Cindy Marshall’s Post

Happy International Women's Day! Today, let’s take a moment to recognize the remarkable progress made by women in the field of finance. Their contributions and achievements have paved the way for a more inclusive and equitable future. Here are some encouraging stats: -Women unemployment rate is at lowest level in 30 years (3.4%) -The wage gap is currently the smallest on record (83.7 cents), and still declining -Although female CEOs only represent 6% of the S&P500 companies, most of the Magnificent 7 CEOs are women -Compared to previous generations who were more inclined to stay in cash, young women are much more investment savvy and tend to invest in financial markets more than even, so are becoming a larger portion of advisors books Maili Wong #inspireinclusion #IWD2024 #smartriskrevolution #womeninfinance

Great discussion on the critical value of a neurodiverse workforce!

A simple concept but it produced such an interesting discussion.. thank you Nicky Harverson & Chris Davis for facilitating (& Hannah Meek for asking the question that kick started all of this!) Not only did it enable us to understand each other better as colleagues whilst highlighting the diversity of experiences and backgrounds we now have in the team (which is so powerful!), it really gave us space to really think about people’s movement journey across a life course. It’s so much more than an individuals attitude or motivation… Even for us, as advocates and champions of physical activity, there are times when we’ve been less active or not active at all, for various physical, social and personal reasons, but that can change in an instance from week to week/ month to month, or for some,over a longer period of time - and that isn’t about motivation or knowledge, these are factors or conditions in our lives that make it easier or harder - the system around us - the spaces, places, infrastructure & social norms. We need to ensure that the conditions are right & the opportunities are there, ready & waiting for when an individual or group are ready to (re) engage with movement. And when they are, the expeirnces need to be positive ones; safe, inclusive & where they feel they belong.

Inclusivity, Relevancy, and Purpose. Three words that come to mind when I understand INTEGRATE FOR GOOD

Sharing this for my network and if you are in the service industry and have field based staff I would very much recommend a chat with Helen Craig and her colleagues to discover what the Rugged Data product can do to help you streamline your business and processes. #fieldservicemanagement #businessapps #efficiency

Some might say I'm a day late with this post, (I'm a reflector!) but I think it's important to keep the conversation going because regular, visible and repeated messaging works and once a year (like old school appraisals) can feel tokenistic. Yesterday I had the pleasure of joining this indomitable panel of women and sharing my thoughts on some of the barriers and solutions to supporting women into leadership. ⚠️The stark findings from World Economic Forum tells us that at the current rate of progress it will be 2090 by the time the UK achieves gender parity⚠️ We need to do better... here's a few things that people more qualified than me know work: Build workplaces with a learning culture and 'safe opportunities' to try out leadership. (Fear of failure prevents more women than men participating and engaging in opportunities at work) Check our bias and the language we use in recruitment, performance reviews and meetings... it really does impact female participation! Stop and challenge harassment and discrimination. Every time. Pay low paid workers (disproportionately women) a wage they can actually live on Living Wage Foundation Address the gender pay gap. Tackle occupational and industrial role segregation. Find ways to encourage and help women to try new things and get the experience and support to feel confident and capable. Create more opportunities for part time/ flexible work in senior management/ higher paid roles. Lobby for legislative change... men should have parity in paid paternity / parental leave that actually means they can afford to take the time off (If Iceland can do it, why can't we?). Otherwise women will continue tospend more time than men as the defacto unpaid carers. Acknowledge and be proud of even the smallest successes... and on that note a big well done to the Women in Social Housing (WISH) North Wales Board for creating the opportunity and organising yesterday's event. #PeopleMakeTheDifference

Now that it is Springtime there are many activities going on around the area. Here are a few ideas! 🌷 #activitesinstlouis #activitiesinstcharles #themcgrathteam #stlrealestate #coldwellbankerrealtygundaker #stlrealtors #mcgrathteamrealtors #stcharlesrealestate #stcharlesrealtors

I'm looking forward to the March 8th event "Empowering Women: Be an Ally With Impact" This webinar is specifically designed for men, leaders, and anyone dedicated to fostering a more equitable construction industry. Shifting the narrative, this session helps male allies play a more active role in supporting women in the workplace. I will put the Zoom registration link in the comments. #womeninconstruction #commercialflooring #womeninflooring #wicweek #wicweek24 #26yearsofwicweek #womeninconstructionweek2024

How is it that we still expect perfection from women in order to maintain respect in their profession? In a devastating upset, the US Women’s National Team was eliminated from the World Cup this past Sunday. This was the team’s earliest exit from the tournament in history and marks an important inflection point for the program moving forward. What I heard consistently from sports commentators leading up to this loss was “this team’s relevance has been built upon winning and if they lose, they risk everything that they’ve worked for.” This is essentially a dog whistle form of saying that the victory of equal pay and the advancement of the women’s game from the previous World Cup wins that the US has had could begin to regress because of this failure. When have we ever heard a commentator say anything close to that in men’s sport? Never. No team in World Cup history, men’s or women’s, has won a World Cup three consecutive times. Yet, this is the expectation that we put on this team to rise to or else. This immense pressure is unfair and on a much smaller scale, it’s something that I’ve experienced in my own career. As a woman trying to open doors for other women to be paid and treated equally in your profession, you’re expected to perform and act perfectly in order to advance. Not only do you have to focus on doing your own job, but also fight to make sure you are getting compensated appropriately for it, bring others with you, and be a role model who doesn’t show any kind of negative characteristics that could reflect poorly on your mission. I’m sick of these unfair perpetuating expectations after success has been rightfully earned by women. How boring would it have been to see the same team win the World Cup three times in a row over 12 years? We want to see other teams advance and succeed in this tournament. That shouldn’t mean that the reputation of the previous champion crumbles in a second. This team has filled stadiums of 90k people since 1999 and created a platform for women’s sports to get the recognition and compensation that they deserve. Many great teams have lost and been reborn, just like many women have failed and will rise again.

🔹Athletic Development in the Community: A 6-Step Approach 🔹 Insights from Setanta's Ian Jones on incorporating athletic development in the community setting in a recent article in partnership with RYPT Full Article: https://lnkd.in/ehE-6Vt3 #AthleticDevelopment