Why women's history matters for equity

"The story of women's struggle for equality belongs to no single feminist nor to any one organisation but to the collective efforts of all who care about human rights." - Gloria Steinem I participated in a brilliant conversation last night at MillerKnoll. A huge thank you to Maria Eastell, Bertie van Wyk and Treppy for hosting us. As part of Women's History Month we kicked off the conversation on how we interpret this years theme of 'Accelerating Action'. Caroline Criado Perez's Invisible Women exposes how data bias shapes everything - from healthcare to public transport - often with serious consequences for women. This is a MUST read! 🚗 Car safety: Women are 47% more likely to be seriously injured in crashes because crash-test dummies are based on male bodies. 🏥 Medical research: Women are 50% more likely to be misdiagnosed during a heart attack because symptoms like nausea and fatigue aren't recognised as warning signs. 📱Tech design: Most smartphones are too large for the average woman's hand, affecting usability and increasing dropping risk. This also has implications on other sources of technology including AI. 💰Unpaid Labour: Women globally do three times more unpaid work than men, yet economic measures like GDP fail to recognise it. If counted, it would add trillions to the economy. It wasn't all doom and gloom and beyond these statistics, real change is happening: ✅ Some cities are designing gender-equal restrooms to reduce long queues for women. ✅NZ is incorporating unpaid labour into economic reports. ✅Loughborough University has recently launched their Women in Sports Innovation Hub with millions of investment going towards research. ✅For the first time, a UN document sites that human rights include the right of women to control and decide on matters of sexuality, reproductive health, free of discrimination and violence. For us to accelerate action there needs to be increased education and awareness, communicating with men as allies, and recognising how race, disability, socio-economic status and other factors intersect with gender to ensure placemaking benefits all women and girls. Look forward to more conversations with you - Naomi Sakamoto, AIA, Beatriz Gonzalez, Marissa Wallder, Catrinel Visan! #GenderEquality #InclusiveDesign #WomeninLeadership

“If she’s left out of the data, she’s left out of the solution.” This isn’t just a slogan—it’s the hard truth many organizations overlook. When women’s experiences, contributions, and challenges are not captured in data, strategic decisions are built on partial truths. We cannot address what we don’t measure. I remember working with an organization during a DEI audit where gender representation looked fairly balanced on the surface. But when we dug deeper, the data told a different story: • Leadership roles were overwhelmingly male-dominated. • Performance reviews showed a bias in language—men were described as “ambitious,” women as “cautious.” • Promotions for women plateaued at mid-management, despite equivalent performance metrics. The solution wasn’t more policies or more workshops—it was more data. Data that captured not just headcounts but lived experiences. Data that told the story of pay equity, growth opportunities, and workplace culture. When women are left out of these metrics, they’re left out of the growth, the opportunities, and the solutions that move organizations forward. If you’re serious about equity, start with the numbers. Measure what matters. Because if she’s not in the data, she won’t be in the boardroom either. #diversity #equity #inclusion

🕰️ 50 years ago, a woman couldn’t get a mortgage in her own name. This isn’t ancient history. It’s a powerful reminder of how deep financial inequity runs. In 1975, the Sex Discrimination Act made it illegal for mortgage lenders to refuse credit to women based on their sex or marital status. It opened the door for women to apply for mortgages or even open bank accounts without needing a husband or father as guarantor. Fast forward to 2025, and we are still feeling the ripple effects of that exclusion — not just in housing, but across the entire financial system. 🔍 Why this matters for business finance This isn’t just a housing issue. It’s a system-wide pattern. Women have been historically excluded from credit, capital, and financial autonomy and it shows up clearly in how women-led businesses are funded and financed today. Only around 2p in every £1 of UK venture capital goes to fully female-founded businesses Female founders face higher scrutiny, more restrictive terms, and lower approval rates for both loans and equity even when performance is the same In SME cashflow surveys, just 49% of women business owners report stable cashflow, compared to 66% of male owners The gender pay gap in finance persists. On average, women working in UK financial services earn just 78p for every £1 earned by men These aren’t fringe statistics. They reflect a financial system still built on the assumption that men are the default borrowers, investors, and decision-makers. 🚨 Why it matters for women-led businesses This legacy impacts every stage of growth for women-led ventures. From undercapitalised startups, to limited access to working capital, to slower scale and reduced investor confidence, the barriers are baked in. Too many women are still expected to bootstrap, de-risk, and prove twice as much to access the same financial opportunities. We need a system designed with women in mind not one where they have to keep working around it.

Today, we mark the beginning of Women's History Month. Join me in embarking on a journey of reflection, celebration, & action. This month is significant for me personally & professionally: as we honor the remarkable contributions & resilience of women worldwide, I can't help but think of those still left behind. ⏳Throughout history, women have been at the forefront of change, breaking barriers & relentlessly pursuing opportunities. From the suffragettes who fought tirelessly for our right to vote to the trailblazers in science, business, politics, & beyond, women continuously challenge the status quo and redefine what is possible. Their stories inspire us, reminding us of the power of determination & collective action. We see this today in movements worldwide, where women like Alaa Salah, a Sudanese pro-democracy activist whose iconic image became a symbol of resistance, Svetlana Tikhanovskaya, who led the opposition movement in Belarus after her husband's imprisonment, & the countless women who have joined the civil disobedience movement in Myanmar, are leading the fight for democracy in their countries. 🗳️It's essential to recognize the intrinsic link between women's rights & democracy. Throughout history, the struggle for #GenderEquality has often paralleled the fight for democratic principles. Democracy thrives when all voices are heard, yet women's voices have frequently been silenced or marginalized. By advocating for women's rights, we strengthen democratic ideals, as equal participation & representation are fundamental for any true democracy. When women are empowered & have equal rights, they actively participate in shaping their communities, societies, & governments. Their perspectives & voices become integral to decision-making, leading to inclusive & equitable outcomes. 🧭As we celebrate progress, we must also acknowledge the stark inequalities that persist. Gender inequality persists in various forms, hindering the full realization of women's rights & access. Women still face systemic barriers, discrimination, & violence in public & private. These injustices demand our unwavering commitment to address them head-on & dismantle the structures that uphold them. 📢Amplifying women's voices, particularly those at the margins, ensuring their inclusion & representation in decision-making processes, and advocating for practices that promote equal opportunities & access are crucial steps forward. Together, we can create a world where every woman can thrive, fulfill her aspirations without limitations, & write the next chapter in history—one of equality, justice, and #empowerment. This month, I will honor #WomensHistoryMonth here on LinkedIn, delving deeper into important issues facing women: access to education, violence prevention, reproductive rights, and representation in positions of power & leadership. I hope you will join me in a recommitment to the pursuit of gender equality & women's empowerment. #FeministFuture #WomensRights

Everyone remembers #Cleopatra. But history tried to erase #Hatshepsut. Over 3,000 years ago, long before Cleopatra's politics or Hollywood’s fascination, Hatshepsut ruled Egypt with brilliance, vision, and unprecedented authority. She wasn’t a queen consort. She was Pharaoh. Not symbolic power. Sovereign power. She rose to the highest seat of power in ancient Egypt and held it for over two decades. Not by inheritance. By strategy. Not through scandal. Through statecraft. And yet her name was systematically erased. Name and images chiselled off walls. Inscriptions scratched out. Why? Because a woman who rose, ruled, and thrived as Pharaoh threatened the established order. It disrupted the narrative. That history echoes today. We don’t forget Hatshepsut by accident. We forget women like her by design. That is precisely why her story matters now. The truth is: women have always led. Built. Reigned. Transformed. What they haven’t always had is recognition. This is why visibility, recognition, and structural support for women in leadership isn’t a side note. Or vanity. It is #structuralrepair. And, it’s a #strategicimperative. The more we remember women like Hatshepsut, the more we expand the leadership playbook for generations to come. Because the future isn’t just shaped by those who lead it. It’s shaped by who we choose to remember. #RewriteHerStory #WomenInLeadership #PowerAndPresence #VisibilityMatters #BreakThePattern

March always brings a flood of Women’s History Month posts, and while I appreciate the recognition, I find myself thinking about something deeper this year. In manufacturing, women have never been absent. They’ve been present in drafting rooms, on plant floors, in quality labs, behind CNC controls, inside automation cells, and in executive meetings. The problem has never been participation. The problem has been documentation. Too often, women’s contributions are reduced to a quick mention. A supportive role. A “first woman to…” headline that feels more like a qualifier than a credential. Their technical expertise, leadership decisions, and operational impact are summarized instead of studied. That’s why the National Women’s History Museum’s campaign, “She Is Not A Footnote,” resonates so strongly with me. Because I’ve built a platform around correcting that exact issue. Through Mavens of Manufacturing, I’ve interviewed engineers who quietly transformed production lines, machinists who trained entire teams while fighting to be taken seriously, and executives who restructured divisions yet still get introduced in ways that minimize their authority. These women are not secondary characters in someone else’s success story. They are central to the growth, profitability, and innovation of this industry. When we fail to fully tell their stories, we distort the historical record. And when the record is distorted, the next generation grows up believing they are stepping into something new instead of stepping into a legacy that already exists. Women’s History Month should not be about symbolic celebration. It should be about accuracy. It should be about documenting expertise, naming impact, and making sure the future workforce understands that women have always been architects of this industry’s evolution. She is not a footnote in manufacturing history. She is an engineer, a machinist, a plant manager, a founder, a strategist, and a builder of systems, teams, and communities. And I intend to keep telling those stories long after March ends. Check the comments below to learn more about She Is Not A Footnote and other groups you should be following. Cheers #WomensHistoryMonth #SheIsNotAFootnote #MavensOfManufacturing #WomenInManufacturing Mavens of Manufacturing Z-Ink Solutions National Women's History Museum

Reclaiming Africa’s Matriarchal Legacy: Hidden Histories of Power. For centuries, patriarchal narratives — amplified by colonialism and religion — have overshadowed Africa’s rich traditions of matriarchal leadership. Let’s spotlight a few societies where women’s authority was (and is) foundational: 1️⃣ The Akan (Ghana/Côte d’Ivoire): Queen Mothers (*Ohemma*) held veto power over kings, guided governance, and preserved lineage. Their wisdom shaped laws and diplomacy. 2️⃣ The Igbo (Nigeria): The ‘Omu’ (female counterpart to the king) and Women’s Councils controlled markets, resolved disputes, and led spiritual rites. Their influence was economic and political. 3️⃣ The Lovedu (South Africa): Ruled by the ‘Modjadji’ (Rain Queen), this society centered female leadership for over 400 years, blending diplomacy, ecology, and spiritual stewardship. 4️⃣ The Ndongo Kingdom (Angola): Queen Nzinga Mbande, a military strategist and negotiator, fiercely resisted colonialism while ruling a thriving, trade-centered state. 5️⃣ The Yoruba (Nigeria): The ‘Iyalode’, a high-ranking chieftaincy title, empowered women to lead councils, oversee trade, and mediate conflicts. These systems weren’t exceptions — they were blueprints for balance. Colonialism and imported ideologies often erased or minimized these legacies, but their echoes persist in modern movements reclaiming women’s autonomy. Why this matters? Recognizing matriarchal histories isn’t just about the past; it’s about reshaping narratives of power, leadership, and equity today. Let’s amplify these stories to inspire inclusive futures. #Matriarchal #Africa #Nigeria #Ghana #WomenInHistory #Leadership #culture #Empowerment #education Africa Vertical, Inc.

Honoring the Women Who Fought for Labor Rights Workplaces as we know them today—where safety standards exist, maternity leave is recognized, and the fight for equal pay is ongoing—did not happen by chance. They are the result of tireless battles fought by women who refused to accept exploitation as the norm. Women were expected to work long hours in hazardous conditions for centuries, often for wages that could barely sustain them. In factories, mills, and fields, they endured grueling labor with no job security, no health benefits, and certainly no accommodations for pregnancy or motherhood. When they spoke up, they were met with threats, dismissals, and sometimes even violence. But they didn’t back down. Clara Lemlich, a young immigrant garment worker, helped lead the Uprising of 20,000 in 1909, a strike demanding safer working conditions and fair wages. Frances Perkins, after witnessing the tragic Triangle Shirtwaist Factory fire that killed 146 workers—most of them young women—went on to become the first female U.S. Secretary of Labor, shaping policies that laid the foundation for modern labor laws. Decades later, women like Pauli Murray and Dolores Huerta continued the fight, advocating for labor protections that included maternity rights and fair wages for women of all backgrounds. Their courage forced industries and governments to recognize that women’s work is not just valuable—it’s essential. Today, we still see gender pay gaps. We still see working mothers penalized for prioritizing their families. But every policy that protects workers, every push for pay transparency, and every demand for paid parental leave is a continuation of their fight. This Women’s History Month, let’s not just remember these women—let’s honor them by pushing for the change they started. #CNJAssociates #WomensHistoryMonth #LaborRights #EqualPay #MaternityLeave #FairWages #WorkplaceEquity #HerLegacyLives

Susan C. Freeman is a leader in the fight for equity in the workplace. She draws on her experiences as a CEO, academic, trainer, author, sales executive, and business owner in all that she does. Susan’s passion for equity in business ensures the underrepresented get a seat at the table and, once there, be heard and respected. The act of women telling their stories is profoundly important for several reasons, both for personal empowerment and for the broader impact on society: Personal Empowerment Self-Expression and Identity: Telling their stories allows women to articulate their experiences, which can help them better understand and affirm their identities. It’s a way to acknowledge their journeys and recognize their resilience. Healing and Processing: Sharing personal stories can be therapeutic. It allows women to process emotions, confront past traumas, and find closure. This can lead to significant mental and emotional healing. Building Confidence: When women share their stories, they practice self-expression and develop their voice. This builds confidence and self-esteem, empowering them to assert themselves in various aspects of their lives. Empowering Others Creating Connections: Stories foster empathy and understanding. When women share their experiences, they often find common ground with others, creating supportive communities and networks. Inspiring and Mentoring: Personal stories of struggle, perseverance, and success can inspire others. Women who hear these stories may feel encouraged to overcome their own challenges and pursue their goals with renewed vigor. Challenging Stereotypes and Norms: By sharing diverse experiences, women can challenge societal stereotypes and norms. This can lead to greater acceptance and understanding of different perspectives and experiences. Advocating for Change: Stories can highlight systemic issues and injustices. By sharing their experiences, women can raise awareness and advocate for social, political, and economic changes that benefit all women. Societal Impact Representation and Visibility: When women’s stories are told, it increases their representation in media, literature, and history. This visibility is crucial for challenging the male-dominated narratives and ensuring diverse perspectives are recognized and valued. Cultural Shifts: Personal narratives can contribute to broader cultural shifts. They can influence public opinion, shape cultural norms, and lead to changes in policies and practices that promote gender equality. Intergenerational Knowledge: Women’s stories can preserve wisdom and knowledge for future generations. They provide valuable lessons and insights that can guide and inspire younger women. Learn more: https://lnkd.in/ggZX2BvD

History didn’t have a shortage of women leaders. It had a shortage of people willing to record them. And that matters more to your leadership pipeline than you might think. March is Women’s History Month. But this isn’t really about celebration. It’s about systems. Because the way history was written looks a lot like how leadership pipelines were built. Through a narrow lens. Recognizing a very specific profile of leadership. And everything outside that profile? Minimized. Misattributed. Or simply left out. If you work in engineering or infrastructure, this pattern isn’t new. When chief engineer Washington Roebling became severely ill during construction of the Brooklyn Bridge, Emily Warren Roebling stepped in. She coordinated engineers. Managed contractors. Carried technical communication between the field and leadership. In practice, she became the project’s PM. History rarely recorded it that way. These stories matter because 𝗽𝗮𝘁𝘁𝗲𝗿𝗻𝘀 𝗿𝗲𝘃𝗲𝗮𝗹 𝘀𝘆𝘀𝘁𝗲𝗺𝘀. And the leadership models many organizations still use today were built from those same historical patterns. We looked at who history recorded and treated it as a representative sample. It wasn’t. This isn’t a diversity argument. It’s an engineering argument. In engineering we know: If the dataset is incomplete, the model is flawed. And 𝗳𝗹𝗮𝘄𝗲𝗱 𝗺𝗼𝗱𝗲𝗹𝘀 𝗽𝗿𝗼𝗱𝘂𝗰𝗲 𝗳𝗹𝗮𝘄𝗲𝗱 𝗼𝘂𝘁𝗽𝘂𝘁𝘀 𝗻𝗼 𝗺𝗮𝘁𝘁𝗲𝗿 𝗵𝗼𝘄 𝗿𝗶𝗴𝗼𝗿𝗼𝘂𝘀𝗹𝘆 𝘄𝗲 𝗮𝗽𝗽𝗹𝘆 𝘁𝗵𝗲𝗺. The firms that will lead the next decade of complexity won’t just optimize inside the model. They’ll interrogate the model itself. 𝗦𝗼 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘁𝗼𝗱𝗮𝘆: 𝘈𝘳𝘦 𝘺𝘰𝘶𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘴𝘺𝘴𝘵𝘦𝘮𝘴 𝘣𝘶𝘪𝘭𝘵 𝘧𝘳𝘰𝘮 𝘢 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦 𝘱𝘪𝘤𝘵𝘶𝘳𝘦 𝘰𝘧 𝘤𝘢𝘱𝘢𝘣𝘪𝘭𝘪𝘵𝘺 — 𝘰𝘳 𝘧𝘳𝘰𝘮 𝘵𝘩𝘦 𝘷𝘦𝘳𝘴𝘪𝘰𝘯 𝘰𝘧 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘩𝘪𝘴𝘵𝘰𝘳𝘺 𝘩𝘢𝘱𝘱𝘦𝘯𝘦𝘥 𝘵𝘰 𝘳𝘦𝘤𝘰𝘳𝘥? The real issue isn’t history. It’s whether the leadership systems we inherited can produce the leaders we now need. The firms that will outperform in the next decade won’t just develop better leaders. They’ll build 𝘀𝗺𝗮𝗿𝘁𝗲𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝘆𝘀𝘁𝗲𝗺𝘀. Systems that surface capability earlier, expand how leadership potential is recognized, and ultimately create more value for the business. If your organization is ready to rethink how leadership is identified and developed — 📅 Link in the comments.