Resources & Insights

With Guest Blogger: Rachel Erasmus Summary  Working mothers continue to fall behind because of two overlapping barriers: the “broken rung” —the missed first step up to manager—and the motherhood penalty , a measurable drop in pay and promotion rates after childbirth. In 2024, women (especially women of color) were still promoted less often at this first stage (1). UK mothers lose an estimated £65,618 in earnings  within five years of their first child (2)(3). The UK provides

Leadership isn’t about having all the answers — it’s about creating the kind of trust and connection that makes people want to find the answers with you.

You know that sprint toward year‑end? It’s real. Between performance reviews, budget deadlines, project carry‑overs, and holiday obligations, it often feels like we’re running against time with no finish line in sight. But what if “finishing strong” didn’t mean doing more , but rather doing less with more clarity ? What if instead of hustling to smash every goal, we paused, refocused, and chose what actually matters? Here’s a deeper dive into how to finish your year with alig

The Shift from Gender Alone to Intersectionality For decades, conversations about equity in leadership revolved largely around gender...

Since January 2025, more than 212,000 women have left the U.S. workforce—and a closer look shows that it is overwhelmingly mothers,...

Living in the Swirl of Expectations For many women, life feels like an endless checklist: excel at work, be fully present at home, stay...

The Post-Pandemic Setback for Working Mothers During the pandemic, something remarkable happened. Remote and flexible work—long requested but rarely granted—finally became the norm. For many mothers, this was a lifeline. It allowed them to maintain careers while managing the realities of caregiving, school closures, and household demands. But as offices reopened, companies began rolling back those policies. Add skyrocketing childcare costs and limited availability, and many w

What Is Weaponized Incompetence? If you’ve ever heard, “I just don’t know how to do it like you do” after your partner loads the...

The Truth About Women and Mental Health Let’s be real: most women don’t need another article telling them to “just practice self-care.”...

Why Confidence Matters—And Why Women Are Tired of Proving It Confidence isn’t just a “nice-to-have.” It’s a career accelerator. It...

The Hidden Promotion Gap Promotions should reflect talent, effort, and readiness. But here’s the reality: men often move up on potential...

Why the AI Gender Divide Matters Artificial Intelligence (AI) isn’t just “the future”—it’s right now . From how we shop to how leaders...

Do you ever feel like your brain has 47 tabs open and at least 3 of them are frozen? That’s not just being “busy.” That’s the mental load...

Businesses often overlook a crucial factor: the unique workplace obstacles faced by women. Learn how implementing initiatives that support women in the workplace, companies can not only foster loyalty but also significantly reduce the costs associated with hiring.

Learn how companies that prioritize gender diversity and invest in women’s professional development consistently see measurable benefits in innovation, profitability, and employee engagement.

Diversity, equity, and inclusion (DEI) initiatives have become a cornerstone of modern business strategies, but too often, they’re treated as a checkbox—a list of goals to achieve rather than a culture to cultivate.

In today’s fast-paced and increasingly complex marketplace, businesses must innovate, adapt, and execute with precision to stay ahead. One of the most reliable ways to achieve this is by supporting diverse leaders—especially women.

There is a talent shortage across industries, but despite these challenges, women remain an underrepresented group in leadership roles. Diverse leadership teams bring diverse perspectives and cultivating women in leadership roles is critical to success of every company.