygap #gotv 🗳️🗽🇺🇸

Amazing talk. The stat that 'adding an additional woman to your shortlist of candidates increases the likelihood that a woman will be hired by 79 times' absolutely floored me. Practical advice that we can all implement in our workplaces PARTICULARLY when hiring into senior positions. #authoritygap #genderpaygapstrategies #equalityisgoodforeveryone

Talking about intersectional discrimination... 😏 ✍ If you're interested in learning more about it, the course on managing intersectional discrimination in work with young people is now online! 🤩 It's free and open to everyone. In this link, you will find the course available in six different languages: https://shorturl.at/kE764 Nosotras Onlus #intersectionaldiscrimination #discrimination

March is springing into action. Read about how Nancy Walsh is leading people-first, TSE's Dashboard analysis, Women to Watch and so much more! It's all here: https://lnkd.in/gnzc5dtW #womenshistorymonth #tradeshows #eventsindustry #tradeshowindustry #eventtrends #tradeshownews

This is a great post 👇 👇 👇 … I truly believe we all have far more biases than anyone gives us credit for … born out of the world we live in most… the research provided by Mary Ann Sieghart helps us all better see examples of bias at play. IMHO I believe many people, if not most people, are attracted to “people like us” be it gender, race etc and more often than not people with the same interests, experiences (which just reinforces team norms) …. we tune in to the familiar and anything or anybody that doesn’t blend into that familiar model of the world struggles to be individually accepted, they often have to work harder to break into the status quo, to prove value, to not appear to be a threat, to be accepted as “someone like us”. Any minority breaking into a situation of “similiar” majority will find it tough and the majority are often more conscious than unconscious of their biases .. some even actively reinforcing it by calling out differences in education, interests and experiences. The more we all get out, break the traditional norms of team the rituals, the habits, the criteria for acceptance and openly accept different perspectives, and different types of people in, the more we will retrain our brains and our instinct reactions to be more accepting, more supportive and more trusting of people who are not like us but have so much more to offer and will no doubt becomd a key part of making the team a greater success. Keep these posts 👇 👇 flowing and recognise women are a big minority group but there are many other nuances that make conscious and unconscious biases difficult to overcome for many other groups too. #biases #behuman #openminds #opendoors #itsmorethanmerit

This short clip from a 2024 TED talk by British journalist Mary Ann Seighart, is wonderful. It feels highly relevant at a time when the world is watching one of the most significant elections of our time take place next week, when we know that gender plays a large part in the voting choice for many Americans. Women are socialised to be less confident and self-promoting than men, and if we are perceived as ‘confident’ we get called pushy. When I was a child at primary school (too many years ago) I was called ‘Pushy’ as a persistent nickname by my class teacher because I spoke a lot and was bold. I knew this was a bad thing and I felt embarrassed. I was 5 years old. None of the boys had nicknames regardless of speaking out, making more noise or being bold. Mary Ann refers to the fact that even women are biased against other women - which is true. I have witnessed it and it featured during discussions last week in Toronto at the International Bar Association Women Lawyer’s Conference. This is not a men v women issue. This is a human issue. I look forward to talking more about this at an event in December where we will launch our interim report on the findings of 11 country studies to date, looking at the representation of women at the most senior levels of the legal profession. Https://https://lnkd.in/e279R8h7 #legalprofession #law #equality