Cultural Awareness Tips

As GenAI becomes more ubiquitous, research alarmingly shows that women are using these tools at lower rates than men across nearly all regions, sectors, and occupations.   A recent paper from researchers at Harvard Business School, Berkeley, and Stanford synthesizes data from 18 studies covering more than 140k individuals worldwide.   Their findings:   • Women are approximately 22% less likely than men to use GenAI tools • Even when controlling for occupation, age, field of study, and location, the gender gap remains • Web traffic analysis shows women represent only 42% of ChatGPT users and 31% of Claude users   Factors Contributing the to Gap:   - Lack of AI Literacy: Multiple studies showed women reporting significantly lower familiarity with and knowledge about generative AI tools as the largest gender gap driver. - Lack of Training & Confidence: Women have lower confidence in their ability to effectively use AI tools and more likely to report needing training before they can benefit from generative AI.   - Ethical Concerns & Fears of Judgement: Women are more likely to perceive AI usage as unethical or equivalent to cheating, particularly in educational or assignment contexts. They’re also more concerned about being judged unfairly for using these tools.   The Potential Impacts: - Widening Pay & Opportunity Gap: Considerably lower AI adoption by women creates further risk of them falling behind their male counterparts, ultimately widening the gender gap in pay and job opportunities. - Self-Reinforcing Bias: AI systems trained primarily on male-generated data may evolve to serve women's needs poorly, creating a feedback loop that widens existing gender disparities in technology development and adoption.   As educators and AI literacy advocates, we face an urgent responsibility to close this gap and simply improving access is not enough. We need targeted AI literacy training programs, organizations committed to developing more ethical GenAI, and safe and supportive communities like our Women in AI + Education to help bridge this expanding digital divide.   Link to the full study in the comments. And a link also to learn more or join our Women in AI + Education Community. AI for Education #Equity #GenAI #Ailiteracy #womeninAI

"Communities and countries, and ultimately the world, are only as strong as the health of their women," Michelle Obama once said. The impact of women’s health on our societies cannot be overlooked. The theme of today’s International Women’s Day is #InspireInclusion. To me, closing the gender health gap is an important requirement to create a truly inclusive society. Women are still underdiagnosed, undertreated, and underserved – often due to a historical lack of women-centric research and female health data. They face serious health risks because of this. Last year, a study suggested that women may be twice as likely to experience a fatal heart attack because of unrecognized unique risk factors. In its recent report on women’s health, the World Economic Forum revealed that women are diagnosed later than men: 4.5 years later for diabetes. 2.5 years for cancer. These years can cost lives. Genetics and environmental factors might be at play here, but gender bias is also an important factor. The latest #WEF report suggests that addressing this bias and closing the women’s health gap would allow 3.9 billion women to live healthier and higher-quality lives. As the gender health gap really is essentially a female data gap, AI and digitalization offer huge opportunities to transform women’s health. Health apps can facilitate access to services and empower women with technology that is tailored to their needs and lifestyles, for instance. AI can help process huge amounts of anonymized data that may help close the gap. I strongly believe that health equity and inclusion are about overcoming disparities, about looking for what unites us. However, in order to tackle the gender health gap, we must first acknowledge the differences. Male bodies have represented humanity for too long, with women treated as “small men”. The COVID-19 pandemic, for instance, proved just how untrue that is. It revealed the fundamental gender differences in the immune system – just one instance where a human organism’s gender matters. One interesting fact: Women account for almost 80 percent of people with autoimmune diseases. Immunologist Akiko Iwasaki, who was honored with the Else Kröner Fresenius Prize for Medical Research in 2023, has devoted herself to teasing apart the differences between the immune responses of men and women to COVID-19 and other viral infections. Incidentally, our very own female leader, Else Kröner, was an early advocate of better healthcare for women. In 1973, she joined the international women's association #Zonta and became one of its most active German leaders. To this day, Zonta remains committed to improving health access for women and among others to equal rights issues. From Else Kröner to Akiko Iwasaki, countless remarkable women have made tremendous contributions to improving women’s health. Kudos to their commitment! Let’s take this day as an opportunity to raise further awareness and to commit to advancing this important topic. #IWD2024

I was shocked when I realized the greatest challenge to closing the economic gender gap in Africa. And I think it's important everyone learns about it as well. Here goes: The greatest challenge to closing the gender gap, and why it is estimated that it will take more than 150 years to close the gap in Africa, is the significant perception vs. reality gap. Let me explain: According to research by the Boston Consulting Group (BCG) & United Nations Global Compact, who surveyed 4000 men and women across Africa, they found that more than 50% of men and women in Sub-Saharan Africa believe that there is gender parity and/or women are ahead in their country when it comes to various indicators, including equal pay for work of equal value. Ironically, about 40% of the same men and women surveyed believe that men are better leaders than women in analytical and technical skills as well as leadership abilities. In reality however, even though women in Sub-Saharan Africa have higher rates of participation (54%) in the economy than global averages, 90% of them work informally, predominantly in low-skilled jobs, given their historical gap in access to education. They hold only nearly a quarter of management positions, with only 16% of CEO/MD positions held by women. And though this rate has been growing over the past 20 years, with the current rate, it is estimated that it will take more than 150 years to close the gender gap on the continent. So, the question now is what needs to be done? We all need to play our part in addressing the barriers that hold women back: - Every business needs policies against discrimination and harassment. - Flexible options like remote work and flexible hours are essential for working parents and women. - Training staff on gender equality and offering skills training for women are smart investments. - Programs such as financial literacy and business mentorship are crucial for female entrepreneurs and the self-employed. - Providing better access to financial products is vital for entrepreneurs and should be prioritized by banks and other businesses. - Equal pay and benefits, along with better parental leave and caregiving support, are important goals. Women's participation in the economy greatly boosts a country's productivity and can significantly increase GDP—by up to 50% in Africa—thanks to the added workforce and the benefits of gender diversity. The study authored by Qahir Dhanani and team (Sanda Ojiambo, Tolulope Lewis Tamoka, Lina Al Qaddoumi, Zineb Sqalli, Natasha Lendich, Maxime Kpangbai) also revealed a fascinating trend: women-led startups deliver a whopping 10% higher ROI. And that's not all! It also suggested that income earned by women has a significantly greater impact on communities compared to income earned by men. These findings highlight the incredible potential of bridging the economic gender gap.

Still recommended reading! From London. While urban planners strive to create inclusive environments for all citizens, truly inclusive cities require acknowledging that our spaces do not serve everyone equally. Cities historically designed primarily by and for men need deliberate recalibration to address the needs of women and other overlooked groups. This requires policymakers and designers to specifically examine how urban environments function for diverse populations with different lived experiences. The 2024 Handbook: Gender-Informed Urban Design & Planning LLDC (London Legacy Development Corporation) and Arup have released a usefull handbook addressing a critical gap in urban planning: gender-informed design approaches. The publication features beautiful illustrations by Shanice Abbey. Key findings: • Urban environments, traditionally viewed as gender-neutral, often contain embedded biases that compound gender inequalities • Over half of UK girls aged 13-18 report unwanted sexual comments in public spaces • Women's movement patterns are significantly impacted by caregiving responsibilities • Research identified specific "hotspot" areas perceived as unsafe within the LLDC boundary Practical recommendations for implementation: • For local authorities: Establish gender-informed corporate strategies, implement gender budgeting, adopt targeted planning policies, and utilize planning obligations • For developers: Embed gender-informed principles throughout project lifecycle, conduct participatory engagement, and prepare Gender-Informed Design Statements • Deploy specific design interventions including strategic lighting, carefully placed public realm furniture, and thoughtful land use planning This handbook offers evidence-based insights and practical tools for integrating gender-informed principles into existing planning frameworks, emphasizing intersectionality and meaningful community involvement. The guidance extends beyond theoretical concepts, suggesting concrete design solutions such as layered lighting for human scale, social seating configurations, and interim uses for vacant sites. A valuable resource for all urban professionals committed to creating truly inclusive cities. #UrbanPlanning #GenderEquality #InclusiveDesign #PublicSpace #UrbanSafety #SpatialPlanning #DesignInnovation #CommunityEngagement

They weren't using the right pronouns, and I didn't know what to do. What do you do when you know someone's pronouns but you are with a group of people who don't? This is one of the most common scenarios I am asked about when I speak to teams about inclusion. Here's what you can do: - Ask the person directly: Maybe they aren't ready to share and don't want you to correct anyone, or maybe they want your support in correcting and guiding people. You won't know until you ask! - Use the person's name: If the person's name is correct but pronouns are not, use the person's name as much as you can. This scenario is about unintentional misusing someone's name or person what do you do if it is intentional? 1) Redirect: "Alex actually goes by they/them pronouns." 2) Rephrase: "I agree, Alex did such a great job on the presentation. Aren't they a great speaker?" 3) Raise awareness: Talk to your HR or people teams about including pronouns in email signatures and creating education initiatives about pronouns as part of a larger discussion on LGBTQ, gender, & trans inclusion at work Pronouns only seem trivial if you are someone who consistently has your pronouns used correctly all the time. Our pronouns are how we are referred to every day. It's how we most feel like ourselves. It's how we know we are valued at work and in our communities. It's non-binary awareness week. Respecting pronouns is not only one of the most accessible ways you can be an ally. It's also one of the most impactful. #NonBinaryAwarenessWeek #LGBTQ #Inclusion

Inclusion isn’t a one-time initiative or a single program—it’s a continuous commitment that must be embedded across every stage of the employee lifecycle. By taking deliberate steps, organizations can create workplaces where all employees feel valued, respected, and empowered to succeed. Here’s how we can make a meaningful impact at each stage: 1. Attract Build inclusive employer branding and equitable hiring practices. Ensure job postings use inclusive language and focus on skills rather than unnecessary credentials. Broaden recruitment pipelines by partnering with diverse professional organizations, schools, and networks. Showcase your commitment to inclusion in external messaging with employee stories that reflect diversity. 2. Recruit Eliminate bias and promote fair candidate evaluation. Use structured interviews and standardized evaluation rubrics to reduce bias. Train recruiters and hiring managers on unconscious bias and inclusive hiring practices. Implement blind resume reviews or AI tools to focus on qualifications, not identifiers. 3. Onboard Create an inclusive onboarding experience. Design onboarding materials that reflect a diverse workplace culture. Pair new hires with mentors or buddies from Employee Resource Groups (ERGs) to foster belonging. Offer inclusion training early to set the tone for inclusivity from day one. 4. Develop Provide equitable opportunities for growth. Ensure leadership programs and career development resources are accessible to underrepresented employees. Regularly review training, mentorship, and promotion programs to address any disparities. Offer specific development opportunities, such as allyship training or workshops on cultural competency. 5. Engage Foster a culture of inclusion. Actively listen to employee feedback through pulse surveys, focus groups, and open forums. Support ERGs and create platforms for marginalized voices to influence organizational policies. Recognize and celebrate diverse perspectives, cultures, and contributions in the workplace. 6. Retain Address barriers to equity and belonging. Conduct pay equity audits and address discrepancies to ensure fairness. Create flexible policies that accommodate diverse needs, including caregiving responsibilities, religious practices, and accessibility. Provide regular inclusion updates to build trust and demonstrate progress. 7. Offboard Learn and grow from employee transitions. Use exit interviews to uncover potential inequities and areas for improvement. Analyze trends in attrition to identify and address any patterns of exclusion or bias. Maintain relationships with alumni and invite them to stay engaged through inclusive networks. Embedding inclusion across the employee lifecycle is not just the right thing to do—it’s a strategic imperative that drives innovation, engagement, and organizational success. By making these steps intentional, companies can create environments where everyone can thrive.

Mapping Leadership Cultures Into Negotiation Styles Most people see this Harvard Business Review model as a guide to leadership. But what if we translate it into negotiation understanding? That’s where things get truly interesting. This framework helps us predict how different cultures approach negotiations: whether they move fast or slow, whether decisions are made collectively or by the top person, and whether everyone gets a voice or hierarchy rules the table. Egalitarian vs. Hierarchical Egalitarian cultures (Denmark, Netherlands, Sweden, Norway) In negotiations, everyone speaks up. Titles matter less, and transparency is expected. If you skip over a junior team member, you might lose credibility. Hierarchical cultures (China, India, Saudi Arabia, Japan) Negotiations defer to authority. The key is finding the actual decision-maker. Respecting hierarchy is not optional—it’s how you earn trust. Negotiation takeaway: Egalitarian: share data openly, involve all voices, build collaboration. Hierarchical: show deference, be patient, and identify the true authority early. Top-Down vs. Consensual Top-Down (United States, UK, China, Brazil) Fast, decisive negotiations. Leaders expect concise proposals and quick decisions. “Get to the point” is the unspoken rule. Consensual (Germany, Belgium, Japan, Scandinavia) Negotiations are longer, structured, and process-heavy. Group alignment is essential before any commitment. Negotiation takeaway: Top-Down: summarize clearly, highlight outcomes, respect authority. Consensual: provide detail, allow time, and accept multiple review cycles. Quadrant-by-Quadrant Negotiation Styles Egalitarian + Consensual (Nordics, Netherlands): Flat, inclusive, data-driven talks. Slow, but highly durable outcomes. Egalitarian + Top-Down (US, UK, Australia): Pragmatic, fast-moving, with empowered decision-makers. Hierarchical + Top-Down (China, India, Russia, Middle East): Power-centric negotiations. Once leaders agree, things move quickly. Hierarchical + Consensual (Japan, Germany, Belgium): Structured and rule-bound. Decisions are slow but thorough and binding. Practical Advice for Negotiators Map the culture first. Use the model to locate your counterpart before talks begin. Adjust your pace. Push for speed in top-down cultures, slow down in consensual ones. Respect authority. Don’t bypass hierarchy in one culture or ignore inclusivity in another. Real-World Example When negotiating in Germany (consensual + hierarchical), you need: Detailed NegoEconomic calculations. Technical experts at the table. Patience for several review rounds. In contrast, in the United States (egalitarian + top-down): Present financial wins upfront. Keep it concise and bottom-line focused. Expect a quick decision from empowered managers. Final thought: Culture isn’t just a backdrop to negotiation. It shapes how deals are made, how trust is built, and how value is captured. The smartest negotiators map culture first—and strategy second.

I’ve trained in rooms where people speak English, but think in Marathi, Hindi, Bengali, Tamil Same company, same goals, but completely different communication styles. We love patting ourselves on the back for being diverse. But when a South Indian team feels a North Indian manager is "too aggressive," or a Gen Z employee thinks their Gen X boss is "dismissive", we call it a "communication gap." When really it's India's invisible boardroom barrier. Because while communicating, you’re navigating: 🔹 Cultural nuances 🔹 Generational gaps 🔹 Language preferences 🔹 Urban vs regional perspectives And if you're not adapting, you’re alienating. Here's my 3A’s of Cross-cultural communication framework: 1. Awareness: Recognize that your communication style is shaped by region, generation, and upbringing. It's not universal. 2. Adaptation: Match your message to your audience. One style doesn't fit all rooms. 3. Ask: When in doubt, clarify: What does yes mean here? How do you prefer feedback? What's the protocol for disagreement? India's diversity is incredible. But if we are not actively learning to communicate across cultures, not just languages, we're wasting it. P.S. What's your biggest cross-cultural communication struggle? #CrossCulturalCommunication #AwarenessAdaptationAsk #3AsFramework #Awareness #Adaptation #Ask #CommunicationGaps

New BMJ Global Health Commentary: Governing Health Systems With a Gender Lens I’m pleased to share a new BMJ Global Health commentary, written with my colleagues Aya Thabet and Anna Cocozza, on a topic that urgently needs attention: How health system governance can close—or widen—the women’s health gap. Women around the world experience, on average, nine additional years of poor health compared with men. This disparity is not just a clinical issue. It is a governance issue. For decades, health systems have relied on a narrow definition of women’s health, focusing predominantly on maternal and reproductive care. This has left significant gaps in areas such as chronic disease, mental health, menopause, autoimmune conditions, gender-based violence, and more. Our article argues that governance itself must change if we want health systems to deliver for women. Using the WHO’s Six Governance Behaviours framework, we examine how governments, regulators, and purchasers can integrate a gender lens into the rules, incentives, and decision-making processes that shape health systems. Here are some of the key insights: 1. Deliver strategy with measurable commitments Clear definitions, dedicated budgets, and accountability mechanisms across both the public and private sectors must back equity goals. 2. Build understanding through sex-disaggregated data If systems don’t collect it, they can’t govern it. Mandatory sex-disaggregated data and transparency are essential to closing gaps. 3. Enable stakeholders by aligning incentives Financing arrangements—particularly strategic purchasing—can reward equitable, women-centred care rather than perpetuating neglect. 4. Align structures through gender-responsive regulation Licensing, training, essential medicines lists, and facility standards must explicitly reflect women’s health needs across the life course. 5. Foster relations with meaningful partnerships Women’s organisations, professional associations, and patient groups are indispensable partners in designing governance arrangements that work. 6. Nurture trust with strong accountability systems Women must have access to safe, responsive grievance and redress mechanisms—and regulators must consistently enforce protections. Why this matters Health systems are not gender-neutral. Without intentional design, the rules and incentives that govern them will continue to reproduce inequalities. By applying a gender lens to governance, we can reposition women’s health as a core system priority, not a side issue—and build accountability for equitable, respectful, high-quality care. Governing Health Systems With a Gender Lens BMJ Global Health – Clarke, Thabet & Cocozza https://lnkd.in/dwXNka4a Join the conversation #WomensHealth #GenderEquity #HealthSystems #GlobalHealth #HealthGovernance #HealthPolicy #UniversalHealthCoverage #UHC #DigitalHealth #HealthReform #HealthEquity #Accountability #Regulation #StrategicPurchasing #BMJGlobalHealth

Why mandatory pronoun sharing isn’t inclusive, in recognition of Transgender Awareness Week🏳️⚧️: It’s incredibly important to refer to others with the correct pronouns and foster environments that prioritise respectful, accurate communication, as well as the affirmation of people’s identities. However, making pronoun sharing mandatory, such as at work, can put people in a challenging position. For cis people, pronoun sharing is typically low-risk, but for trans, non-binary, and gender-nonconforming people, compulsory disclosure can be especially uncomfortable or even unsafe in spaces where trust and acceptance aren’t assured. For those who aren’t out in a certain space or who may still be questioning their gender, being required to share can be a choice between revealing personal information before they’re ready to, or misrepresenting themselves to avoid attention or judgement. A more inclusive approach is to make pronoun sharing optional, with gentle encouragement. For example by introducing yourself with your pronouns without expecting others to follow suit. In workplaces, providing the option to add pronouns in email signatures is supportive, but it shouldn’t be compulsory or viewed as a reflection of someone’s values. In workshops where I may need to refer to participants in the third person, I often say, “So I may address each of you correctly, please share the name and pronouns I should use for you in this space.” This makes the purpose clear without pressing anyone to share personal details about their identity. Another option is, “Please share your name and any other information you’d like us to know so we can engage with you sensitively today.” This open-ended prompt allows people to share relevant information, pronouns included, without pressure. It’s important to note that this is typically a space-dependent consideration. For example in LGBTQIA+ spaces where there’s an assumption of safety, pronoun sharing may be the norm, and in one-on-one settings like a date, it’s often comfortable to ask directly. But in work or social settings where people may feel less safe, making pronoun sharing optional respects everyone’s comfort and wellbeing. #pronouns #lgbtq #lgbtqia #transgenderawarenessweek #transinclusion #inclusion #inclusionmatters #workplaceinclusion