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Robots and AI are being used to help women get pregnant. Is this the future of IVF?

<ul><li>There’s no doubt that in 2022 and beyond, companies and advertising agencies will dedicate more attention and resources to improving <keyword id="61889" type="General" weightage="20" keywordseo="diversity" source="Orion">Diversity</keyword>, <keyword id="12546708" type="General" weightage="20" keywordseo="equity-and-inclusion" source="Orion">Equity and Inclusion</keyword> (DEI).</li><li>While the ad industry has a lot of women today, many drop out by the time they reach mid-management levels, primarily due to the lack of flexible hours, or the flexibility to work from home.</li><li>Advertising agencies, therefore, have been working towards training more women, to prepare them for leadership roles. They are also launching special programs to encourage queer people to join advertising agencies.</li><li>We speak to a few Creative Agencies that appear to be making strides in improving DEI to find out what’s their current <keyword id="1014511" type="General" weightage="20" keywordseo="gender-ratio" source="Orion">gender ratio</keyword> and got them to share a few ways in which they think the industry can evolve to become more inclusive.</li></ul>The advertising industry is known to lead to change and advertising agencies have the power to shape how people see themselves through their creative campaigns. They have the power to make a positive impact on society. The industry can use its influential power in mending belief systems and nudging people to question their regressive thoughts. From challenging stereotypes to pushing people to embrace the entire gender spectrum, advertising campaigns can work wonders in bringing about acceptance. Apart from using their advertising and marketing tools tactfully, ad agencies can work towards improving gender representation inside their organisations at a structural level. However, at the creative stage, too many perspectives have been excluded over the years. Many organisations hire one queer person and make them the face of diversity. Last year, <a href="https://www.businessinsider.in/advertising/ad-agencies/article/cannes-lions-to-onboard-diversity-equity-and-inclusion-specialist-consultancy-after-former-dean-abraham-abbi-asefaw-called-out-the-organisation-for-lack-of-representation/articleshow/83030888.cms">Cannes Lions was </a>called out for hiring one person of colour at Roger Hatchuel Academy and making them the face of diversity. After drawing flak, the academy and Cannes Lions onboarded a specialised Diversity, Inclusivity and Equity agency to correct its course. In the last few years, advertising agencies in India have taken baby steps towards improving Diversity, Inclusivity and Equity inside their organisations as well. They are trying to build an inclusive culture that transcends barriers, biases and bureaucracy, and makes employees truly feel like they belong. With equal representation of different voices on the inside, historically underrepresented demographic groups are authentically and positively represented in the campaigns too. This leads to robust dialogue, richer decisions, it helps build empathy within the organization to design good, and human-centered solutions. Advertising and Media Insider gathered insights from industry leaders and agencies who appear to be making strides towards DEI about how employers can boost diversity and inclusion in their organisations. A look at the current gender ratio MullenLowe Lintas Group’s gender ratio stands at 35% and the agency network has a similar ratio even at the leadership level. Garima Pant, Group HR Director, MullenLowe Lintas Group told us about their hiring process. She said, “For us, DEI goes beyond Gender. This year with our Apex Council, we plan to steer initiatives and changes aimed towards shaping and embedding DEI in the DNA of the organization. Our commitment to hire more diverse voices has already been put in action; we are signatories on the UN Women Empowerment Principles, we introduced our Referral program with 2X referral bonus aimed at hiring women, PWD’s and LGBTQ+ team members and are also systemically looking at embedding DEI in our processes to ensure accountability while we lead with intent. For advertising, more than most other industries, DEI is not just a humanistic issue, it is a business case. At the heart of diversity and inclusion is getting diverse thinking, diverse perspectives, thereby inspiring imagination and impacting societal change.” DDB Mudra Group, which was one of the first agencies in India to update its insurance policy to include same-sex couples and live-in partners, ended 2021 with a gender ratio of women-to-men at 40:60. Rita Verma, EVP &amp; Head - HR, DDB Mudra Group told us all about the agency’s roadmap for 2022. She said, “DEI has been a key priority for us in the last few years, and our plans for the coming year are built off the work that we have done in the last three years. The Phyllis Project is a DDB global initiative that kicked off in 2018 to help women leaders stay the course and rise more effortlessly through the ranks. In 2020, in the middle of the challenges of the pandemic, we managed to launch the India leg of the program, which is a more intense, consistent and personalised program for our top 25 women talent. We will proudly be graduating the first batch of the Phyllis India project in March of this year, and kick-starting a 2022 batch. Through the last two years, with a mix of mentoring engagements with the best in the business within and outside DDB, training and skill-building interventions and exposure to some of the most inspiring women leaders, we’ve built a set of powerful women leaders. We are proud of the ones who have stayed with us and grown their influence within DDB in India, like Mehak Jaini who heads strategy for us at 22feet Tribal Worldwide, and also the incredible women talent who have gone on to take on bigger challenges in the industry such as Sonal Jhuj at Lego and Shagun Seda at Netflix. Our Open Pride program has seen us consistently engage in conversations with our employees to increase awareness and sensitize them towards the LGBTQIA+ community. We have made a conscious effort to improve our policies, whether it is in the context of insurance for same sex partners, or increased paternity leave, or wellness leaves. This is a result of six monthly reviews to see how we can be more inclusive and sensitive to all employees. We want to lead the thinking in contemporary employee policies and not follow the market, and are constantly seeking inputs from our people to get better at this. Another initiative that we are truly excited about this year, is a series of our Equal Parenting workshops to help our employees become the kind of parents and professionals they want to be and normalise the essential conversation around balancing parenthood and professional success.” At TBWA, 35-40% of their employees are women across client servicing, creative and planning functions. To encourage young women and employees of all genders to speak up their minds, the agency network has been working towards making leaders on the top more accessible to new employees. Namrata Nandan, Executive Director – West, South &amp; New Initiatives, TBWA said, “We have provided a platform to our young promising stars to establish a direct connect with the CEO and present their thoughts on matters pertaining to strategy, operations, organization culture, etc and play a part in the decision-making process. Young millennials and Gen Z are vocal &amp; creative, coupled with a strong need to belong and to be heard. This forum provides a great opportunity for the organization to leverage their creative/out-of-box thinking and at the same time gives them the opportunity to express themselves and participate in decision making.” Ways in which the advertising ecosystem can improve DEI It is important to build a work environment where all employees feel seen, accepted and valued. Rohit Suri, Chief HR Officer, dentsu South Asia said that agencies should ‘foster an Inclusive Culture by cultivating a supportive, welcoming and inclusive workplace where everyone can contribute to their full potential.’ Sharing how the entire advertising ecosystem can elevate DEI across the board, he said, “The advertising industry has a huge responsibility to uphold DEI and ensure stereotypes are removed, create products and service offerings that mitigate bias and it is important for the industry to understand that DEI is all about adapting human behavior, something that requires continuous enhancement of inclusion capabilities and ongoing practice every day. Secondly, along with behaviors organizations must have robust feedback mechanisms and listening systems that reinforce the culture of inclusion and belonging. Third, organisations must invest in training programs and initiatives that invite diverse talent from underrepresented groups to join them to ensure the ideas that come from these diverse teams are better and the clients are better served. Fourth, when DEI is treated as a business imperative it moves beyond the responsibility of one team or a group of people it becomes the responsibility of everyone in the organisation.” Pant broke down her advice into three parts and advised agencies to follow M.A.P. “Measure - What gets measured gets done: The Org Business and Talent dashboard needs to have a diversity and inclusion lens across the employee lifecycle. Awareness - Moving beyond the metrics. Awareness is the greatest agent for change. Policies: Put a stake in the ground. Policies ensure that organizations embrace talent practices that systemically drive Inclusion,” explained Pant. Verma pointed out that ‘with the queer community, the task is slightly different because one does not identify candidates at the outset by their sexual identity.’ What DDB Mudra Group is trying to build is an environment that makes everyone feel safe, nurtured and be given equal opportunity. This happens through consistent awareness building, education, and sensitization workshops and interactions. To bridge this gap, the agency has organised various masterclass sessions for its employees. Adding how the HR industry needs a refreshed approach after the pandemic, she said, “The advertising industry in India is experiencing a lot of change. And it is a great time to re-evaluate the principles on which we want to build our agencies going forward, and therefore the overall ecosystem. Especially in the last couple of years, we have seen unforeseen levels of attrition and burnout owing to the pandemic. What it has taught us is the fact that we need to do better by our people as an industry. Whether it is in terms of providing better work-life balance, supporting and propagating equal parenting, consciously seeking women talent in leadership, rewarding leaders for their role in creating and nurturing diverse and inclusive teams, or partnering clients to better represent women and other faultily represented communities in our work – there is so much we must do as an industry. We believe that product and creativity will be exceptional as an outcome of all these efforts as well. It is an exciting time, and we hope to walk tall in the advertising fraternity by leading from the front on all these issues.”

Here’s how Indian ad agencies are improving Diversity, Equity and Inclusion within their organisations

<ul><li>Haryana goes to polls for assembly elections on October 21. </li><li>As many as 1,169 candidates are contesting across 90 constituencies — and only 104 women. </li><li>Haryana has the lowest sex ratio in the country — which is 832 women for every 1,000 men. </li><li>Women represent merely 9% of the total candidates fielding the elections, which is the same as 2014 assembly elections.</li></ul>As Haryana goes to polls for assembly elections on October 21, as many as 1,169 candidates are contesting across 90 constituencies. But, only 104 of them are women candidates. Haryana has the lowest sex ratio in the country — which is 832 women for every 1,000 men. The Association for Democratic Reforms (ADR) report reflects a stark difference in gender participation among all contesting parties. According to the report, women represent merely 9% of the total candidates fielding the elections, which is the same as 2014 assembly elections. This is even as political parties are focussing on women-centered issues in their campaigns. In 2014 elections, Haryana sent 115 women candidates — accounting for 9% of the total participants. As per the records from the 2014 elections, most women MLAs (44) who won the assembly elections in Haryana were fielded by the Congress. “The reason why women are not given enough tickets is because winnability is a big factor. I think there is a flawed system,’’ Geeta Bhukkal, a former Congress minister and candidate from Jhajjhar <a href="https://www.hindustantimes.com/india-news/in-haryana-women-s-issues-at-forefront-but-few-candidates/story-Fcy3Pe2SOzYkf1JVEOrsGN.html">told</a> Hindustan Times. The key contesting parties are the Indian National Congress (INC) and the Bharatiya Janata Party (BJP). And, with a target of winning 75 seats in Haryana, the BJP has fielded merely 12 women. On the other hand, Congress — which is focussing on addressing issues of economic slowdown and unemployment crisis — too has only 10 women candidates. The Indian National Lok Dal (INLD), which was initially founded as Haryana Lok Dal has the maximum share, 15, in women representation in the elections. See also: <a href="https://www.businessinsider.in/politics/elections/news/the-top-richest-haryana-vidhan-sabha-election-2019-candidates-are-worth-1200-crore/articleshow/71628240.cms">The top richest Haryana Vidhan Sabha Election 2019 candidates are worth ₹1,200 crore</a> <a href="https://www.businessinsider.in/politics/elections/news/1169-candidates-contesting-for-90-seats-in-haryana-vidhan-sabha-election/articleshow/71627369.cms">Haryana Assembly Election 2019: 1,169 candidates in fray for 90 seats</a>

Haryana has fewer women fighting to represent its few women

<ul class="summary-list"><li>My queer friend and I always go to gay bars, but she invited me to an all-queer-women's party.</li><li>I was uncomfortable at the party, but I learned I could be my true self in that space. </li></ul>I watched Monica affix black tape "X's" to her nipples and don a translucent crop top that showcased her arm tattoos of a tiger and a snake. <a href="https://www.insider.com/took-a-bath-with-fellow-sex-writer-nudity-friendships-2023-7">I realized</a> that my appreciation for her body art — rather than her breasts — was yet another confirmation of my <a href="https://www.insider.com/ex-lover-turned-to-me-for-dating-advice-new-boyfriend-2023-4">homosexuality</a>."Will there be cute guys tonight?" I asked hopefully. Monica, applying pink eyeshadow, responded matter-of-factly. "It is a <a href="https://www.insider.com/divorced-husband-after-coming-out-friendship-2023-4">lesbian</a> party.'"I quickly put on my ripped jeans, a fitted black cotton shirt, and a couple of silver chains. And shiny lip balm — just in case.Monica and I have been best friends since we met at church youth group in middle school. We coincidently went to the same high school and came out around the same time as adults. We'd gone out together many times, but we'd only ever been to gay bars. That night was the first time we went to a space that catered to queer women. Despite the fact venues catering to gay men were irreplaceable to my social life and my sense of belonging in the world, I didn't question whether Monica needed the same type of safe space. But that night, I learned every letter in our <a href="https://www.insider.com/day-in-the-life-trans-woman-georgia-prison-2023-5">LGBTQ+ community</a> deserves to have places that cater to their definition of love. I also didn't expect to find so much of my own liberation.<h2>We headed to a party in Miami for queer women, and I immediately felt uncomfortable</h2>Monica led the way when we arrived at the No. 3 Social in Miami, featuring a guest list of the "who's who" of Miami lesbians. I felt like I was entering a different realm. I loved going to gay bars because the possibilities were endless. When tipsy single men mingled, the sky was the limit for fun. However, when the ratio was flipped on gender, I felt awkward. I couldn't rely on flirtation to socialize, so I followed Monica like a lap dog. The venue itself wasn't much different than your average nightlife party, considering it only hosted the lesbian event. But the energy here was noticeably different. I don't know what I expected a lesbian party to look like, but it was simultaneously typical and unique. Many people seemed already acquainted, which echoed how small the world became when nightlife was filtered for queers. Monica transformed into a politician, working every corner of the room. So I made myself useful and bought us drinks at the bar. It was also my go-to move when I felt uncomfortable at parties.<h2>Once I stopped worrying about being in a 'lesbian' space, I started having a blast</h2>Monica told me to stop acting nervous. I embraced the vibes, and the party really began. I had never seen anything like it: Women were making out on sofas, and others were flirting and grinding with each other. Most were just having an unencumbered good time. It was May 2021 and my first time seeing women mingle with strangers in the absence of men. More than that, I might've been out of my element, but I had never been less aware of the space I took up. At gay bars, my queerness was free to roam like a wild boar, but I felt conscious of every cute guy within the perimeter and how I was being perceived. In those spaces, I was freed from the patriarchy but enslaved to the male gaze. On the contrary, once I trusted lesbians were still my community, I focused solely on having fun. I could act as gay as possible without worrying if I looked cute or if my dancing resembled Elaine Benes from "Seinfeld." I also found myself socializing with queer strangers without an agenda or worrying if someone was hitting on me. The lesbians I met were just as interesting and open-minded as my fellow gay men. They might've been the opposite sex, but I felt I was around like-minded individuals. <h2>I kept accompanying Monica to lesbian gatherings and was surprised by how quickly her friends accepted me</h2>Once I started hanging out with Monica's friends more, she understandably told me to stop referring to the group as lesbians. She said some of her friends might not identify with my assumption of their gender or sexuality.I had boxed queer women as a "butch" or "lipstick" lesbian — even though I should've known better. I also underestimated their party culture due to stereotypes aligned with females. Most of all, I never thought to bring Monica to a lesbian bar the many times she visited me in New York. I wasn't just being selfish; I was missing out.I also didn't notice how self-conscious I was about being liked until men were removed from the equation. I probably missed out on some great friendships by fixating only on handsome strangers.But after my time in different queer spaces, I learned there are plenty of ways to find human connection, and I found a whole new side of myself.

As a gay man, I partied with only queer women for the first time. It changed the way I act in gay spaces.

<ul><li>Many research studies conducted across the world show that women are more stressed and discouraged since the pandemic began as they take on an increasing amount of responsibility at home and in their careers.</li><li>The ad, media and marketing industry has a lot more women today than a decade ago. However, many drop out by the time they reach mid-management levels, primarily due to the lack of flexible hours and ever-increasing workload.</li><li>So this Women’s Day, we decided to speak to women in leadership positions about how we can make women feel welcome at workplaces. They told us how employers can support women and create a more high-trust, inclusive environment for the future.</li><li>The women leaders we spoke to believe organizations need to prioritize training more women, to prepare them for leadership roles, and this should be a part of the company’s culture.</li></ul>In the work-from-home era, the responsibility of unpaid domestic work and raising kids has fallen on Indian women more than men. This has affected their ambitions and careers, widening the gender gap at the workplace. A McKinsey report found that women around the world have been deeply affected by the COVID-19 pandemic, which has heightened the large and small inequalities—both at work and at home—that women face daily. One in four women are considering leaving the workforce or downshifting their careers versus one in five men. Women only form less than a third of the workforce in marketing, sales and less than a fifth in data analysis, and artificial intelligence, revealed a World Economic Forum’s 2020 study. Another survey by Deloitte found that 51% of women are less optimistic about their career prospects than they were before the pandemic. A lot of women who have chosen to stick to their jobs have missed out on a fair promotion or raise. A LinkedIn report shows that 85% of women in India have missed out on a raise, promotion because of their gender. Women’s careers are observed to have been more adversely affected despite increasing flexibility at work, as 68% of women and 74% of working mothers in India say it is difficult to balance career and familial responsibilities today. More than 7 in 10 women and working mothers in India also say that household responsibilities often come in their way of their career progression. As you move up in the hierarchy of the corporate world, there’s also a lack of women leaders in the upper rungs. As per Egon Zehnder Global Diversity Report 2020, women in India occupy 5% of executive chairs and 10% of non-executive chairs. The report indicates that only 11% of committee chairs are held by women, while the number stands at 27.3% globally. Having said that, the world of advertising, marketing and media has seen a lot of <keyword id="3275573" type="General" weightage="20" keywordseo="women-in-leadership-roles" source="Orion">women in leadership roles</keyword>. While we are still far from an equal man-woman ratio in the industry, it is heartening to see more and more women take the top spots. On the other hand, advertising and media are industries that hold a lot of power in shifting perceptions and mending beliefs. The advertising industry was infamous for perpetuating gender stereotypes -- from a sacrificing mother to a man being the bread-earner, the portrayal of women has remained very shallow for years. How brands depict women and their role in society has evolved today, she is independent, she has a voice and is slowly learning to care less about society’s judgement, but we haven’t taken a big leap yet. She is still a woman who is ‘aesthetically pleasing,’ fair-skinned, doesn’t come from a minority community and is a little far from real. There’s almost no progress towards including transwomen in women’s day ads or communication throughout the year. Once we achieve an equal number of gender representation inside Indian advertising agencies, media organisations and the marketing world, there will be diverse opinions in a brainstorming session, leading to better B2C communication. So this women’s day, we decided to speak to women in leadership positions about how we can make women feel welcome at workplaces. They told us how employers can support women and create a more high-trust, inclusive environment during and after the COVID-19 pandemic. Here’s what they had to say about improving equality at work: Meghana Dave - Head Marketing &amp; PR, Lamborghini India: Power v/s Purpose, women inherently are purpose-driven. The changing environment requires leadership that is driven by adaptability, agility and ambition. Today, companies need these traits to outperform competition which has to deliver in the known and unknown environment. To bring balance and speed with positivity, we need more women in the leadership role. Look at what Falguni Nayyar has done with Nykaa or Anjali Sudd has done with Vimeo. In the 21st century companies will need purpose, innovation and balance to achieve the top position, and the right time to bring women to lead the next generation of business growth. To encourage more women to join these industries by encouraging new formats of working culture or environment. Covid has challenged the traditional approach, and today work from home has become the new normal. Secondly, by promoting diversity and opening leadership positions for women and third, we can improve the pay scale and inculcate mentorship for potential women leaders. Rachna Kanwar, Chief Operating Officer, Digital Media, Radio City and Mid-Day: Women in Corporate India have taken a heavy toll during Covid 19 lockdowns. Organisations, however, rarely recognise the double effort that women have to put into their regular day, which during the pandemic, ravaged their mental and physical health. Having said that, women emerged stronger, seldom seeking ‘preferential treatment.’ Companies need to address and recognise this effort as women continue to remain underrepresented at all levels. Thankfully, in the Media industry, with the inclusion of advertising &amp; marketing, there have been plenty of examples of women super achievers acting as role models for younger women which has led to greater gender parity, but women leaders still need to play a major role in supporting and seeing to it that more leaders emerge from the shadows of doubt and stereotypes to claim their rightful places. It is heartening to see more and more women leaders at Radio City and Midday and all of us here are committed to diversity and excellence. Building a positive mindset for diversity at all levels in an organisation goes a long way in ensuring an equal workplace. Strong women leaders in the organisation act as role models for women aspiring to reach the top. They also help in providing a more empathetic environment which is required at certain delicate stages of a woman employee’s career. And lastly, they provide the much needed confidence both for the women employees and the organisation by being a case study in excellence. At Radio City, a large number of leadership positions are held by women which motivates and inspires the mid-level and entry-level women employees to dream big. Diversity has many virtues and numerous reports time and again have proved that a diverse organisation is a better organisation. Radio City was amongst ‘India’s Best Workplaces for Women in 2019.’ Additionally, in 2020, Radio City ranked 4th in ‘Best Large Workplaces in Asia’, according to the GPTW survey. Jyotsna Uttamchandani, Executive Director, Syska Group: I think what is happening is we are definitely attracting more women, but are unable to retain them. The industry also needs to take steps to stop showcasing and representing women in stereotypical ways. The truth is women need to start taking credit for their work, brag and self-promote. What men need to understand is with diversity creativity and innovation only booms. I personally feel advertising, media and marketing industries are more unstructured, and there is no one to help you climb that ladder. You will have to do it yourself. More so we need more women, to help support and mentor other women. I think to be a safe and inclusive environment, we really need to listen to our employees. I have always said that my employees are my first customers. Goals and expectations need to be set mutually, team members need to appreciate each other and there has to be a certain level of trust within the team. Megha Agarwal, CXO-Growth, Meesho: In my last 12 years of working, I have seen many smart women entering the workforce but also taking a step back and stepping out, especially at two pivotal points – marriage and motherhood. The societal maxim is such that it places higher expectations on women, compelling them to juggle many roles – wife, mother, primary caregiver among others. What is imperative is to create support structures that empower them to strike the perfect balance between personal and professional commitments. An example on this front could be Meesho’s recent boundaryless workplace model, enabling people to work from home/ anywhere so that it gives flexibility to facilitate adjustments. Additionally, we, as employers, also need to make a perception shift towards sabbaticals taken by women to rear children. These vital steps could be further bolstered by initiatives aimed to ease their comeback into the workforce again. The responsibility lies with us to act as change agents to create the change we aspire to see. Pragya Misra, Public Affairs Director at Truecaller: I have always believed that empathy, freedom to be authentic and listening are critical to building a work environment that promotes equality. This begins with introducing diversity in the leadership so that the perspectives and related challenges of different employee profiles can be properly understood and addressed. Finally, implementing flexible policies, promoting healthy and non-late work hours, having industry standard pay scale and having actionable punishments (and transparency) in place for any intolerant offenses are some of the other measures that can be put into place to ensure a safe and equal work environment. At Truecaller, being respectful, celebrating diversity and equality in the workplace is deeply set in our values as a company. We continue to make communication safer through our spam blocking, scam and fraud alerts, this principle of safety reflects in our workplace through our employee policies. The inability to feel safe in both offline and online spaces adversely impacts women’s confidence and hinders their ability to grow and thrive. This year we are urging people to #CallitOut and report harassment to the authorities when you see or experience it. We are bringing together all the key stakeholders like government, law enforcement, civil society, mental health experts, lawyers and survivors to work collaboratively to improve the safety of women and continue our 5 year long effort to minimise harassment. This year, we want to create an environment that allows women to feel safe in society, their workplace and in their online communication. Kanika Mittal, Large Customer Solutions, Lead at Twitter India: I strongly believe that a leader is only as good as his/her team &amp; therefore our path starts with building a team that looks like the amazing people of all backgrounds and abilities who use our service every day. At Twitter, we're on a journey to become the world's most inclusive, diverse, equitable, and accessible tech company — it's key to serving the public conversation. For Inclusion &amp; Diversity strategies to have an impact, leaders along with companies need to ensure that they are tackling systemic challenges and also impacting and nurturing inclusive behavior amongst the team. This requires adapting a new way of thinking and making the right decisions such as becoming more distributed, empowering women employees to share and leverage their unique perspectives and experiences for growth and opportunities. Collectively we’ve got work to do to build a truly inclusive culture across the industry. We’ve made steady progress, and as industry our work doesn’t end <a href="https://twitter.com/hashtag/UntilWeAllBelong?src=hashtag_click">#UntilWeAllBelong</a>. Anika Wadhera, Head of Digital Marketing, Sirona: A supportive work environment is one in which each and every employee can discuss job-related difficulties in confidence and without fear of backlash. Actively showing appreciation to the staff, and encouraging them to exhibit appreciation for each other, is an easy and gratifying way to establish a great working atmosphere. Employees, both male and female, should be taught about ethical behavior and how to create a culture that supports everyone's safety. Although enforcing policies and holding instructional sessions are beneficial, a process or system that promotes power equality in the business can be implemented, reducing the number of unpleasant experiences. My advice to all wonderful women around me will be to ’Take a stand for yourself &amp; be vocal. The world is your oyster.’ We as 21st-century women should focus on creating a network; it may be one of the most powerful factors in our career at any level, whether one is a fresher or a senior leader, just network, network &amp; network. Shradha Agarwal, COO &amp; Strategy Head, Grapes: Women at leadership roles play a very crucial role in the comprehensive growth and development of any organization. They are the true manifestation of sustainable growth. A woman inherently is nurturing and being in a leadership position helps her in cultivating an inclusive work culture with diversity at the core of the organizational structure. This diversity is the precursor of diverse ideas that stimulates creativity and champions for more quality in business operations. Women have a warm and welcoming disposition which enables the organization to develop a much stronger bond and connect with their customers. In any workforce, the major loophole at the very base level is the lack of proper guidance to define the roles and duties to be fulfilled by a person. In order to help them realize their true potential, it is important to first connect with the people. By putting themselves in other’s shoes it becomes easier to understand the situation better and provide a relatable solution. As developing a connection and affinity for people comes naturally to women, in leadership positions they are better able to relate with and understand the pain of their teammates. To get women to join the advertising and marketing industry the mantra is very simple, just make them feel they are making ads for themselves. As women are better listeners and good storytellers, one needs to harness these qualities of women to motivate them to pursue a career in this field. They are better adept at giving a diverse perspective and drawing holistic pictures to a narration. Advertising and marketing is not about selling products, it goes way beyond and is about telling the right story. It is about connecting with the brand rather than the product as the products can be replaced but the brand remains constant. And women love and enjoy such jobs, it is just that we need to tap on this quality of women. Sowmya Iyer, Founder and CEO of DVio Digital: Women have faced more significant economic hardships through the pandemic - disproportionately losing jobs and income. A recent report by LinkedIn shows how Covid-19 has impacted women’s careers. About 85% of women in India have missed out on a promotion because of their gender. Despite the increase in flexibility at work, women’s careers are observed to have been more adversely affected. So, it is safe to say that we are far away from building an inclusive environment for employees of all gender spectrum. Company policies will have to be redefined and relooked at to give women space to work, grow, and balance their careers and Homes. DViO Digital, is an equal opportunity provider. We work towards hiring and promoting our employees based on their merit and not just gender. Our current workforce has a fair divide of 55:45 women to men ratio; a similar trend can be seen in our leadership team, which has a 60:40 ratio (60% women and 40% men), which is not by design but by default. Hence it is safe to say that women are naturally inclined towards the advertising and marketing industry. Tanya Bami - Series Head, Netflix India: The representation of women in entertainment has been increasing with the times and we couldn’t be happier! At Netflix, we are focussed on entertaining the world with authentic stories that are a true reflection of our times and society. Be it Delhi Crime, Aranyak, Masaba Masaba, Yeh Kaali Kaali Ankhein, or our latest series The Fame Game, the characters can be determined, driven, fabulous or flawed.” •Since the beginning of 2020, we have collaborated with over 2400 women creators, talent, and crew on and off screen in India. •Half (15) of our original films and series in 2021 had a woman as the central character. • Netflix has 15+ female forward titles already announced for 2022. Apart from the already released Yeh Kaali Kaali Ankhein, Looop Lapeta and The Fame Game, the upcoming titles include Mai, Monica, O My Darling, Masaba Masaba Season 2, Mismatched Season 2, She Season 2, Fabulous Lives of Bollywood Wives Season 2, The Fame Game, Qala, Plan A Plan B, Khufiya, among others. •In 2021 Netflix worked with nearly 50 women producers, directors or writers (25 women producers and directors + 23 women writers - 2X the women writers in 2020. •In addition, Netflix has worked with incredible women standup comics- Rytasha Rathore, Urooj Ashfaq, Prashasti Singh, Prajakta Koli, Sumukhi Suresh, Mallika Dua, Kaneez Surka and Sumaira Shaikh. •Inclusivity also extends internally to all of us at Netflix as women make up 51.7% of our global workforce, up from 48.7% in 2020. This includes 6.9% growth of women directors and above, totalling 51.1%. Aditi Shrivastava, CEO &amp; Co-Founder, Pocket Aces: It all starts from the top. If there is equality in the mind, it will automatically trickle down to every level within the organization. A few key base rules I always keep in mind: ● Think in terms of equity (not stock options in this case, but what is required to get people to the same level) rather than equality (i.e. providing the exact opportunities to each person) ● Be a true meritocracy ● Even in the most equal households, women are often expected to be the primary caretaker of children or parents, so keep that in mind ● Don’t forget to groom young female talent in the company right from the go by increasing their confidence levels and encouraging them to not be ambivalent about their ambitions and dreams ● Discourage even mildly offensive loose talk / jokes at the workplace ● Have a strong POSH committee in place ● Encourage older male employees / leaders to unlearn from previous “male club” workplaces and see the value their female counterparts can add Overall, be conscious about gender diversity and equity. It won’t happen by chance.

Women in leadership across media, brands and advertising on improving gender representation and retaining women in the workforce

<ul class="summary-list"><li>The Dallas Wings selected <keyword id="13596931" type="UNKNOWN" weightage="60" keywordseo="veronica-burton" source="Orion">Veronica Burton</keyword> with the seventh overall pick in the 2022 <keyword id="13568780" type="UNKNOWN" weightage="60" keywordseo="wnba-draft" source="Orion">WNBA Draft</keyword>.</li><li>The Northwestern PG expressed excitement about playing alongside Arike Ogunbowale and Marina Mabrey.</li></ul>Veronica Burton is amped to be joining her new team.The Dallas Wings picked up the <keyword id="13605332" type="UNKNOWN" weightage="60" keywordseo="northwestern-wildcats" source="Orion">Northwestern Wildcats</keyword> superstar with the seventh overall pick in the 2022 <keyword id="11896033" type="UNKNOWN" weightage="60" keywordseo="wnba" source="Orion">WNBA</keyword> Draft Monday night. And mere moments after learning that she'd be joining the likes of Arike Ogunbowale and Marina Mabrey in Texas, Burton expressed eagerness to familiarize herself with her new teammates' styles of play in true <keyword id="12215141" type="UNKNOWN" weightage="60" keywordseo="point-guard" source="Orion">point guard</keyword> fashion.<div type="image" title="Veronica Burton (left) and WNBA Commissioner Cathy Engelbert pose at the 2022 WNBA Draft." height="1667" width="2500" msid="90807687" hostid="261"></div>"It makes my job easier. When you've got scorers like that — Marina Mabrey, Arike [Ogunbowale], all those other amazing women and players — it makes the point guard look better and better," Burton said in a press conference at the draft. "So I'm definitely excited. I'm excited to play with them. I'm excited to play against them and compete with them in practice and everything."I'm about to go study all their games tonight even more and just learn where they want the ball, too," she added. "Where they want it is where I'll give it to them."Ogunbowale joked on Twitter, "I like her already," after seeing her new teammate's comment. Mabrey was a fan of the point guard's mindset, too:A 5-foot-9 point guard, Burton averaged a team-high 17.8 points and 6.4 assists per contest — and added 5.5 rebounds per game to boot — en route to third-team All-America honors in her senior season with the Wildcats. She led all Power 5 conference players with a 3.12 assist-turnover ratio, showcasing her "extremely high basketball IQ" ESPN analyst LaChina Robinson raved about ahead of Monday's draft.Even with her stellar output on the offensive end, Burton is arguably best known for her lockdown defense. She led the nation with four steals per game this year and assumed an apt nickname — the "Backcourt Burglar" — as a result.<div type="image" title="Veronica Burton." height="1667" width="2500" msid="90807688" hostid="261"></div>Burton was even one of four finalists — and the only guard — nominated for the 2022 Naismith Trophy Women's Defensive Player of the Year award."It is a huge honor to be named as a finalist for that award," <a href="https://www.insider.com/wnba-draft-nalyssa-smith-veronica-burton-lexie-hull-going-pro-2022-4">she told Insider</a> ahead of the draft. "I have always taken a lot of pride on the defensive end because I understand how important that side of the ball is in order to win games."That defensive prowess will undoubtedly prove useful to Dallas head coach Vickie Johnson, whose squad ranked in the bottom third of the league in opponent field-goal percentage, opponent three-pointers made, and opponent assists while owning one of the worst <a href="https://stats.wnba.com/teams/defense/?sort=DEF_RATING&amp;dir=1">defensive ratings in the WNBA</a> last season.<div type="image" title="Veronica Burton." height="1406" width="2500" msid="90807690" hostid="261"></div>But Burton's up to the challenge. She knows that the defense she brings to the table "is a separator for me," and she said as much Monday night."Coach Johnson had talked about wanting another defender that can really stop ball-handlers, keep people out of the paint," Burton said. "So if that's what she needs, that's what I'm going to give her. I'm excited to fill that role, and whatever they ask me to do, I'm going to try and do it."

A top WNBA draft pick vowed to 'study' her new teammates' games so she knows 'where they want the ball'

<ul class="summary-list"><li>The owner of a dating app told Vice World <keyword id="11893589" type="UNKNOWN" weightage="60" keywordseo="news" source="Orion">News</keyword> that interest in Ukrainian women jumped from five to nearly 10 daily inquiries since Russia invaded <keyword id="11985141" type="UNKNOWN" weightage="60" keywordseo="ukraine" source="Orion">Ukraine</keyword>.</li><li><keyword id="11892748" type="UNKNOWN" weightage="60" keywordseo="china" source="Orion">China</keyword>'s social-media platforms have been removing "inappropriate" content about Ukrainian women.</li></ul>An online platform that sets up Chinese men with Eastern European women said interest in Ukrainian women has doubled since Russia began its unprovoked invasion of Ukraine, <a href="https://www.vice.com/en/article/7kbmva/chinese-obsession-ukrainian-women-russia-invasion">reported Viola Zhou and Koh Ewe of Vice World News.</a>Pavel Stepanets, the Russian owner of matchmaking service Meilishka, told Vice interest in Ukrainian women jumped from five to nearly 10 inquiries every day. "Now, there are many clients asking for Ukrainian girls," Stepanets said."These clients know that these Ukrainian girls are sad and would think of China as a safe place. So the Chinese men think that these girls will consider looking for a Chinese husband," he continued.<a href="https://meilishka.cn/">Meilishka's website</a> shows there are 748 Slavic women currently available to be set up with Chinese men.Stepanets told Vice that Chinese men prefer Eastern European women because "they are not as demanding about wealth" as Chinese women are. Beauty standards also play a role: Marrying blonde, white women is seen as a symbol of a Chinese man's success. "To be honest, Ukrainian women are considered some of the most beautiful in the world," Stepanets told the publication.<h2>China's social-media giants have been banning content about Ukrainian women</h2>China's gender ratio was <a href="https://www.afr.com/world/asia/lonely-hearts-look-for-love-in-china-s-revolutionary-dating-landscape-20220111-p59naj">distorted</a> by the one-child policy, which was in place from 1980 to 2015 and caused a gender imbalance in the country, leaving millions of men unable to find partners for <keyword id="11905352" type="UNKNOWN" weightage="60" keywordseo="marriage" source="Orion">marriage</keyword>.Chinese media has suggested that Ukrainian women could be a solution to China's gender imbalance problem, <a href="https://foreignpolicy.com/2015/01/28/ukrainian-brides-may-solve-chinas-gender-gap-chinese-media-claims/">reported Foreign Policy.</a>The matchmaking of Chinese men and Ukrainian women is not a recent phenomenon.Ulove, which stands for "Ukrainian Love," was founded in 2018 by Max Mei, <a href="https://www.scmp.com/lifestyle/families/article/2146766/beautiful-ukrainian-women-chinese-men-dating-agency-ulove">per the South China Morning Post.</a> Mei's matchmaking service aims to introduce "high quality" Chinese men to Ukrainian women. Mei is married to a Ukrainian opera singer, <a href="https://www.dailymail.co.uk/news/article-4970566/Ukrainian-women-seek-Chinese-husbands-dating-club.html">according to Mail Online.</a> He got the idea for the service when he received many comments from Chinese men saying he is a "winner in life," per SCMP.But, as <a href="https://www.insider.com/china-social-media-ban-accounts-vulgar-mocking-ukraine-weibo-douyin-2022-2">Insider's Waiyee Yip recently reported</a>, some of China's social-media giants have moved to censor the flood of online attention Ukrainian women are experiencing amid the war. Twitter-like service Weibo banned 10,000 accounts that it said "ridiculed war" or made "vulgar comments" about Ukrainian women.Douyin, too, has banned users and removed content pertaining to the war in Ukraine. In a statement, the company said it was cracking down on "inappropriate" content, including "videos such as 'capturing Ukrainian beauties.'"

The owner of a matchmaking service that sets up Chinese men with European women says interest in Ukrainian women doubled during Russia's invasion

<ul class="summary-list"><li>Sen <keyword id="12032130" type="UNKNOWN" weightage="60" keywordseo="bill-cassidy" source="Orion">Bill Cassidy</keyword> said his state's high maternal death rates are more standard if you "correct for race," Politico reports.</li><li>Louisiana has a high Black population and one of the worst maternal death rates in the US.</li></ul>Louisiana Sen. Bill Cassidy said that the state's poor maternal mortality rate is only an "outlier" because of the high proportion of <keyword id="12297901" type="UNKNOWN" weightage="60" keywordseo="black-women" source="Orion">Black women</keyword> in the state, <a href="https://www.politico.com/news/2022/05/19/why-louisianas-maternal-mortality-rates-are-so-high-00033832">according to Politico</a>. Cassidy's comment was featured in Politico's in-depth exploration of Louisiana's maternal death rates, which are among the worst in the country. The state ranks 47 out of 48 states assessed for maternal deaths, <a href="https://ldh.la.gov/assets/docs/LegisReports/SR240HR294RS201992019.pdf">state officials said</a>. Cassidy told the outlet that this is partly because "about a third of our population is African American; African Americans have a higher incidence of maternal mortality."So, if you correct our population for race, we're not as much of an outlier as it'd otherwise appear."He continued: "Now, I say that not to minimize the issue but to focus the issue as to where it would be. For whatever reason, people of color have a higher incidence of maternal mortality."Overall, <a href="https://ldh.la.gov/assets/docs/LegisReports/SR240HR294RS201992019.pdf">according to Louisiana's Department of Health,</a> "four black mothers die for every white mother" in the state. It outpaces a three-to-one ratio nationwide, which is already the worst in the developed world, Politico reported. Dean Michelle Williams of Harvard T.H. Chan School of Public Health discussed Cassidy's comments <a href="https://www.hsph.harvard.edu/deans-office/2022/05/19/the-crisis-of-maternal-mortality/">in a blog post</a>. (The Politico article was produced as part of a series partnership with the school.)Williams said: "It's no mystery why maternal mortality rates are so high among Black women. They are high because of the devastating impacts of structural <keyword id="11893536" type="UNKNOWN" weightage="60" keywordseo="racism" source="Orion">racism</keyword> and individual bias."<a href="https://www.cdc.gov/reproductivehealth/maternal-mortality/pregnancy-mortality-surveillance-system.htm#:~:text=Since%20the%20Pregnancy%20Mortality%20Surveillance,100%2C000%20live%20births%20in%202017.">According to the CDC</a>, Black women are disadvantaged in their "access to care, quality of care, prevalence of chronic diseases, structural racism, and implicit biases" in <keyword id="11897506" type="UNKNOWN" weightage="60" keywordseo="healthcare" source="Orion">healthcare</keyword>.Williams said she found Cassidy's framing "disturbing.""This is not a moment to quibble about how states are ranked," Williams wrote."It's not a moment to correct for race. It's a moment to assert that Louisiana — precisely because it has such a large population of Black women — must seize a leadership role in making pregnancy and childbirth safer for all."She noted that Cassidy has supported numerous public health measures, including those that protect pregnancies. Cassidy's comment comes soon after <a href="https://www.politico.com/news/2022/05/02/supreme-court-abortion-draft-opinion-00029473">Politico's publishing</a> of <a href="https://www.businessinsider.com/roe-wade-abortion-live-updates-2022-5">a leaked draft of a Supreme Court decision to overturn Roe v. Wade</a>, a measure that the Senator supports. <a href="https://prolifelouisiana.org/laws-elections/federal-legislation/federal-elected-officials/senator-bill-cassidy/">Anti-abortion organization Louisiana Right To Life says that</a> Cassidy has a "100% pro-life voting record." Louisiana is also <a href="https://lailluminator.com/2022/05/17/louisiana-legislature-advances-two-abortion-restriction-bills/">one of 13 states with "trigger laws"</a> that would come into effect to ban abortion if Roe v. Wade, as looks likely, is overturned. Following the Roe leak, top British medical journal <a href="https://www.thelancet.com/journals/lancet/article/PIIS0140-6736%2822%2900870-4/fulltext">The Lancet warned in a stark editorial statement</a> that "women will die" if the decision is overturned. Furthermore, Black women will be the group most affected by the move, <a href="https://abcnews.go.com/Health/abortion-restrictions-disproportionately-impact-people-color/story?id=84467809">ABC News reported</a>.Asked by Politico how maternal death rates may be affected by the measure, Cassidy said: "If we're using abortion to limit maternal deaths, that's kind of an odd way to approach the problem."

Maternal death rate isn't as bad if you don't count Black women, GOP senator says

<ul class="summary-list"><li><keyword id="12096003" type="UNKNOWN" weightage="60" keywordseo="uconn-huskies" source="Orion">UConn Huskies</keyword> superstar <keyword id="12594572" type="UNKNOWN" weightage="60" keywordseo="paige-bueckers" source="Orion">Paige Bueckers</keyword> is <keyword id="12153986" type="UNKNOWN" weightage="60" keywordseo="gatorade" source="Orion">Gatorade</keyword>'s first-ever college athlete signing.</li><li>NIL now allows college athletes to partner with brands without sacrificing their NCAA eligibility.</li></ul>Gatorade has signed the <a href="https://www.insider.com/paige-bueckers-game-winner-uconn-south-carolina-showcases-freshman-brilliance-2021-2">NCAA's brightest star</a> as its first-ever college athlete ambassador.And her name is Paige Bueckers.The <keyword id="11893855" type="UNKNOWN" weightage="100" keywordseo="sports" source="Orion">sports</keyword> drink giant inked the <a href="https://www.insider.com/sue-bird-paige-bueckers-advice-uconn-wbb-coach-geno-auriemma-2020-9">UConn Huskies' superstar</a> as its inaugural foray into Name, Image, and Likeness (NIL). As of this year, college athletes are allowed to agree to paid partnernerships without sacrificing their NCAA eligibility.<div type="image" title="Paige Bueckers is Gatorade's first-ever college athlete." height="3125" width="2500" msid="87990939" hostid="261"></div>Bueckers — who <a href="https://www.insider.com/video-paige-bueckers-gatorade-athlete-of-year-sue-bird-2020-7">earned Gatorade National Girls Basketball Player of the Year honors</a> for the 2019-2020 season — is one of many athletes taking full advantage of the change at the collegiate level."It was a blessing to win Gatorade Player of the Year in high school, and now it's truly surreal to be an official member of the Gatorade Family," Bueckers said, per the company. "I know this is just the beginning of our partnership and can't wait to get to work with Gatorade to drive impact in the community and on the women's game." A superstar point guard who became <a href="https://www.insider.com/video-paige-bueckers-cries-ap-player-of-the-year-freshman-2021-3">women's college basketball's first-ever freshman consensus Player of the Year</a> last season, Bueckers is looking to lead the Huskies back to the Final Four for a shot at their first NCAA title since 2016. Early in the season, she ranks top-20 nationwide in points and assists per game as well as assist-to-turnover ratio.<div type="image" title="paige bueckers geno auriemma" height="1731" width="2304" msid="87990941" hostid="261"></div>The Minnesota native was a natural pick to become Gatorade's first NCAA signing, even with quarterbacks from college football's top programs and future NBA All-Stars ripe for the picking."As a former Gatorade Player of the Year and one of the top college athletes playing today, Paige Bueckers is the perfect addition to the Gatorade Family," Gatorade Global Head of Sports Marketing Jeff Kearney said. "From her electrifying performances on the court to fueling change off of it, Paige exemplifies everything it means to be a Gatorade athlete, and partnering with her is a statement to the next generation of our continued commitment to women in sport."Bueckers is in stellar company on Gatorade's athlete roster. She joins an impressive group of women who have previously signed on with the brand, including tennis legend Serena Williams, USA Track &amp; Field star Sydney McLaughlin, and two-time WNBA MVP Elena Delle Donne.The 20-year-old star is likely to team up with those legends in her work with Gatorade, and she "can't wait to get started."

Gatorade has signed college basketball's most dominant player, Paige Bueckers, as its first NIL athlete

<ul class="summary-list"><li>Pew Research Center compared the hours opposite-sex married couples spend on housework and caregiving.</li><li>In five types of marriages, only one has men putting in more caregiving time.</li></ul>Women seem doomed to more housework than their husbands, no matter how much of the household income they bring in.That's according to the <a href="https://www.pewresearch.org/social-trends/2023/04/13/in-a-growing-share-of-u-s-marriages-husbands-and-wives-earn-about-the-same/">Pew Research Center</a>, whose recent report highlights the inequality in caregiving and household duties in opposite-sex marriages by examining several years of data from the <a href="https://www.bls.gov/tus/home.htm" target="_blank" rel="noopener">American Time Use Survey</a>.The chart below shows the average time spent per week on housework and caregiving duties for five different kinds of income arrangements for opposite-sex marriages. Insider added together the separate results for housework and caregiving noted in the report, so the values below may be slightly different from the exact results due to rounding."Even as financial contributions have become more equal in marriages, the way couples divide their time between paid work and home life remains unbalanced," the new report stated, which noted 11% of opposite-sex marriages in 1972 were considered egalitarian marriages, compared to 29% in 2022, per Pew's analysis of the Annual Social and Economic Supplement."Women pick up a heavier load when it comes to household chores and caregiving responsibilities, while men spend more time on work and leisure," the report added.<h2>Even when women earn the same as or more than their husbands, they often still spend more time on housework</h2>In egalitarian marriages, women are spending more of their time a week on household and caregiving duties than their husbands are, on average. This kind of marriage is defined in the report as "both the wife and husband earn between 40% and 60% of the couple's combined earnings."In marriages where men are still earning money but the wives are earning over 60% of their earnings, the wives are still spending more time a week on household work and caregiving duties. Wives in these wife-primary-earner marriages spend about 11 hours a week on housework and caregiving compared to their husbands' almost 8 hours a week.Women in husband-primary-earner marriages, where men earn over 60% of the pair's earnings, are spending roughly triple the time a week on housework and caregiving, and roughly four times what their husbands spend on these responsibilities in marriages in which the husband is the sole earner. The one type of opposite-sex marriage in which the script is flipped is when women are the sole earners. In these cases, husbands spent about an hour more on housework and caregiving.Results from <a href="https://news.gallup.com/poll/283979/women-handle-main-household-tasks.aspx" target="_blank" rel="noopener">Gallup</a> a few years ago also show inequality of different household and caregiving duties. "Despite some changes over the past two decades, the division of labor in U.S. households remains largely tilted toward traditional stereotypes: Women are more likely than their husbands to take care of the house and children, and men remain the primary caretakers of the car and the yard," stated the Gallup post.The 2019 results from Gallup are about heterosexual couples who are either married or live with one another. 58% said the woman was more likely to do laundry in their households compared to 13% who said the man was more likely. Half said the woman was more likely to take care of kids daily compared to 7% who said the man was more likely. A higher percentage said the woman was more likely to also prepare meals or clean the home in their household than the percentage who said the man was more likely to do so.Additionally, results on <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/supporting-employees-in-the-work-life-balancing-act">McKinsey</a> focused on dual-career couples (DCCs) can show how there are differences between opposite-gender and same-gender couples."Our research found same-gender DCCs take a more equitable approach to work-life responsibilities," the authors of the McKinsey article wrote. "Only 28 percent of women in same-gender DCCs say they do most or all of the housework, compared with more than half of women in opposite-gender DCCs."Men in same-gender, dual-career couples were more likely to say this about household duties than men in opposite-gender couples.<h2>Lawmakers could help bring equality to America's marriages</h2>According to <a href="https://www.usatoday.com/story/money/2023/04/13/women-breadwinners-stuck-with-laundry-child-care/11616982002/" target="_blank" rel="noopener">USA Today</a>'s reporting on the new Pew report, Aliya Hamid Rao, an assistant professor in the department of methodology at the London School of Economics, thinks actions like affordable childcare and an increase in remote work opportunities are some of the actions that could help with reallocating household work for couples. "I really think this is a lot about what social policies and support structures are in place that allow men and women to participate fully in paid work and at home," Rao said per USA Today.Outside of the ATUS results analyzed by Pew Research Center, the new report suggests that Americans think society see the value of men and women's contributions at home differently. That's according to Pew Research Center's own January survey results of US adults. They were asked "what do you think American society values more these days" for women and men in general.57% of US adults said American society values the "contributions men make at work." Men and women pretty much said the same thing — 55% of men and 58% of women answered this way. Regardless of men, women, or overall US adults, the share was 7% for each of these groups for how American society values men's contributions at home more.For women's contributions, 20% of adults and 20% of women said society values their contributions at work more than at home, while 19% of men said this. For women's contributions at home compared to at work, 31% of adults said this.While US adults' perception of how society views men and women's contributions at work and at home vary, so does how much time men and women generally spend in the labor force. According to Bureau of Labor Statistics data, the labor force participation rate and employment-population ratio of men are both higher than that of women.While a lower share of adults say society values women's contributions in the workplace compared to the share that say society values their contributions at home, a <a href="https://nwlc.org/wp-content/uploads/2023/01/2022-Wage-Gap-Factsheet-1.10.23.pdf">fact sheet</a> from the National Women's Law Center also stated that "mothers' wages are also affected by a lack of support for women's disproportionate caregiving responsibilities."

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