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The coronavirus, as we all know, was a deadly disease that impacted everyone’s lives tremendously. Whether it was the loss of a job, being put in lockdown, or the impact of wearing masks, it was a tremendous shock to all and affected everyone’s lives to great measure.  Overnight, we went from bustling offices and classrooms to home offices and Zoom calls. But while the chaos hit everyone, it seems women, especially young ones, bore the brunt of the job losses. Over 1.5 million women in the EU lost jobs in sectors like retail, hospitality, and domestic work– industries hit hardest by the pandemic. And it wasn’t just about job titles; it affected finances, mental well-being, and even future career opportunities.  Previous data reveals the statistics that before the pandemic, there were more women in paid employment than at any time. The worst of the pandemic affected the age demographic of young women between the ages of 15-24 years old. The question that remains is why are women being affected more by the same impact yet having a much more severe outcome than men. This is another indicator showing the implicating effects of gender inequality.  So, what’s behind the disparity? Here’s the thing: gender inequality wasn’t a new phenomenon; the pandemic just highlighted it like never before. Unlike their male counterparts, women were more likely to face furloughs, reduced hours, or complete job loss. For working moms, the challenge doubled. Many had to juggle work, childcare, and homeschooling– often leading them to reduce work hours far more than fathers did. Since the pandemic caused the job losses to be sudden women had to face grueling situations for their family financially and physically.  The emotional loss of these jobs also raised the possibility of a riveting effect on future generations to come. These could include long-term implications, such as setbacks in gender equality and wage gaps.  The question that remains, is how are they able to financially provide a sustainable living for their families? It would be physically impossible with no source of income coming in. This is one of the many reasons why jobs offer furlough to their employees. Furlough was a common issue happening to a lot of women around the world during the pandemic. By May 2020, mothers were more likely than their spouses to have lost their jobs since the pandemic started and were more likely to be furloughed. However, furloughs turned into job losses entirely.  Since many women didn’t expect their furlough to be permanent they ended up having serious financial loss. My family friend who ran a small eyelash business is an example of a woman who was affected - COVID restrictions shuttered her shop. But, she didn’t give up. Instead, she took her skills on the road, visiting clients at home to keep her business alive. She’s a great example of resilience, but not everyone has that option. She was determined and figured out a way to stay afloat despite her loss.  However, my friend only represents a small percentage of women who were able to stay semi-successful and make things work with the loss of their workplace. Many other women who lost their jobs were not as fortunate enough to have an alternative plan and had to deal with all sorts of issues including lack of childcare support and health care, which led to extreme concern globally. In addition, it has become increasingly difficult for women to go back and make a living due to the continuous unpaid care duties with concern to pandemic restrictions.  The pandemic didn’t just affect jobs; it affected how we view the workplace. It’s clear that pushing for gender equality and flexibility in work isn’t just a “nice to have”– it’s essential for a more balanced, resilient future. So, here’s to raising awareness, pushing for better policies, and making sure women don’t just recover but thrive in a post-pandemic world.

Becoming a university student entails having many more responsibilities, like that of managing your own money. While before you were used to the comfort of your own house, and the cost of living in other countries or cities, now you find yourself having to pay for an accommodation or a flat, and having to survive in the 4th most expensive city in the world. This makes you aware of how important it is for you to learn how to responsibly save and use your money. However, navigating this landscape can be very difficult.  If you feel overwhelmed and kind of lost when thinking about saving, you’re in the right place. This article will help you find your way through ISAs.  But first of all, what’s an ISA? ISA stands for Individual Savings Account, and it is a popular way to save or invest money in the UK, as it is tax-free. For every tax year, the maximum amount that can be deposited in ISAs is £20,000. A person can open more than one ISA, but only if they are of different types.  There are four kinds of ISAs:  Cash ISAs usually include savings in the bank or building society accounts. They are especially suited for people who do not have to deposit large amounts of savings, but want to continue to have the account on a long-term.  Stocks and Shares ISAs can consist of government or corporate bonds, shares in companies, or investment funds. However, with this type of savings account, it is important to remember that it is never free from risk as the value of shares and bonds can go up and down. Because of this, Stocks and Shares ISAs are not strongly recommended for students, who would have to put the money away for around 5 years to smooth the fluctuation.  Finance ISAs are offered by companies, which will lend your money to borrowers with an interest rate. You will receive part of the profit made from the interest. Students are discouraged from having this ISA as it is more difficult to withdraw money from it, given that the money does not remain intact in the savings account, and as there is the risk of borrowers being unable to repay their loan.  Lifetime ISAs reach a maximum of £4,000 per tax year and they can consist of cash or stocks and shares. For each month that you save money and add it to the account, the state will add a 25% on top. Owners of Lifetime ISAs have to be aged 18 to 39. The money deposited in this account can be withdrawn only in the case of the owner buying their first house or if they are 60 or older for retirement.  Students are usually recommended to open Cash ISAs or Lifetime ISAs. This is because, compared to Stocks and Shares ISAs and Finance ISAs, the money that is deposited is less prone to risks.  Although it can be difficult to get the gist of ISAs, students are often encouraged to opt for them if they want to start saving as ISAs are suitable for long-term commitments. This way, by starting in uni, you can continue to add to the account after graduation, all while avoiding the burden of additional taxes.  Hopefully now saving does not sound as complex!

Product design stands as a frontier for revolutionary change. Inclusive design emerges as a catalyst, reshaping women's experiences by dismantling stereotypes ingrained in everyday products. The transformative power of inclusive design in many products and brands echoes a heartbeat of progress. Find out the players and brands driving inclusive product design forward.  The Power of Representation: Beyond the Binary One of the most profound impacts of inclusive design is its ability to break free from binary norms, offering a diverse range of products that cater to the spectrum of gender identities. Take, for instance, the evolution of personal care products. The traditional pink and blue divide is giving way to a more inclusive palette. Brands like Fluide are challenging the conventional with makeup that transcends gender, urging us to “Make Up The Norms”, celebrating individuality, creativity, and freedom of expression. Inclusive product development in personal care not only broadens options but sends a powerful message: identity is personal, not prescribed. Adaptive Apparel: Fashion for Every Body Inclusive design extends its transformative touch to the realm of fashion, revolutionising the very fabric of the industry. Adaptive apparel is carving a niche for itself, offering clothing that goes beyond aesthetics to prioritise comfort and functionality. Brands like Tommy Hilfiger offer their Adaptive line, leading the change, creating clothing lines that seamlessly blend style with accessibility. Nike’s Go FlyEase, a hands-free shoe that easily slides on, caters to people with disabilities and remains true to the brand’s mission of serving all athletes, defined as “if you have a body you are an athlete”.  From magnetic closures to adjustable seams, and hands-free trainers, these innovations not only redefine fashion but also dismantle the barriers that once excluded individuals with diverse abilities. Technology as an Equaliser: Bridging the Accessibility Gap The digital age brings with it the potential for unprecedented inclusivity. Inclusive design in technology is not merely about gadgets; it's about breaking down barriers and ensuring that everyone can navigate the digital landscape effortlessly. Voice recognition software, for example, empowers those with mobility challenges, providing them with a voice in the interconnected world. This isn't just innovation; it's a revolutionary step towards a more inclusive society. Reimagining Parenthood: Products for All Families Inclusive design extends its influence to products that accompany the journey of parenthood. From strollers designed for all-terrain use to gender-neutral nurseries, brands like Lovevery are challenging traditional norms surrounding parenting products. Lovevery puts purpose at the forefront, bringing to life children's toys that are sustainable, accessible, and help in children’s development. Inclusive design in this context acknowledges the diversity of family structures, ensuring that products cater to the myriad ways families are built and nurtured. Designing for All Bodies Body inclusivity in fashion has gained traction, but inclusive design takes it a step further, embracing the entire spectrum of body shapes. Brands like ThirdLove are at the forefront, revolutionising lingerie design by offering an extensive range of sizes and shapes. Fenty By Rihanna has done the same, gaining momentum and thousands of positive reviews in the customer power era, of women finally finding pieces that fit them right. The emphasis is not just on acceptance but celebration—celebrating the beauty in diversity and acknowledging that every body is worthy of well-designed, comfortable, and stylish products. The Ripple Effect: Shaping Culture Inclusive product design is not just about tangible items; it's about reshaping cultural narratives and fostering a sense of belonging. When products reflect the diversity of the consumer base, they become powerful agents of change. From inclusive toy sets that challenge gender stereotypes to literature that features characters from various backgrounds, the ripple effect of inclusive design extends far beyond the product itself. The Call to Action: Pushing Boundaries Forward As we celebrate the strides made in inclusive design, there's a collective call to action. The future lies in pushing boundaries, demanding inclusivity not as an exception but as the rule. Consumers hold the power to drive change by supporting brands that prioritise inclusive design. By making conscious choices, we contribute to a world where products are a reflection of diversity, breaking moulds and reshaping women's experiences one design at a time. Inclusive product design is not just a trend; it's a movement that propels us towards a future where products align with the values of equality, representation, and respect for individuality. It's a journey of breaking moulds, dismantling stereotypes, and crafting a world where every product tells a story of inclusivity.

Being a blonde comes with its own set of expectations. From the 18th century French courtesan Rosalie Duthe, satirised in 1775, to Hollywood’s portrayal of iconic blondes like Marilyn Monroe, the ‘dumb blonde’ stereotype persists. As someone who chooses to be a ginger (I dye my hair), I’ve often found that my hair colour doesn’t play a significant role in how I perceive myself or how others perceive me. So why is it so different for blonde women? The blonde narrative reveals that, for many women, not only does it influence the way others treat them, but also shapes their self-perception.  Brief scientific understanding of blonde hair shows it’s a result of genetic mutation and has been around for over 10,000 years. Rosalie Duthe, considered the first ‘dumb blonde’ in film, set the stage as a character that took abnormally long pauses before speaking. Even Alfred Hitchcock used blonde characters in his films to project an air of innocence, throwing viewers off-course when identifying suspects. The stereotype, rooted in misogyny, insinuates that anyone opting to dye their hair blonde, is inclined towards superficiality. To this day, Hollywood and the media further perpetuate the cliche, treating blonde stars as walking caricatures. The everyday expressions such as ‘blondes have more fun’ contribute to the sexualisation of blonde hair, reinforcing the notion that, somehow, attractiveness and intelligence are mutually exclusive. This aligns with the patriarchal idea that women can’t be both smart and attractive without being a rarity. The rivalry between blondes and brunettes in popular culture (see TikTok trend: “brunettes are more wifey”), often depicted as a competition for male attention, ultimately stems from deeply rooted sexism, perpetuating the beauty versus brains dichotomy. Research conducted by Michelle Beddow, a psychologist from the University of Michigan-Dearborn, reveals that indeed blondes are often associated with attractiveness but are simultaneously perceived as lacking intelligence. The research finds that the stereotype permeates into the workplace, with blonde women often dealing with sexist attitudes that regard their positions of authority being gained through means other than their work, and their proposals of new ideas being scrutinised more easily than those of brunettes and of course their male, counterparts. Regrettably, the dumb blonde stereotype transcends into how blonde women also perceive themselves. They feel more inclined and pressured to perform the expected feminine traits that come with the hair colour, often feeling the need to be more agreeable and friendly even in situations where they felt disrespected. It seems crazy that this finding arises just from the perception influenced by the shades that frame our faces. With an increasing awareness of the ‘dumb blonde’ perceptions, there is a shift marked by the rise of media such as Greta Gerwig’s Barbie, and the emergence of the ‘bimbo’ trend on TikTok, which in a sense reclaims hyperfemininity from an increasingly positive perspective. Even scientifically, the ‘dumb blonde’ narrative is debunked. Blonde women have similar IQs to those with other hair colours. The myth then stands exposed as an idealised fabrication created by society. Despite the persistent cultural narrative, women are rewriting their stories, stating the obvious; hair colour doesn’t define intellect or capability.  In a world obsessed with categorising women, the ‘dumb blonde’ stereotype may persist, but the ongoing efforts to challenge and redefine these narratives underscore the evolving understanding that still, in 2024, women are complex individuals not confined by the colour of their hair.

“I am sorry” is a sentence that women have to forget.  Recognising when we make mistakes and taking responsibility for our actions is something we should all do, but experts say that women tend to be overly apologetic, even in situations when they shouldn’t be sorry at all. You might be thinking that this does not apply to you, but how familiar are you with statements like: “Hey, sorry I wanted to ask your opinion on…”, “So sorry to bother again, but I wanted to follow up on…”, “Sorry for asking but…”. If you consider each of these sentences, do you think that it’s really necessary to add the word “sorry”? For example, let’s take the case of the affirmation “So sorry to bother again, but I wanted to follow up on…”. If you have a deadline and you need to complete a project you’re working on, but someone is not doing their part, why would you have to be sorry for following up? It is their job, so they should be the ones apologising for not doing it properly.  You might be thinking that saying “sorry” helps you get to the point without coming across as aggressive or demanding, but this word is not as harmless as it might seem. Indeed, according to Tara Swart, neuroscientist and contributor to Forbes, apologising at the workplace when it’s not needed is actually counterproductive as it makes women appear as less confident and it minimises women’s worth and right in expressing what they think. Over time, this also makes male co-workers more likely to blame women compared to men, as by constantly taking the blame by overly apologising, women appear to be more blameworthy. This has detrimental effects on women and can contribute to stressing women out, making them feel like they need to be perfect in everything they do. Ultimately, this can lead to burnout or resignation.  But where does this unhealthy habit come from? And why are women the ones exhibiting this behaviour the most?  Studies show that this tendency of excessively apologising may be linked to societal expectations that are placed on women. Doctor Stephen Hinshaw suggests that women are raised to be patient, docile, nice and empathetic. During childhood and adolescence boys are encouraged to show their confidence and assertiveness, while young girls are told to show their intelligence, but be careful not to seem like know-it-alls, be confident, but never too much, express their ideas, but only as long as they are not upsetting to others. This double standard teaches women to be extremely careful in how they act and prioritise the opinions and needs of others over their own as to avoid negative social feedback. Other experts also point to the fact that women want to be liked. It is already difficult to deal on a daily basis with male co-workers and bosses who underestimate women’s abilities and consider men to be a better fit for the job, thus women don’t want to risk creating further conflicts and tensions.  In brief, saying “sorry” seems to be the easiest way to ensure that women do not step on other people’s feet, and that they are liked by their co-workers, but the discriminatory origins of this behaviour and the harmful effects that it can have on women cannot be overlooked.  So what can women do to stop this harmful behaviour?  Although it is difficult to change such a common habit, which often happens unconsciously, avoiding saying sorry is possible. Firstly, awareness is key. Becoming aware of the times we apologise although it is unnecessary is the initial step to fixing this behaviour. This should then be followed by paying attention to language and making sure to rephrase sentences where “sorry” should not be there.  Becoming less apologetic in the workplace and on a daily basis should be a goal we all pursue, let’s stop saying sorry!

These days, the term “toxic masculinity” is trending all over social media, with women of all ages, all around the world recognising and denouncing patterns of toxic masculinity in their daily lives.  Dealing with toxic masculinity can be very difficult. This is especially true for women who have to face these behaviours at their workplace or at uni, as calling out the men engaging in toxic masculinity might create an awkward work environment or awkward interactions at uni.  So, how can women compete with toxic masculinity without having this fireback on their jobs or student lives?  Before diving into this topic of discussion, with all the fuss surrounding toxic masculinity, it is important to shed some light on what this term actually means.  Masculinity refers to the set of characteristics, behaviours, and expectations that society sets for men. Masculinity becomes toxic when men feel pressured to adhere to these social expectations and when the notion of masculinity depicts men as aggressive, dominant, and distant from so-called feminine traits, such as emotion or compassion.  In the workplace or at uni, toxic masculinity can manifest in a variety of ways, from interrupting or talking over women to being overly competitive against women to assert superiority. These are forms of microaggressions, which can be highly detrimental for women, who might stop enjoying what they do or study, or might feel ill at ease. At the same time, it is important to remember that toxic masculinity is also harmful to men as it stems from a feeling of lack of belonging to society, which pushes them to try to fit in via these toxic attitudes. So what can we do to fight toxic masculinity?  Firstly, it is important to remember that although nobody likes to snitch, sometimes, it is the only way to make a difference. Indeed, in the case of toxic masculinity being widespread in the office or in a class, or when you don’t feel comfortable calling out your male co-workers or peers for their behaviour, voicing your concerns to someone in a position of authority is the solution. Only people in power can actively change the culture at your workplace or uni, and rightly punish the men for these microaggressions.  A second suggestion to deal with toxic masculinity is to establish a support system. When we are constantly exposed to these attitudes, it is easy to start believing in them and to become scared of expressing one’s opinions or desires. This is where having a support system can come to help. If you surround yourself with people who believe in you and support you, they’ll remind you of your worth if you ever start to double-guess yourself.  Lastly, as hard as that might be, it is important to continue to challenge toxic masculinity. When a co-worker or peer talks over you, ask him to not interrupt you. When a man insinuates that he’s better than you, remind him that you work/ study together because you are equally as good. Standing up against these forms of micro-violence is necessary to remind men, and ourselves, that we too are strong and worthy.

Social media has become a tapestry of pictures and videos of babies. Everywhere, we see newborns playing with their parents, making silly faces and just being adorable. This has sparked an epidemic of what is referred to on social media as “baby fever” - the desperate desire to have a baby.  Although kids have become “trendy”; nowadays, the reality of parenthood poses more hardships than we’d like to imagine. This is exemplified by the shocking drops in the birth rate in the majority of MEDCs, with countries reaching the lowest fertility rates they’ve recorded in years. The UK, for example, registered a total of 605,479 births in 2022, marking the year with the fewest births since 2002.  So why is it that while all over social media people are going crazy for babies, natality is falling so rapidly?  The reasons are many and complex, but to give the most straightforward answer, we can point the finger at the cost of children. While in the past, there were many economic incentives for procreation, such as children joining the labour force and contributing to the family’s revenue, today having children has become a privilege that only some can afford. For instance, the prices of childcare have skyrocketed, with one in five UK parents admitting to having considered quitting their jobs to avoid professional nannies, nurseries, and other childcare facilities. This is not to mention the expenses of further education, and of any extracurricular activities like sports or music. On average, it is estimated that raising a child from birth to 18 in the UK amounts to a spending of £223,256, meaning around £12,400.  These costs have a determining influence on the lives of parents, and they especially constrain mothers. For example, in the case of childcare expenses, a solution that is gaining popularity is that of having a stay-at-home parent. This means that a parent has to abandon career aspirations and life goals, and in most cases, it is women who take on this responsibility. This feeds into stereotypical notions of family dynamics, with mothers being the ones who should make the sacrifices to look after their children, and staying at home while the men are providing for their families. At the same time, it has been observed that after motherhood, women’s careers are unlikely to recover. Their earning potential significantly decreases, as well as their chances to advance in their careers and receive promotions.  Yet, some also suggest that lower fertility rates might also be an index of higher gender equality, in that fewer children might be a symptom of women’s freedom of choice in procreation, better education in terms of contraceptives, and access to the workforce. Although this is supported by a significant body of research, there are also studies that discredit this explanation showing how in countries with higher gender equality in raising children, birth rates are actually higher than in similar countries, but with lower equality in share of household and childcare. This suggests that, perhaps, the issue of low natality in MEDCs resides in forms of gender discrimination, which are pushing women away from motherhood and towards a detached and more external appreciation of children through media.  As the hashtag #babyfever continues to make its way through social media platforms, poor focus is being given to the complexity of having children and the falling birth rates. Collective action is needed to make demands on the affordability of having children and to change underlying forms of gender inequality that influence women’s decision to procreate.

In the hustle and bustle of student life, success can often feel elusive. We're bombarded with images of achievement, flooded with stories of stellar internships, and inundated with LinkedIn profiles polished to perfection. It’s so easy to lose sight of our own accomplishments and to feel like we're constantly lagging behind.  As students, we're expected to juggle academic excellence, extracurricular activities, internships, and the looming specter of post-graduation uncertainty. The pressure to excel can be suffocating, leaving little room for reflection or celebration of our achievements. It's a relentless cycle where every success is quickly overshadowed by the next hurdle on the horizon. The job market feels like a battleground, with fierce competition and seemingly impossible standards. We're told to network tirelessly, perfect our resumes, and craft impeccable cover letters—all while maintaining a facade of confidence and competence. It's a daunting prospect, especially when faced with a sea of seemingly more qualified candidates. In a world where social media reigns supreme, it's easy to fall into the trap of comparison. We scroll through carefully curated feeds filled with highlight reels of other people's lives, convinced that we're falling short. But the truth is, social media is a facade—a curated version of reality that often masks the struggles and challenges faced behind the scenes.  Amidst the chaos, it's crucial to remember that success is not a one-size-fits-all concept. It's not about ticking off boxes on a predetermined checklist or measuring ourselves against arbitrary standards set by… whoever. True success is deeply personal, and shaped by our individual values, passions, and aspirations. It's okay to take a step back and redefine what success means to us. It’s about finding fulfillment in our own journey, embracing the lessons learned from setbacks, and celebrating the small victories along the way.  Success is not just about landing the perfect job or securing a prestigious internship—it's about growth, resilience, and self-discovery. I have to remind myself; success is not always linear—that sometimes, our greatest achievements come from the most unexpected places. At the end of the day, we're all human. On those inevitable bad days when self-doubt creeps in and rejection feels like an insurmountable obstacle, it's essential to practice self-care and resilience. Take a step back and allow yourself to acknowledge and process your emotions. It's okay to feel disappointed, frustrated, or even defeated. Reach out to friends, family, or mentors for support, and remember that you're not alone. As I navigate my final year, I've come to cherish the candid conversations I've shared with friends about our struggles. In these moments of vulnerability, we find solace and connection, realizing that we're not alone in our challenges. Whether it's grappling with imposter syndrome, navigating the uncertainties of the job market, or simply trying to “find our place in the world”, we're united by our shared experiences. These conversations remind me that behind the polished stories of success lie real people with real fears and insecurities. And it's in these moments of shared vulnerability that true bonds are forged, and a sense of solidarity emerges. In the end, it's not our successes that define us, but our ability to support and uplift one another in times of need. So to my fellow students navigating university and beyond, I urge you to redefine success on your own terms. Don’t lose sight of your growth, your worth, your potential. Remember that there's space for everyone at the table, and your unique voice and experiences have the power to shape the future in ways you never thought possible. People have been saying recently: “do it for the plot”. If plots were without twists, turns, and unexpected detours, safe to say the film is quite boring. Success can be our narrative arc, filled with its highs and lows. Don’t be scared to share both because more people will resonate than you think. And for a cheesy final line: you’ve got this.

In the realm of architecture—a field historically dominated by men—the name Zaha Hadid stands as a towering testament to creativity, resilience, and groundbreaking vision. Born in Baghdad, Iraq, in 1950, Hadid's journey to becoming one of the most celebrated architects of the 21st century is a story of undying ambition, exceptional talent, and a determined refusal to conform to traditional expectations. Her life and work embody the essence of women's empowerment, challenging stereotypes and crafting the way for future generations of women in architecture and beyond. Zaha Hadid's designs were unlike anything the world of architecture had seen before. She played with fluid shapes, sweeping curves, and futuristic forms, creating buildings that were more than just places to work or live. They were profound experiences designed to inspire, engage, and uplift anyone who interacted with them. This innovative approach was not just a stylistic choice but a reflection of Hadid's deep-rooted belief in the power of architecture to challenge perceptions and open up a realm of possibilities. Her commitment to creating spaces that resonate with the principles of women's empowerment—emphasizing creativity, resilience, and the courage to break down barriers—underscored her entire body of work, making her designs an indication of the transformative power of visionary architecture. Among her most celebrated works are the London Aquatics Centre, the Heydar Aliyev Center in Baku, Azerbaijan, and the Guangzhou Opera House in China. Each of these iconic structures stands as a bold declaration of Hadid's commitment to pushing the boundaries of architectural design. The London Aquatics Centre, with its undulating roof and fluid form, mirrors the movement of water and the dynamism of the swimmers it houses. The Heydar Aliyev Center, with its flowing façade, breaks free from the rigid and orthogonal constraints typical of conventional architecture, becoming a symbol of progress and innovation. Similarly, the Guangzhou Opera House, with its complex, interlocking geometries, serves as a focal point of cultural exchange, drawing visitors into a space that defies traditional categorization. However, her journey to success was anything but smooth. Being an Arab woman in a field where men were always in the spotlight, she faced doubts and resistance. Many of her early designs were seen as too bold or even unbuildable. Facing the dual hurdles of sexism and racial discrimination, Hadid's spirit and conviction shattered glass ceilings, affirming that women are not merely participants in architecture but are pioneers capable of sculpting the future. Her persistence paid off when she made history by becoming the first woman to win the prestigious Pritzker Architecture Prize in 2004. Later, she also received the Royal Gold Medal from the Royal Institute of British Architects, another first for a woman. Beyond her monumental architectural contributions, Hadid's impact was deeply felt through her role as a mentor and role model. Through her success and leadership, she demonstrated that women have a rightful place at the helm of architectural innovation. At Zaha Hadid Architects, the firm she founded, Hadid championed diversity and inclusion, nurturing talent from diverse backgrounds and advocating for a more inclusive architectural community. Hadid's passing in 2016 left an indelible mark on the world of architecture and beyond. Her legacy is not just in the skylines she transformed but in the paths she forged for women in her field and even beyond. Today, her firm continues to operate at the forefront of architecture, carrying forward her vision of innovation and excellence. Zaha Hadid did not just design buildings; she built dreams and opened doors for generations of women to come. Her legacy is a reminder that in the face of adversity, creativity and courage can indeed lead to extraordinary achievements. She will always be the icon of challenging norms and dreaming big until you create your own legacy regardless of what society says. Remember you CAN DO IT.

The phrase “build a network” can be daunting to many of us. But, navigating the intricate web of professional connections can be exhilarating and truly play a massive role in propelling your career. Building a strong network is not just about handing out business cards but creating meaningful relationships. Let's delve into a “how to” of effective networking and how it can be a game-changer for your professional journey. Unleashing the Power of Authenticity Be Genuine: Authenticity is your greatest asset. Be yourself, share your experiences, and embrace vulnerability. People resonate with authenticity, and genuine connections are more likely to stand the test of time. Craft Your Elevator Pitch: Distil your professional story into a concise and compelling narrative. A well-crafted elevator pitch introduces you effectively, making it easier for others to understand your skills and aspirations. Figure out your intention prior to reaching out: what is it you are trying to get out of it? And create your pitch accordingly making it relevant to whoever it is you are trying to connect with.  Overcoming Networking Challenges Combat Imposter Syndrome: Many women grapple with imposter syndrome in professional settings. Remind yourself of your achievements and capabilities. You deserve a seat at the table. Embrace Rejection: Not every networking interaction will result in a lasting connection, and that's okay. Embrace rejection as a part of the process and focus on the relationships that do flourish. Quality Over Quantity Identify Who Inspires You: Seek out individuals who share your values and professional interests. Building a network of like-minded individuals fosters a supportive community that can provide valuable insights and opportunities. One suggestion is making a list of your favourite companies and doing some research on who is involved in the initiatives you love about it. LinkedIn searches using filters are gold for this.  Nurture Relationships: Networking is not a one-time event; it's an ongoing process. Regularly engage with your connections through coffee meetings, virtual catch-ups, or industry events. Genuine relationships are cultivated over time. Don’t only reach out when you need application advice - show your mentors you care about fostering the relationship. The Art of Listening  Active Listening: Master the skill of active listening. Pay attention to what others are saying, ask thoughtful questions, and show genuine interest. Listening not only builds rapport but also helps you understand the needs and aspirations of your network. Seek Feedback: Don't shy away from seeking feedback from your network. Constructive criticism is a valuable tool for personal and professional growth. It also demonstrates your commitment to continuous improvement. Leveraging Online Platforms   Optimise Your LinkedIn Profile: Your LinkedIn profile is your digital business card. Ensure it reflects your professional journey, accomplishments, and aspirations. Connect with industry professionals, join relevant groups, and participate in discussions. Check out our article “How I Grew my LinkedIn From 20 Followers to 300 in Two Months” for more tips on this. Engage on Social Media: Platforms like Twitter and Instagram allow you to start building a personal brand and offer unique networking opportunities. Engage in industry conversations, share insights, and connect with professionals beyond the confines of traditional networking events. Navigating Networking Events  Set Clear Goals: Before attending an event, set specific goals. Whether it's meeting three new people or initiating a conversation with a speaker, having clear objectives enhances the effectiveness of your networking efforts. Don’t know where to find networking events? Make sure to follow us on Instagram @kclwomeninbusiness and join us at one of our multitude of weekly networking opportunities! Follow Up: After attending an event, follow up with your new connections. Express gratitude, reference key points from your conversation. If relevant, suggest a future meeting. Timely follow-ups solidify the connections you've made. Mentoring and Being Mentored  Two-way relationship: Seek out mentors who can provide guidance based on their experiences that align with your aspiration. A mentor can offer valuable insights, share industry knowledge, and provide a different perspective on your career. Those can be from university, your work experience, or people you have connected with online. Smart leaders also value multi-level relationships and truly believe that they can learn from you also. So don’t be afraid to offer your perspective, it’s what they can gain out of the relationship. Pay It Forward: Consider becoming a mentor yourself. If you are in your final year of university, think about the advice you would like to have in your first year. Seek opportunities to support your fellow students, or engage in meaningful part time work that improves your mentoring skills such as tutoring. Later on in your career, supporting others in their professional journey not only contributes to the community but also enhances your leadership skills. Networking is a skill that can propel your career to new heights. By approaching it with authenticity, actively listening, and fostering meaningful connections, you can build a robust network that supports your professional aspirations. Remember, networking is not just about what you can gain but also about what you can contribute to the broader professional community.

For many at King’s and other unis in London, managing part-time jobs isn’t an issue. Not because they’re good at it, but simply because they don’t need to. With the richest students in the entire country, King’s as a London uni is home to many wealthy students who are fortunate enough to not have to find part-time work. The reality, for many students, is very different. The sheer price of just living and eating, nevermind any socialising on top of it, is staggering and shows no signs of slowing down. With this in mind, it’s important that if you want to keep up a certain level of comfort in your lifestyle, the extra cash from a part-time job can make all the difference in the quality of your uni experience. For me, a girl raised in the North, I had never felt poor before I came to King’s. At home in Sheffield, I had always had at least one part-time job at any given time to afford my meals out, socialising and travelling habits. But when I first moved to London, I got a big shock. The £10 an hour that I thought was pretty good before, hardly went anywhere. In fact, a craving for two Starbucks on a Monday morning would have me all spent up. So, I devised a plan. I knew I needed to make some better money without spending too much time actually working. When it comes to part-time jobs, I always think: ‘work smart, not hard’. If you can work 5 hours a week in a well-paying job rather than 20 in a London living wage job, surely that’s the obvious choice. For me, I also realised I needed flexibility which many jobs just couldn’t accommodate for. So, here are some of the best part-time jobs, based on my personal experience and that of my friends, which you find worth considering. 1 Hospitality agency This was actually the first part-time job I got when I first started at King’s. I searched ‘hospitality agency london’ and applied for the first three results that came up. That same day, I received two interview invites and a job offer from another agency. Here’s the thing, hospitality agencies are not for the weak. They are desperate for staff because their retention rate is pretty low. But the perks? Worth every second of fake smiling and dressing in sometimes the most outrageous outfits to serve champagne in. You can typically find that agencies pay a far better rate than your average restaurant or bar job. I got paid £12 per hour as a starting and within the first month, that increased to £14 an hour which meant that each shift I was taking home at least £20 more than my friends with other contracted jobs and got tips on top of that. Working for an agency means you can selectively pick only the shifts that work around your schedule - you have no obligation to work a set amount a week or even in a month. I also got to go to some amazing places around London from waitressing for live immersive Charles Dickens performances to champagne service for an event the king was attending and even hosting some beauty awards. Many people I know love hospitality work and as long as you have some relevant experience, come across as outgoing and exhibit a ‘happy to help attitude’, it’s a really great option. For me, the downside was I ended up with shifts that were mainly in the evenings when I wanted to socialise or have an early night for uni the next day, so I moved on but was truly grateful that I’d done it while it was working for my schedule.  2 Participating in research You know those emails from university that are sitting in bold in your inbox because you haven’t read them yet? Yes, those ones. The ones we get constantly about new opportunities etc,. Well, when you bother to actually read them, they are really useful. King’s has many opportunities for part-time jobs within the university and pays extremely fair wages. Have a look at being a campus ambassador. Simply touring some prospective student around the campus could earn you around £14 an hour. Or, if you’re more introverted, have a look at participating in research. Many projects pay for your participation and it’s equally cool to be able to say you’re contributing to something more meaningful in your work. Both of these roles, amongst many other the uni offers, are during the day so can easily fit around lectures, leaving you with your evenings free. 3 Tutoring As a tutor myself, I acknowledge my bias toward this option. However I will try to give you an objective view to give you a good understanding of its pros and cons. I first got into tutoring in my high school when my teachers noticed I was helping other children in class, and they suggested I monetise it and start tutoring. I began privately, tutoring people I knew in younger years, but many tutor through agencies online which help to find you clients. When I realised that this was the job that suited me best and I wanted to increase my hours, I too applied to work for an agency. When starting off, the average you can charge per hour as a newbie is usually £15 which helps to build up your client base. Then, increasing this over time can earn you as much as £70 per hour. What’s better is you can do it online from your bedroom, campus or a coffee shop with no travel costs or travel time required, meaning if you’ve got a gap between seminars, you can make a relatively easy £25.  Tutoring is not for everyone, though. It requires a lot of patience, interpersonal skills and planning ahead of sessions. To really be a good tutor and to get repeat bookings and retain clients, it’s not a job you do half-effort. In my experience, the children you tutor often become very dependent on you for accurate information and guidance, which is a big responsibility knowing that you can influence their education so much. Equally, the pride you feel when you can watch it start to click for them and their excitement when they do well in a mock exam is worth every ounce of effort.

In the heart of London are the offices of Fidelity International, one of the most renowned investment management companies, offering world class investment solutions and retirement expertise.  On the 28th of February, Women in Business had the amazing opportunity to visit Fidelity offices in Cannon Street, where we were welcomed by the Wealth Management group to discover the world of finance at Fidelity.  After being offered exquisite food, we got the chance to get to know each member of the Fidelity group, who presented themselves, their careers and experiences, and shared valuable life lessons. For example, Tessa Cordon, the first woman trader on her floor at CRT Ltd, spoke passionately about how we should all be “brave, bold, curious and compassionate”, but she also reminded us that working hard does not mean working until burnout. Indeed, to say it in her words, “you should always look after your body and your mind”. In a world where competition can be extremely overwhelming, seeing this successful woman advocate for taking care of oneself was refreshing and inspiring.  Fidelity’s culture of diversity, inclusivity and respect transpired throughout all activities they organized, starting from the speakers presentations, to the icebreaker games, where we had the opportunity to have one-on-one chats with the team. Everyone’s kindness and openness made WIB members feel free to ask all questions we had and to share personal fears and doubts regarding career paths into finance.  We were also reassured regarding recruitment at Fidelity, which was clearly broken down by the Talent Acquisition Manager Jenny Kaljee. Going from spring weeks to summer internships, grad schemes and much more, Fidelity offers a range of opportunities for graduate and undergraduate students who are in line with Fidelity’s values and want to kick-start they career paths.  Visiting Fidelity International Offices gave us an insightful window into what it means to be part of this investment management company, which achieves excellent results while nurturing a healthy and inspiring work environment.

As a student at King’s, I’m no stranger to ‘time management’. The endless interviews, applications, and network sessions all seem to drone on about the importance of managing time well. But it wasn’t until my second year that it really clicked. My first year, I’d felt like I was all over the place. Looking back I couldn’t even tell you what I was doing - just that I was constantly busy.  That was fine back then when grades didn’t matter, when there was very little pressure to get work experience. It wasn’t until my first week of second year, when being a ‘yes’ person I thought oops, I may have taken on too much that I realised I needed to form some way of organising my time to allow me to do the 101 things I really needed and wanted to do whilst at uni.  As someone with 4 part-time jobs, uni and a huge social life, I get asked about ten times a week ‘how are you so busy?’. So, as your business-minded big sister, this article takes you through what worked for me, and many other professionals, as a manageable yet easy way to manage your time, not just at uni but afterwards too.  Taking inspiration from Atomic Habits (a really great read!), it became really clear that the way I had naturally adapted my time management was a process that became a habit. As someone who would normally consider myself quite spontaneous, the word ‘planning’ felt foreign and scary yet I hadn’t realised that’s what I’d been doing all along. For simplicity's sake, I’ll guide you through this in a weekly schedule from Monday to Sunday but please note that in reality, neither I nor most people at uni, have no concept of a usual working week, so vary your schedules accordingly.  The first thing I do is write down everything I need to get done, no matter how small of a task or how long away it needs to be done for. I use the app Minimalist which syncs on both my mac and phone to track tasks. There are loads of apps you can use, but I personally prefer this one as it’s basic and easy to use. Alternatively, keeping a hand-written diary could also be great if you prefer - though if you forget it when you need it, it’s not as ideal.  When I say write everything down, I mean everything. If it’s washing your bedsheets, doing your weekly shop, meeting a friend for dinner, a tutorial reading, submitting a cover letter. Just write everything down. This also works so much better when you break things into smaller tasks: writing ‘study for module 4qqmn567’ isn’t as doable as ‘read tutorial 2’s core chapter for 4qqmn567’. Order things on priority. If you have an upcoming deadline that week, that goes first. Longer-term tasks like revising for an exam in a few months, goes to the bottom of your list. This is why I like the Minimalist app as it makes it far easier to order tasks and continuously add them throughout the day when they come up. Order things on priority. If you have an upcoming deadline that week, that goes first. Longer-term tasks like revising for an exam in a few months, goes to the bottom of your list. This is why I like the Minimalist app as it makes it far easier to order tasks and continuously add them throughout the day when they come up. If you know you have to work shifts that week, get them blocked in first too! I personally go a bit overboard here and schedule in travel time into my calendar as there is nothing more I hate than being late. This way I can avoid being flushed when I turn up to where I need to be.  Inevitably, things change. Things come up that you don’t expect to, so once you get into the habit of writing this continuous to do list and using the calendar to block it in, things become a lot easier. Sometimes though, weeks are just too busy, especially if you’ve already scheduled in time for everything and your calendar is so packed all you can see is coloured widgets and no gaps. In this case, if possible, I try to merge tasks into the same time slot. Now, I’m not saying this is the best method but it is productive. I figure getting something done to half-effort is far better than not getting it done at all and getting frustrated that tasks are building up. Now, you may be thinking, yes, but how?. I can only speak from my own experience but here are some of the things that I do to kill two birds with one stone.  Need to study but also want to catch up with a friend? Pret study date. Need to get ready for a night out but you have to catch up on a lecture you missed? Do your makeup whilst watching lecture capture. Need to write a cover letter but also have a lecture to attend? Get it done in the break of the lecture or multi-task and write it at the same time (Thanks, ChatGPT).  Need to get to campus but behind on your reading? Save yourself the struggle of trying to avoid awkward eye contact on the tube and pre-download your readings before travelling. When I don’t have the brain capacity on the way to 9ams, I usually stick a semi-related podcast on so I can subconsciously absorb the information.  This is just a start but there are so many other ways you can maximise your use of time. If, like me, you have so many different things you want to do and a 24 hour day does not seem quite long enough, try following some of these tips.

On the 12th of March, Women in Business collaborated with Women@KBS to celebrate International Women’s Day.  As we commemorate the achievements and resilience of women worldwide, this year’s theme #InspireInclusion reminds us all of the ongoing battle to achieve diversity, equity and inclusion. Fostering a world where every woman’s voice is heard, regardless of her background, identity, or circumstance is an imperative that cannot be postponed anymore.  In the spirit of celebrating this theme, WIB and Women@KBS hosted a panel event with three inspiring female speakers: Sparsh Sehgal, Fidan Javadova and Lea Rozencwajg. These empowering women shared with the audience valuable insights into diversity, inclusion and innovation, and they engaged in thought-provoking discussions based on their first-hand experiences at work.  Let’s get to know the speakers!  Sparsh Sehgal is a WIB alumna who graduated from King’s in 2020 after completing a degree in Business Management and Finance. Following her graduation, Sparsh joined Deutsche Bank as Investment Banking Analyst and then subsequently moved to Entain, an FTSE 100 sports betting and gambling company. While occupying these positions, Sehgal also founded Unlock Consultancy, an international, non-profit student consultancy group, which allows students to break into the field of consultancy by engaging with real-life businesses. The start-up places specific attention to businesses that are run by ethnic minorities and founders from disadvantaged backgrounds.  Fidan Javadova obtained a bachelor degree in Economics and Management Studies and then completed a master at King’s in Accounting, Accountability and Financial Management. Being passionate about clean energy, Fidan started her career path by working as Business Development Associate at INKOEL LLC, a start-up dedicated to accelerating the carbon transition. A few years after leaving the company, Fidan went back to pursuing this interest by founding the company BeWorks Automation, of which she is the current CEO. BeWorks operates in the sector of EV charging solutions and green energy integration, and it aims to ease the transition to Net-Zero future.  Lea Rozencwajg completed a master at King’s, but differently from the other speakers, she entered the business landscape with a non-business related background. Lea obtained a bachelor degree in Music and specialised through a master in Arts and Cultural Management. While she was still at King’s, Lea launched the company CocoRio, which combines her passion for the arts with that of business. CocoRio addresses the issue of the quality of childcare by allowing families to get in touch with creative professionals - musicians, dancers, actors - as inspiring mentors and nannies for their children.  Sparsh, Fidan and Lea explored some of the challenges they faced as female founders in the business world, including the difficulties they encountered when trying to raise funds for their companies. The three of them explained that investors where sceptic about funding the companies, which led them to wonder if the situation would have been different had they had a deeper voice over the phone or a male name at the end of their emails.  Although, this obstacle did not set back these admirable women, who pushed through and are now excelling in their respective fields, it reinforced in them a desire for inclusivity, diversity and equality. For this reason, as their companies grew over time, they have tried to prioritise diversity and make it an integrative part of their businesses’ cultures.  Each of these speakers left with the audience a profound sense of inspiration, which was particularly touching as all of them gave real life examples of their experiences with inclusion. For example, Lea addressed how, coming from East Africa, she believed that London was the pinnacle of inclusivity, when in reality, by living here she realized that gender discriminations are just better hidden through subtle micro-aggressions. This resonated well with the audience, which included numerous international students.  Listening to the experiences of these admirable inventors allowed the King’s community to celebrate Women’s Day in the best possible way!

The Economist article titled “The Economics of Thinness”, discusses the story of Mireille Guiliano, a successful (and thin) woman. Born in France, Guiliano worked as an interpreter for the United Nations before joining the champagne business. In 1984, she joined Veuve Clicquot, reviving its American subsidiary and later becoming its chief executive. Her journey, though unique, unveils the pervasive societal pressure on women, not just in their professional endeavours but in their appearance. An Ever-Changing, Unreachable Ideal The societal pressure on women to conform to an ever-changing ideal is universal, transcending personal and professional spheres. In her bestselling book, "French Women Don’t Get Fat," Guiliano reflects on her teenage struggle with weight gain during a summer in America. This discomfort echoes the broader experience of women globally who face societal expectations and judgments regarding their bodies. In a relentless pursuit of physical perfection, the 2010s heralded an era where thinness became the emblem of physical perfection, etching its presence within our Gen Z psyche. Even today, although maybe not to the same extent, the ideal female body is still defined by thinness. If the unattainable standard for women is no longer a slim physique, it has now shifted to the relatively newer pursuit of an hourglass shape. With social media and photo editing being the new norm, a completely dystopian image of women’s bodies has surfaced. One where a surreal fusion between reality and unreachable fantasy co-exist hand in hand. While societal ideals have shifted over time, the pressure on women to meet these standards has remained constant. Wealth Disparity and Body Image A perplexing aspect of this societal pressure is its correlation with wealth. In developed countries like the United States, United Kingdom, Germany, and South Korea, a correlation exists between income and weight for women; wealthy women tend to be thinner than their less affluent counterparts, while this correlation is less evident among men. This economic paradox raises questions about the relationship between a woman’s weight and her earning potential. While poverty is often cited as a factor contributing to obesity, the data indicates that this correlation is primarily driven by women. The intersection of wealth, weight, and gender creates a complex web that demands exploration. Economic Impact: Wage Gap and Discrimination Extensive studies highlight a wage disparity linked to weight, particularly affecting women. Overweight or obese women tend to earn less than their thinner counterparts, with some studies indicating a significant wage penalty. In a society that values thinness as attractiveness, women find themselves navigating a landscape where their weight can impact not only their self-esteem but also their economic well-being. While there are exceptions and variations across demographic groups, the overall trend suggests that the economic implications of  weight disproportionately affect women. The prevailing biases contribute to a wage premium for being thin, emphasising the economic rationality for women to invest time and resources in maintaining a certain body size. The Corporate Glass Ceiling: Appearance Matters Beyond wage differentials, weight discrimination also permeates professional opportunities. Studies indicate that male CEOs are more likely to be overweight, while female CEOs face pressure to conform to societal beauty standards. This adds an additional layer to the corporate glass ceiling for women, where appearance becomes a factor influencing hiring decisions and career progression. The intersectionality of gender and weight discrimination prompts us to reconsider societal expectations and their impact on professional success. As women continue to break barriers in various fields, the discriminatory hurdles they face based on appearance underscore the need for a more inclusive and equitable society. Legal Implications: The Road Ahead The legal landscape surrounding weight discrimination is evolving. Some progressive jurisdictions have enacted laws prohibiting discrimination based on appearance. However, the broader legal implications, especially regarding "sex plus" claims, open up avenues for challenging unequal treatment based on gender and appearance. The insights from legal perspectives indicate a growing awareness of the need to address weight discrimination systematically. As conversations around diversity and inclusion gain momentum, the intersection of gender, weight, and economic outcomes demands attention at both societal and legislative levels. The Media's Role: Shaping Perceptions Media plays a pivotal role in shaping societal perceptions of beauty. The portrayal of predominantly thin women in media, fashion, and advertising contributes to the perpetuation of unrealistic standards. For years, we saw women scrutinised in the media and side characters in TV shows made fun of if they weren’t a size extra small. The impact of these portrayals is profound, influencing the way women perceive themselves and how they believe they should look to achieve success. The media's role in reinforcing these beauty standards is evident in the continuous glorification of certain body types while marginalising others. This creates a toxic environment where women feel compelled to conform to these ideals, often at the expense of their mental and physical well-being. The Psychological Toll: Beyond Economics Beyond the economic implications, the psychological toll of societal pressure on women to be thin is profound. The constant scrutiny and judgment based on appearance contribute to issues like low self-esteem, body dysmorphia, and eating disorders. The impact is far-reaching, affecting women across ages and socioeconomic backgrounds. Addressing the economic rationality for women to be thin requires acknowledging and challenging these deeply ingrained societal norms. The shift towards body positivity, inclusivity, and diverse representations in media and advertising is a crucial step in dismantling harmful beauty standards. The Path Forward: A Holistic View Addressing the economic rationality for women to be thin requires a holistic approach. It involves challenging societal norms, advocating for equitable workplace practices, and fostering an environment where individuals are valued for their skills and contributions rather than appearance. While Guiliano's journey sheds light on personal resilience, the broader discourse must extend beyond individual narratives. The economic implications of weight discrimination underscore the need for systemic change, where societal expectations align with principles of equality and inclusivity. The economic paradox of women's weight and societal expectations demands nuanced discussions and concrete actions. As we navigate the interplay of gender, wealth, and body image, creating a future where women are valued for their capabilities rather than conforming to unrealistic standards becomes paramount. The dialogue surrounding this issue is not just about women's bodies; it's about dismantling systemic biases that perpetuate economic inequality.

Imagine walking into an office that feels off somehow. Perhaps the colours clash with your personality, or maybe you just can't shake the feeling of being unproductive. According to experts like Lasse Karvinen, head of product at Framery, a Finnish company specialising in office pods, colours can significantly impact our mood and productivity levels. Employers are increasingly recognizing the importance of creating work environments that support not only efficiency but also employee happiness, and colour plays a crucial role in achieving this balance. In the modern workplace, every detail matters. From the layout of desks to the lighting overhead, the design of an office space can significantly influence productivity, creativity, and overall well-being. Among the myriad factors at play, one often overlooked element holds remarkable power: colour. The principles of colour theory wield a profound influence on how we perceive and interact with our surroundings, shaping our mood, behaviour, and productivity.  At its core, colour theory is the study of how colours interact with one another and with the human psyche. Rooted in both art and science, it explores the psychological and emotional effects of different hues, shades, and combinations. Central to colour theory are three primary components: hue, saturation, and brightness. Hue refers to the actual colour, saturation to its intensity, and brightness to its lightness or darkness. By manipulating these elements, designers can evoke specific emotions, convey messages, and create cohesive visual experiences. And, if we take it a step further, so can you through your office outfit.  Colour Psychology in the Workplace Research has shown that colours can evoke specific emotional responses and even influence our behaviour. For example, blues and greens are often perceived as relaxing colours, while reds and oranges are seen as more stimulating. However, the relationship between colour and mood isn't always straightforward. As Ben Hamley, future of work lead at JLL Asia Pacific, explains, blue light—despite being associated with relaxation—can actually make people feel more energised by suppressing the body's production of melatonin, the hormone responsible for regulating sleep-wake cycles. On the other hand, yellow is known for its energising and uplifting qualities, making it a popular choice for collaborative spaces or areas designed to foster creativity and innovation. Optimising Productivity When it comes to productivity, the strategic use of colour can make a significant difference. Research suggests that certain colours can enhance cognitive performance and boost efficiency. For tasks requiring attention to detail and analytical thinking, such as data analysis or coding, green or blue-green hues are thought to be particularly effective. These colours are believed to reduce eye fatigue and promote concentration, helping employees stay focused and alert for extended periods. In collaborative settings, colour can serve as a powerful tool for fostering communication and teamwork. Warm, inviting colours like orange or red-orange are associated with sociability and interaction, making them ideal choices for shared spaces such as break rooms or collaborative work areas. By creating environments that encourage interaction and collaboration, companies can cultivate a sense of camaraderie and cohesion among employees, fostering a positive and supportive work culture. Promoting Well-Being Beyond its practical implications for productivity and collaboration, colour theory also has a profound impact on employee well-being. Studies have shown that exposure to certain colours can affect mood and even physiological responses such as heart rate and blood pressure. For example, warm, earthy tones like beige or terracotta are often associated with feelings of warmth, comfort, and security, making them well-suited for relaxation areas or quiet zones where employees can unwind and recharge amidst the demands of the workday. While colour can undoubtedly influence perception and behaviour, achieving the perfect balance is key. Too much of one colour can be overwhelming or distracting, while an absence of colour can feel sterile or uninspiring. The most effective office designs leverage a harmonious blend of colours, textures, and patterns to create dynamic and engaging environments that cater to the diverse needs and preferences of employees. What About Office Attire? Colour theory isn't just confined to office décor—it extends to our choice of attire as well. Just as the colours of our surroundings can affect our mood and productivity, the colours we wear can also influence how we feel and how others perceive us in the workplace. Whether you're choosing a power suit for a boardroom meeting or selecting a casual outfit for a creative brainstorming session, the colours you wear can send subtle yet powerful messages to your colleagues and clients. For example, wearing bold, saturated colours like red or orange can convey confidence, energy, and assertiveness, making them ideal choices for presentations or negotiations. On the other hand, softer hues like pastel blues or greens can evoke a sense of calm and approachability, making them suitable for collaborative meetings or team-building activities. Consider not only the psychological effects of different colours but also their cultural connotations and the message you want to convey in a professional setting. For instance, while black is often associated with sophistication and authority in Western cultures, it may carry negative connotations in other parts of the world. The colour of your attire can influence how you perceive yourself and how others perceive you. Research has shown that wearing certain colours can boost self-confidence and enhance performance in job interviews or high-pressure situations. By choosing colours that make you feel empowered and confident, you can project a positive image and command respect in the workplace. Furthermore, colour coordination can play a role in creating a cohesive and polished look. Pairing complementary colours or incorporating subtle accents can add visual interest to your outfit while maintaining a professional appearance. However, it's essential to strike a balance and avoid overwhelming or distracting combinations that may detract from your professionalism. It can be beneficial to understand the principles of colour theory and applying them thoughtfully: employers in offices, and employees in attire. As an employee you can make a statement, build confidence, and leave a lasting impression in the workplace. And by understanding the psychological effects of different colours, employers can create environments that promote well-being, creativity, and productivity among their employees.

Thinking about corporate leadership, few names resonate as powerfully as Indra Nooyi's. Renowned for her strategic acumen and unwavering commitment to sustainability, innovative Indra Nooyi stands as a trailblazer in the business world. As the former CEO of PepsiCo, she not only shattered glass ceilings but also left an indelible mark on the industry. Born on October 28, 1955, in Madras (now Chennai), India, Indra Nooyi exhibited exceptional leadership qualities from an early age. Her journey towards success began with a Bachelor's degree in Physics, Chemistry, and Mathematics from Madras Christian College. She later pursued a Post Graduate Program in Management from the Indian Institute of Management Calcutta. Indra's academic prowess laid the foundation for her future achievements. After her studies in India, she embarked on a journey to the United States, where she earned a Master's degree in Public and Private Management from Yale University's School of Management. Indra Nooyi's career at PepsiCo spanned an impressive 24 years, during which she held various key positions before ultimately becoming the CEO. She joined the company in 1994 as Senior Vice President of Corporate Strategy and Development, bringing with her a unique blend of strategic thinking and visionary leadership. Under her guidance, PepsiCo witnessed transformative changes that propelled the company to new heights. Nooyi's vision extended beyond immediate profits; she was a pioneer in recognising the significance of sustainability in business. She championed initiatives to make PepsiCo a more environmentally conscious, socially responsible, and healthier corporation. In 2006, Indra Nooyi assumed the role of CEO, becoming not only the first woman but also one of the few women of colour, and an immigrant, to lead a Fortune 500 company. This achievement marked a significant milestone in corporate history, breaking barriers and inspiring countless aspiring leaders. At the helm, Nooyi faced the challenges of a rapidly evolving global market.  Her strategic foresight and innovative thinking allowed PepsiCo to navigate these challenges successfully. She led the company through a comprehensive restructuring, divesting its restaurants, and concentrating on core products. Nooyi's commitment to adapting to market dynamics solidified PepsiCo's position as a global industry leader.  Indra Nooyi's leadership went beyond profit margins; she understood the vital role corporations play in addressing societal and environmental concerns. Under her guidance, PepsiCo embraced sustainability as a core value, striving to reduce its environmental impact and contribute positively to the communities it served. Nooyi launched the "Performance with Purpose" initiative, a multifaceted approach aimed at aligning business success with societal and environmental responsibility. The initiative focused on promoting healthier products, reducing environmental footprint, and fostering diversity and inclusion within the company. Her commitment to sustainability was not merely rhetoric; Nooyi implemented substantial changes. PepsiCo worked towards reducing sugar and sodium levels in its products, investing in sustainable sourcing of raw materials, and adopting eco-friendly packaging practices. This holistic approach showcased Nooyi's dedication to leaving a positive and lasting impact on the world. Indra Nooyi's journey to the top was not without its share of obstacles. As a woman and a person of colour in leadership, she faced the pervasive gender and racial biases that have historically plagued corporate boardrooms. However, Nooyi's resilience and determination shattered these barriers, setting an example across the globe. She used her platform to advocate for diversity and inclusion, emphasising the importance of varied perspectives in driving innovation and success. Nooyi believed that a diverse workforce fosters creativity and enables companies to better connect with a diverse consumer base.  Beyond her professional achievements, Indra Nooyi's legacy is defined by her unwavering commitment to paving the way for future leaders. As a mentor and role model, she encourages aspiring professionals to embrace challenges, champion sustainability, and defy societal expectations. In her post-PepsiCo life, Nooyi has continued to contribute to the business world and beyond. She serves on the board of Amazon, ensuring her wealth of experience benefits another industry giant. Additionally, she remains an influential voice in discussions on corporate responsibility, gender equality, and leadership. Indra Nooyi's journey from a young girl in India to the CEO of PepsiCo is a testament to her resilience, intelligence, and visionary leadership. She carved a path for herself and countless others. Nooyi's commitment to sustainability and diversity transformed PepsiCo into a global powerhouse with a conscience. As the business world grapples with the challenges of the 21st century, Indra Nooyi's legacy serves as a guiding light, illustrating that profitability and societal responsibility are not mutually exclusive. Through her strategic leadership and unwavering commitment to making a positive impact, Nooyi has left an enduring mark on the corporate landscape, inspiring leaders to come with her indomitable spirit and forward-thinking approach. Indra Nooyi's legacy is not just about corporate success; it's about redefining what success in business truly means.

Push-up bras, pursed lips, suggestive slogans, and questionable framings are the common denominator when it comes to advertisements of the early 2000s. Though these ads are no longer acceptable (both legally and culturally), the long-lasting legacy of sexism in advertising is still cause for concern, even in 2024.  We do not have to venture too far into the past to find examples of insulting, harmful, and oftentimes disturbing advertisements where women are mistreated and misrepresented. Never mind the outwardly misogynistic  1960s  cases, where traditional gender roles, attitudes, and appearances were routinely pushed onto female consumers; unfortunately, even as recently as the 2010s, companies have still continued pursuing sexist narratives.  Some use “funny” or “clever” storylines, where the unwritten content is the issue. For example, this  2017  Audi ad shows a doting mother, worryingly examining her son’s bride to make sure she is good enough. However, when the slogan reads “an important decision must be made carefully”, whilst showing a car, the objectifying parallel drawn between the women and the car becomes clear. Others approach the issue simply by advertising beautiful women (often naked) to sell products that seem wholly detached from anything that might have to do with femininity or sexuality (like this ad from  2015  for a sandwich shop, showing a naked woman devouring a hamburger). While thankfully advertisers aren’t quite as comfortable airing similar content today, (it is actually  against the law  to portray “gender stereotypes that would induce widespread offense”), this does not mean that non-visual remnants of sexism do not still thrive in marketing campaigns.  Coined by experts in female geared marketing strategies, the term “ sneaky sexism ” refers to the phenomena where sexist assumptions (unsaid and unshown in the actual ad) allow companies to stay relevant to their target consumers while avoiding taking responsibility for such tactics. For example, instead of calling them diet pills, a company will refer to their product as wellness essentials, or anti-aging creams turn into ageless/ age-defying.  There is nothing wrong with wanting to sell wellness items or face creams, however, when the connotation is that it is necessary to use such products to maintain certain characteristics that are associated with the “right kind” of femininity, the issue becomes more complex. These ads are incredibly prone to be read by women (and men) as warnings for what standards their personal habits, appearances, and attitudes need to reflect. They damage conceptions of the self and the mind and also, very importantly, perceptions of bodies. Eating disorders and body dysmorphia are incredibly widespread across multiple cultures, ages, and backgrounds and a constant barrage of highly targeted ads continually amplify this issue.  One interesting strand of marketing that is particularly pertinent to this topic, is influencer marketing. Because in this model, it is usually the influencers themselves who are given creative control over the look of their ads, given that the product itself does not feed into certain rhetorics (ie. slimming teas), the chances of harmful messages reduce. The ad itself is constructed as a personal recommendation from a friend, and due to that, they will not try pushing unwanted, sexist ideas into your life. This shows one of the most important ways in which advertisers could better serve women; to talk to, employ and rely on women to participate in the creative processes behind the advertisements.  Even though (luckily) in 2024, we are less likely to run into ads that make us feel inherently pressured into certain ways of life, it is important to understand the not-so-distant history of how women are marketed to. Before purchasing, think about what brought or influenced you to make your decision and question the unsaid meanings behind this force. For more on this topic, I recommend the excellently researched  book  of Jane Cunningham and Philippa Roberts, “Brandsplaining: Why Marketing is (still) Sexist, and How to Fix It”.

The familiar refrain: “I’m just a girl,” is a phrase that was immortalized in Gwen Stefani’s iconic song “Just a Girl” back in 1995. With a wink and a head-banger of a chorus, she challenged the world to ditch its expectations of what a woman should be with a blend of defiance and sarcasm. Now, nearly three decades later, it paradoxically encompasses both a dismissal of accountability and a caricature of femininity, often seen in the “ditzy girl” trope prevalent within the realm of social media. This evolution prompts us to examine whether our attempts to satirize sexist stereotypes might inadvertently reinforce them.  At first glance, the giggles, eye-rolls, and intended harmless fun are meant to indirectly reject and critique the male-imposed burden of perfection that has been shoved down women’s throats for centuries. However, the continued portal and normalization of feminine ineptitude, even in jest, across social media platforms suggests that by adopting and amplifying these stereotypes for commentary, women might be unintentionally endorsing the idea that they are inherently less capable.  There is an impression that some women might be embracing these as a reclamation to serve as a form of empowerment, turning the tables on gender norms by embracing them on their own terms. While there’s merit in using satire as a tool, the fine line between subverting stereotypes and cementing them is often blurred by audience interpretation. The intent behind the humor might be lost, leaving these ridiculous stereotypes unchallenged and their impact on women’s autonomy and agency intact. Considering that women constitute a higher presence on social media (Vermeren, 2015), it’s imperative that we neither propagate nor tolerate trends that undermine women, especially given their profound potential to shape the perceptions and aspirations of young girls.  Particularly In the realm of business, stereotypes often define the contours of a woman's career, leaving this trend with a profound irony. This seemingly harmless statement challenges us to dismantle the real barriers that obscure women's true identities and achievements.  Throughout the years, history has stood as a testament to the resilience of women who have redefined their roles in a society run by men. Many even who, despite societal barriers, masterfully harnessed their femininity as a form of strength. From Marilyn Monroe to contemporary leaders like Rosalind Brewer, women have challenged the status quo through their advocacy for the inclusion of women. Their stories underscore that femininity, when harnessed with intention and authenticity, can be a powerful catalyst for professional and personal empowerment. However, transcending stereotypes requires more than individual resolve; it demands systemic change. Trends like “I’m just a girl” should be critically examined rather than thoughtlessly celebrated. Promoting an environment—both domestically and corporately—that values diverse expressions of women’s contributions being valued equally. Initiatives encouraging women’s leadership across different life areas should be more widely embraced. Initiatives aimed at fostering women’s leadership, such as mentorship programs, play a crucial role in this endeavor, helping to dismantle the gender biases that are hidden in media trends and can aid in hindering women’s advancements in society. As we forge ahead, let’s remember that embracing femininity in life and business is not about conforming to outdated norms but about redefining strength on our terms. It’s about recognizing the unique perspectives and skills women bring to the table and leveraging them to drive innovation, growth, and equality.

Since her last album released in 2016, ‘ANTI,’ the world has been begging for another. Despite this, the superstar and entrepreneur, Rihanna has only made large strides, magnifying her fame and fortune and dispelling the idea that a person should box themselves into one niche. With her extremely anticipated and highly watched Superbowl performance in 2023, and her achieved billionaire status as a result of her cosmetics empire, Fenty Beauty, Rihanna proves to be a highly inspirational case study. And, in spite of all this success, she remains true to her humble beginnings. ‘Empowered women, empower women,’ so let’s take a look into the powerhouse that is, Rihanna. Beginnings, influences and breakthrough: ‘Pon de Replay.’ The girl from a little island in the Caribbean would not let geography, or family tensions in her home prevent her from chasing her dreams. After hearing that an American producer would be in town, the self-starter grabbed at the opportunity to kick-start her music career. Shortly after, ‘Pon de Replay,’ was created and would result in her being signed to producer and singer, Jay-Z. From the beginning, Rihanna had a natural inclination and determination to infuse Caribbean genres into her overarching pop and R&B music style. Her dancehall and reggae influences provided her music with a unique energy lending to the longevity of even some of these earlier tracks. Breaking Boundaries: ‘Lift Me Up’ Her eight studio albums contain some of the most popular karaoke favorites and 12 of her records even surpassed one billion streams each. Her music allowed her to shine bright like a diamond, and gain immense recognition in the entertainment industry at large. Despite her evident talent for producing hit after hit, she allowed herself to explore further interests. Some may have recognized the slight Barbadian accent present in her voice-acting work in Home (2015), but many will recognize her for her role as the hacker in Ocean’s 8 (2018), the female-led installment of the Ocean’s franchise.  With many more movies under her belt, including an Oscar-nominated single in the Black Panther soundtrack, her courage to cross industries is not simply impressive but a testament to her habit of accepting opportunities as they arise. Entrepreneurial strides and billionaire status with Fenty Beauty: ‘B*tch better have my money.’ All Rihanna has to say is ‘Bitch better have my money,’ and her fans will empty their pockets. Manifestation at its finest. From her impeccable street style to having some of the most iconic MET Gala looks, Rihanna certainly made her name in the fashion industry, and this opened the door to many cosmetic collaborations throughout her early career. As a person of color, the cosmetic world can be difficult to navigate, especially the darker your skin tone. Representation in this industry was Rihanna's prime focus when birthing her cosmetic company, Fenty Beauty. The company opened releasing 40 foundation shade options which has since then increased to 50. Her strides towards promoting inclusion are further underscored in the diversity of her models, and access to virtual consultations in order for her customers to find the perfect shade for their skin tone. It is no surprise that a company built on the foundation, “so that every woman can be included,” would rise to become the most successful beauty brand today with an estimated value of $2.8 billion according to Forbes magazine.  Along with her music career and additional pursuits, this venture catapulted her into achieving billionaire status becoming the youngest self-made billionaire in 2022, and often listed as the richest musician in the world, second to Jay-Z. Humanitarian work, Barbados and Motherhood: “Love on the Brain” Music and her beauty empire aren’t the only ways in which Rihanna shines “bright like a diamond.” In 2017, Rihanna was named the recipient of Harvard University’s Humanitarian of the Year award. This, she earned due to her contributions in the Clara Lionel Foundation, a charity organization that she founded. The foundation is rooted in climate activism, providing significant aid to those affected by and vulnerable to natural disasters in the Caribbean and the United States. In 2021, Rihanna was declared a National Hero in her home country, Barbados, by Barbados Prime Minister Mia Mottley in the Independence Day ceremony. In her speech, Rihanna expressed, “I have traveled around the world and received several awards and recognitions, but nothing compares to being recognized in the soil that you grew in.” Her love for her home is evident in her humanitarian work, and frequent visits including often participating in the annual Carnival celebrations showcasing the Caribbean culture and parading in costumes of vibrant coloured feathers. Having welcomed two sons with rapper, A$AP Rocky, Rihanna is truly living proof that women can do it all and much more. Follow your dreams no matter how big or how many, say yes to opportunities, and remember those who helped you along the way. And, if we put in the “work work work work work work,” these are the ways that we can all, in our own fields also “shine bright like a diamond.”

Have you ever thought about a career in fashion, but would prefer to be someone who critiques rather than solely creates? While it’s true that we may not all have the body of Gisele Bündchen or the conceptual genius of Rick Owens, there is demand for almost every kind of skill out there—and critiquing is not a skill to be dismissed when it comes to fashion.   Fashion is an industry that is both controversial, yet ingrained into societal life. Fashion carries with it both a privilege and an expectation. Fashion is cited as a notoriously highly competitive industry. In 2022, it was estimated by Statista that the entire fashion industry was worth a staggering 1.53 trillion U.S. dollars, and is gaining momentum thanks to how marketable it is on social media. Take, for example, the annual Met Ball, which is always in the first week of May. The event is funded by art gurus and is the pinnacle social, cultural, and artistic event of the year, which has certain protocols and expectations in terms of attendees. To receive an invitation to one of the world’s most exclusive events is a highly prized desire for those in the public eye. However, the truth is that most celebrities do not choose their attire themselves. In fact, they have a trusted team of professionals that curates the outfits for their many public appearances and meticulously selects whose labels, which garments, and what accessories they will wear. It is essential to have a knowledgeable person who is in the know of what is currently fashionable and what is not, as an integral part of the team. Therefore, as important as it is to be invited to the Met, it can be just as devastating to get replaced by another person—or worse, which is inevitable in popular culture, being subject to criticism. What does a fashion consultant do?  A fashion consultant is a paid professional who is ‘in the know’ of all things fashion-related and is someone who offers their opinion on what looks best on their client. For example, they should know how colour theory works and how different sizes and shapes transform the body. They are someone who makes a living off of keeping up with fashion trends, collaborating with others, and putting together beautiful clothes. What skills does this job require?  Damien Hirst once said, ‘there are two kinds of artists: the instinctual and the intellectual,’ but to be a fashion consultant, you must be both. Basic skills that this job requires are the ability to constantly analyse and keep up with trends, communicate clearly with clients in order to understand their needs and offer appropriate recommendations, and creatively piece together outfits and understand what makes something aesthetically pleasing. It would also be helpful if you prefer working in a fast-paced environment, have strong customer service skills, and have a strong passion for working directly with people and in fashion. How much does a fashion consultant make?  According to Indeed, the average base salary for a fashion consultant in the UK is £22,431 per year. However, a super well-connected and reputable fashion consultant, such as Brenda Weischer (Hashtag), also the fashion editor of Berlin-based fashion magazine 032c, who unfortunately keeps her income unreleased, can earn a substantial annual income and receive major perks such as receiving a free supply of her favourite designer items, which is not an uncommon perk when working in fashion.  How to break into fashion consultancy?  Unlike jobs like law and medicine, there is no set way into becoming a fashion consultant, which is useful for those who like to be creative with their business endeavours and prefer to forge their own path. This means that finding and building a strong network of people to aid you in your success is crucial. According to Target Jobs, when it comes to consultancy as a profession, ‘Consultants need to be able to break down problems and come up with well-reasoned, sensible answers,’ so just like in any other field investing in a degree that is the same or similar to the field you would like to break into is always ideal. For example, this could look like exploring a fashion degree or studying art.  In addition, having a portfolio that showcases your styling work, whether it's outfits you've curated, fashion shoots you've coordinated, or clients you've collaborated with, is essential. Your portfolio serves as a visual representation of your skills and capabilities, helping you attract potential clients or employers. It is also important to make the most of social media to promote yourself in today's industry landscape. Curating your public profiles as your digital art portfolio can help establish an attractive image and reputation, attracting buyers, collaborators, and investors.

Gender Bias is the unequal treatment or perception of a person due to their gender, leading to a reduction in opportunities and essentially a glass ceiling in many women’s career trajectories. This is seen through unconscious biases, stereotypes, and discriminatory practices in the workplace.  Despite the progress to combat this effort in first world countries, there is still a huge gender and equality gap in the rest of the world. In this article, we delve into the issue from amanagement consulting perspective, aiming to explore its depths and propose solutions.  Women may face challenges such as being overlooked for promotions, receiving lower compensation for their work, and encountering barriers to accessing leadership positions. When hearing from 20 Turkish women leaders, a common observation across the board is feeling undervalued, marginalised, and unable to fully contribute their skills and talents.   Notably, companies with over 30% women executives tend to outperform those with fewer women leaders, showcasing the benefits of diversity and inclusivity. However, G20 companies only allocate 5.5% of chair seats to women, highlighting the need for change.  Let’s dive into this further through an example. Bain and Company conducted research on female leadership through a series of interviews, with women across various industries, with the aim to catalyse positive transformations in Turkey's business environment. In 2023, Turkey ranked 124 out of 146 in their gender equality. A highly pressing problem found was the societal norms and traditional gender roles that limit women's access to leadership positions and opportunities for professional advancement. For 12 of our 20 research participants, long-term success for women means making trade-offs. Women leaders have to prioritise and deprioritise aspects of their lives, with motherhood standing out as a key moment of truth. The simple fact that women may need maternity leave creates the unconscious bias and keeps women from getting promotions – termed ‘the motherhood penalty’.  This case simply proved a skewed understanding of what it means to have equality. Women are more heavily involved in childbearing, that is the biology of it. But asking for equality does not have anything to do with how women are physiologically, it is about cerebral equality, to be able to get the promotion or be the CEO, to be able to get the opportunity because of our competency, not our gender.  How can consultants provide solutions?  Using this instance, let’s implement Boston Consulting Group’s (BCG) DEI consulting team framework. There are 5 metrics used: recruitment, retention, advancement, representation, and pay. After a thorough analysis of the issue in a company, they would determine the right interventions in order to address the gaps. We can divide our solutions into two categories: proven measures and hidden gems.  Proven Measures  Anti-discrimination policies: While countries like Italy, Germany, and Greece have laws requiring gender quotas for listed companies and penalties for non-compliance, Turkey does not have such legal requirements for gender ratios in its listed companies. This is the first step to a fair workplace. By establishing a 50-50 candidate pool for promotions and recruitment, diversity and equality is enhanced.  Flexible working models: The rise in remote working opportunities and flexible schedules has the potential to revolutionise the way maternity leave agreements are made, and the creation of paternity leave to support the parental burdens felt at that time. These concepts aren’t familiar to less western countries, so there is a huge gap for improvement and culture change here.  Scalable mentorship/sponsorship programs: Specifically for 3rd world countries, mentorship programs allow women more premature in their journey to connect with those in leadership positions, with means to inspire and encourage ambition in young women, to spread the message that women don’t have to choose between work and family, they can do both.  Hidden Gems  Visible Role Models: Seeing women in higher positions who have been through their struggles is uplifting. It is important to see that advancement is possible.  Eliminating Biases in Evaluations and Promotions: By removing identifying personal information, gender-blind shortlists are created, giving each candidate an equal chance. Many companies can also conduct formal training for employees to work on their unconscious biases and pre-existing stereotypes.  Creating Networking Opportunities for Women: Networking platforms foster a robust sense of connection and enhance the retention of women in middle management roles.  Consulting firms play a pivotal role in helping organisations navigate these complex issues, offering tailored solutions, best practices, and actionable strategies to foster a more equitable and inclusive workplace environment. Through DEI consulting initiatives, companies can not only mitigate the risks associated with gender bias but also unlock the full potential of their workforce, driving innovation, and sustainable growth.  Though these issues were shown in Turkey only here, they impact millions of women worldwide. The more awareness we can generate around the topic, the better we are able to create a culture where there is importance on diversity and inclusion, and the more women are able to be heard.

As much as I wish it wasn't true, we currently live in a man's world. The twenty-first century is still dominated by unequal gender pay, catcalling as the norm, and women in general experiencing a lack of equal respect in the presence of men. Picture this: you've been led on for months by a man you have been dating.  It ends because he's just not ready for a relationship, and then you see on Instagram or hear through the grapevine that he has a new girlfriend a month later. You're left to think ‘Why not me? Why wasn't I good enough?’ This is an experience I'm sure many of us can relate to. Well, firstly I can tell you - if you ever hear the words ‘I don't want or I'm not ready for a relationship’, run for the hills (unless that's the same thing you are looking for) because ultimately, a person meant for you will not want to have the potential to lose you. Secondly, it should be the complete reversal of it's not you, it's me - because if that person can't see how extraordinary and great you are, go let them be with someone else. The moment you can accept a romantic rejection, I think we will all realise it is so much easier to do than to accept a rejection from a man in the emergence of the working and professional world.  As this term draws to a close, I am starting to realise that I do not have that much of my degree left and real adult life is looming. In my head I am still a teenager; a teenager in their twenties at that. One of my most dominant anxieties surrounding this, with the ever-competitive London job market or just the job market in general, is "will I even get a graduate job?" As much as I like my part-time job, I do not want to stay there forever and have high ambitions and expectations for myself.  This anxiety reaches my main question of "How do I survive men telling me I'm not good enough?" The percentage of female CEOs existing in this country is far and few from the percentage of male ones. It's hard not to imagine that my impending graduate job rejections will most likely be coming from a man. Moreover, in my university career, I have already felt diminished and degraded by comments from my male peers such as, "an English degree? What can you even do with that?" or remarks like "So you just read books all day", making it sound like my degree is lesser than their degree (probably in Economics). It is difficult not to perceive comments like these as blind misogyny. I often hear stories during weekly coffee-catch-ups with friends who tell me of similar experiences. I can't imagine that in my lifetime, there will be a time where my intelligence as a female will not be undermined by a man.

Bridgit Mendler was born in 1992 in Washington DC. From a young age, she began to pursue an acting career. She got her ‘big break’ in 2009 starring on the hit show ‘Wizards of Waverly Place’ on Disney Channel. Unlike many of us, Bridgit Mendler's childhood was a little unconventional, to say the least. At 17, Mendler starred in the Disney series ‘Good Luck Charlie’, which might ring a bell to some Disney fanatics. However, fourteen years on from her stardom at Disney, Brigit Mendler is now making waves in the corporate world.  The 31-year-old has come a long way from her days of entertainment and is spearheading a new path in space satellite technology. Her recent initiative is to build a new start-up company ‘Northwood Space’, which she co-founded alongside her husband Griffin Cleverly and Shaurya Luthra.  Northwood Space aims to bridge the technological gap between Earth and space to create enhanced connections. The idea for the company came to her during the Covid-19 pandemic while in lockdown.  She told the BBC that "While everybody else was making their sourdough starters, we were building antennas out of random crap we could find at Home Depot. For me, why the ground-side matters is because it is about bringing the impacts of space home to people”. This statement indicates her get-up-and-go attitude: the unprecedented nature of the pandemic could not curb her innovative tendencies as she built the groundwork for this new company which she announced in early 2024. She liked to keep busy – inspiring others to do the same. In an interview for CNBC, Mendler said: “The vision is a data highway between Earth and Space”. In a world that is becoming increasingly attuned to technology potential, Mendler's new start-up emphasises the importance of expanding on that knowledge. By creating these communication lines between Earth and Space, the unknown capabilities are indescribable. Having resilient, intelligent young women at the helm of this operation is an inspirational feat for both women and men.  According to the Business Reporter in March 2023, the tech industry continues to be male-dominated with 27% of female graduates considering a tech career, a noticeably lower figure to that of 61% of male graduates. But women like Bridgit Mendler champion the possibilities for women in a tech career. Bridgit Mendler has an impressive educational background. Her CV would make anyone jealous - I strongly recommend following her on LinkedIn to see her achievements for yourself. Her third-level studies began at the University of South Carolina at the age of 23, where she pursued a degree in Anthropology. Following on from this, she completed a Master’s degree at the prestigious Massachusetts Institute of Technology. But her education journey didn’t end there.  ​​Alongside one another, she is currently pursuing two doctoral degrees, one from MIT and one from Harvard Law. Her doctorate in Philosophy from MIT is an ongoing project that is yet to be completed. However, her doctorate of Law was obtained in 2024. In an interview with People Magazine, Mendler noted that the status of her doctorate at MIT remained hazy. She continued “I'll still fight for it, but how it gets completed is up to the administration and my principal investigator and what they think is appropriate." As a source of progression, her educational background serves as a launchpad to break down barriers, foster personal development, and empower meaningful change. Bridgit Mendler encapsulates the idea that education can propel one forward. Her story will inspire women and young girls across the world to be a part of something you are truly passionate about. The cliché saying ‘Do what you love, and you’ll never work a day in your life’ takes centre stage for Mendler's future pursuits.  During her time at MIT, she was a research and director’s fellow within the MIT Media Lab. Her master’s thesis entitled ‘Our Story: Dispute System Design Technology for Stakeholder Inclusion’ highlights her innate interest in the possibilities of technology and the engagement businesses and individuals can have with this new phenomenon. Her visionary pursuits are a symbol of inspiration for others across the world.  Her PhD studies with MIT Media Lab focused on ‘technologies that support inclusive and collaborative governance and citizen engagement’. Her years of acquiring knowledge on technological breakthroughs and how the public can engage with them act as the cornerstone for the new business. Her new business venture speaks clearly to her educational interests she admitted to People magazine “We have a lot of work ahead of us but that’s the fun part".  Her determination paired with her acceptance of the challenges that lie ahead confirms that she has the mindset of a successful CEO. Her story acts as an encouraging example for women who are committed to an innovative, long-lasting, and successful career. Mendler exemplifies the true meaning of believing in yourself and striving to achieve the goals that you are interested in conquering.  A reminder to all women that your expertise can make a difference only if you dare to go out and prove to the world that you can and you will!  Her motivating story pioneers the way forward for women in the education, technology, and corporate worlds. She empowers women to empower themselves. Watch this space.

At uni, it’s easy to feel like you’re not doing enough. You’re surrounded by highly ambitious people, and to your eyes, they are always doing more than you.  How can your friend always score above 75, work, and have a boyfriend? How can your flatmate be the president of that big society, do sports, and have it all figured out for after graduation?  If you often feel like this, rest assured that you’re not alone. Self-doubt is very common, especially among women, who are statistically proven to be more likely than men to underestimate their abilities.  But do not stress. There is an easy solution to your problem, one that will ensure you’ll never be behind others. You must stop going out, never see your friends again, and do not, for the life of you, ever step foot in another club− you might as well just throw away your career altogether if you do that again.  If after this piece of advice, you’re about to close the magazine and tell your friends that WIB has gone crazy, you’re on the right track. If you were nodding along, please keep reading.  Letting go of your social life to dedicate your full time to work is never the good way to go. Indeed, although you might feel like you’d have so much more time to dedicate to studying and working if you stop going out, research proves that socialising is incredibly important for people’s well-being and performance.  At a physical level, having a social life contributes to being healthy, by reducing stress, boosting your immune system, and increasing life longevity as a whole. But if it’s work that you’re worried about, you’ll be surprised to know that being around friends can actually improve performance. Indeed, when engaging in a social activity, the brain uses a variety of functions and practices numerous skills, sharpening cognitive abilities, such as memory retrieval or speech. These skills are easily transferable to work and study settings.  Moreover, socialising with peers or co-workers outside of uni can also help build relationships, create trust, and enhance teamwork. This can be very helpful if you are part of a society and want to ensure good communication and high productivity, or if you are having a group presentation. This is not to say that you should prioritise going out, but simply that finding a balance between work and social life is the winning move.  Instead of sacrificing social activities, there are other ways to fight back against that feeling of not doing enough. First of all, remember not to compare yourself to others. It might be true that some of your friends are doing three extracurriculars at once, while you are only doing two, but not everyone is the same. People have different rhythms and can take on different workloads, and there is nothing wrong with that. At the end of the day it’s not the number of societies you were part of at uni, or that grade in your business paper that are going to define who you are or what your career is going to look like in 10 years. Second, try to talk to older students, or people you look up to for reassurance. As I’ve already pointed out, self-doubt is very common, so chances are that even they have felt the same way during their time at uni.  So, take a deep breath, go for that coffee date, take a walk, and do not ditch your friends to work: you are on track with everyone else!

Ever felt like everyone is living their best life, while you’re always at home? Ever compared your career with that of everyone else and felt like you’re not doing enough? Welcome to the world of FOMO – Fear of Missing Out.  FOMO refers to the perception of missing out on something, let that be a social event, an experience, or a career achievement. People experiencing this feeling find themselves constantly comparing what they do to others and feeling extremely unsatisfied with their lives. This is perceived by the brain as a social threat, which could potentially result in social exclusion, and it triggers a strong anxiety. Although FOMO has not been recognized as a psychological condition, this phenomenon negatively affects both our mental and physical health. Anxiety and stress can lead to depression and burnout, and they have been scientifically proven to weaken our immune system and decrease longevity. Nowadays, among younger generations, FOMO has become increasingly popular. But where does this irrational fear come from? And why has it become more widespread in recent times?  Erin Vogel, social psychologist and associate professor at the University of Oklahoma Health, explains that FOMO is strictly linked to people’s need to belong. Humans are social creatures and they want to feel like they are part of a group. Therefore, everything that makes someone feel left out, or excluded from a social group, can provoke FOMO. For example, common causes of this phenomenon are not understanding a joke that everyone is laughing at, not being picked by a group, or not being invited to a social gathering. Even if these situations have always occurred, in recent times the number of people suffering from FOMO has significantly increased. This is believed to be linked to social media and how because of platforms like Instagram, Tik Tok and Facebook, users have constant access to other people’s lives. This encourages users to compare themselves and what they do to their followers, promoting the feeling of not doing enough. On top of this, other psychologists have brought attention to “The Paradox of Choice” as a potential cause of FOMO. The Paradox of Choice points to the fact that when a wider set of options is available, this might overwhelm us and give us the impression that we are always missing out on something. This is very much a problem of today’s world, where even something as simple as eating out has become a difficult decision between thousands of well sponsored trendy restaurants. Despite this, it is possible to cope with and prevent this emotional reaction. How? Firstly, it is important to identify the behaviours, situations, or actions that have most frequently made us experience FOMO. Try to think back on the times you have had this anxious reaction and trace back your steps. What were you doing? Had you been scrolling on Instagram, had you just been talking to that friend of yours who always brags about all the parties they attend? By understanding what instigates FOMO, it can be easier to find a solution. Another useful tip is to practice happiness and gratitude. When things go wrong in life, it is very easy to focus on the negative side, but remember that you are in control of what you put attention on. You can choose whether to focus on everything that went wrong, or the good in the situation. For example, if you’re experiencing FOMO because some friends organized a function and they haven’t invited you, take out a diary, your notes app, or whatever is most convenient for you and note down things that made you smile today, or moments in which you feel happy, and try to express gratitude for them. In this way, you’ll see that although you missed out on that one party, that does not mean that your life is any less fulfilling, joyful, or satisfactory. Lastly, but perhaps most importantly, stop comparing yourself to others!  FOMO is a big challenge, and it is not easy to escape this illogical fear, so don’t be scared if you’re not able to win over this feeling the first time you try! Rest assured that, if you start applying these small tips and incorporate them into your daily life, you’ll find your way out of FOMO!

"If you want something, make it happen - say yes and take those opportunities! Saying yes opens doors!" At a recent KCL Women In Business marketing panel, we had the privilege of meeting the dynamic, personable, and inspiring Beth Jump from Bloomberg. Having shared details about our "From Women For Women" magazine, we were delighted when she agreed to an interview. Here's the scoop on Beth's journey – where creativity converges with strategy, and where her advice guides aspiring professionals in the marketing field. A Passion Discovered: Early Steps Beth always knew she wanted to work in “the big city”. Her career story began when she embarked on an internship at LK Bennett headquarters, Mindshare on the Chanel account, followed by a year-long placement at L’Oréal. These experiences opened her eyes to the world of fashion and beauty and set the stage for her future marketing career. While working in these prestigious organisations, Beth discovered her love for marketing, solidifying her decision to pursue it as a career. Her advice? Embrace internships or work experiences, even if unpaid. She shared, "It's worth it in the long run, sets you up with valuable connections and a feel for the real world of business." This early exposure helped her recognize her passion and paved the way for future successes. Education: A Strategic Path to Success Beth strategically pursued her interest in marketing by enrolling in the BSc Business Management with Marketing degree at the University of Brighton. During her studies, she secured a year-long placement at L’Oréal, expanding her skills and knowledge. This academic and practical blend equipped her with the tools needed to thrive in the competitive field of marketing. She emphasised the importance of focusing on one's degree and working hard, as it can become the steppingstone to subsequent achievements. According to Beth, "Try to take a placement year if you can - being in a working environment is invaluable."  In her final year of university, Beth worked hard at securing a graduate scheme, which she did with a focus on the insurance market, at Lloyd’s of London. There, she “fell in love with the financial world of marketing - smaller teams, creativity, and challenges to solve”.  Beth made the most during her 2-year graduate scheme where she found mentors to develop her career, and after it was completed, she was approached on LinkedIn for her following two roles at BlackRock and Bloomberg. Her advice: “Always make sure your LinkedIn is up to date, connect with those you meet, and build your own network!” Insights: What is it like working in Marketing at Bloomberg? One of the perks of Beth's job is the opportunity to travel the world. From New York to Paris and Milan, she orchestrates events, meets clients, and collaborates with colleagues globally to drive consistency across the Bloomberg brand. This exposure allows her to continuously expand her network, learn about different cultures, and deepen her understanding of marketing dynamics. Beth expresses her gratitude for this aspect of her job, saying, "Being able to travel the world for one... allows me to continue meeting new people and growing my network, learning about new cultures, and expanding my knowledge in marketing." Beth shared with us that working in Marketing at Bloomberg, no day is the same.  “In previous roles, I was new and thought, how can I bring something different and have impact on my team.” “Continuously having to adapt depending on what the market is doing and working in a fast-paced environment is exciting”, she says. The culture at Bloomberg focuses on giving back and making a difference. For each hour that employees volunteer, Bloomberg gives money to charity. “This year, I’ve been able to volunteer at Hamleys, donating gifts to children and running the square mile for my city”. Oh, and finally, we can’t forget some other perks: free snacks and drinks in the office pantry! Check out the London office HERE ! Crafting a Distinctive Personal Brand: Be Uniquely You Beth's journey in building a personal brand extends beyond her day job. She encourages aspiring marketers to pursue their hobbies passionately and become experts in something unique. “In previous roles, I was new and thought, how can I bring something different and have impact on my team. I trained myself and became fully up to speed with our new email platform and LinkedIn. It was then something I was able to own”. Becoming the go-to person for tips and tricks on email platforms and LinkedIn, showcasing the power of owning a skill set within the team.  But the personal brand stems beyond the day job. Her advice? Say yes to opportunities, especially when starting your career. According to Beth, "If you want something, make it happen - say yes and take those opportunities! Saying yes opens doors!" Know your community and stay involved in it, whether it’s at university or at a job. “Being a course representative at university, becoming part of the women’s EMEA network comms team at work, mentoring - what else could you be?”.  Empowering the Next Generation: Advice for Young Women in Marketing For young women aspiring to establish themselves in the marketing industry, Beth shares three key pieces of advice: Focus on Your Degree: Beth's graduate scheme opportunity was a direct result of her commitment to her degree. According to her, the hard work pays off: "It landed me the graduate scheme, and this was the steppingstone to my role now.” Build Your Network: Leverage platforms like LinkedIn to connect with professionals in your desired field. Get a mentor, join marketing networks, ask questions, and learn from those who have walked the path before you. Beth highlights the importance of networking, saying, "Build your network and make those connections - LinkedIn has been crucial for me." Internships Matter: Don't shy away from internships or work experiences. These experiences provide essential insights and open doors for future opportunities. According to Beth, "Take the internship or work experience - know a friend or someone in the industry? Ask them if they’ll enquire about work experience for you and take it, it doesn’t matter if it’s free, this honestly is an invaluable experience." Final Words of Wisdom: Make it Happen In closing, Beth Jump leaves us with a powerful message: If you want something, make it happen. Saying yes and taking opportunities, even those outside your comfort zone, can lead to remarkable growth. In marketing, where adaptability is key, Beth's journey stands as great inspiration, urging everyone to go beyond expectations and create their path to success. As she wisely puts it, "You can’t always rely on those opportunities coming your way, go out of your way and put yourself in situations where something could happen."

Samia Kazi is the embodiment of resilience and vision, steering her groundbreaking venture, Climate Mitigate, with a commitment to addressing one of the most pressing challenges of our times: climate change. As the Founder and CEO, her journey to the helm of Climate Mitigate is a testament to her unwavering determination to forge a sustainable future. Born into a family that emphasised the importance of environmental stewardship, Samia's early years were filled with lessons on the value of preserving our planet. The startup is not just a business; it's a mission-driven entity focused on developing innovative solutions for the voluntary carbon market and to make impact investments accessible. Under Samia's leadership, Climate Mitigate has pioneered a proprietary technology to scale voluntary carbon and put the power to offset in the hands of consumers. I interviewed Samia to gain a deeper insight into what it’s like to be a female entrepreneur in the environmental landscape.  How did you get to where you are today? My ambition was always clear: to create a startup that would leave a meaningful impact. Leaving behind my career in law, I initially ventured into a new project centred around social entrepreneurship, with a focus on empowering women, particularly housewives, by enabling them to leverage their cooking skills. However, not long after making this career shift, I encountered unforeseen challenges that led me to conclude the project wouldn't yield the financial returns my investors expected. Faced with this realisation, I made the difficult decision to abandon the project and ponder my next steps. The prospect of not being able to return to my previous employment, combined with the lack of a new business venture, was daunting. I was acutely aware of the potential judgments regarding my credibility. Yet, it was during this period of uncertainty that I found my resilience. I secluded myself for two weeks, a time during which I reflected and brainstormed extensively, consulting with industry professionals to evaluate the viability of various ideas. It was through this process that I identified a concept that showed the most promise for success and impact. At the heart of my journey was the commitment to building an impactful startup. I was determined to create a venture that would not only succeed in its own right but also contribute positively to the world long after my involvement. This guiding principle led me to refocus and ultimately discover the path that I believed had the potential to make a significant difference. At what point did you realise you wanted to take the leap to start your own business?  The decision to leave my job and start a startup didn't happen overnight; it was a culmination of a lifelong inclination towards innovation. Throughout my life, I've been brimming with ideas, eagerly sharing them with various people to gather their insights. This internal drive, often referred to as 'fire in the belly', made me realise I'm someone drawn to thinking outside the conventional boundaries. Working in a traditional job, I noticed a pattern where life is segmented into working hours and weekends reserved for rest or social activities. This routine, where my days were planned around work schedules and social engagements to fill the void of inactivity, felt increasingly unfulfilling. The entrepreneur's life appealed to me precisely because of its constant mental engagement; there's no clear division between work and life, no switch to turn off. This seamless integration of work and passion is what I longed for—a life where my ideas and ambitions are a constant source of engagement and fulfilment. This realisation propelled me to take the leap into entrepreneurship, embracing the challenges and rewards that come with forging your own path. How did you get to where you are today? My educational journey in law began at Exeter University, where I completed my LLB, followed by my Bar Vocational Course at the University of Law. After qualifying, I was called to the bar at the Honourable Society of Middle Temple in London, marking the start of my legal career. However, my path to the business was shaped long before my university days. At the age of 18, following the sudden passing of my father, I found myself at the helm of a vast family business empire, spanning life insurance, real estate, schools, and newspapers.  Despite the daunting challenge and my initial inexperience, I was thrust into making critical decisions for our businesses. This early exposure to leadership and the complex world of business management was not just a responsibility; it became a profound learning experience that I relished. The necessity to navigate through these challenges honed my decision-making skills and sparked a realisation of the impact one can have through entrepreneurship. Transitioning into a career at a law firm, I quickly recognised the stark contrast between the dynamic nature of running a business and the structured routine of employment. The 9-to-5 life, punctuated by weekends filled with social engagements, felt limiting. It dawned on me that there was more to life than the conventional work-life balance—a belief that propelled me to seek a deeper purpose. This quest led me to explore the field of climate change, driven by a passion to create a startup with a meaningful impact. Inspired by my father's legacy, who founded the first Islamic life insurance company in Bangladesh with the vision of supporting families in need, I aimed to forge a path that would leave a lasting positive mark on the world. My father's venture, designed to provide for families of the deceased who lacked financial stability, had flourished over the years. Now, nearly two decades since his passing, the success and continued growth of his company stand as a testament to the enduring impact of his vision. Embracing my father's ethos of creating value that extends beyond oneself, I delved into climate research with a determination to build a startup that addresses one of the most pressing issues of our time.  What’s the most challenging thing you’ve overcome so far? The most formidable challenge I've encountered has been the departure from a conventional path—a trajectory where education directly leads to a stable job and steady income. Embarking on this journey required a leap of faith, especially in the face of not earning immediately and confronting scepticism from those around me. I vividly recall sharing my vision with my sister, confidently stating that one day I would have an office in central London with my own team. Just six months later, that vision began to materialise, which was a moment of disbelief and validation for me. However, articulating such ambitious dreams often invites doubt, not just from within but also from others who might perceive them as unrealistic or accuse you of being overly confident. It's a delicate balance to maintain your conviction in your vision while navigating scepticism. The criticism and doubt can be particularly discouraging before any tangible success is achieved, leading many to abandon their dreams for the security of the familiar path. Moreover, being a woman in the entrepreneurial landscape introduces an additional layer of complexity. The societal expectation for security can weigh heavier, and ambition can sometimes be seen through a negative lens. Yet, embracing risk—albeit calculated—is essential for breaking new ground. It's about filtering out the external noise, staying true to your vision, and understanding that while the path may be unconventional and fraught with challenges, it is also where true potential for innovation and impact lies. How has it been as a woman in a male-dominated industry?  Personally, I haven't faced overt challenges directly related to my gender. However, I've noticed a tendency for some to underestimate the scale of my ambitions. Recounting an interaction with an investor, I shared my vision for creating software that enables businesses to achieve net-zero emissions. His reaction—"wow, that's really big"—highlighted a common perception. I couldn't help but retort by pointing out the achievements of humanity, such as landing a man on the moon, to put the scale of ambition into perspective. While being a woman in a male-dominated field might invite scepticism about one's ambitions, it also offers a unique opportunity to challenge and shift perspectives, leveraging underestimation as a tool for innovation and impact. What would you say the biggest misconception about entrepreneurship is? A common misconception about entrepreneurship is its perceived overnight success and inherent glamour. Many people see only the end result: financial prosperity and a seemingly effortless rise to the top. However, this perspective overlooks the immense dedication and hard work required behind the scenes. Success in entrepreneurship is rarely, if ever, instantaneous. It's the product of relentless effort, often unseen by the public eye. Drawing from personal experience, I've witnessed the journey of entrepreneurship firsthand through my father's endeavours in building companies. Even as a child, the sheer amount of work and determination he invested was evident. This early exposure debunked any myths of effortless success for me, highlighting the gritty reality of what it takes to succeed. As an entrepreneur's venture matures and their team grows, it may appear to outsiders that they have more free time, contributing further to the myth of effortless success. However, this stage is reached only after navigating through the demanding initial phase of building a business from the ground up. The truth is, every entrepreneur's journey involves a significant amount of sweat and perseverance, far removed from the glamorous image often portrayed. What advice would you give to anyone who wants to start their own business or get involved in climate-prevention?  Embarking on the journey of starting a business, especially within the climate change sector, is not for the faint-hearted. It promises to be a challenging path, filled with moments of self-doubt and external scepticism. Critics may label you as delusional, and there will undoubtedly be low points that test your resolve. The key to navigating this journey lies in resilience and a deep-seated belief in your vision. You'll need to develop strategies to confront and overcome the myriad challenges that come your way. The question isn't just whether you can start a business but whether you have the perseverance to continue, even when the road gets tough. Believing in yourself and your mission is crucial. This belief will be your beacon during the darkest times, guiding you towards making informed decisions about whether to push forward or acknowledge when it's time to take a step back. The journey of entrepreneurship is as much about understanding your limits as it is about pushing them. So, to anyone looking to make their mark, either in climate change or any other venture, remember that your belief in your vision and your resilience in the face of adversity will be your most valuable assets.