Girls In STEM

Forty percent of Black women are Onlys. The only woman in the room. The only Black person at the table. The only one who looks like them in the entire department. Double the rate of women overall. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐓𝐡𝐞 𝐎𝐧𝐥𝐲 𝐓𝐚𝐱™ Being the Only doesn't just feel isolating. It costs you money. Here's how: 51% of Black women who are Onlys report needing to provide more evidence of their competence than their colleagues. For men who are not Onlys? 13%. That's a 38-point gap in proof burden. Every time you re-explain your qualifications. Every time you over-document your decisions. Every time you CC three extra people to establish a paper trail because you know your word won't be enough. That's labor. Unpaid labor. 77% of Black women report "prove it again" bias — having to demonstrate competence over and over, while their white male counterparts get presumed capable from day one. And when you do succeed? They don't credit competence. They credit luck. Affirmative action. Help from someone else. Timing. Your wins don't compound in your file. They evaporate. So you prove it again. And again. And again. Meanwhile, Brad's first success is still paying dividends three promotions later. This is not a confidence gap. This is an extraction gap. The time you spend re-proving yourself is time you're not spending on visible, credited, compensated work. It's time stolen from the record that determines your raise. Your promotion. Your equity. They're not asking you to prove it again because they forgot. They're asking because the system is designed to make you work twice for half the credit. And half the credit means half the compensation. Document the proof burden. Track the hours. Name the pattern. Because the Only Tax isn't invisible. It's just unbilled. How many times have you had to prove something twice that Brad only had to prove once? Thank You; It's True™ #BlackWomensWealthLab #DocumentEverything #TheOnlyTax

#Science is and must be universally human. Yet women and girls continue to be underrepresented in STEM education and scientific research. In ground-breaking fields such as artificial intelligence, only 22% of professionals are women. That’s why stories like this matter. In our latest #PeopleSeries, I had the pleasure of meeting Nora Jeske, winner of the Inventor of the Year Award 2025 at Siemens. Her recognition is not for a single invention, but for holistic work that delivers real-world impact. She is rethinking how electronics are developed and manufactured for: 👉 Less waste 👉 Lower emissions 👉 A circular economy What stayed with me most goes beyond technology. It was her curiosity at the intersection of science and the arts. Her determination to find her voice. And her commitment to mentorship - being mentored and paying it forward to more people. Today, and every day, let’s celebrate women and girls in science. And let’s create an environment where every girl and woman can imagine a bright future in science.   #WomenAndGirlsInScience

How to (female) Diplomat: Navigating Male-Dominated Spaces (Without Losing Your Dignity, Self Respect and Authenticity) A very senior ambassador once threw a top secret briefing on the ground in front of me—fully expecting I’d pick it up. A calculated power move, dressed up as carelessness. I let it lie there. After all, his arms weren’t broken. Instead, I met his eyes and said, “I think you dropped something, Ambassador.” Then waited. Silence. Eventually, he bent down and picked it up. I realised something that day: Some people test you just to see if they can. And if you play along, they’ll keep pushing the boundary. I’ve spent years being the only woman in the room – whether in the army or diplomacy. Sometimes the youngest, too. And often, the only one not trying to prove I belonged by mimicking the men around me. Because here’s the real power move: 𝗕𝗲𝗶𝗻𝗴 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳. Trying to blend in might feel like the safest option, but in diplomacy or business, it’s your differences that make you effective. So, if you find yourself in a room where the rules weren’t written with you in mind, try this: 1️⃣ 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗣𝗿𝗲𝘀𝗲𝗻𝗰𝗲 Ever notice how some men tend to take up space—physically, vocally, and in decision-making? Don’t shrink. Take the seat at the table. Speak first if you have something valuable to say. → 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝘃𝗼𝗹𝘂𝗺𝗲; 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗰𝗼𝗻𝘃𝗶𝗰𝘁𝗶𝗼𝗻. 2️⃣ 𝗣𝗹𝗮𝘆 𝘁𝗵𝗲 𝗟𝗼𝗻𝗴 𝗚𝗮𝗺𝗲 I once watched a male colleague dismiss a female diplomat’s input in a negotiation—only for him to miraculously propose the same idea 15 minutes later. Instead of calling it out directly, she let him own it and subtly reinforced the idea so it stuck. The win mattered more than the credit. Every single person in that room knew where the credit lay. → 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗼𝘃𝗲𝗿 𝗲𝗴𝗼. 3️⃣ 𝗙𝗶𝗻𝗱 𝗬𝗼𝘂𝗿 𝗔𝗹𝗹𝗶𝗲𝘀 Not everyone in the room wants to see you succeed. But some do. Spot the quiet power brokers—the ones who influence decisions without being the loudest. → 𝗕𝘂𝗶𝗹𝗱 𝗮𝗹𝗹𝗶𝗮𝗻𝗰𝗲𝘀. Some of your best allies might be men. 4️⃣ 𝗙𝗹𝗶𝗽 𝘁𝗵𝗲 𝗦𝗰𝗿𝗶𝗽𝘁 𝗼𝗻 “𝗟𝗶𝗸𝗲𝗮𝗯𝗶𝗹𝗶𝘁𝘆” Ever been told you’re too direct? Or not assertive enough? Too friendly. Or not friendly enough. The double bind is real. But instead of playing an impossible game, reframe it: →𝗗𝗼 𝘁𝗵𝗲𝘆 𝗿𝗲𝘀𝗽𝗲𝗰𝘁 𝗺𝗲? 𝗗𝗼 𝗜 𝗿𝗲𝘀𝗽𝗲𝗰𝘁 𝗺𝘆𝘀𝗲𝗹𝗳? If the answer is yes, likeability is a bonus, not the goal. 5️⃣ 𝗦𝗲𝘁 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀—𝗧𝗵𝗲𝗻 𝗛𝗼𝗹𝗱 𝗧𝗵𝗲𝗺 Whether it’s a demeaning “joke,” being interrupted, a door deliberately slammed in your face—set the boundary. Then hold it. Because the moment you don’t, they’ll push it further. 💡 You don’t need to be louder, tougher, or “one of the guys.” You just need to be strategic about how you show up. What’s worked for you in male-dominated spaces? Let’s share the playbook. 👇

As International Women’s Day nears, we’ll see the usual corporate gestures—empowerment panels, social media campaigns, and carefully curated success stories. But let’s be honest: these feel-good initiatives rarely change what actually holds women back at work on the daily basis. Instead, I suggest focusing on something concrete, something I’ve seen have the biggest impact in my work with teams: the unspoken dynamics that shape psychological safety. 🚨Because psychological safety is not the same for everyone. Psychological safety is often defined as a shared belief that one can take risks without fear of negative consequences. But let’s unpack that—who actually feels safe enough to take those risks? 🔹 Speaking up costs more for women Confidence isn’t the issue—consequences are. Women learn early that being too direct can backfire. Assertiveness can be read as aggression, while careful phrasing can make them seem uncertain. Over time, this calculation becomes second nature: Is this worth the risk? 🔹 Mistakes are stickier When men fail, it’s seen as part of leadership growth. When women fail, it often reinforces lingering doubts about their competence. This means that women aren’t more risk-averse by nature—they’re just more aware of the cost. 🔹 Inclusion isn’t just about presence Being at the table doesn’t mean having an equal voice. Women often find themselves in a credibility loop—having to repeatedly prove their expertise before their ideas carry weight. Meanwhile, those who fit the traditional leadership mold are often trusted by default. 🔹 Emotional labor is the silent career detour Women in teams do an extraordinary amount of behind-the-scenes work—mediating conflicts, softening feedback, ensuring inclusion. The problem? This work isn’t visible in performance reviews or leadership selection criteria. It’s expected, but not rewarded. What companies can do beyond IWD symbolism: ✅ Stop measuring "confidence"—start measuring credibility gaps If some team members always need to “prove it” while others are trusted instantly, you have a credibility gap, not a confidence issue. Fix how ideas get heard, not how women present them. ✅ Make failure a learning moment for everyone Audit how mistakes are handled in your team. Are men encouraged to take bold moves while women are advised to be more careful? Change the narrative around risk. ✅ Track & reward emotional labor If women are consistently mentoring, resolving conflicts, or ensuring inclusion, this isn’t just “being helpful”—it’s leadership. Make it visible, valued, and part of promotion criteria. 💥 This IWD, let’s skip the celebration and start the correction. If your company is serious about making psychological safety equal for everyone, let’s do the real work. 📅 I’m now booking IWD sessions focused on improving team dynamics and creating workplaces where women don’t just survive, but thrive. Book your spot and let’s turn good intentions into lasting impact.

Science and technology are critical to our future right now, and who’s in the room matters. International Day of Women and Girls in Science provides an opportunity to reflect on access, exposure, skill development and opportunities to participate in a field in which women have historically been underrepresented.      The United Nations has long emphasized that equal participation in science is critical to ensure our best and brightest are advancing our shared understanding of the world and innovating to make it better.     Throughout my career, I’ve seen how powerful it is when opportunity is combined with encouragement and follow-through. Early exposure to STEM, hands-on experiences, mentorship, sponsorship and clear career pathways make a lasting difference. Days like this are a reminder to keep creating space for curiosity, learning, and ambition, and to keep paying it forward in practical ways. 

Over the last decade, something important has been changing in the Engineering, Procurement, and Construction sector. More women are entering project management roles, site leadership and technical functions that were once seen as out of bounds or not prefered. India today is among the global leaders in women graduating in STEM, with several studies showing women account for over 40 percent of STEM graduates, one of the highest proportions worldwide. At the same time, the EPC sector is expected to generate nearly 25 million jobs by 2030. These two realities were always meant to converge. At Tata Projects, I have seen what happens when they do. A few years ago in Santacruz, Mumbai, a Ginger Hotel was constructed entirely by an all-women project team. Engineers, planners, safety officers, site leaders. Not as a statement. Not as an experiment. Simply because capability met opportunity. What stood out was not that the team was all women. It was the quality of execution. The discipline on site. The attention to safety. The confidence with which decisions were taken. It quietly challenged many assumptions we still carry. Closing the gender gap in STEM is no longer about entry points alone. It is about ecosystems. Individuals must call out bias when they see it and mentor without prejudice. Companies must design sites, shifts, safety norms and career paths that assume diversity, not treat it as an exception. Policy, academia and industry must ensure that girls who study STEM get exciting career opportunities leveraging their strengths. From vision to impact is a journey. One that becomes real when women are not just welcomed into the room, but trusted to build it. On this International Day of Women and Girls in Science, I feel proud. And more importantly, convinced that the future of infrastructure will be stronger because it is being built by many more hands, many more minds, and many more perspectives. #SheLeads #WomenInSTEM #WomenInConstruction #Mentorship #DiversityInTech #TataProjects

𝐌𝐞𝐧 𝐜𝐚𝐧 “𝐟𝐨𝐜𝐮𝐬 𝐨𝐧 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲.” 𝐖𝐨𝐦𝐞𝐧 𝐬𝐭𝐢𝐥𝐥 𝐡𝐚𝐯𝐞 𝐭𝐨 “𝐩𝐫𝐨𝐯𝐞” 𝐭𝐡𝐞𝐲 𝐛𝐞𝐥𝐨𝐧𝐠. Every year, we applaud the small increase in women reaching the top. Every year, we expect real change. And yet, 10.4%? That’s not transformation—that’s stagnation. 𝐘𝐞𝐬, 𝐎𝐧𝐥𝐲 10.4% 𝐨𝐟 𝐅𝐨𝐫𝐭𝐮𝐧𝐞 500 𝐂𝐄𝐎𝐬 𝐚𝐫𝐞 𝐖𝐨𝐦𝐞𝐧 𝐢𝐧 2025. 𝐖𝐡𝐲 𝐢𝐬 𝐩𝐫𝐨𝐠𝐫𝐞𝐬𝐬 𝐬𝐭𝐢𝐥𝐥 𝐭𝐡𝐢𝐬 𝐬𝐥𝐨𝐰? Because let’s be honest—this isn’t about competence, ambition, or a lack of qualified women. The real issue? 𝐓𝐡𝐞 𝐮𝐧𝐰𝐫𝐢𝐭𝐭𝐞𝐧 𝐫𝐮𝐥𝐞𝐬 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐰𝐞𝐫𝐞 𝐧𝐞𝐯𝐞𝐫 𝐝𝐞𝐬𝐢𝐠𝐧𝐞𝐝 𝐟𝐨𝐫 𝐰𝐨𝐦𝐞𝐧. Here’s what’s really happening: 🔹 𝐓𝐡𝐞 𝐔𝐧𝐜𝐨𝐧𝐬𝐜𝐢𝐨𝐮𝐬 “𝐂𝐨𝐦𝐟𝐨𝐫𝐭”: Bias Companies don’t just promote the best—they promote who feels right in the role. And too often, that “right” looks like every CEO before them—male. 🔹 𝐓𝐡𝐞 𝐌𝐲𝐭𝐡 𝐨𝐟 𝐭𝐡𝐞 “𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐅𝐢𝐭”: Women are expected to check every single box before being considered. Men? They’re promoted on potential, not perfection. 🔹 𝐓𝐡𝐞 𝐋𝐨𝐧𝐞𝐥𝐢𝐧𝐞𝐬𝐬 𝐚𝐭 𝐭𝐡𝐞 𝐓𝐨𝐩: A woman in the C-suite often stands alone. No peer network, no old boys' club, no ready-made allies. Leadership can be isolating when you’re the only one like you in the room. 🔹 𝐓𝐡𝐞 𝐃𝐨𝐮𝐛𝐥𝐞 𝐒𝐭𝐚𝐧𝐝𝐚𝐫𝐝𝐬 𝐇𝐚𝐯𝐞𝐧’𝐭 𝐃𝐢𝐬𝐚𝐩𝐩𝐞𝐚𝐫𝐞𝐝—They Just Look Different Assertive men are seen as confident. Assertive women? “Difficult.” A decisive male leader is strong. A decisive female leader is “cold.” Men can “focus on strategy.” Women still have to “prove” they belong. And even when they break through? - More scrutiny—one mistake defines her. - More resistance—team members hesitate to follow. - More pressure—because failure is seen as a sign that “women weren’t ready.” We are being judged at every step, for every decision we make. If not internally, then externally, in every social setup. 𝐎𝐮𝐫 𝐣𝐨𝐮𝐫𝐧𝐞𝐲 𝐛𝐞𝐠𝐢𝐧𝐬 𝐰𝐢𝐭𝐡 𝐝𝐨𝐮𝐛𝐭 𝐚𝐧𝐝 𝐭𝐡𝐞𝐧 𝐩𝐫𝐨𝐠𝐫𝐞𝐬𝐬𝐢𝐧𝐠 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 "𝐏𝐫𝐨𝐯𝐞 𝐲𝐨𝐮𝐫𝐬𝐞𝐥𝐟" 𝐭𝐨 𝐟𝐢𝐧𝐚𝐥𝐥𝐲 "𝐃𝐞𝐬𝐞𝐫𝐯𝐢𝐧𝐠" The System Isn’t Just Slow—It’s Flawed. We don’t need to “fix” women. We need to fix the biases, structures, and outdated leadership models that are still holding them back. So what needs to change? ✅ Promote women based on potential—just like men. ✅ Trust women leadership capabilities at work ✅ Build real support systems. 𝐃𝐨𝐧'𝐭 𝐣𝐮𝐬𝐭 𝐚𝐩𝐩𝐫𝐞𝐜𝐢𝐚𝐭𝐞 𝐰𝐨𝐦𝐞𝐧 𝐨𝐧 8𝐭𝐡 𝐌𝐚𝐫𝐜𝐡, 𝐜𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐰𝐨𝐦𝐞𝐧 𝐞𝐯𝐞𝐫𝐲𝐝𝐚𝐲 𝐚𝐬 𝐨𝐭𝐡𝐞𝐫 𝐠𝐞𝐧𝐝𝐞𝐫 𝐟𝐨𝐫 𝐭𝐡𝐞𝐢𝐫 𝐜𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐨𝐮𝐭.

What does it take to break through glass ceilings? It is an often discussed topic. Not brute strength for sure. Perhaps passion and persistence would get us there better than butting heads. In fields where men have traditionally set the course, there are inspiring examples of women who have managed to break and shatter those barriers. One such person is 𝐃𝐫. 𝐓𝐞𝐬𝐬𝐲 𝐓𝐡𝐨𝐦𝐚𝐬, famously known as India’s Missile Woman. Tessy’s journey began in a small town in Kerala, far removed from the towering rockets she would one day command. I remember meeting Tessy a few years ago in Hyderabad. Her presence was inspiring for every woman in the room, especially those of us who know the weight of pushing through boundaries in scientific fields. She spoke with an ease and humility that made her extraordinary achievements seem almost effortless. But as we all know, nothing worth having comes easy. Despite the lack of resources in her hometown, she nurtured her curiosity about the universe and its workings. Her passion for science led her to pursue engineering, and eventually to the Defence Research and Development Organisation (DRDO) — a place where few women had ever reached her stature before. Tessy often found herself to be the only woman in a room full of male scientists and engineers. In her own words, back when she joined, there were maybe 1- 2% of women in the DRDO. But instead of being daunted, she used these moments to push herself further, remaining focused on her mission: contributing to India’s defense program and making a name for herself in the field. This perseverance led her to become the first woman to head a missile project in India, taking charge of the Agni-IV project! The Agni series of missiles form the backbone of India's defense capabilities, and under Tessy's leadership, the Agni-IV project was a triumph. After years of rigorous research, development, and testing, Agni-IV was successfully inducted into India's strategic arsenal. The personal pressure she must have faced! Not just from the challenges of the project but also from the unspoken doubts and scrutiny that often follow women in male-dominated fields. She never hesitated or doubted herself. But beyond the headlines, Tessy is more than just a brilliant scientist. She represents what’s possible for countless young girls who dream of careers in science, technology, and beyond. Reflecting on her journey, I think about how important it is for young girls to hear about women like Tessy — because it proves that you should dream for yourself and no field is off-limits. So, who inspires you to break barriers? 𝘛𝘩𝘪𝘴 𝘱𝘰𝘴𝘵 𝘪𝘴 𝘢 𝘱𝘢𝘳𝘵 𝘰𝘧 𝘢 𝘴𝘦𝘳𝘪𝘦𝘴 𝘰𝘯 𝘜𝘯𝘴𝘶𝘯𝘨 𝘏𝘦𝘳𝘰𝘦𝘴 𝘰𝘧 𝘐𝘯𝘥𝘪𝘢'𝘴 𝘚𝘤𝘪𝘦𝘯𝘤𝘦 𝘢𝘯𝘥 𝘐𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘰𝘯. #womeninpower #India #space #science #inspiration

I've often been the only stiletto in a room full of flats. Literally. And metaphorically. Cutting my teeth in engineering, mining and energy was both isolating and polarising. With 11 February marking the United Nations International Day of Women and Girls in Science, it really is time to break the mould. Despite progress, barriers persist, hindering women's full participation in STEM. Here's my recommendations to flip the script and ignite REAL change: 1️⃣ Reverse Mentoring: Pair seasoned pros with emerging talents for a fresh perspective exchange. Watch innovation soar as insights flow both ways. 2️⃣ Hackathons for Change: Empower women to lead hackathons tackling real-world challenges. Repeat after me: diverse viewpoints drive better solutions. 3️⃣ Storytelling Showcases: Spotlight female trailblazers in STEM through vibrant storytelling events. No boring write ups please. From podcast series to TED-style talks, we can creatively amplify voices and inspire the next generation. 4️⃣ Intersectional Insights: Embrace intersectionality in STEM initiatives. Let's celebrate diverse identities, experiences, and talents, fostering a richer, more inclusive STEM community. 5️⃣ Pay Parity Parties: Host pay equity celebrations! Shine a spotlight on those championing equal pay, inspiring others to do their part in closing the gender pay gap. 💡 It's time to disrupt the status quo and pave new paths for women and girls in STEM. What's your ideas to spark innovation, foster inclusivity, and propel progress to increase #womeninstem? #BreakTheMould #InnovationInspiration #linkedinnewsaustralia #changemangement

To the woman starting in cybersecurity,  I write … Not as someone who has everything figured out, but as someone who understands that this field can sometimes feel different to navigate as a woman. Cybersecurity is exciting, challenging, and constantly evolving. But it is also a space where women are still under-represented. There are moments that many people outside the industry may never notice. Things that quietly shape your experience as you build your career. You may find yourself walking into spaces where you are the only woman in the room, and suddenly you’re very aware of it.  Sometimes that can bring a quiet pressure. The feeling that you need to prove you belong there.  That you have to be extra prepared before speaking up.  That asking a question might be judged more harshly than it would be for others. In those moments, it’s easy to become more aware of yourself…   And that can make it tempting to stay quiet. But here’s something important to remember… your presence in that room matters. There will also be moments where your confidence feels shaken.  Those moments happen to more people than you realise. Remember, confidence in cybersecurity isn’t something most people walk in with.  It is built gradually through learning, experimenting, solving problems, and finding your voice in conversations. You don’t need to have all the answers. What matters is curiosity, persistence, and the willingness to keep showing up. And each time you do, you make the path a little clearer for the women who will follow. So if you are thinking about starting a journey in cybersecurity, take that first step. And if you have already started, keep going even on days when it feels the hardest. The industry needs you… and there is absolutely a place for you in it. And one day, without even realising it, you become the woman another woman is looking up to in the room. I am rooting for you. Happy International Women’s Day.