Women In Workforce

Many have asked me to comment on Claudine Gay's resignation, given that I interviewed over 500 WOC and many Black women in writing my book, "The First, The Few the Only" (about WOC about power and rising) and because of my academic affiliation. I needed a minute to take it all in. To be clear, I haven't spoken to anyone on campus nor been privy to any insider information. I am going to leave what has happened and why to other posts. Right now, I want to speak to WOC and Black women and say I am saddened, like many of you. It is hard to watch a visible First be pushed out, quit, or step down from any position because we all know how much she had to do to get there and because there are so few of us. Her exit is a grave loss that hurts deeply. Many of us experience "Inclusion Delusion." The conundrum of being highly visible as the first or only in an organization, occupying the seat, and yet managing through daily incidents that make us question if we belong, are respected or have real power. As visible Firsts face public scrutiny, we all pause, question our paths, and relive our weariness.  I want to share some thoughts and advice based on my research: 👩🏽 Firsts often follow the rules because we feel we must. A friend shared, "I wish they had been less obedient," that they had not followed the directions prescribed. I wish that Claudine Gay had spoken from the heart. I wish more had been done and said to make ALL students feel safe on campus.  📣 Advice: It's important to speak our truths and use power wisely while we have it. No one I interview ever tells me they wished they said less, just that they said more. 👩🏽 Firsts are taught as little girls to be 2-4x as good to get to the table. To be "perfect, exceptional, beyond reproach," dare I say heroic.  📣 Advice: You will be forced to overprove, over credentialize, and overperform. Check your levels of sacrifice & exhaustion.  📣 Advice: The questioning doesn't go away even when you get the top seat. Don't be surprised. 👩🏽 Firsts feel pressure to "represent their race." I imagine Claudine Gay felt this most acutely as she was weighing whether to step down. What would her actions signal to those coming after her? 📣 Advice: Take stock of how many tasks and how much you take on beyond the role you were hired to play. You CAN say no when it is too much. 📣 Advice: Sometimes the price of the seat is too high. Toxic culture makes us tox-sick, and sometimes you have to choose yourself. So many of the women reaching out to me are seeing themselves in how this is playing out. They say that if it can happen in the top seats, when does it get better? Easier? Is there any respite? And is it even worth it?   We will not continue to be first, the few, or the only, but in the meantime, we must remember three things: 1️⃣ Our worth is decided by us and only us. 2️⃣ We must find support & community for the long road ahead. 3️⃣ We draw our lines and know when we must choose ourselves.

Being the “only one in the room” isn’t a limitation—it’s an opportunity to lead. When I became one of only a couple of women in an Air Force fighter squadron, I felt the weight of extra scrutiny. Every mistake I made seemed magnified. My inner critic whispered, “Do you even belong here?” "How will what you do impact the reputation of all female pilots?" For a long time, I tried to blend in. But trying to be the same as everyone else didn’t serve me—or the team. Everything changed when I started owning my strengths, building allies, and advocating for myself. Here’s what I learned: 1️⃣ Own your strengths: You don’t need to fit into anyone’s mold. Your unique perspective is your advantage. 2️⃣ Build allies: Success is stronger when it’s shared. Find the people who have your back and lean on them. 3️⃣ Advocate for yourself: Speak up, claim your space, and take the lead without waiting for permission. Diversity isn’t achieved by just being in the room—it’s about making your voice heard once you’re there. If you’ve ever felt like the odd one out, remember this: Your presence brings value. Your perspective matters. The best way to inspire change is to show up fully as yourself. Have you ever felt like the 'only one in the room'? How did you navigate it, and what advice would you give to someone facing the same challenge today❓ Drop it in the comments. Be brave and share your story! ------------------------ Hi, I'm Michelle. I'm a former fighter pilot turned speaker, author, and coach. If you found this helpful, consider reposting ♻️ and follow me for more content like this. #Leadership #DiversityInclusion #WomenInLeadership #BreakingBarriers #AirForcePride #OwnYourStrengths #LeadWithConfidence #BeTheChange

🔻 “Just Say No.” Three words that sound like power, but land like punishment... Because for women, “No” isn’t just a decision, It’s a reputation risk, a relationship gamble, and an emotional weight we carry long after the meeting ends. Women don’t lack the ability to say no. Women lack the permission to say it without consequences. 🧠 When women say no, we don’t just avoid a task. We spend the next 72 hours running mental spreadsheets: “Will I be seen as unhelpful?” “Did I just close a door?” “Will this show up in my performance review as ‘not a team player’?” Meanwhile, the system quietly does its thing: 👉 Women are asked 44% more often than men to take on the tasks no one wants. 👉 The ones that don’t lead to promotions, raises, or recognition. 👉 The “office housework” that keeps things running, and keeps us invisible. 🤔 Why does this keep happening? Because the system assumes women will say yes. Because we’re trained to value harmony over ambition. Because it’s easier for leaders to lean on “the reliable one” than to fix a broken distribution of labor. 🧾 So how do we actually break the cycle, not just in theory, but in Tuesday-at-4pm reality? 1. 𝗦𝘁𝗮𝗿𝘁 𝗿𝗲𝘄𝗮𝗿𝗱𝗶𝗻𝗴 𝘀𝗶𝗹𝗲𝗻𝘁 𝗹𝗮𝗯𝗼𝗿.    If it matters to the business, put it on the record. Add it to goals, KPIs, project charters. Recognition should be measurable, not just “thank you so much, you’re a star.”     2. 𝗘𝗻𝗱 𝘁𝗵𝗲 𝘃𝗼𝗹𝘂𝗻𝘁𝗲𝗲𝗿 𝘁𝗿𝗮𝗽.    Stop asking for “a volunteer” and watching the same women raise their hands. Rotate. Track. Make fairness the default, not convenience.     3. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗲 𝗿𝗲𝗳𝘂𝘀𝗮𝗹.    “No, not this time,” should not require an apology, a nervous smile, or a 7-line justification. A healthy team can absorb boundaries. A dysfunctional one punishes them.     4. 𝗜𝗳 𝘆𝗼𝘂 𝗹𝗲𝗮𝗱, 𝗹𝗼𝗼𝗸 𝗰𝗹𝗼𝘀𝗲𝗿.    If your team’s stability rests on the unpaid emotional and operational labor of a few women, that’s not high performance. That’s quiet exploitation dressed up as “she’s amazing, she just handles everything.”     And here’s the career truth no one puts in the leadership decks for women: 💥The more your value is tied to invisible labor, the harder it is to move. If you want a real career move in 2026, up, sideways, or outside of the company, you need your time back for high-impact work, not an endless stream of “can you just…?” 📆 On 26 November at 7:30pm Singapore time, Uma and I are hosting “𝗛𝗼𝘄 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻 𝗮𝗻𝗱 𝗵𝗲𝗮𝗿𝗱 𝗮𝘁 𝘄𝗼𝗿𝗸 – 𝗖𝗮𝗿𝗲𝗲𝗿 𝗠𝗼𝘃𝗲 𝗘𝗱𝗶𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝟮𝟬𝟮𝟲.” We’ll get practical about three things: What to say no to, what to double down on, and how to make sure the right people actually see the difference. 👇 Join us here: https://lnkd.in/gp2qU5yD 👊 Because your next promotion should not be built on unpaid, uncredited “yes.”

Yesterday I led a workshop for women in private equity, and one theme kept surfacing: self-advocacy feels impossible when you’re already fighting to belong. It's the paradox these women face every day. They need to speak up more to get noticed, but when they do, they risk being labeled “aggressive.” They need to promote their wins, but they’ve been socialized to let their work speak for itself. They need to build relationships and visibility, but the informal networks often happen in spaces where they’re not invited. Nevertheless, self-advocacy isn’t optional, especially for women working in male-dominated industries. Research shows that women’s contributions are systematically attributed to others, that our ideas need to be repeated by men to be heard, and that our expertise is questioned more frequently than our male colleagues’. Self-advocacy isn’t about being pushy or aggressive. It’s about being intentional with your voice and strategic about your visibility. Here are four concrete ways to advocate for yourself starting today: 1. Master the “credit redirect” When someone repeats your idea, immediately respond with: “Thanks, John. I’m glad you’re building on the solution I proposed earlier. Let me expand on that framework…” This reclaims YOUR ownership while maintaining professionalism. 2. Document your wins in real-time Keep a “victory log” on your phone. After every meeting where you contribute, jot down what you said and any positive responses. Reference these specifics in performance reviews and promotion conversations. 3. Practice strategic amplification Find one trusted colleague who will amplify your contributions in meetings. Agree to do the same for them. When they share an idea, respond with: “Sarah’s point about the data analysis is exactly right, and it connects to…” This mutual support system works. 4. Lose the “self-shrinking” language.  Stop saying “I’m sorry to bother you.” Stop saying “Maybe we could…” Stop saying “I’m wondering if…” Stop saying “I’ll make it quick.” Take up space. Make your mark. Trust that you and your ideas are worthy of other people’s time, energy, and attention (and most certainly your own as well.) The reality is that in many industries, we’re still fighting to be heard. But we don’t have to fight alone, and we don’t have to wait for permission to advocate for ourselves. Your ideas deserve to be heard and you deserve credit for the value you bring. What’s one way you’ve learned to advocate for yourself at work? The women in yesterday’s workshop had some brilliant strategies to share too. #womenleaders #privateequity #womeninmaledominatedindustries

If you're in a male-dominated field, you've probably heard: “You have to work twice as hard.” But hard work alone isn't enough. Here's what actually helps you thrive 👇 1️⃣ Own your expertise, don't wait for validation. Many women hesitate to speak up until they feel 100% qualified. Men don't wait, they take space. 👉 Instead of saying: “I think this might work,” say: “Based on my experience, this is the best approach.” Confidence isn't about knowing everything, it's about backing what you do know. 2️⃣ Build a powerful inner circle. Success isn't a solo game. You need allies, not just colleagues. 👉 Find mentors who challenge you. Build relationships with decision-makers. Collaborate with women in your industry. Your circle shapes your opportunities. 3️⃣ Speak up even when it's uncomfortable. Being the only woman in the room can feel intimidating, but silence isn't an option. 👉 Prepare talking points before meetings. Challenge ideas with facts. If interrupted, reclaim your time: "Hold on, I’d love to finish my thought before we move on." Your voice isn’t optional. It’s necessary. 4️⃣ Negotiate without apologizing. Women tend to ask for opportunities. Men often expect them. It’s time to change that. 👉 Don’t say, “Would it be okay if I got a raise?” Say, “Based on my results, I’d like a pay adjustment.” You don’t owe gratitude for fair pay. You deserve it. 5️⃣ Turn bias into strategy. Reality check: bias exists. But you can make it work for you. 👉 If you’re underestimated, surprise them with results. If you’re labeled too ambitious, own it and deliver. If you’re not invited to the table, pull up your own chair. Let bias fuel your success, not block it. 6️⃣ Elevate other women. True success isn’t about thriving alone, it’s about opening doors for others. 👉 Recommend women for leadership roles. Acknowledge their ideas in meetings. Advocate for fair policies. When women support women, industries shift. ✨ Thriving isn’t about fitting in, it’s about standing strong in who you are and making space for others to rise with you. How do you make your voice heard? 💬 #WomenInLeadership #CareerGrowth #LeadershipDevelopment #Empowerment #CareerAdvice

👷🏻♀️Confessions from a woman in a male-dominated industry… 👷♀️ No one hands you a hard hat and a manual on how to navigate being the only woman in the room… so here’s the one I wish I had: Working in manufacturing and construction hasn’t just challenged me—it’s built me. (Pun absolutely intended.) And I wouldn’t trade it for anything. Here’s what I’ve learned: 💁🏻♀️ Confidence and competence? You need both. You can be the smartest one on the job—but if you don’t speak up, no one knows it. Say the thing. Take up the space. You earned it. 👷🏻♂️You don’t have to “act like one of the guys.” to fit in Tried it. Hated it. 0/10, do not recommend. Turns out, being myself—optimistic, bubbly, a little loud—worked way better. Authenticity isn’t a weakness, it’s your edge. 🏗️ Sometimes, you will be the only woman in the room. At first, it’s intimidating. Then one day it clicks: You’re not the only one—you’re one of the women who have made it in. Stay there. 🦺 Boundaries are a career skill (not a personality flaw). This one took me a while to learn. Saying no. Speaking up. Not laughing at “that joke.” You can be kind, professional, and still not tolerate nonsense. All at once. 💯 And yes—it’s 100% worth it. The growth. The grit. The confidence you build when you prove to yourself you can hang in rooms you once felt out of place in? Unmatched. If you’re a woman thinking about stepping into construction (or any male-dominated field)—you don’t need to have it all figured out. You just need to show up… and keep showing up. If you are looking to get into a male dominated industry and want to chat to someone about it, I'm always here to listen and talk. #WomenInConstruction #HeavyCivil #ConstructionCareers #WomenInBusiness #CareerGrowth

Stop saying yes to everything! Women, especially in the workplace, are expected to be agreeable, accommodating, and nice. And because of that, we often find ourselves saying yes to things we don’t want to do, don’t have time for, or frankly, shouldn’t be doing in the first place. “Can you take notes for the meeting?” “Can you just handle this one extra task?” “Can you stay late?” And before you know it, you’re overloaded, exhausted, and wondering why no one else seems to be drowning in extra work. Here’s the truth: Being polite is different from being a pushover. At work, you need boundaries. You need to be able to say, “No, that’s not my responsibility.” Or “I don’t have the bandwidth for that right now.” Without feeling guilty. Saying no doesn’t make you rude. It makes you respected. So next time you’re about to say yes out of habit, pause. Ask yourself: ✔️ Do I actually want to do this? ✔️ Is this my responsibility, or am I just being expected to “help out”? ✔️ What am I saying no to by saying yes to this? Your time is valuable. Your energy is valuable. Don’t give it away just because you’re afraid of saying no. #WomenAtWork #Boundaries #Leadership #WorkplaceGrowth

I tracked every “quick favor” for 30 days. 29 extra work hours per week. $1,657 of unpaid work. This stops now. Here's the playbook successful women wish they had sooner: First, check if you're already in the trap: □ Missing family events (they'll get over it...) □ 50%+ unused vacation (you're 'too needed'?) □ 2+ late nights (your family understands, right?) □ Skipping 3+ lunches weekly (your health is optional?) □ 5+ weekend emails (because boundaries are for others?) Sound familiar? Let me decode what's really happening. When they say: "You're the only one we trust!" "We need YOUR magic touch!" "Nobody handles this like you do!" What they mean is: ”Here's more work to do for us (without the promotion).” Let's do the math on your 'excellence tax': ➜ "Emergency" solutions: 6hrs ($343) ➜ Extra projects: 10hrs ($572) ➜ Training others: 8hrs ($457) ➜ "Quick" favors: 5hrs ($286) That's $86,212 of unpaid work yearly that you’re GIFTING your company. [Based on avg senior manager salary in US, 2025] McKinsey's 2024 report confirms: Women who always over-deliver are 4x more burned out... and 50% less likely to be promoted. Ready to break free? Here's your 7-day escape plan: Days 1-3: Get ruthlessly clear • Track every single task (yes, even the 2-minute ones) • List ALL responsibilities (especially the invisible ones) • Calculate your true hourly rate (prepare to be shocked) Days 4-7: Reclaim your power • Document your processes (become replicable) • Train your backup (you deserve time off) • Master the boundary script below... Save this script (it's your new best friend): "Thanks for thinking of me! I'm currently leading [X projects]. Let's: 1. Schedule this for next month 2. Train someone else to own this 3. Reprioritize my current workload Which works best for you?" Your freedom metrics (track weekly): 📉 Hours of unpaid work (your time = your wealth) 📈 Career growth (focus on YOUR goals) 📈 Tasks delegated (trust your team) 📈 Personal time (your life matters) 📈 Breaks taken (non-negotiable) Because here's the truth: The women who make it to the top didn't get there by being everyone's backup plan. ♻ Share this wake-up call with another brilliant woman paying the 'reliability tax'. ➕ Follow Julia Snedkova for career strategy that respects your ambition.

Imposter syndrome is the quietest career killer in STEM. It doesn’t mean you’re not qualified. It means you’ve been conditioned to doubt yourself. The result? → You hesitate to apply for the promotion. → You downplay your achievements in reviews. → You accept less pay than you deserve. I’ve seen brilliant women lose years of growth to this cycle. But imposter syndrome isn’t a personal weakness. It’s a workplace problem. And you don’t have to face it alone. Here are 3 truths every woman in STEM needs to hear: 1. “Feeling like an imposter means I don’t belong.” Why that’s false:  You’re working in systems not built for you. Doubt is a symptom of bias, not proof of inadequacy. Try this instead:  Separate your feelings from facts. Your results speak louder than your inner critic. 2. “If I stay quiet, I’ll eventually be noticed.” Why that’s false:  Silence gets interpreted as lack of ambition. Opportunities go to those who show up visibly. Try this instead:  Share your wins in ways that highlight team and business impact. 3. “I just need more confidence.” Why that’s false:  Confidence isn’t the problem. Strategy, advocacy, and support are. Try this instead:  Build allies, seek mentors, and practice visibility skills that position you for growth. Which of these truths hit hardest for you today?

The Competence Trap: Why High-Performing Women Get Stuck She’s the one everyone relies on. The one who delivers. The one who fixes everything. The one who never drops the ball. She’s indispensable. And she’s stuck. This is the competence trap. I see this as one of the many reasons high-performing women don’t advance as quickly as they should. Here’s how it works: You build your reputation on being exceptional at execution. You’re responsive. Reliable. Detail-oriented. Consistent. Then what happens? You get more work. More responsibility. More visibility… but at the same level. Meanwhile, the roles above you? They don’t require more doing. They require a different way of thinking. Strategy. Prioritization and sequencing. Driving change cross-functionally. Influence. And here’s the hard truth: The skills that made you successful… are not the same skills that will move you forward. High-performing women often stay in the competence trap longer because: - They take pride in delivering excellence - They don’t want to let people down - They’re rewarded for being “reliable” They’re hesitant to step away from what they’ve mastered. So they keep doing. And doing. And doing. But leadership isn’t about doing more. It’s about deciding what matters most - what moves the needle - and letting go of the rest. I’ve seen incredibly talented women stall their growth because they became: - Too valuable to replace. - Too busy to think. - Too reliable to promote. Let that sink in. So how do you break out? 1. Stop being the default doer. If everything runs through you, you’re not leading — you’re bottlenecking. 2. Trade perfection for perspective Your value at the next level is not flawless execution. It’s clarity in thinking and problem solving. 3. Make your thinking visible. Don’t just deliver outcomes. Explain the why behind your decisions - to your team, your boss, and their boss. 4. Start operating at the next level before you’re given the title. Speak up. Shape direction. Challenge assumptions. 5. Let go of being the most reliable person in the room Be the most impactful instead. Because here’s the shift: Execution gets you noticed. But thought leadership and problem solving get you promoted. The goal is not to prove how much you can handle. The goal is to prove how well you can lead and drive change. So here’s the question: 👉 Are you being rewarded for your competence… or constrained by it?