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💡Buying Power, Visibility, and Collaborative Advantage Reflecting on insights from an inspiring fireside chat with the remarkable Edwina Dunn OBE, co-founder of dunnhumby, a global leader in customer data science and the genius behind Tesco's Clubcard launch, my three key takeaways: 1️⃣ Women drive 70-80% of all consumer purchasing through buying power: This isn't just about women participating in the decision-making process; they often are the decision-making unit and shape consumer trends and propel economic growth. Understanding this buying power is crucial for any business looking to thrive in today's marketplace. 2️⃣ You can't be what you can't see: The emphasis on the crucial role of representation and visibility, particularly for women in leadership, resonates deeply. It's not just about breaking barriers; it's about paving the way for future generations. 3️⃣ The power of two in leveraging collaborative advantage: Insights on the transformative potential of collaboration and partnership highlight the path to unparalleled success. Whether it's synergistic co-founder dynamics or strategic alliances, harnessing complementary strengths fuels innovation and competitiveness. Together, we can drive change. #LeadWithInclusion #CollaborativeAdvantage #Innovation

We love seeing progress in our beloved retail industry. As we have discussed on many of our events in 2023, female leaders adopt a considerably different leadership style. They not only focus on the success of the organisation both short-term and long-term, but also ensure that their teams are inspired, empowered and have many opportunities to grow and innovate. On top of that, female leaders look beyond their companies into the impact they make on the world, planet and even how we shape what people think, believe in and how we therefore raise our children. All brands have the power to change the world for the better and many have their purpose tied into bettering people’s lives, the state of Mother Earth and other social and environmental causes. However, it takes compassionate, kind and embracing leaders to put that purpose into action and make it into a profitable business. We love the article in Retail Gazette celebrating that in 2022 31% of all CEO placements in UK retail brands were women (and they are thriving in these positions). Shout out to Lyssa McGowan, Pets at Home, Maddie Smith, The Body Shop, Helen Connolly, New Look, Hannah Gibson, Ocado Retail Ltd, Roisin Currie, Greggs, Shirine Khoury-Haq, Co-op, Leanne Rothwell, Not On The High Street, jan Marchant, Tesco, Sarah Boyd, SEPHORA, Sarah Miles, HUSH, Alison Hands, Co-op, Alison Loehnis, YOOX NET-A-PORTER, #women #retail #womenofretail #womeninretail #female #femaleleaders #womenleaders #leadership #CEO #retailCEO #futureofretail #diversity #inclusion #community #success 

If you would have asked me five years ago about gender bias I would have looked at you with a lot of confusion and uncertainty of what that meant. Truthfully, it was never a topic of discussion amongst the peers in my proximity so it never came to me as an issue that needed to really be addressed. Ever since I joined the Plant Based Foods Association I have had the visibility and opportunity to deepen my understanding around not only gender bias' but DEIJA and what that all entails and how I play a part. Read more about our role in creating an inclusive path towards an equitable food system: https://lnkd.in/gzrscdJd Now here we are as a collective bringing incredible awareness to one of the largest industries in the world on the importance of visibility, awareness and representation within a community I love so much, foodservice. "Breaking Barriers" in the world of innovation goes beyond the sustainable straw that many operators leaned on to check that box... I am thrilled to sit along these incredible women at this years Industry Now Summit in Chicago and discuss this very important topic.

Most of us know about the glass ceiling and how women are making strides in breaking through them. The "glass cliff" is a different story altogether -- one where a woman is brought into leadership position to clean up in a time of crisis, when there's a higher probability of failure. "Naysayers of the glass cliff would probably argue that these women – and those who look up to them – should be pleased that they have finally broken through the glass ceiling, regardless of the circumstances of their appointments. But Prof Ryan said that while having more women in top leadership positions is progress, “if they are more likely to be in such positions in times of crisis we run the risk of reinforcing stereotypes of women not being good leadership”." #goodread #womeninleadership #workplacegenderequality

Although Women's History Month has come to a close, we proudly recognize the outstanding women who drive our supply chain success at Ulta Beauty! This week, we shine a spotlight on the incredible women leaders who exemplify our commitment to promoting from within and investing in talent, attraction, development and retention. From warehouse operations to strategic planning, these trailblazing women demonstrate excellence in every facet of their roles. Today, we want you to hear from Natalia Londono, Supply Chain Industrial Engineer Process Owner: What piece of advice has resonated with you the most? "A piece of advice that resonated with me the most is "It's a marathon, not a race" because it is about sustainable progress, and prioritizing actions and decisions that will have a bigger impact on that long term goal. It's also about embracing the journey, every experience, learning curve, and challenge that comes with that journey." What advice would you give to young women entering your field? "A piece of advice that I would give young women entering the engineering field is to embrace their skills and their strengths. Whether it is problem solving, analytical skills, leadership skills, focus on what makes you special and those unique capabilities that you have built not only in your professional life, but also in your personal one." #UltaBeauty #SupplyChain #WHM

If you are heading to Shoptalk, swing by the Women in Retail Leadership Pavillion, where I'll chat with Liz Harris, SVP of Strategy and Consumer Insights Tapestry, about Leadership, working in a female CEO-led company, and the power of data (of course). Details below. Come to our discussion, or swing by and say hello!

The inclusion of more women in the workplace is essential to us at New Leaf. Giving women across the board more autonomy in the workplace is a crucial step in creating a well-balanced work culture. We aim to empower women from all backgrounds in their roles with us and help them navigate how they can grow. #WomenInLeadership #WorkCulture #Inclusion

We’ve discussed the need for a diverse talent pipeline a few times on this platform, and it’s a main topic of concern for our clients. But why is it so important? This Forbes article illustrates it well – when we don’t address the proverbial elephant in the room (bias and prejudice in the workplace), we miss the opportunity to do better. In 2021, Rosalind “Roz” Brewer was announced as Walgreens’ next CEO. She joined the very small list of Black women leaders on the Fortune 500 list. By September 2023, she was out. It’s been well documented that people of color face higher expectations for success, with less time to achieve it. This is especially true for women of color. Roz’s case is a perfect example of this phenomena working in real time. So, what do we do about it? We recommend first looking at your talent pipeline and how you grow and move leaders up your internal structure. If you aren’t seeing diversity in that pipeline, or if it’s only diverse until you reach certain level positions, start there. Once you’ve addressed how to diversify your pipeline, you can then turn your focus to ensuring that everyone feels supported to succeed. This will challenge how you do business. It won’t be easy. But the pay-off of having diverse leaders is worth it! And if you’re stuck, reach out and tap-in to the expertise at Mirror Mirror Strategies. No matter what you do first, or second, taking a step in the right direction is an accomplishment on its own. Taking another creates momentum, and if you keep walking, you’ll look back one day and see how far you’ve come. We are here to walk alongside you! #DEI #diversity #equity #inclusion #talentpipeline #BlackCEOs #BlackWomenLeaders #MirrorMirrorStrategies  

I have had the privilege of sharing insights on the importance of diversity and inclusion with various organizations. One powerful example that I often highlight in my conferences is the bold campaign by EDEKA ZENTRALE Stiftung & Co. KG Germany’s largest supermarket chain. In this impactful commercial, EDEKA removed all non-German products from their shelves for a day, starkly illustrating how much diversity enriches our daily lives. The empty shelves and the message, “We will be poorer without diversity,” serve as a profound reminder of the value of inclusion in our workplaces and communities. This campaign visually demonstrates why embracing diversity is not just a moral imperative but a business necessity. It highlights how diverse perspectives fuel innovation, foster creativity, and drive better decision-making. It sparked widespread discussion and received both praise and criticism. Some people applauded EDEKA for their bold stance on diversity, while others felt it was a politically motivated marketing ploy I personally shown the video to demonstrate the tangible benefits of diversity and inclusion within multicultural organizations. The response was overwhelmingly positive, reinforcing the critical role that diversity plays in driving organizational success. How do you incorporate diversity and inclusion into your daily operations? Share an example of a moment when diversity in your team led to a significant breakthrough or success? Let’s continue to champion diversity and inclusion in our organizations and beyond. 💼🌍 #Diversity #Inclusion #Leadership #Transformation #Innovation #EDEKA #KeynoteSpeaker #Multicultural #BusinessTransformation --- 👍 Liked this post? ♻️ REPOST to your network 👉 Follow Me for more

The evolution of DEI is bigger than names and labels. In the ever-evolving landscape of diversity, equity, and inclusion (DEI) initiatives, a recent trend has emerged: the rebranding of DEI programs under different names. This shift has sparked debate, with some viewing it as a concession to conservative, anti-"woke" forces, while others see it as a natural evolution reflective of changing times. However, amidst this discourse, one crucial truth remains: the essence of DEI's success lies not in its name, but in its unwavering commitment to fostering inclusive workplaces and cultures of belonging. The decision by some companies to replace the term "DEI" with alternative terminology has raised eyebrows and prompted speculation about the underlying motivations. Critics argue that such efforts represent a bend to pressure from factions seeking to undermine progress in diversity and inclusion efforts. They view it as a step backward in the fight for equality and justice in the workplace. On the other hand, proponents of the name change assert that it reflects a broader evolution in language and discourse surrounding diversity and inclusion. They argue that the term "DEI" may have become laden with political connotations and divisiveness, making it less effective in driving meaningful change. By adopting new terminology, these companies seek to refresh and reenergize their efforts, signaling a commitment to inclusivity that transcends partisan divides. However, amidst this debate over semantics, it is essential to remember the core principles that underpin DEI initiatives: creating environments where all individuals feel valued, respected, and empowered to bring their authentic selves to work. Whether we call it DEI, equity and inclusion (EI), or any other name, the ultimate goal remains unchanged. The success of DEI efforts hinges not on the label attached to them, but on the actions taken to dismantle systemic barriers, address inequities, and promote diversity in all its forms. It requires a holistic approach that goes beyond mere symbolism or rhetoric, encompassing tangible policies, practices, and cultural shifts that foster belonging and opportunity for all. Moreover, the efficacy of DEI initiatives lies in our ability to adapt and evolve in response to changing societal dynamics and organizational needs. Just as language and terminology evolve over time, so too must our approaches to diversity and inclusion. What matters most is not the name we give to our efforts, but the integrity and authenticity with which we pursue them. As we navigate this ongoing discourse surrounding the naming of DEI initiatives, let us remain steadfast in our commitment to the values and goals that underpin them. Let us continue to champion diversity, equity, and inclusion in all their forms, recognizing that true progress lies not in semantics, but in actions that foster a more just, equitable, and inclusive world for all.