# About Name: Moxy Description: Gender diversity in the workplace benefits everyone. Moxy makes it easy for women to share honest & anonymous feedback of their work experiences in order to drive real change in workplaces. URL: https://blog.itsmoxy.com # Navigation Menu - Search: https://moxywomen.superblog.cloud/search - Blog home: https://blog.itsmoxy.com - Main website: https://www.itsmoxy.com # Blog Posts ## Moxy Stories : The Unspoken Legacy of a Tech Trailblazer Author: Unknown Published: 2024-08-11 Category: leadership Tags: diversity equity inclusion, tech, google, workplace data URL: https://blog.itsmoxy.com/copy-of-moxy-stories-jeslin-on-strategies-for-overcoming-setbacks-at-work-cly5bfpz4005jof7dcobh2aid/ ### At Moxy, we believe in inspiring action by highlighting real stories of real women. The tech world has just lost one of its quietly powerful female leaders : Susan Wojcicki and we are here to share more about her journey navigating the tech world whilst raising a family.  ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/b64-1723381354110-compressed.png) A Pioneer in Silicon Valley --------------------------- As the CEO of YouTube from 2014 to 2023, Susan was one of the most powerful women in tech, leading the world’s largest video-sharing platform through a period of exponential growth. But her influence extended far beyond YouTube. From her early days at Google, where she played a pivotal role in the development of AdSense and the acquisition of YouTube, to her advocacy for gender diversity and family leave policies in Silicon Valley, Susan was a trailblazer whose work has shaped the digital landscape as we know it. What many may not realize is that Susan was also a mother of five children—a fact that makes her achievements even more extraordinary. Balancing the demands of leading in a male-dominated industry with raising a family, Susan became a champion for working mothers everywhere. She was the first woman at Google to take maternity leave in the company’s early days, setting a precedent for what would become one of the most progressive family leave policies in the tech world. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/susan-wojcicki-kids-2-1723300072595-1723381526217-compressed.webp) ### The First Maternity Leave at Google Susan Wojcicki’s story of taking maternity leave at Google is emblematic of the challenges women often face in the workplace. "When I first started I don't think we really had an HR department. So it wasn't really clear," she recalled. "I said, 'Hey Larry, hey Sergey, I'm going to take a little time off ... Nobody had ever done it before at the company.'" Her experience was not only groundbreaking but also laid the foundation for lasting change. Fast forward nearly two decades, and Susan was instrumental in leading the charge on family leave at Google—both for men and women. Under her influence, Google started to offer new mothers 18 weeks of paid leave and new fathers 12 weeks. "When we increased our maternity leave to 18 weeks, we saw the number of women who left Google cut by 50%," Susan shared in an interview at Fortune's Most Powerful Women Summit. This data-driven approach was enough for Google to make the case that paid leave is not just a perk but a business imperative. "We wanted to retain women, we wanted to show them that Google cared, that they can be a mother and they could work at Google," she explained. Her legacy in this area is a powerful reminder of the importance of supporting working parents, not just as a moral responsibility, but as a strategic priority for companies. ### The Legacy She Leaves Behind As we reflect on Susan Wojcicki’s legacy, it’s clear that her impact is enduring. Under her leadership, YouTube became a platform that democratized content creation, giving voices to millions of people around the world. She navigated the challenges of content moderation, data privacy, and platform growth with a steady hand, leaving behind a company that continues to play a crucial role in global communication. Moreover, Susan was a strong advocate for inclusivity and diversity in the workplace, pushing for policies that supported women and underrepresented groups in tech. Her efforts have paved the way for a more equitable industry, ensuring that future generations of women can thrive in leadership roles without having to choose between their careers and their personal lives. A Call to Recognize and Celebrate ------------------------------------ It is unfortunate that we are only now coming to fully appreciate Susan Wojcicki’s story after her passing. Her life and work serve as a powerful reminder that we must not wait until it is too late to recognize and celebrate the contributions of those who make a difference. In an industry that moves at lightning speed, it is easy to overlook the individuals, especially women who have quietly been leading the way. But it is precisely these individuals, like Susan, whose stories deserve to be told and celebrated in their own time. As we honor Susan Wojcicki’s legacy, let us commit to shining a light on the achievements of all leaders, especially those whose voices and stories might otherwise go unheard. The future of tech—and indeed, of society—depends on our ability to recognize and celebrate the diverse range of talents and perspectives that drive progress. To all the women out there balancing careers and family life, know you’re seen, you’re valued, and you’re capable of incredible things. Susan's story is a powerful reminder of that. **If you wish to share your experiences, join the movement on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard! And if you are an employer looking to get some help on how to bring retain female talent, contact us to know more [here](https://itsmoxy.com/for-employers).**  **In case you also missed our latest post on surprising encounters in the workplace by Kit Lim,  read it** [**here**](https://blog.itsmoxy.com/moxy-stories-kit-lim-on-surprising-encounters-in-the-workplace-clwiw1oiy001nv5q3u7ldd34b/)**.** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy Stories: Jeslin on Strategies For Overcoming Setbacks At Work Author: Unknown Published: 2024-07-02 Category: DEI Tags: diversity equity inclusion, workplace data, employee engagement, career advice URL: https://blog.itsmoxy.com/moxy-stories-jeslin-on-strategies-for-overcoming-setbacks-at-work-cm5fo35930023kg77a7xik0gs/ ### At Moxy, we believe in inspiring action by highlighting real stories of real women. Meet Jeslin Minhas - a PR and Communications Professional. From her journey of mastering composure during challenging times to building successful client relationships, join us as we explore her key messages on overcoming gender biases and fostering inclusive work environments. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/10-1719984197483-compressed.jpg) Introducing Jeslin Minhas ------------------------- ### Can you briefly share about yourself, your professional journey and the most important milestones that have shaped your career? Since my early days, I have been a fervent enthusiast for language and the arts sector. Whether through diverse films, music, campaigns, or theaters, I've been struck by how words and visuals can evoke profound meaning for us. This passion led me to embark on a journey working in multiple IMC and PR agencies, with a strong focus on technology and startups. In these roles, I led client servicing on a day-to-day basis and developed close relationships with entrepreneurs. From collaborating with local tech companies to supporting international conferences such as Echelon and Tech Week Singapore, it has been an exhilarating journey. ### What challenges have you faced as a woman in the workplace? Like the rest of the world, gender biases and stereotypes are increasingly evident. Domination during meetings from male counterparts and inferior mistreatment from underlying conversations from my own encounters are some of the instances that have shaped my own perception of toxic masculinity. Fortunately, in today’s age, where a new era is constantly being built and improved concurrently with digital media, there is a strong backing of female figures. Women have evolved and are supercharged towards taking ownership of their lives and making strides in their professional careers. Figures like Diipa Khosla, Malala Yousafzai and Leanne Robers have emerged to be greatly influential in recent years. Personally, it is always inspiring to look at these resilient public figures in times of uncertainty and adapt their learnings in my own life.  Personal strategies to adopt when facing challenges --------------------------------------------------- ### **What are some key strategies that you have adopted to navigate these challenges in your career?**  I believe the main issue arises when we doubt ourselves too much. We often limit ourselves by obsessively focusing on the challenges or setbacks, which can lead us into a spiral where we lose control. As cliché as it may sound, the key is to always believe in our abilities, not only to overcome challenges individually but also to cultivate stronger synergies within a team, enabling us to achieve collective goals and foster growth. Some of the personal strategies I use: * Keeping a calm composure: It has taken myself a few years to master the complex art of staying collected during adversity. Tactics like breathing exercises, screen time limitation, and open communication has enabled me to navigate difficult setbacks smoothly. * Keeping a tab on your small/big achievements: Having a fleshed out list of all your successes and growth learnings can highly influence our minds when overcoming struggles. It can be a great source of reflection for us to stay hungry and determined in pressing on rocky times. * Keeping a close knit support group: As humans, we essentially need a solid community of like-minded individuals who are not only able to support but also voice out areas of improvement that we fail to see within ourselves. Bouncing off different recommendations can offer new creation of ideas and ways to tackle challenges.  ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/jeslinquote-1720062880797-compressed.jpg) ----------------------------------------------------------------------------------------------------------------------------- ### Can you highlight a professional triumph that not only elevated your career but also contributed to the overall success of the organization? ​We encountered instances where this client was not the easiest person to work with. Often, interactions were not as smooth as we preferred, leading to whirlpools of developing a persona aimed primarily at pleasing them. It took several months of utmost patience, analyzing pain points, and building rapport with the client. Eventually, they fully committed to a scope of work contract for the year ahead. In today's fast-paced world, the value of patience has become increasingly integral to building successful partnerships. ### In fostering a culture of diversity and inclusion, what innovative steps do you think organizations should take beyond traditional policies? Ensuring that both genders feel safe in the workplace is absolutely essential. Holding monthly catch-ups or maintaining consistent engagement with employees to voice and address their issues can help prevent problems from snowballing. Simply listening without taking action is redundant. Organizations should also implement creative team bonding workshops or outdoor activities to foster a stronger sense of culture. ### What message would you like to convey to other women who may be hesitant to share their stories or voices in the workplace? Back in the days, I used to be extremely reserved in sharing my own stories. Often thinking that no one will get it or form their own misperception, it discouraged me to open up. Crumbling down in self-doubt, it only brought me more harm than good. However I gradually learnt to embrace my persona and story and realised how I was not “alone”. Take pride in knowing that someone else might resonate with your journey of growth.Use it as a driving motivation to pursue and reach your potential. Every voice has the gift to make an impact, so trust your instincts! \---- ### **Thank y**​**ou for sharing your insights with us Jeslin! And to our readers, thank you for joining as we** uncover insights on dealing with challenging situations at work and managing your internal emotions. **If you wish to share your experiences, join the movement on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard! And if you are an employer looking to get some help on how to bring retain female talent, contact us to know more [here](https://itsmoxy.com/for-employers).**  **In case you also missed our latest post on surprising encounters in the workplace by Kit Lim,  r****ead it [here](https://blog.itsmoxy.com/moxy-stories-kit-lim-on-surprising-encounters-in-the-workplace-clwiw1oiy001nv5q3u7ldd34b/).** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy Stories: Kit Lim on Surprising Encounters in the Workplace Author: Unknown Published: 2024-05-23 Category: DEI Tags: diversity equity inclusion, workplace data, employee engagement, women in workplaces, career advice URL: https://blog.itsmoxy.com/moxy-stories-kit-lim-on-surprising-encounters-in-the-workplace-clwiw1oiy001nv5q3u7ldd34b/ ### At Moxy, we believe in inspiring action by highlighting real stories of real women. Meet Kit Lim, a global DEI leader based in Singapore, who transitioned from a 12-year career in the legal industry to advocate for diversity, equity, and inclusion. Previously a co-founder of two startups, Kit's professional journey is marked by bold explorations and innovative endeavors. In this post, she shares her unconventional approaches, surprising workplace encounters, and invaluable advice for women navigating their careers. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/1-1716524062953-compressed.jpg) Introducing Kit Lim ------------------- ### Can you briefly share about yourself, your professional journey and the most important milestones that have shaped your career? I am Kit and am currently a global DEI leader at a MNC, based in Singapore. Prior to this, I was working in the legal industry for 12 years where I was managing the business development, marketing communications and client servicing piece. I am also the co-founder of a minimalist website and have co-founded another startup before. My entire career and experience has always been very much about trying new things and navigating the unknowns and that plays a huge role to shape me to who and where I am today.  ### What unconventional approach or lesson learned in your career has had the most significant impact on your success?  Be open to try new things. Just like our days in college, where we are involved in not just the academic aspects of it but all the extra curricular activities that makes our college life interesting and fulfilling, I believe in having the same mindset at the workplace. Aside from work, I am often participating in additional activities such as leading the employee resource groups at work, or volunteering for DEI initiatives etc. These experiences were instrumental in crafting some other skillset which I might not have been exposed to in my core work.  Surprising encounters in the workplace  --------------------------------------- ### **What is the one of the most shocking or surprising encounters you have had in the workplace as a woman?** How women are often relegated to doing office housework. There have been so many occasions where female professionals at the workplace have been “tossed” the office housework such as coffee runs or even the administrative duties. I remember in one of the organisations that I was working in, as they did not have an admin department, they would always ask a lady in HR to contact building management for toilet clogs etc. I recalled asking this question:  > “If this individual was a male HR executive, would we have asked the same of him?”   We probably don’t think about it that much but there is a lot of gender stereotyping at the workplace. ### **In building a world where everyone has equal opportunities, what advice would you give to emerging professionals, particularly women, navigating their careers in your industry/field?** Always take the lead in your personal development. I know many people who are looking at development based on the opportunities available within the organisation and some of which might be pretty limited.  > I think we should always take charge of our own development and not have others design it for us.  Focus on what you want out of career, whether it be moving to the next level, pivoting towards something else. Design how you want to get there. ### **If granted the creative freedom to shape a distinctive, gender-inclusive employee well-being initiative for your workplace, what would it look like, and how do you foresee it fostering a positive and inclusive work environment for all?** ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/kit-1716524573634-compressed.jpg) To build a truly inclusive work environment for all, we must start with the basics: our company's purpose, vision, values, and code of conduct. Common values such as integrity, respect, and honesty should be the foundation. Inclusive behavior is about how we present ourselves, communicate, and act—principles that should be ingrained from the beginning. The key to fostering a positive and inclusive work culture lies in taking these values seriously and ensuring that any behavior contrary to them is not tolerated. By focusing on these core values and maintaining a zero-tolerance policy for behavior that contradicts them, we can create a supportive and inclusive environment for all employees. ### **How do you think a collective approach, as advocated by the Moxy Movement, effectively drives positive change in workplace gender dynamics?** I think this is a fantastic movement as I always believe in leveraging the power of networks and groups to help drive awareness in this space. Not everyone wants to be the first mover and more often than not, settles in the “average” space, which is where the majority are. Some organisations adopt a more wait and see approach, while others are trailblazers. But I think we can agree there are more in the former than latter. A collective approach like the Moxy Movement is powerful because it draws conversations from everyone to be committed towards moving things forward and driving collective change in the process.  \---- ### **Thank y**​**ou for sharing your insights with us Kit!**  **If you wish to share your experiences, join the movement on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard! And if you are an employer looking to get some help on how to bring retain female talent, contact us to know more [here](https://itsmoxy.com/for-employers).**  **In case you also missed our latest post from Aisha on speaking up against unconscious biases in the workplace, r****ead it [here](https://blog.itsmoxy.com/moxy-stories-aisha-on-speaking-up-against-unconscious-biases-in-the-workplace-clvz1ks31004nezi0mc8a6b07/).** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy Stories: Aisha on Speaking Up Against Unconscious Biases in the Workplace Author: Unknown Published: 2024-05-09 Category: DEI Tags: diversity equity inclusion, workplace data, employee engagement, career advice URL: https://blog.itsmoxy.com/moxy-stories-aisha-on-speaking-up-against-unconscious-biases-in-the-workplace-clvz1ks31004nezi0mc8a6b07/ ### At Moxy, we believe in inspiring action by highlighting real stories of real women. Meet Aisha Chaudhry: Head of Business Excellence & Verticals (APAC) at Siemens. From her early dreams of becoming a wedding planner to her pivotal experiences at Siemens and Oxford, join us as we uncover her insights on overcoming imposter syndrome and the power of speaking up against unconscious biases. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/1-1715324409857-compressed.jpg) Introducing Aisha Chaudhry -------------------------- ### Can you briefly share about yourself, your professional journey and the most important milestones that have shaped your career? I remember as a kid, I used to dream about becoming a wedding planner when I grew up. I loved the idea of being able to help create an experience for someone and tailoring their special day to suit their unique style and their story.  So when I landed my first job in HR and then Marketing, I was thrilled to have the opportunity to plan and execute events, as well as convey our company’s story. My career began at a local Bank, before moving to Siemens where I’ve spent the last ten years. I’ve been fortunate to have been given an opportunity for a different role and responsibility every 2 to 3 years, across two countries, so it has been far from boring. While I never really made a career out of becoming a wedding planner, I have taken my love for creating experiences for our customers and team members with me in every role.  The first milestone that shaped my career was being posted to our Headquarters in Switzerland for two years - I won’t sugarcoat it, it was terrifying in the beginning. I was in my 20s and had to convince my much more experienced peers that I deserved a seat at the table and I had value to offer. It was a pivotal experience for me because it taught me the art of persuasion at the workplace and I think it's a skill that is very necessary in the corporate world. I worked on projects which allowed me to engage with colleagues from around the world and I think that helped shape the way I work today, especially in navigating the complexities of a global environment.  The second key milestone was the decision to take time off work and further my studies. I took a sabbatical and was able to fully immerse myself in a one-year MBA program at the University of Oxford, where I met and learned from classmates from 97 different nations across various industries. Our class brought together doctors, artists, bankers, consultants, entrepreneurs and more. It was an opportunity to recalibrate a lot of my thinking around topics like leadership, culture, technology, inclusion…and more importantly, engage in discourse with classmates with vast and varying experiences.They say ‘think outside the box’, and I feel my time at Oxford forced me to do this and allowed me to bring home a different perspective.  ### **What challenges have you faced as a woman in the workplace, and how did you overcome them?** It would be the imposter syndrome that so many of us women experience. I work in an industry which is male-dominant and over the last few years, our company has made significant efforts to provide more training and leadership opportunities for women at the workplace. And while that has been truly amazing, and I was able to gain immensely from this, I sometimes couldn’t help but feel that I was being offered specific positions or opportunities purely based on my gender. Naturally, that heightened my feelings of imposter syndrome and made me doubt my capabilities. I don’t know if I have completely overcome it…but what has helped is surrounding myself with the right people. Friends, colleagues, leaders, who will lift you up and support you through your journey is critical and I have been fortunate to have found these people both in my personal and professional life. Some words of wisdom I really liked came from a speech by Reshma Saurjani, Founder and CEO of Girls Who Code. She was constantly asked the question - How do we overcome imposter syndrome? She reframed it and suggested that instead of ‘fixing ourselves’, we try to fix the culture around us. It is normal for us to feel that we do not fit in because some of these workplaces were “built by, and for people who don’t look like me”. She closed her speech eloquently with - “Make our case, lead our movement, pursue whatever it is we want to pursue. Live as if impostor syndrome were just two made-up words on the page. Because they are.” Reflections on unconscious biases at work  ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/2-1715324508849-compressed.jpg) ------------------------------------------------------------------------------------------------------------------------------------------------------------- ### **Have you ever been told you are too emotional or bossy at work? What did you do?** One specific occasion does come to mind when I was told I was “making a big deal” out of nothing. I remember going from feeling exasperated to incredibly embarrassed. I thought I had let my emotions get the best of me and should have just “let it slide”. But I felt the need to speak up as it was a matter based on unconscious bias of a male colleague and would have led to me and my team being sidelined from an important meeting. Raising my concern, even if it was probably perceived as being overly sensitive, paid off in the end - not only were we asked to join the meeting, the team also saw value in our participation because we brought a different perspective.   > I am aware that being able to speak up can be terrifying and I’ve had my fair share of keeping silent because it’s just the “easier thing to do”. It is so important to have leaders who create a safe space for us to voice our concerns and encourage a culture of speaking up without the fear of negative consequences. I feel like there has been a shift in energy in the last few years at [Siemens](https://www.siemens.com/global/en.html), and I think it is driven by the company’s desire to break free from any sort of hierarchical thinking and embrace a culture that effectively listens to their employees, adapts to changes and retains top talent. Siemens was recently ranked fourth in a ‘Best Employer in Singapore’ survey by Statista. It was a massive jump from 63rd place just two years ago and I think it is testament to the efforts the company is making across not just driving and supporting diversity and inclusion; but also creating an environment that encourages us to speak up…because they want to hear what we have to say.  ### ​**Who is a great female role model that inspires you? **​ My big sister, Sarah. She is a full-time mother to my two beautiful nieces and part-time make-up artist who built her own brand. What inspires me the most about her isn’t her ability to manage an entire household, while planning activities for her kids or tending to her family - but her ability to ask for help when she needs it. I think there is so much humility in knowing when you need to be supported and having the courage to ask for it. She probably doesn’t realize it, but her vulnerability allows those around her to let down their guard and it is such an important trait to have as a mother, and as a leader. \---- ### **Thank y**​**ou for sharing your insights with us Aisha! And to our readers, thank you for joining as we** uncover insights on overcoming imposter syndrome, advocating for inclusivity, and the power of speaking up against unconscious bias at work. **If you wish to share your experiences, join the movement on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard! And if you are an employer looking to get some help on how to bring retain female talent, contact us to know more [here](https://itsmoxy.com/for-employers).**  **In case you also missed our latest post on practical approaches to building inclusive workplaces, r****ead it [here](https://blog.itsmoxy.com/moxy-stories-practical-approaches-to-building-inclusive-workplaces-with-rani-nandan-clv2hzbv70002covfufry083m/).** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## How To Ask For Flexibility In Your Workplace Author: Unknown Published: 2024-04-25 Category: work life balance Tags: flexible work , singapore FWA, TAFEP, flexibility in the workplace , job sharing, flexible work arrangement, flexi hours, part time work URL: https://blog.itsmoxy.com/how-to-ask-for-flexibility-in-your-workplace-clvf2zmh8001ji3a1upnc2g0n/ ### By :  Khatija Aslam What the data is telling us  ------------------------------- Real time data from the [Moxy](http://www.itsmoxy.com) movement (based on aggregated data from women across a 100+ companies) shows that : *  Only 2 out of 5 women feel comfortable negotiating deadlines, work load and boundaries without worrying about negative consequences. *  Only 36% of companies are open to exploring different flexibility options (part time, job sharing) based on individual needs. New Guidelines in Singapore on Flexible Work Arrangements ------------------------------------------------------------ So to see the new Tripartite Guidelines on Flexible Work Arrangement (FWA) being released in Singapore feels like a step in the right direction and I can’t wait to see how these numbers above shift when we review it again next year! ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/online-240416-hnflexi0-1714040375051-compressed.jpg) Source : [The Straits Times](https://www.straitstimes.com/singapore/jobs/all-employers-in-singapore-must-fairly-consider-flexi-work-requests-from-dec-1-under-new-rules)​ ### What does this mean for employees? However, because the guidelines state that employers need to seriously consider the request and can only reject it based on business reasons - such as cost or feasibility - there is an ongoing debate about how effective this will be and it also makes me question how much real change will these guidelines truly drive in workplace culture? So, I made a table of the types of FWA requests below that could come in and what could possibly be reasons for rejection (this is based on my own experience working full time ▶ part time ▶ now a job share and talking to lots of HR folks and companies during user interviews for Moxy). I think we will probably see progress in the WFH and Flexi - hours space, provided managers are supportive, keep an open mind to the requests and operate empathetically. I know it definitely gave me courage to ASK for my sabbatical and eventually negotiate a job share arrangement when I saw leaders and managers around me ‘living loudly’ (yes, actually living and not just leaving loudly) because it meant that I could safely take my request to them and they would most likely understand. But for deeper change i.e. part time, job share - which by the way can give businesses access to a WHOLE NEW POOL OF TALENT - i.e. working mothers, those with caregiving responsibilities, fractional employees, we will need companies and leaders to adopt a huge mindset shift and allocate budget and/or headcounts to make it work. I wonder if the Singapore government can also help subsidise, provide grants and tax rebates to companies to support this shift? ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/types-of-fwa-1714094639917-compressed.png) ### Thinking about requesting for a Flexible Work Arrangement (FWA)? Here are some tips on what you can do to set yourself up for success :  1. Clarity -  reflect and be clear about WHY you want to adopt a FWA approach. Is it for childcare reasons, caregiving, do you want to pursue a side passion? It helps to write down WHY you are going down this route, WHAT you need to make it work for you i.e. WFH, Flexi hours, part time and then think about how long you are looking for this arrangement to work. Clarity upfront will help immensely in your conversations with your company and also set you up for success in getting your request approved.  2. Do your research  - have a look around your organization and see if other people have adopted FWA. Reach out to them for a coffee and have chat on how they went about it, how their experience has been so far and if they have any advice for you on how to go about the request. If you don't have enough examples in your organization, research to look and see if you can find any case studies or examples from other organizations within your industry and reach out to those people for a chat!  3. Conversation first - have a conversation first with your line manager about why you would like to put in a request for a FWA to get their point of view. If they have reservations, try to understand what is holding them back by asking questions like.. 'Can you tell me more..', 'I would love to understand better why you think this would not work..' 4. Submit your request - once you have buy in from your manager, submit your official request and it will have a higher chance of getting approved. If you don't have buy in from your manager, reach out to your HR business partner to have an informal chat about what you are thinking and ask how they can support you in making your request a reality i.e are there other teams or parts of the organization where FWA is more likely to work? Is there another way to go about it to make it a win win. By having a collaborative discussion, you can reach an arrangement that is mutually beneficial to both parties.  **Thank you for joining us as we shared our perspective on how to approach flexible work in the workplace. If you wish to share your insights, join the movement on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard! And if you are an employee looking to get some help on how to navigate your FWA request, contact me on khatija@itsmoxy.com.**  **In case you also missed our other post about mastering work life integration, read it [here](https://blog.itsmoxy.com/mastering-work-life-integration-your-key-to-success-and-happiness-cllajabzu110333tqc1czm6un2/).** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy Stories: Practical Approaches to Building Inclusive Workplaces with Rani Nandan Author: Unknown Published: 2024-04-16 Category: DEI Tags: diversity equity inclusion, workplace data, employee engagement, career advice URL: https://blog.itsmoxy.com/moxy-stories-practical-approaches-to-building-inclusive-workplaces-with-rani-nandan-clv2hzbv70002covfufry083m/ ### At Moxy, we believe in inspiring action by highlighting real stories of real women. Meet Rani Nandan: DEI Director, Cultural Explorer, and an Advocate for Workplace Inclusion. From Australia to Singapore, her career path challenges norms and inspires change in diversity and inclusion practices across APAC. Through her insights, Rani empowers professionals to set bold goals and organizations to build more empathy and adopt a practical approach to inclusive workplaces. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/1-1713281172961-compressed.jpg) Introducing Rani Nandan ----------------------- ### Can you briefly share about yourself, your professional journey and the most important milestones that have shaped your career? Thanks for including me in this series. My name is Rani Nandan. I’m the APAC Director for Diversity, Equity and Inclusion (DEI) at Michael Page, a global recruitment agency. I’ve transitioned into the DEI world after more than 15 years experience in human resources.   I grew up in Sydney, Australia and began to travel as soon as I finished high school. I’m fascinated by different cultures, love tasting new foods and exploring new cities. I am what many people would call mixed race, my mother is Australian and father is Fijian Indian. I grew up in a household that practiced two religions – Catholicism and Hinduism. My upbringing gave me a great foundation for respectful curiosity and being able to see various perspectives.  ### What unconventional approach or lesson learned in your career has had the most significant impact on your success? > Twice in my career, I've left full time work and taken on contract work to move industries, learning new skills and embracing new challenges. These short-term contracts have paid off and both resulted in full time work, including progression within each company. I acknowledge the privilege I had that enabled me to take these bold steps and that not everyone can risk the stability of full time work, but if you can, you should back yourself! Early on in my career I worked in a small business. Often in such environment,  your role will go beyond your job title - as everyone must work together to get the job done. You end up being exposed to a broader skillset and responsibilities. This gave me a greater commercial base and has been invaluable for me later in my career as I navigate and influence more senior stakeholders.   ### **What advice would you give to emerging professionals, particularly women, navigating their careers?**  A few tips from me:  1\. I’m a big advocate for setting goals; career, personal, fitness and financial. Work towards your goals but recognise that sideway steps may play a part, as not all careers are linear.   2\. Understand what motivates you, what triggers you and invest time in your mental wellbeing.  3\. Find your tribe - people who will challenge you, support you and advocate for you.  4\. Don’t be afraid of self promotion.  TAKING A PRACTICAL APPROACH TO DRIVING WORKPLACE INCLUSIVITY ------------------------------------------------------------ ### How do you stay informed about the latest news on workplace inclusivity, and how does this knowledge contribute to your ongoing efforts in building a more inclusive work environment? Are there any reading sources you can share with us?  > DEI is an ever-evolving subject – there is always more to learn! I am constantly looking for new perspectives, seeking to understand the lived experience of others, listening out for inclusive language, while also studying the case-studies and best practice examples from organisations all over the world. I'm an avid reader and have recently switched to e-books. Some of my favourites recently have included **Culture Map**, by Erin Meyer, **Just Work,** by Kim Scott, **Leading Global Diversity, Equity and Inclusion,** by Rohini Anand and **Birds of All Feathers** by Michael Bach.  I’m also a big advocate of following profiles on social media to be exposed to different perspectives and learn from others. In addition to books, I subscribe to various podcasts and newsletters.  I believe that these resources **help inform a more practical approach to DEI by building empathy**, they often **build credibility,** and certainly **help with problem solving** and **creativity.**   ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/2-1713281265937-compressed.jpg) ### In your opinion, what are the most significant challenges women face in advancing to leadership roles within your industry, and how can organisations address these challenges effectively?  I believe the majority of challenges stem from two factors:  1\. Systemic & structural  2\. Bias & assumptions  Find the moments that matter. _Where are you losing women?_ _What is the feedback from women in senior roles? What is the perception from women in more junior roles about their aspirations and likelihood of succeeding in a more senior role?_  Look for ways to reduce bias, this could be by improving your promotion processes or your performance review process (for example). How can you debunk some of the myths and assumptions being made at senior levels? How can you build more empathy and inclusive behaviours across all levels of your business?  ### How do you measure the success of gender equality efforts in your workplace, and what metrics or indicators do you believe are most important in assessing progress? We love data and are always looking to use it to make informed decisions, hold ourselves accountable and track progress. **We have set clear gender targets at every level in our business and report on this regularly.** Further, we track time and volume of promotion by gender. We also regularly run gender pay gap audits. We analyse our employee engagement survey results by gender.  In addition to data, we spend time gathering qualitative inputs via forums, surveys and Adhoc feedback. It’s important to look at all of these types of inputs in order to measure success.  Contents * [Introducing Rani Nandan](#introducing-rani-nandan) * [Can you briefly share about yourself, your professional journey and the most important milestones that have shaped your career?](#can-you-briefly-share-about-yourself-your-professional-journey-and-the-most-important-milestones-that-have-shaped-your-career) * [What unconventional approach or lesson learned in your career has had the most significant impact on your success?](#what-unconventional-approach-or-lesson-learned-in-your-career-has-had-the-most-significant-impact-on-your-success) * [What advice would you give to emerging professionals, particularly women, navigating their careers?](#what-advice-would-you-give-to-emerging-professionals-particularly-women-navigating-their-careers)  * [TAKING A PRACTICAL APPROACH TO DRIVING WORKPLACE INCLUSIVITY](#taking-a-practical-approach-to-driving-workplace-inclusivity) * [How do you stay informed about the latest news on workplace inclusivity, and how does this knowledge contribute to your ongoing efforts in building a more inclusive work environment? Are there any reading sources you can share with us?](#how-do-you-stay-informed-about-the-latest-news-on-workplace-inclusivity-and-how-does-this-knowledge-contribute-to-your-ongoing-efforts-in-building-a-more-inclusive-work-environment-are-there-any-reading-sources-you-can-share-with-us)  * [In your opinion, what are the most significant challenges women face in advancing to leadership roles within your industry, and how can organisations address these challenges effectively?](#in-your-opinion-what-are-the-most-significant-challenges-women-face-in-advancing-to-leadership-roles-within-your-industry-and-how-can-organisations-address-these-challenges-effectively)  * [How do you measure the success of gender equality efforts in your workplace, and what metrics or indicators do you believe are most important in assessing progress?](#how-do-you-measure-the-success-of-gender-equality-efforts-in-your-workplace-and-what-metrics-or-indicators-do-you-believe-are-most-important-in-assessing-progress) * [Transitioning back to work after parental leave is a key concern as well, what have some organisations done to ease this for their employees?](#transitioning-back-to-work-after-parental-leave-is-a-key-concern-as-well-what-have-some-organisations-done-to-ease-this-for-their-employees)  * [Are the current employee engagement surveys proving to be effective in identifying and addressing the changing needs of the modern Asian woman in the workplace?](#are-the-current-employee-engagement-surveys-proving-to-be-effective-in-identifying-and-addressing-the-changing-needs-of-the-modern-asian-woman-in-the-workplace)  * [How do you think a collective approach, as advocated by the Moxy Movement, can effectively drive positive change in workplace gender dynamics?​](#how-do-you-think-a-collective-approach-as-advocated-by-the-moxy-movement-can-effectively-drive-positive-change-in-workplace-gender-dynamics) ### Transitioning back to work after parental leave is a key concern as well, what have some organisations done to ease this for their employees?  I've seen some wonderful support mechanisms in place both at [Michael Page](https://www.michaelpage.com.sg/) and the organisations we work with.  Firstly, every employee’s parenting journey will be unique, so we can’t make assumptions about what they may need, but having a selection of programs will be very valuable. Some of these programs include:    - flexible working hours   - revised KPIs and bonus thresholds   - recognising the skills gained on leave as part of promotion plans   - phased return to work (start by working part-time and ramp back to full time hours with no change in salary)   - allocate a parenting buddy or connect parents as part of a network   - emergency care (for example if the child is sick and can’t attend childcare)   - parenting concierge and life coaches  ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/rani2-1713281593005-compressed.jpg) ### Are the current employee engagement surveys proving to be effective in identifying and addressing the changing needs of the modern Asian woman in the workplace?  In my experience there is benefit in focusing on building trust and a culture of psychological safety to improve the quantity and quality of survey responses.  I think the most important things to consider with effectiveness of surveys are:   - data analysis   - accountability for the results    - commitment to take action   - communicating the results and associated actions  There is not one profile for the “modern Asian woman”, this is where the use of personas can be very helpful to understand the needs and challenges of particular groups.   ### **How do you think a collective approach, as advocated by the Moxy Movement, can effectively drive positive change in workplace gender dynamics?**​ Put simply, gender equity is not a “women’s problem”, it’s a challenge that impacts all of us. \- **Thank you for joining as we heard from Rani on how to adopt a more practical approach to building inclusive workplaces. If you wish to share your insights, join the movement on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard! And if you are an employer looking to get some help on how to bring these practical approaches to life, contact us to know more [here](https://itsmoxy.com/for-employers).**  **In case you also missed our latest post about navigating maternity leave and returning to work, r****ead it [here](https://blog.itsmoxy.com/moxy-stories-navigating-maternity-leave-and-returning-to-work-clo2m0g6b09481vmul9pwvj9r/).** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy Stories: Defying Convention & Disrupting the Status Quo With Dharshi Harindra Author: Unknown Published: 2024-04-03 Category: leadership Tags: investinwomen, diversity equity inclusion, workplace , women in workplaces, career advice URL: https://blog.itsmoxy.com/moxy-stories-defying-convention-and-disrupting-the-status-quo-with-dharshi-harindra-cluj9upcm000k8c6f8txbteq9/ ### At Moxy, we believe in inspiring action by highlighting real stories of real women. Meet Dharshi Harindra, a dynamic professional whose career defies convention. Her journey spans continents and cultures, shaping her into more than just a seasoned professional, but a symbol of resilience, diversity, and inclusion. Her experiences not only expanded her professional horizons but also empowered her to conquer cultural barriers to leadership while embracing motherhood. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/15-1712121172328-compressed.png) Introducing Dharshi Harindra ---------------------------- ### Can you briefly share about yourself, your professional journey and the most important milestones that have shaped your career? I was born and raised in the UK where I studied law and started a career in a large corporate law firm. Qualifying as a lawyer during the global financial crisis in London 2010 my professional journey has exemplified the **“jungle gym”** rather than climbing the ladder: Over the past 17 years I have traversed industries (media, PR, Technology and Financial Services), worked in boutique law firms to global law firms, in-house, big tech companies, banks, legal consulting, entrepreneurship, coaching and diversity and inclusion. **Important milestones for me were:** 1. Moving overseas after getting married and working in new markets and navigating cultural barriers to leadership. 2. Becoming a parent, after my second child, I left full-time employment to work as an independent consultant ### What unconventional approach or lesson learned in your career has had the most significant impact on your success? > Learning new skills and building a personal brand - something that is still not very common for lawyers who remain by and large conservative and resistant to change.  The **impact** for me was that it opened up so many doors to new experiences and for the first time I started to receive job opportunities that were **aligned** with what I represented as part of my brand online rather than relying on active advertised job roles. ### **In building a world where everyone has equal opportunities, what advice would you give to emerging professionals, particularly women, navigating their careers in your industry/field?**​ On top of your training and technical credentials, layer in your **creativity and authenticity**. Use your credibility to dismantle the status quo and the most destructive of phrases in our industry: **“that’s how it’s always been done”. ** Reflections on Gender Dynamics and Inclusivity ---------------------------------------------- ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/moxy-blog-banner-horizontal-1-1712121523682-compressed.png) ### ​**If granted the creative freedom to shape a distinctive, gender-inclusive employee well-being initiative for your workplace, what would it look like, and how do you foresee it fostering a positive and inclusive work environment for all?**​ > “No questions asked” leave policy, fully flexible hybrid working policy and well-being budget which staff members are obliged to spend and account for however they wish could all help. I don’t think **one single initiative** can serve all as well-being is personal and depends on a person’s personal circumstances and preferences.  ### ​**What is the one of the most shocking or surprising encounters you have had in the workplace as a woman?**​ Over a 17 year career I’ve had a smattering of encounters that sound cliche but happen - **toxic leadership, workplace bullying, gaslighting, constantly moving goal posts** at promotion rounds, exclusionary behaviour from other women, working all nighters whilst pregnant, a client asking in a phone pitch if _“I was running off to have a baby any time soon?”,_ and when they found out I was in fact pregnant, asked (and were successful in) having me **removed** from their account. ### ​**How do you stay informed about the latest news on workplace inclusivity, and how does this knowledge contribute to your ongoing efforts in building a more inclusive work environment?** ### **Are there any reading sources you can share with us?** > When it comes to gender diversity, and having spent several years in Australia, intersectionality is very important to me to ensure that even the gender agenda is addressed inclusively in and of itself. Having spent time as a diversity, equity and inclusion practitioner I am always consuming information, learning, coaching, training and consulting in this space.  As the host of **“unbiased” podcast** I regularly interview people who are actively seeking to disrupt the status quo and address unwarranted biases. ​[Kimberle Crenshaw](https://en.wikipedia.org/wiki/Kimberl%C3%A9_Crenshaw) coined the term intersectionality and I recommend her work. [Lily Zheng](https://lilyzheng.co/home/) also. [Adam Grant](https://adamgrant.net/) and Brene Brown tackle from different angles. There are a myriad of **podcasts and books** in this space and it continues to grow. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/moxy-blog-banner-horizontal-1712121638762-compressed.png) ### ​ **How do you think a collective approach, as advocated by the Moxy Movement, can effectively drive positive change in workplace gender dynamics?**​ > Given the inequality that forms the fabric of the society we live in and the workplaces we operate in, a collective approach is the only way to drive lasting change.  Despite the growing spotlight on the issues affecting women in the workplace, many still don’t feel able to **speak out** or **ask for what they want.** Given the extent of this inequality in all areas, women who already have the privilege to work in secure, corporate jobs should use that privilege to start **moving the needle together.** \- **Thank you for joining us on Dharshi's inspiring journey. Feel free to share your own story in the comments or join the movement by sharing your insights on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard!** **In case you also missed our latest post about rising above self-doubt,** **read it [here.](https://blog.itsmoxy.com/moxy-stories-rising-above-self-doubt-alka-guptas-journey-to-leadership-cltz7wubr0027wv397x46y6vr/)** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy Stories: Rising above self-doubt- Alka Gupta's Journey to leadership Author: Unknown Published: 2024-03-20 Category: leadership Tags: investinwomen, career transitions, women in workplaces, career advice, career progression URL: https://blog.itsmoxy.com/moxy-stories-rising-above-self-doubt-alka-guptas-journey-to-leadership-cltz7wubr0027wv397x46y6vr/ ### At Moxy, we believe in inspiring action by highlighting real stories of real women. Meet Alka Gupta, an inspirational leader who's made waves in the business world. As Acting COO at BukuWarung (YC S20), she drove exponential growth and expanded operations across multiple countries and also spearheaded the launch of Grab's food business across 8 countries. Beyond her professional achievements, Alka is a passionate advocate for women in leadership. ![Alka](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/moxy-blog-banner-wide-1710910649609-compressed.png) Introducing Alka Gupta ---------------------- ### ​​Can you briefly share about yourself, your professional journey and the most important milestones that have shaped your career? I'm all about building things. Like, empowering Southeast Asian MSMEs through [BukuWarung](https://www.crunchbase.com/organization/bukuwarung) (we're talking financial superpowers for warung heroes!), leading regional strategies at Grab (think food, rides, payments – I wear many hats!), and now, bringing the fire as CEO of Podium. We're crafting communities that ignite human potential, and let me tell you, it's electrifying! ### Can you share the key strategies that have been crucial in navigating challenges and achieving success in your career? How do you think they can inspire others? > The startup ecosystem can be exhilarating and challenging in equal measure. As a woman navigating this dynamic landscape, I've learned a few key strategies that have helped me along the way. **1\. Embrace your unique perspective:** Don't try to fit into a pre-existing mould. Women often bring different strengths to the table, like a collaborative approach, strong communication skills, and a focus on building relationships. Leverage these strengths to create a leadership style that's authentically you. **2\. Build a strong support network:** Surround yourself with people who believe in you and your vision. This could include mentors, fellow entrepreneurs, or even just friends and family who understand your journey. Knowing you have a support system to lean on during tough times can be incredibly empowering. **3\. Don't be afraid to ask for help:** It's okay not to have all the answers. Asking for help doesn't mean you're weak; it shows you're willing to learn and grow. Seeking guidance from experienced individuals can open doors to new opportunities and equip you with invaluable knowledge. **4\. Celebrate your wins, big and small:** The journey to success is rarely linear. Take the time to acknowledge and celebrate your achievements, no matter how significant they may seem. Celebrating your wins, both personal and professional, can boost your confidence and fuel your motivation to keep going. **5\. Pay it forward:** As you gain experience and success, use your platform to empower others, especially other women in the startup ecosystem. Mentor younger women, share your knowledge, and advocate for diversity and inclusion. Your journey can inspire and pave the way for others to thrive in this exciting world. ### **What challenges have you faced as a woman in the workplace, and how did you overcome them?** **Overcoming Imposter Syndrome**  As the youngest and often the only woman leader in various rooms, I'll admit, I've grappled with my fair share of challenges**.** One of the biggest hurdles has been **overcoming imposter syndrome.** Doubting your own abilities and feeling like you don't belong, even when you're **qualified**, is something many women, myself included, have experienced. To combat this, I've focused on reframing my self-talk. Instead of dwelling on self-doubt, I remind myself of my achievements, the skills I bring to the table, and the value I add to the conversation. **I literally made a 1 pager on why I belong in this room, I would read this every time I was in doubt.** I also actively seek out leadership coaches and peers who believe in me and my potential. Surrounding yourself with a **supportive network** can be a game-changer, as it helps you see your own worth through the eyes of others **Accepting my Leadership style** Another challenge I've faced is navigating the perception that my balanced and peaceful approach to decision-making might be seen as a lack of courage or an inability to disrupt the status quo. However, I've learned that strength doesn't always manifest in loud pronouncements or aggressive tactics. **True leadership**, in my view, lies in the ability to gather diverse perspectives, weigh options calmly, and make well-informed decisions that benefit the collective. I've embraced my **unique approach** and even found it to be an asset. My calm demeanor allows me to foster a more inclusive environment where everyone feels heard and valued, ultimately leading to better collaboration and creative solutions. This doesn't mean I shy away from making tough decisions, but rather that I strive to do so with **thoughtfulness and respect** for all involved. Breaking Boundaries: Innovating Diversity and Inclusion Beyond Policies  ------------------------------------------------------------------------ ![Alka ](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/3-1710910031722-compressed.png) ### In fostering a culture of diversity and inclusion, what innovative steps do you think organizations should take beyond traditional policies?  > To foster a culture of diversity and inclusion, organizations must embrace innovative approaches that transcend traditional policies. Let's delve into three essential strategies to reach this objective. **1\. Embrace flexible work arrangements:** Programs like **job sharing** allow individuals with diverse needs and responsibilities, especially women and caregivers, to contribute their talent while maintaining a healthy work-life balance. This can attract a wider pool of talent and unlock the potential of individuals who might otherwise be unable to commit to traditional full-time roles. **2\. Redefine what "equality" means:** Move beyond simply aiming for **equal representation** in the workforce. True equality takes into account individual circumstances and needs. It's about creating an environment where everyone feels **empowered** to contribute their unique strengths and perspectives, regardless of their background or work style. **3\. Focus on the "what" and not the "when":** Shift the focus from the time spent at work to the **outcomes delivered**. This empowers individuals to work in ways that suit their best performance, whether it's condensed hours or flexible schedules. This not only fosters trust and respect for individual work styles, but also benefits the organization by attracting and retaining talent who are results-oriented and efficient. ### **From your perspective, why is it crucial for HR and CEOs to actively listen to the voices of female employees?**​ **Addressing specific challenges:** Women often face unique challenges in the workplace, such as unconscious bias, microaggressions, and the juggle of work-life balance. By **actively listening** to their concerns and experiences, HR and CEOs can gain a deeper understanding of these challenges and develop strategies to address them proactively. This not only creates a fairer and more equitable workplace but also removes barriers to female employees' success. What message would you like to convey to other women who may be hesitant to share their stories or voices in the workplace? > The one whispering doubts, questioning your worth, and urging you to stay silent. To that voice, I say this: **Do not listen.** Your voice matters. Your story matters. Your unique perspective, your experiences, your strengths – they are all valuable assets that deserve to be **heard**. The world needs your contribution, not just for the sake of diversity and inclusion, but because you bring something **truly special to the table.** Sharing your voice can be daunting, and that's okay. We've all grappled with self-doubt, with the fear of judgment or being seen as "difficult." But remember, staying silent doesn't make those challenges disappear. In fact, it can amplify them, leaving you feeling unheard and unseen. Your voice has the power to change the world, starting with your own corner of it. ### Reflecting on your experiences, what piece of advice would you give to your younger self when starting your career, and how might it resonate with emerging women leaders today? > Believe in yourself, unapologetically. It's easy to get caught up in comparing yourself to others, feeling like you need to conform to some unspoken standard or fit into a pre-existing mold. But trust me, the world needs your **unique voice, your authentic perspective, your unwavering spirit.** Don't dim your light to fit into someone else's shadow. Embrace your **individuality**, the very things that make you different, for they are your greatest strengths. \- **Thank you for joining us on Alka's inspiring journey. Feel free to share your own story in the comments or join the movement by sharing your insights on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard!** **In case you also missed our latest post about the power of authenticity, motivation & active listening, read it [here.](https://blog.itsmoxy.com/moxy-stories-the-power-of-authenticity-motivation-and-active-listening-with-carine-tan-cltedxq5r0007ctfq6d9i5e3l/)** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy Stories: The Power of Authenticity, Motivation & Active Listening with Carine Tan Author: Unknown Published: 2024-03-05 Category: investinwomen Tags: investinwomen, career transitions, work life balance, career advice, career progression URL: https://blog.itsmoxy.com/moxy-stories-the-power-of-authenticity-motivation-and-active-listening-with-carine-tan-cltedxq5r0007ctfq6d9i5e3l/ ### At Moxy, we believe in inspiring action by highlighting real stories of real women. Today, we present Carine Tan, a seasoned professional with 16 years in category management. Join us as we explore Carine's experiences and insights, where she encourages embracing one's personality, motivations and encourages active listening from HR and CEOs. ![Carine Tan](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/4-1709652892024-compressed.png) Introducing Carine ------------------ ### **Can you briefly share about yourself, your professional journey and the most important milestones that have shaped your career?** Hello, my name is Carine and I have over 16 years of experience in **category management** for the consumer goods/lifestyle industries. I've worked with companies like Nike, Sephora, Hasbro, and my most recent stint is with Adidas as a **Category Director for APAC.**  A pivotal moment in my career was when I chose to relocate to Shanghai, China at the age of 29, despite it only being a lateral move. This experience provided invaluable international exposure in a dynamic market, highlighting the importance of continuous learning and adaptability in staying relevant. ### **Can you share the key strategies that have been crucial in navigating challenges and achieving success in your career? How do you think they can inspire others?** > Look beyond short-term gains when considering job offers; instead, think about how each role can contribute to building and shaping your career. Career planning is crucial, especially in Singapore where it's often lacking. I've been fortunate to work in companies where **career planning and goal setting** are equally, if not more important than appraisal exercises. This approach has helped me view jobs as building blocks toward my goals, even if they may not seem exciting initially. I've seen individuals stagnate in their careers due to a lack of planning, which is why I advocate **taking control of your career path** and considering how each job can shape your future. ​ ### **Can you highlight a professional triumph that not only elevated your career but also contributed to the overall success of the organization?** During my time at Nike Greater China, I collaborated with a cross-functional team to successfully revitalize the sports bra business from 2012-2016. Despite facing initial challenges and doubts about the market, we persevered in driving growth for this business segment. By identifying and addressing issues such as product fit, education, and retail support, we achieved significant expansion and growth. This experience taught me the importance of **not accepting failure at face value,** but rather understanding and systematically addressing underlying issues, a skill that has been instrumental in turning around several consumer goods categories in my subsequent career. ### **What challenges have you faced as a woman in the workplace, and how did you overcome them? ** > My advice is to understand your motivations, stay true to yourself, and find those who celebrate you in your work. I've always been outspoken, driven by curiosity and a desire to learn, which leads me to speak up and ask questions in meetings. I thrive in discussions where **diverse viewpoints** help us find the best approaches for business growth. However, this trait may not be common for a female from Southeast Asia, as some male colleagues have found it intimidating and openly shared that opinion with me. Initially, I felt ashamed and tried to be more reserved, but I soon realized the importance of **embracing my personality and motivations,** which are centered around learning and achieving the best outcomes for the business. I've stayed true to myself and surrounded myself with people who value these qualities, finding inspiration from admired leaders.  ### **In fostering a culture of diversity and inclusion, what innovative steps do you think organizations should take beyond traditional policies?**  The DEI team shouldn't be silent contributors; instead, they should **actively engage employees in understanding DEI beyond just policies.** An example would be at Adidas, where the Women’s Network provided a forum for women to connect, empower each other, and champion DEI. These meetings were open to all employees, sponsored by the senior leadership team, and created a safe space for discussing topics to help women navigate the workspace. Through these meetings, male colleagues have also shared that they gained valuable insights, enabling them to better support women in the workplace and be more sensitive to situations that may have been biased but considered the norm. The Crucial Role of Active Listening, Collective Support, and Authenticity -------------------------------------------------------------------------- ![Carine Tan](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/copy-of-sometimes-those-that-are-a-little-further-removed-can-give-you-a-very-different-perspective-1709648674484-compressed.png) ### From your perspective, why is it crucial for HR and CEOs to actively listen to the voices of female employees? Women often face unfair labels like “too quiet,” “too intense,” “too aggressive,” or “too emotional”, which can limit their potential. Addressing these biases through **active listening by HR and CEOs**, can foster a more inclusive environment where women feel empowered to contribute fully, benefiting both women and the organization as a whole. Creating a workplace where everyone can thrive and contribute their best, regardless of gender, is essential. Many biases and social norms have also gone unaddressed due to a lack of safe spaces for female employees to speak up, leading to a lack of awareness of their impact. Through active listening, HR and CEOs can become aware of these situations and work to avoid them, **creating a more equitable workplace. ** ### **What message would you like to convey to other women who may be hesitant to share their stories or voices in the workplace?** > You are not alone. If you are feeling a certain way, chances are that many others are feeling the same way too.  Find a group of people you trust and **be open and vulnerable about your feelings**. They can serve as a sounding board and validate your feelings, helping you approach situations with more confidence. If you struggle to speak up in a group setting, remember the spotlight effect - chances are, others won't be as bothered by your comments as you think. Be brave, speak up, and don't let fear hold you back from sharing your voice and stories. ### **Reflecting on your experiences, what piece of advice would you give to your younger self when starting your career, and how might it resonate with emerging women leaders today?** The earlier you figure out who you are and what you stand for, while still accepting yourself, the sooner you will **find joy.** Avoid the traps of trying to be someone else,  overcompensating due to insecurity or hanging around naysayers. Remember women don’t need to compete or undermine each other; we can all succeed by **supporting and uplifting one another,** it's not a zero-sum game. Celebrate, support, and encourage one another, the impact of such positivity can be truly transformative. \- **Thank you for joining us on Carine's inspiring journey. Feel free to share your own story in the comments or join the movement by sharing your insights on [Moxy Movement](https://tally.so/r/3joN4x) to make your voice heard!** **In case you also missed our latest post around navigating maternity leave and returning to work, read it [here.](https://blog.itsmoxy.com/moxy-stories-navigating-career-transitions-with-nina-conseil-clsig687q0029imrt141c5nus/)** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy Stories: Navigating Career Transitions with Nina Conseil Author: Unknown Published: 2024-02-12 Category: leadership Tags: career transitions, work life balance, career advice, career progression URL: https://blog.itsmoxy.com/moxy-stories-navigating-career-transitions-with-nina-conseil-clsig687q0029imrt141c5nus/ ### **At Moxy, we believe in inspiring action by highlighting real stories of real women.** **Today, get to know Nina Conseil, a seasoned professional with over 20 years of expertise in data-driven marketing and customer experience. Join us as we delve into Nina's journey, where a growth mindset and building relationships take center stage in successfully navigating career transitions.** ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/sometimes-those-that-are-a-little-further-removed-can-give-you-a-very-different-perspective-1707841785805-compressed.png) Introducing Nina ------------------- ### **Can you briefly introduce yourself to our audience and share a little about your career journey?** ​I spent my early years in southern Germany, being the eldest among three siblings. The allure of travel captivated me at a young age, culminating in the definite departure from my parents' home at 18 to study in the UK. Embracing a **nomadic lifestyle** alongside my French husband and our two daughters, we've had the privilege of calling various countries across Europe, North America, and Asia our home. While my roots lie in marketing, my professional journey has seen me assume roles in both Marketing and Product Management in B2C, concentrating on **enhancing Customer Experience** in Retail and Financial Services. More recently, I've expanded my horizons into the realm of **B2B and Partner Experience** within the dynamic landscape of the Tech industry. **Navigating change** ------------------------ ### **You've relocated countries multiple times, changed industries, and managed parenthood while progressing in your career. What key lessons have you learned about harnessing your potential / achieving your goals in these diverse situations?** > Embracing change with an open heart and trusting my instincts has been my guiding light in navigating diverse situations. I wish I could say it was all a well laid out plan, but to be very honest, my career path had as much to do with listening to my gut as it had with looking for new challenges. I believe that the **red thread** in my career has been all about building relationships and driving alignment in objectives, whether internally or with clients. This has been the pilot light in what I look for in a role no matter what the industry vertical or domain. In my experience, **good and open communication**, as well as always assuming positive intent, has been what has allowed me to navigate challenging situations, both professionally as well as juggling a growing family.  I would be lying if I said that I have never felt the pressure of being successful in business while also trying to be the **perfect mum and partner.** It took me a long time to accept the concept of quality vs quantity, especially as relates to the time with children and that being passionate about my job was not something I should not have to be ashamed of. I was also lucky to have always worked for companies and managers that had a good understanding of the importance of **balancing business and private life.** ### **Could you share a specific instance where staying open to new opportunities played a significant role in your career progression?** I came into my last role at [VMware](https://www.vmware.com/sg.html) almost by accident. On recommendation of a friend, I reached out to the VP of Partner and Commercial APJ at VMware in Singapore. My intention was to have a coffee chat about my career so far, and how to position my multi-disciplinary CV in Asia, as I felt recruiters were struggling with not being able to pigeon-hole my resume. This relaxed and open chat led to an **opportunity with VMware**, a company in an industry vertical that had never really been in my peripheral. I was surprised that the leadership team thought I could add value; my professional background felt just _“too different”._ But it was exactly this difference that was to be my value-add.  Bringing a different perspective, a different culture. The learning curve was steep and I had to learn to abandon the idea of “needing to know it all”. I was forced to dig deep and trust my experience and instincts more than ever. To listen in a way that would allow me to cast certain things aside and not let myself be distracted by “not understanding everything”. I remember my manager saying to me early on _“Nina, you are not competing in a 100m dash, you are running a marathon, pace yourself!”_ **And she was right.** The first 12 months were humbling and challenging and oftentimes frustrating. But they taught me to attain new levels of **resilience and perseverance** and I was rewarded with the confirmation that at a certain point in one's career, experience transcends pure functional knowledge. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/sometimes-those-that-are-a-little-further-removed-can-give-you-a-very-different-perspective-1707841437794-compressed.png) ### **In your experience, how important is having the right support network when navigating career changes and challenges?** > Building a strong support network with mentors and allies, I seek diverse perspectives, often finding valuable allies outside my department for a broader outlook. The right support network is everything. **Mentors, allies and friends** are crucial to have as a sounding board, to help course correct and often to help see things we do not recognize in ourselves. I always look for allies in any new company early on, and they rarely come from the same department. They are usually people who are able to give me the **bigger picture.** ### **Can you share a moment in your career that truly energized you, when you realized that opportunities and people who supported you were available?** The most energizing moment of my career was actually when I was **in between jobs**. I had just arrived in Singapore and realised quickly that being a **trailing spouse** was not for me. I enjoyed having more time with the children but I also wanted to fill those hours when they were in school with something meaningful. This led me to starting to volunteer for [She Loves Data](https://www.linkedin.com/company/shelovesdata/) as the head of the Singapore chapter. This role allowed me to pour all my passion into helping women advance in their careers and creating an environment for them in which they could safely explore new professional domains.  Not only did I feel good about the impact my work was having, but more importantly it connected me with so many **like-minded volunteers**, many of which have become mentors and some even dear friends. ### **What advice would you give to individuals who may be facing similar challenges or transitions in their careers? How can they find the inspiration and support they need?** Always dare to step out of your **comfort zone**. Ask for **feedback,** both from your managers and also from those who you might manage. Build a support network with mentors both inside and from your domain. Sometimes those that are a little further removed can give you a very different perspective. If you can, invest in **business coaching** when you feel you are bumping up against similar challenges again and again. \- **Thank you for joining us on Nina's inspiring journey. Feel free to share your own story in the comments or reach out if you have a story that can inspire other women or organizations.** **In case you also missed our latest post around navigating maternity leave and returning to work, read it** [**here.**](https://blog.itsmoxy.com/moxy-stories-navigating-maternity-leave-and-returning-to-work-clo2m0g6b09481vmul9pwvj9r/)**​** --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Moxy stories : Navigating Maternity Leave and Returning To Work Author: Unknown Published: 2023-10-23 Category: motherhood Tags: maternity leave, career transitions, returning from maternity, diversity equity inclusion, motherhood URL: https://blog.itsmoxy.com/moxy-stories-navigating-maternity-leave-and-returning-to-work-clo2m0g6b09481vmul9pwvj9r/ ### At Moxy, we believe in inspiring action by shining a spotlight on the voices of women. Today we have Elle Cheng, Diversity & Inclusion leader, APAC at Avery Dennison who is here to share more about how she navigated her maternity leave and transitioned back to work after becoming a mother earlier this year. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/elle-copy-2-1698048850490-compressed.jpeg) Getting to know Elle -------------------- ### Hi Elle! Can you briefly introduce yourself to our audience and share a little about your career journey?​         Hello, thanks for having me. I am Elle Cheng. I graduated as a marketing major, honed my data analytical and storytelling skills in the market research field for 5 years, jumped to strategic marketing and then global marketing role involving communications for 7 years. 3 years ago, I pivoted to Diversity, Equity & Inclusion in my current company. The thread across my career moves was my fascination with human psychology, admiration of diverse cultures, and what makes a person tick as a result of their culture and past experiences. Transitioning back to work  --------------------------- ###  Many women face challenges when returning to work after maternity leave. How did you navigate this transition? > Encountering the concept of "matrescence" really helped me.         Firstly, encountering the concept of "matrescence" really helped me. It is similar to "adolescence" for teenagers transiting to adulthood, while "matrescence" is for women transiting to motherhood. Having a word to understand this transition takes longer than the 4 month maternity leave, gave me more patience and self-compassion towards myself, instead of expecting, "Why have I not bounced back to my pre-pregnancy state?" or "Why do I not yet feel myself?". When the sense of frustration and loss comes up, I remind myself, "I am learning, I am changing," and accept I am right in the middle of this transition stage. ### Also, how did your company, Avery Dennison support your transition back to work?         I have my boss to thank. Being a first-time mom and an ambitious woman, I had no idea what to expect. He encouraged me to consider my needs, and offered flexible working arrangements to support my transition back to work if that was what I wanted. As a result, I took 4 months of paid maternity leave, 1 month no pay leave, and 1 month of part time work. ### Communication is key when discussing maternity leave with your employer. How did you approach this conversation with your manager, and what advice would you give to other women on how to effectively communicate their maternity leave needs?        Firstly, it is important to tune in to yourself on what you want - how much time do you want to spend with your child, what are your caregiving arrangements. I spoke to other moms to hear different perspectives - those who could not wait to get back to work, those who came back right after maternity leave, those who had extended leave, and those who left the workforce. I asked the question, "If you would to do it all over again, how would you approach your transition back to work?" A common theme was regret, wishing they could spend more time with their babies in the first year. The babies become more aware of their surroundings from 6 months onwards and separation anxiety makes it hard to be away from their main caregiver(s). This helped me conclude that I wanted to be with my baby beyond 4 months, and I required accommodation and flexibility. As there was an implication financially, I talked to my spouse for support. We were comfortable that I could request for an extra month of no pay leave, followed by a month of part time work. The part time arrangement will be reviewed at the end to determine whether I wanted to go back to full time or stay part time until baby is older. My advise is to talk to different mothers, and tune in to which arrangements resonate most with you. Assess your options and get family support so you are clear on Plan A, B and C when communicating your desired maternity leave arrangement with your boss. Last but not least, your needs change. Keep checking in yourself during your maternity leave as you adjust to this whole new life, and experiment with what works for you. Schedule check-ins wiht your boss mid-point and end of maternity leave to communicate openly on where you are at. So even if you decide to not return to work than previously communicated, it came not as a surprise to the organisation. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/elle2-1698071516237-compressed.jpg) ### How do you envision the future of maternity leave support and workplace inclusivity, and what role do you see yourself playing in advancing these initiatives?         The future of maternity leave support and workplace inclusivity should move away from standardisation, towards customisation and flexibility. Different parents have different needs - for example same sex parents, parents who adopt, mother whose child has special needs, mother who suffered a loss, single parent etc. As a DEI lead, I see myself working with different parties to improve parental benefits and coverage for our employees. ### What advice would you give to individuals who may be facing similar challenges or transitions in their careers? How can they find the inspiration and support they need?         As mothers we tend to put our needs last. Your needs matter, demand to be seen and heard. To find inspiration and support, seek out organisations that support women at work e.g. Moxy, find a coach, or reach out to your network to learn from people you find inspiring. LinkedIn is an incredible tool for seeking advices and networking as well. Thank you Elle for sharing your journey so openly and candidly with us!  ### As a reader, we would love to hear more about how you felt about your own journey navigating motherhood and transitioning back to work as you were reading Elle's story. Drop a line in the comments section below and if you have a story to share that will inspire other women or organizations, please do write to us! In case you also missed our latest post around breaking the maternal wall bias, read it [here](https://blog.itsmoxy.com/breaking-the-maternal-wall-bias-empowering-women-in-the-workplace-clmu6c6er939873uno54777a0q/). --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Breaking the Maternal Wall Bias: Empowering Women in the Workplace. Author: Unknown Published: 2023-09-22 Category: motherhood Tags: women in workplaces, motherhood, maternal wall URL: https://blog.itsmoxy.com/breaking-the-maternal-wall-bias-empowering-women-in-the-workplace-clmu6c6er939873uno54777a0q/ By : Uma Thana Balasingam ### Raise your hand if you’re a mother working or looking for a job. Keep your hand up if you feel that… \- People questioned your commitment to your job after you had children. \- People have directly or indirectly suggested you should work fewer hours. \- Your status as a mother negatively impacted a job interview or performance review ### Now raise your hand if you do not have children. Keep your hand up if . . . \- You worry that you will be perceived differently in your job if you have children. \- People assume you will have children and that it will affect your work. The business world is no stranger to gender biases, and one of the most pervasive and detrimental biases is the "maternal wall" phenomenon. Motherhood triggers assumptions that women are less competent and less committed to their careers. People often assume that women can’t be all-in at work and committed as mothers at home. This assumption has a staggering impact on women’s careers. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/screenshot2018-07-20at6-1695361832317-compressed.png) Beyond missed opportunities, the maternal wall bias has another detrimental consequence: widening the gender pay gap. Studies have shown that mothers often experience a significant setback in their pay scale after having children. \- For instance, according to a study by the National Women's Law Center, mothers in the United States make about 71 cents for every dollar that fathers make. Furthermore, research from the World Economic Forum highlights that the global gender pay gap will likely take 257 years to close at the current rate of progress. \- According to a Harvard Business Review study, women who become mothers are less likely to be promoted and more likely to have reduced job responsibilities. Conversely, when mothers are exceptionally high performers, they are often judged for not being maternal enough. Here are the most common ways Maternal Wall bias can show up in an organization: -------------------------------------------------------------------------------- \- When mothers work out of the office, people assume they’re home with their kids. \- People tend to remember the one time a mother was late but not the numerous days she was on time. \- Mothers may not be offered challenging assignments or promotions because managers assume they don’t have time for extra work. "I don't think this is a good time for her since she just had a baby." \- Mothers may hear judgmental comments like, “I don’t see how you can leave your kids so much. My wife could never do that.” \- Sometimes, mothers are flat-out told that they should be home with their children. \- The presumption that younger women will eventually have children may make them feel as though their career opportunities are limited. Strategies for addressing Maternal Wall bias. --------------------------------------------- ### For Women: **1\. Voice your commitment -** When you return from maternity leave, signal that you remain committed. Request a meeting to discuss your immediate and long-term professional objectives. Ask your manager how you can work to meet those goals. Be sure to highlight anything demonstrating your commitment and value (if you are willing to travel, if your spouse is willing to relocate, etc.). Don’t be afraid to let your manager know if you are the primary earner in your household. **2\. Adjust the way you communicate-**  Be explicit about why you’re out of the office, so people don’t assume you’re taking time off to be with your kids. If you’re traveling for business, briefly describe why you are away in your auto-response email. Many women find it helpful to adjust how they communicate with others when they have family commitments. For example, list family appointments on the calendar as “out-of-office meetings.” While it can be frustrating that we need these tactics, they can help you shape people’s understanding of your commitment to work. **3\. Senior women can set an example -**  Workplaces need to make it acceptable for employees to spend time with their families. If you’re in a senior position, use your authority to make it okay for more junior mothers and fathers to spend time with their children. One way to do this is to let others know when you’re leaving the office for a family-related matter. **4\. Don’t hold yourself to an unrealistic standard -**  Focus on what you’re doing well as a working mother instead of judging yourself. It’s not realistic to always be available to your children, and striving for perfection isn’t good for you or them. ### For Individuals: **\- Challenge Assumptions:** Speak up when you witness bias-driven assumptions. Encourage discussions that focus on qualifications and capabilities rather than personal life choices. Example: The next time you hear, "I don't think this is a good time for her since she just had a baby.", consider taking a stand. Remind your colleague that this project could be a game-changer for anyone involved, irrespective of their circumstances. Encourage them to let the new mom decide whether to take on this opportunity. After all, making assumptions about her abilities based on her motherhood status is unfair and counterproductive to fostering a diverse and inclusive workplace. **\- Promote Choice:** Emphasize that decisions should be based on an individual's choice and that their career aspirations should never be compromised due to stereotypical thinking. **\- Supportive Conversations:** Engage in conversations highlighting achievements and potential, allowing women to showcase their skills without the shadow of bias looming over them. ### For Companies: **\- Training and Awareness:** Implement bias awareness training for employees to recognize and address biases, including the maternal wall bias, in the workplace. **\- Flexible Work Policies:** Offer flexible work arrangements that accommodate various life stages, encouraging a work-life balance and supporting personal and professional aspirations. **\- Equal Opportunity Initiatives:** Proactively assign high-visibility projects to women, mothers included, based on merit and potential rather than assumptions. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/download-4-1695361871592-compressed.jpeg) Empowering women means confronting and dismantling biases like the maternal wall, ensuring everyone can thrive based on their skills, dedication, and aspirations. Let's create workplaces that honor choice, respect, and true equality, where every individual can achieve their full potential, regardless of their journey into motherhood. If you wish to share your experience in your workplace, leave a review on our website [here.](http://www.itsmoxy.com).  Looking for tips on mastering work life integration? Head over to our last blog post [here](https://blog.itsmoxy.com/mastering-work-life-integration-your-key-to-success-and-happiness-cllajabzu110333tqc1czm6un2/). --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Building Your Success Board: Leveraging Mentorship, Sponsorship, and Coaching at every stage Author: Unknown Published: 2023-09-12 Category: leadership Tags: mentorship, career advice, sponsorship, coaching, mentoring URL: https://blog.itsmoxy.com/building-your-success-board-leveraging-mentorship-sponsorship-and-coaching-at-every-stage-clmgedtrf01873uvzx38qwdca/ ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/1520193759501-1694529492137-compressed.jpeg) By : Uma Thana Balasingam In the grand game of professional advancement, every woman is her own unique player, possessing distinct skills, experiences, and aspirations. While her moves are undoubtedly her own, she doesn’t play this game alone. To truly thrive, she needs a reliable team at her side, a 'board' of mentors, sponsors, and coaches, each playing a distinct role in her journey. But how does one assemble this board? How do these roles differ, and how can each be effectively leveraged at different career stages? This comprehensive guide answers these questions, helping every woman craft her personalized strategy for professional growth and ultimate success. From early-career professionals to seasoned leaders, get ready to build your board and elevate your career to new heights. Let's delve deeper into how women at different stages of their careers can effectively design their 'board' of coaches, mentors, and sponsors. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/confident-businesswomen-stand-together-strong-females-entrepreneurs-support-each-other-vector-1694529340387-compressed.jpg) ### **Early Career Stage** ​​ Women are beginning their professional journey at this stage and would benefit significantly from mentorship. Here, the emphasis should be on learning, growth, and understanding the nuances of their chosen field. ### **Designing the Board:** Look for mentors who are experts in your field and can provide advice based on their own experiences. This could include immediate supervisors, professors, or experienced colleagues. At this stage, a coach could also be beneficial to help develop essential skills like effective communication, organization, and leadership. **Mid-C**​**areer Stage**  As women progress to the mid-career stage, they've likely developed a solid understanding of their field. Now, they must focus on visibility, influence, and career advancement. ### **Designing the Board:** Sponsors become critical at this stage. Look for influential individuals within your organization who can advocate for your work and capabilities. Maintain relationships with mentors for ongoing advice, and consider a coach who specializes in leadership, as this is often the point at which many women aim to move into leadership roles. **Senior Level / Leadership Stage** In senior roles or leadership positions, women face new challenges such as strategic decision-making, managing teams, and influencing the organization’s direction. ### **Designing the Board:** A combination of high-level mentors, sponsors, and an experienced executive coach can be invaluable at this level. Mentors can offer wisdom and perspective from their leadership journeys, while sponsors can help create opportunities for visibility and influence within and outside the organization. An executive coach can provide structured support to enhance leadership capabilities and deal with the unique challenges faced at this level. Remember that designing your board is a dynamic process throughout all these stages. The mentors, sponsors, and coaches who are beneficial at one stage may differ from those needed at another. Also, remember that these are broad recommendations, and individual needs can vary. Finally, don’t overlook the importance of serving as a mentor or sponsor yourself as you advance in your career. By supporting others, you strengthen your skills, contribute to your organization, and give back to the professional community. Ultimately, this 'board' is about driving your success and lifting others as you rise. We are eager to hear about your personal experiences in seeking mentorship and sponsorship within your workplaces. Have you encountered challenges or triumphs? What strategies have resonated with you the most? Your valuable feedback is instrumental in shaping a supportive community of empowered women, so let’s continue this conversation on [Moxy's website](http://www.itsmoxy.com), where your voice can help build better workplaces for women. In case you missed it, check out part 1 of our article here on tips to get the right level support here : [Demystifying Mentorship, Sponsorship, and Coaching: A Guide for Women](https://blog.itsmoxy.com/demystifying-mentorship-sponsorship-and-coaching-a-guide-for-women-cllbssao1163993unb7vhklkgm/). --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Demystifying Mentorship, Sponsorship, and Coaching: A Guide for Women Author: Unknown Published: 2023-08-15 Category: leadership Tags: mentorship, women in workplaces, sponsorship, coaching, career progression URL: https://blog.itsmoxy.com/demystifying-mentorship-sponsorship-and-coaching-a-guide-for-women-cllbssao1163993unb7vhklkgm/ **By : Uma Thana Balasingham** Navigating your professional life can be challenging. With a myriad of decisions to make, paths to pursue, and skills to master, it’s easy to feel overwhelmed. Understanding the power of mentorship, sponsorship, and coaching is a fundamental step to making these challenges more manageable. Often conflated or misunderstood, these three kinds of support offer distinct benefits. Here's how you can differentiate between them and leverage each one effectively. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/careeradvancementforwomen-1692074195074-compressed.jpg) ### **_Mentorship_** A mentor is someone who has walked the path you are currently on and has the wisdom and experience to guide you. They are seasoned professionals who share their knowledge, experience, and insights to help you grow and navigate your own path successfully. They provide advice, help problem-solve, and offer emotional support. * **How to leverage mentorship:** Find someone who you respect and admire within your field. They should be someone who embodies the kind of professional you aspire to be. Reach out to them, express your admiration and your desire to learn. Ask if they would consider mentoring you. Remember, a successful mentorship is a two-way street. The relationship should be reciprocal, with both parties benefiting. Read more [here](https://blog.itsmoxy.com/cracking-the-code-a-fail-proof-formula-for-women-to-secure-powerful-mentorship-cllavul11415663tqcv6lk48wt/) on how to secure powerful mentorship. ### _**Sponsorship**_ ​Sponsorship goes beyond the advisory role of mentorship. A sponsor is a senior-level professional who advocates for you within your organization or industry. They have the power and influence to help you land significant opportunities, like promotions or high-profile assignments. * **How to leverage sponsorship:**\* Prove your worth. Consistently excel in your work and demonstrate your potential. Make your ambitions known to potential sponsors and show them how your success can also benefit them. It’s also helpful to build a diverse network of connections, because you never know who might be willing to advocate for you. ### _**Coaching**_​ A coach differs from a mentor and sponsor in that they're typically not in your field and don't necessarily have the experience in your specific industry. They are trained professionals who provide a structured approach to improve your performance, develop leadership skills, and reach specific goals. They're focused on the 'how' - how to enhance your skills, how to overcome challenges, and how to reach your goals. * **How to leverage coaching:** Clearly define what you want to achieve from the coaching relationship. Are you looking to develop specific skills, like public speaking or strategic thinking? Or are you hoping to manage your work-life balance better? Be open to feedback and willing to change. Recognize that growth often involves stepping outside of your comfort zone. While mentorship, sponsorship, and coaching have distinct roles, they are not mutually exclusive. They can complement each other in your professional journey. A mentor can provide advice and share experiences, a sponsor can help you advance within your organization, and a coach can work with you to develop specific skills. Understanding these differences and utilizing each can prove instrumental in your career advancement. ![Source : https://www.encounteryourpotential.com/post/difference-between-a-coach-mentor-and-sponsor](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/screenshot-2023-08-15-at-12-1692073783484-compressed.png) Every woman's career path is unique, so it's essential to understand these relationships and apply them as it suits your needs. Utilizing these resources means you're not just surviving in the professional world - you're thriving. So, start seeking out mentors, experienced individuals who can provide guidance and insights based on their own journeys. Additionally, attracting sponsors, influential figures who can advocate for your advancement, can open doors to new opportunities and visibility. And don't overlook the value of considering coaches who can help you develop specific skills and strategies. You'll be amazed at how cultivating and nurturing these relationships can profoundly transform your career trajectory, propelling you towards unprecedented success. Are you curious about how you can design your 'board' of coaches, mentors, and sponsors? We'll delve deeper into this strategic process, exploring how to identify the right individuals who align with your aspirations and values. Our next article will provide practical insights on how to foster these relationships, establish mutual trust, and maximize their impact on your professional journey. Stay tuned for a comprehensive guide on curating a network that fuels your growth and propels you towards unparalleled achievement. Your tailored support system awaits! We are eager to hear about your personal experiences in seeking mentorship and sponsorship within your workplaces. Have you encountered challenges or triumphs? What strategies have resonated with you the most? Your valuable feedback plays a crucial role in shaping a supportive community of empowered women. Let’s continue this conversation on [Moxy](http://www.itsmoxy.com), where your voice becomes a catalyst for building more inclusive and equitable workplaces for women. Together, we can drive positive change and inspire the next generation of female leaders. Access more career resources here :  * How to secure powerful mentorship :  ​[https://blog.itsmoxy.com/cracking-the-code-a-fail-proof-formula-for-women-to-secure-powerful-mentorship-cllavul11415663tqcv6lk48wt/](https://blog.itsmoxy.com/cracking-the-code-a-fail-proof-formula-for-women-to-secure-powerful-mentorship-cllavul11415663tqcv6lk48wt/)​ * Mastering work life integration : [https://blog.itsmoxy.com/mastering-work-life-integration-your-key-to-success-and-happiness-cllajabzu110333tqc1czm6un2/](https://blog.itsmoxy.com/mastering-work-life-integration-your-key-to-success-and-happiness-cllajabzu110333tqc1czm6un2/)​ * How saying NO can conquer workplace burnout :  [https://blog.itsmoxy.com/how-wellbeing-days-and-saying-no-can-conquer-workplace-burnout-cll4sh22x115133tmqo95pohl8/](https://blog.itsmoxy.com/how-wellbeing-days-and-saying-no-can-conquer-workplace-burnout-cll4sh22x115133tmqo95pohl8/) --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## How Barbie Can Inspire Change in Workplaces for Women. Author: Unknown Published: 2023-08-15 Category: leadership Tags: workplace , women in workplaces, barbie, career advice URL: https://blog.itsmoxy.com/how-barbie-can-inspire-change-in-workplaces-for-women-cllbs14fh143723unbu51uc4ap/ By : Khatija Aslam I can't remember the last time I visited the Barbie aisle. It always seemed like a vain pursuit, and I thought I had outgrown it. However, after watching the recent Barbie movie, I am curious to check out that part of the toy store again. The movie showcased how Barbie has evolved over the years to represent more than just a single idealized body type and look. It highlighted the importance of embracing differences and accepting ourselves and others for who we are. This message is particularly relevant to our mission at Moxy. We believe in building workplaces that are truly inclusive and equitable, and our platform enables employers to think beyond the traditional solutions and consider what else can be done to retain female talent, build supportive, equitable workplaces, and close the gender gap in leadership positions. Here were some of my key highlights from the movie : **Challenging unrealistic expectations:** The movie delves into the pressures women face in the workplace, striving to be exceptional and perfect like Barbie. It critiques societal norms and highlights the hypocrisy of labeling assertive women as "bossy." It calls for recognizing the diversity of women's aspirations and choices, addressing the oversight of essential workers and those who choose not to work. The key message empowers women to break free from unrealistic standards and support each other's unique journeys. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/cf99421d-6a8a-42a9-ad73-447e82f1da76-barbie-movie-040423-08-2000-fe100670c5124669aaf64bc5cb55c54b-1692072721398-compressed.jpeg) **A Seat at the Table :** Barbie's diverse roles contrast with the real-world gender gap in leadership positions. As she enters Mattel's headquarters, the film sheds light on the gender disparity in C-Suite roles, where women represent only 24% despite comprising 42% of the workforce globally. The movie advocates for progress towards gender balance in leadership, demanding equal opportunities and representation for women at every level. **Embracing Intersectionality :** While the movie did not address all the diverse issues face by women, it still did a great job challenging unrealistic expectations. Gloria's (the mother and receptionist at Mattel) monologue so tear jerkingly highlighted the burden placed on women to cater to everyone and everything, emphasizing the impossibility of meeting such expectations and asserting the need to lift each other up and work together to combat systemic inequalities. ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/rev1barbietp0004highresjpeg-1692072889553-compressed.jpeg) --- Aside from their amazing partnerships & collaborations, I think Barbie did a great job in amplifying the challenges and complexities women encounter across societies and workplaces today. So in case you haven’t seen the movie, **\*and here comes my shameless plug\*** you can now watch it in Gold Class with your partner/friend/colleague by submitting a review on [our website here](http://www.itsmoxy.com). ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Access more career resources here :  * How to secure powerful mentorship :  https://blog.itsmoxy.com/cracking-the-code-a-fail-proof-formula-for-women-to-secure-powerful-mentorship-cllavul11415663tqcv6lk48wt/ * Mastering work life integration : https://blog.itsmoxy.com/mastering-work-life-integration-your-key-to-success-and-happiness-cllajabzu110333tqc1czm6un2/ * How saying NO can conquer workplace burnout :  https://blog.itsmoxy.com/how-wellbeing-days-and-saying-no-can-conquer-workplace-burnout-cll4sh22x115133tmqo95pohl8/ --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Cracking the Code: A Fail-Proof Formula for women to Secure Powerful Mentorship Author: Unknown Published: 2023-08-14 Category: leadership Tags: mentorship, leadership, mentors URL: https://blog.itsmoxy.com/cracking-the-code-a-fail-proof-formula-for-women-to-secure-powerful-mentorship-cllavul11415663tqcv6lk48wt/ ### **By : Uma Thana Balasingham** ### ### Some companies offer direct mentorship programs and some don’t. In this article, we explore a tried-and-tested formula and some top tips for women seeking mentors, enabling them to build strong and meaningful mentorship relationships. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/women-entrepreneurs-1089092-1646810445-1692071619952-compressed.jpg) ### Before seeking mentors, take the time to introspect on your goals and define what you want to achieve through mentorship i.e. getting that promotion, navigating a difficult conversation, improving your presentation skills, switching industries. Identify your strengths and areas for improvement. Having clarity on your goals will help you find mentors who can best support your journey. **2.Identify Potential Mentors:** Consider people within your network with whom you share a good rapport and respect. Look for individuals whose accomplishments and values align with your aspirations. These could be colleagues, senior executives, or even professionals outside your organization. **3.Start with a Genuine Request:** Approaching someone to be your mentor doesn't have to be intimidating. Begin by asking for a small amount of their time—perhaps no more than 30 minutes. Frame your request around seeking their advice in an area where you admire their expertise. For instance, you could say, "I have always admired your presentation and story-telling skills. May I ask for 30 minutes to get feedback and learn how you do it?" This approach demonstrates your respect for their time while showing a sincere interest in their guidance. **4.Show Appreciation and Take Action:** After your initial conversation, it's essential to follow up with your potential mentor and share the action steps or learnings you took away from the discussion. Mentors deeply value knowing that their insights were beneficial and had a positive impact. Express gratitude and share how their advice has influenced your decisions or actions. This strengthens the mentorship bond and showcases your commitment to growth. **5.Request Another Piece of Advice:** As your relationship with your potential mentor evolves positively, don't hesitate to ask for further guidance. Building a mentoring relationship is an organic process that develops over time. Requesting additional advice shows that you value their input and are invested in learning from them. Remember, mentorship is not about having one momentous conversation but a series of meaningful interactions that lead to growth. **6.Repeat. This Evolves into a Mentoring Relationship.** Effective mentorship relationships are nurtured through consistent communication. Follow up with your mentor and keep them updated on your progress and challenges. Your dedication to the process will demonstrate your commitment to self-improvement, which mentors will respect and appreciate. Lastly, embrace a board of mentors! Diversity in mentorship can be invaluable. Seek mentors from various backgrounds, such as one within your chain of command, one outside your chain of command, and one from a different industry or field. Each mentor can provide unique perspectives and support. **Top Tips for Mentees:** **Avoid the Direct "Will you be my mentor" Question** Asking someone to be your mentor directly can be overwhelming and put unnecessary pressure on both parties. Instead, focus on building a connection based on mutual respect and shared interests. **Respect Your Mentor's Time** Recognize that your mentor's time is valuable, so be mindful of the commitments you make. Prepare well for your interactions and ensure that you utilize their guidance effectively. **Embrace Feedback** View feedback as a gift—a valuable opportunity to learn and grow. Embrace constructive criticism and use it to refine your skills and strategies. **Build Trust**​ Trust is the foundation of any successful mentorship relationship. Be open, honest, and authentic with your mentors. Show your dedication and willingness to put their advice into action. **_"The most important mentoring I've had in my life hasn't always been formal. There are rarely moments where you officially declare someone your mentor and go schedule advice-getting time in your calendar. It's really just about developing relationships with individuals who you admire and can relate to"_**\-- Melinda Gates [here.](https://www.cnet.com/tech/tech-industry/for-women-in-techs-male-culture-mentoring-matters-melinda-gates/)​ **Conclusion:** Mentorship is a powerful force that can drive women to achieve greatness in their personal and professional lives. By following the formula and adopting the key strategies and tips outlined in this article, women can confidently approach potential mentors and embark on a journey of growth and empowerment. Remember, mentorship is not just about formalities; it's about developing meaningful relationships with individuals you admire and respect, much like Melinda Gates wisely stated. So, take the leap, seek out mentors, and unlock the doors to a brighter, more successful future. We are eager to hear about your personal experiences in seeking mentors within your workplaces. Have you encountered challenges or triumphs? What strategies have resonated with you the most? Your valuable feedback is instrumental in shaping a supportive community of empowered women so let’s continue this conversation at [](https://www.itsmoxy.com/)[by clicking HERE](http://www.itsmoxy.com) where your voice can help build better workplaces for women. ### ### Looking for more advice? Check out our latest post on [mastering work-life integration](https://blog.itsmoxy.com/mastering-work-life-integration-your-key-to-success-and-happiness-cllajabzu110333tqc1czm6un2/). ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/wedumentoring542-l-1692071812346-compressed.jpg) ### --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Mastering work life integration : your key to success and happiness! Author: Unknown Published: 2023-08-14 Category: work life balance Tags: work and life , work life integration, burnout, work life balance URL: https://blog.itsmoxy.com/mastering-work-life-integration-your-key-to-success-and-happiness-cllajabzu110333tqc1czm6un2/ ### The eternal question for female professionals has always been, **‘How can I have it all?'** ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/download-6-1692016843753-compressed.png) In a fast-paced, post pandemic world, striking a balance between personal and professional life has become more crucial than ever, particularly for women. Personal aspects, ranging from having a social life to handling motherhood, shouldn’t serve as a hindrance to achieving successes in the workplace. In this article, we'll explore five essential strategies for women to achieve work life integration successfully. We will also discuss how employers can support their female employees in this endeavour by creating a healthy, holistic work environment. ​ **1.Prioritising Self-Care** Creating balance between two competing spheres of your life can often be an incredibly stressful task. Maintaining a regular self care routine has been clinically proven to not only reduce anxiety or depression, but also increase overall satisfaction. This doesn’t have to be an elaborate, expensive routine. Prioritise giving yourself 30 minutes a day, and maybe go on a walk, read a book, or take a nap. Just remember that a spot of me-time isn’t a luxury - it is essential to your mental health, and you owe it to yourself. **2.Finding a Job you are passionate about.** One surefire way to achieve work life integration is to find a job you're genuinely passionate about. When you love what you do, it doesn't feel like work, and you'll find it easier to invest your time and energy into it. Reflect on your passions, interests, and skills, and explore career options that align with them. **3.Boundaries** Drawing clear demarcations between your home life and work life is essential to promote a balance between work and life. Define specific work hours and establish a designated workspace in your home if you work remotely. Communicate these boundaries with your family, friends, and colleagues, so they understand and respect your personal time. By distinctly compartmentalising work and personal life, you'll reduce the chances of burnout as well. **4.Refresh and Recharge** While dedication and hard work are admirable qualities, it is equally important to take time out and recharge. Constantly pushing yourself without breaks can lead to burnout, ultimately impacting both your personal and professional life. Schedule regular breaks, vacations, and relaxation periods to rejuvenate your mind and body. Use this time to create memories with your family, or simply to enjoy some alone time. **5.Delegation** Let's face it: women, more often than not, bear the brunt of household chores and additional work responsibilities, which can be overwhelming. At home, consider hiring help if feasible, try to share tasks between household members, or try to downsize chores overall. At work, an issue that women often struggle with is saying no to work well below their pay grade. Remember that you can ask questions and you can always delegate certain rote, repetitive tasks, and focus on getting through the more essential work. **Employer Support for a Healthy Work Environment** When it comes to work life integration, the onus is not always on the employees. An ideal work environment is also necessary to achieve some kind of balance. 90% of women consider work life balance to be a crucial factor when finding a job\* so employers that offer initiatives like paid family leave, more flexible work schedules that allow for remote working, and more comprehensive benefits, including allowances for counselling or coaching will attract better talent. Consider as well encouraging 'breaks'" during the working day by enabling movement around the office through break out rooms and spaces so employees can feel enabled to take a mental break throughout the day. After all, a healthy, balanced employee is more productive for the company as well. If you are looking for more ideas on how to prioritize work life balance in the workplace, read our article [here](https://blog.itsmoxy.com/how-wellbeing-days-and-saying-no-can-conquer-workplace-burnout-cll4sh22x115133tmqo95pohl8/).​ Achieving work life integration is a continuous journey, and finding the right balance is unique to each individual. No two paths are the same, and to compare is not useful. This process may not always feel perfect, and that’s okay. **If you want to share more about how work life integration looks for you right now and how your employer is supporting you, share your thoughts by rating your company anonymously on** [](https://itsmoxy.com/www.itsmoxy.com)**[our website](http://www.itsmoxy.com)** **today!** 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![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/images-1-1692016724342-compressed.jpeg) ​​ ----- ### --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## How Wellbeing days and saying NO can conquer workplace burnout. Author: Unknown Published: 2023-08-10 Category: work life balance Tags: wellbeing, burnout, work life balance URL: https://blog.itsmoxy.com/how-wellbeing-days-and-saying-no-can-conquer-workplace-burnout-cll4sh22x115133tmqo95pohl8/ ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/shutterstock1413905933-scaled-1691662698727-compressed.jpg) In our relentless pursuit of empowering women in the workplace, we understand the pressing concern of burnout in today's world. While not classified as a medical condition, burnout has a profound impact on individuals' lives. A holistic approach to burnout considers three dimensions: * Exhaustion: The feeling of being physically, mentally, and emotionally drained. * Cynicism and Disengagement: A sense of detachment and disconnection from work and personal life. * Lack of Personal Accomplishment: The feeling of ineffectiveness and diminishing self-worth. So how can companies and women set themselves up for better work life integration and to avoid burnout ? **Nurturing a Culture of Rejuvenation: Prioritizing work life balance with ‘Wellbeing days’** --------------------------------------------------------------------------------------------- Achieving work life balance is crucial to combating burnout and implementing ‘Wellbeing days’ are an excellent way to boost both employee welfare and productivity. It's important to note that there's no one-size-fits-all approach to offering wellbeing days. A recommended starting point could be allocating one day per quarter for employees to focus on their well-being. However, it's essential for managers and employees to regularly evaluate this policy to determine if four wellbeing days per year align with their needs. Clear guidelines should be established on how employees can request these days, ensuring minimal disruption to work. While providing guidance, it's important to avoid being overly prescriptive about how these days should be used, as individuals have different interpretations of what constitutes "health", well-being and work life integration. By incorporating wellbeing days into their culture, organizations demonstrate their commitment to employee well-being and create an environment where individuals can thrive both personally and professionally. ### **Setting Boundaries for Success: Effective Communication and Time Management** Women are generally raised to be people pleasers. We experience a greater fear of conflict, judgment, and rejection. Instead of prioritizing our own needs, we tend to juggle numerous responsibilities, including our jobs, career aspirations, and the needs of our families and friends. Unfortunately, this often leads us to compromise our health and well-being rather than facing the fear of saying "no" or initiating difficult conversations with our managers regarding necessary changes to our working conditions, which should benefit both ourselves and our employers. Fortunately there is still hope. Dominique Antiglio, a sophrologist and wellness expert at the [BeSophro clinic](https://be-sophro.com/), suggests a straightforward solution to combat this troublesome aspect of modern work culture : saying 'no'—and saying it frequently so there is better work life integration. According to Antiglio, saying 'no' is not just a way to reverse the tendency to constantly please others; it is also a method to establish boundaries in our professional lives and develop an approach to work that prioritizes wellbeing and better work life balance. Admittedly, learning to say 'no' can be challenging, particularly if you have spent a significant amount of time saying 'yes.' However, with practice, Antiglio believes it is entirely possible. ![](https://assets.superblog.ai/site_cuid_cll207dd25017123uqvylaizyb0/images/gettyimages-1365685872-1691662723585-compressed.jpg) "The initial act of saying 'no' can be quite daunting," she acknowledges. "It requires courage and confidence. However, saying 'no' is like exercising a muscle—the more you train it, the easier it becomes with each repetition." These are just some initial thoughts to start with for better work life balance and work life integration for both employers and individuals. If you want to share more about your experience in your workplace, share with our wider community by leaving a review [](https://itsmoxy.com/www.itsmoxy.com)[here](http://www.itsmoxy.com). . --- This blog is powered by Superblog. Visit https://superblog.ai to know more. --- ## Sample Page Author: Unknown Published: 2023-08-08 URL: https://blog.itsmoxy.com/sample-page/ This is a page. Notice how there are no elements like author, date, social sharing icons? Yes, this is the page format. You can create a whole website using Superblog if you wish to do so! --- This blog is powered by Superblog. Visit https://superblog.ai to know more. ---