Women + Burnout: A Conversation with Dr. Casen of Drugless Doctors

We’ve been talking a lot about burnout recently—from our review of the 2020 Women in the Workplace report, a deep dive on what organizations can do to retain their female talent, and our new workshop topics on Navigating and Managing Burnout.

Last week I had the opportunity to speak with Dr. Casen DeMaria of Drugless Doctors on this topic. As a chiropractor, Dr. Casen works with many women and helps them to identify the gaps and challenges they may be facing, finding the right place to begin and helping her patients get their gusto back.

Case Study: Navigating Burnout Gild Collective Webinar

In December 2020, as we navigated into the new year with a sense of hope about change and evolution out of the pandemic and into the future, many of us felt burned out and overwhelmed. We hosted a public session for everyone looking to go into 2021 with renewed strategies and energy for their goals, all rooted in understanding why their burn out happened in the first place.

This session was attended by people across industries and focused on:

  • Understanding the foundation for burnout during COVID-19, including the key contributing factors and audiences at greatest risk

  • Review and discussion of tools for navigating burnout to identify those most effective for each personal situation

Participants left the session with a reframed new of their 2020 goals, especially those which were out of reach due to circumstances no one could have expected. Where it made sense, they reworked and brought those into 2021, with a new attention to navigating out of burnout and into self compassion.

Case Study: Gild Collective Women's Initiative Roundtable

We are taking a bit of a different approach with today’s case study than our previous summaries of client work. Instead, we want to celebrate our Women’s Initiative Roundtable, which we have been producing for over three years locally in Cincinnati. I’m writing about the Roundtable because the main purpose it serves - community - is the thing that so many of us are missing so much right now. While we can’t currently gather in-person with our Roundtable community it still brings great value, and we are excited to see how it evolves in the years to come.

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Retaining Women During COVID-19

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As we continue to wrap our heads around concerning data points from the Women in the Workplace 2020 study and recent research from Deloitte, we ask ourselves what can be done to retain women in our organizations to avoid a reversal of the representation progress that has been made in recent years.

We’ve explored recommendations from a variety of sources and are guiding our clients to focus on 7 things to benefit all employees, but with a specific emphasis on the challenges and biases women in your organizations may be facing.

Case Study: Communicating Confidently and Assertively with Ribbon Home

We joined Ribbon to present a Communicating Confidently and Assertively session for the entire organization. It was well attended with an extremely engaged group of attendees, especially their CEO. All of the employees came to the session with a central goal of improving the culture of assertive communication within Ribbon, and with one another.

Women in the Workplace 2020: Spotlight on COVID-19

In years past, when the Women in the Workplace study by LeanIn and McKinsey and Company was released, I had been excited. Excited to see progress being made (even slowly) and new insights uncovered on how women can be better supported by their organizations.

The 2020 Women in the Workplace report was released last week, and like many other 2020 headlines, it did not bring with it this sense of excitement or hope. Despite my awareness that women are being disproportionately impacted by the COVID-19 pandemic, I did not anticipate some of these jarring data points.

Case Study: WE Lead Class 15

WE Lead Class 15 started during the pandemic. So rather than a two-day overnight, the team at the Cincinnati Chamber made adjustments to keep Gild Collective facilitators and participants safe while still finding a way to gather together in an outdoor space for the important work that kicks off the program. The class was able to make connections and begin benchmarking where they were currently in their career and develop objectives for where they want to go throughout the program.

We know COVID-19 has thrown the best laid plans into a state of unknown, but we’re grateful that our ongoing partnership with WE Lead could continue through the pandemic and we know that learning from this unique format will only make future programs even stronger.

A Roundup of Expert Career Advice for Navigating COVID-19

No matter where you live – or if your local COVID-19 cases are rising or falling – it clear that as a country we are going to be navigating this pandemic for months to come (if not longer). For many of us, that means that our employers are choosing to continue remote work, or some hybrid form of it, for the foreseeable future. For some, this is great news – we have thrived working in a remote environment. For others, this reality feels professionally paralyzing.

After Watching, Learning, Listening, and Grieving: Action

Over the past few weeks, the nation has turned their intense sadness over the unjust deaths of more and more Black people at the hands of the police into unprecedented action. Like many white people, we, the founders of Gild Collective, have been unsure of how to respond, how to react, and how to move forward as agents of change that elevate the Black community. We have been watching with open eyes, learning as much as we can (including a lot of re-learning what we thought we already knew), listening to Black voices, and grieving for and with Black communities.

More than anything else, we have been thinking about how we will commit ourselves going forward to anti-racist action and Black community support. How will we take action?

Case Study: Xavier Office of Alumni Engagement – "Prioritizing You and the Power of NO"

As we continue to navigate the impacts of the COVID-19 pandemic, it has become increasingly clear that women everywhere are suffering from burnout. We are working more, caring more for others, and finding less and less time to prioritize ourselves – both personally and professionally. In our workshop with the Xavier Office of Alumni Engagement in May 2020 we addressed this issue head-on with our focus: “Prioritizing You and the Power of NO During COVID-19.”

COVID-19 Impact on Diversity & Inclusion

Since we often work with Diversity & Inclusion leaders within organizations, we were curious about the impact COVID-19 has had on the roles and responsibilities for these leaders and their plans for the rest of the year. In connecting with our network, we identified a couple themes and how to address each one.

Training for Mid-Level Managers to Mend the Broken Rung

The Broken Rung identifies the initial move from entry-level to manager as “the biggest obstacle women face on the path to senior leadership.” There are five suggestions to fix the broken rung in organizations that see this drop in representation of women moving up to managerial levels. All of these elements work together to interrupt bias in the hiring and promotion process, and it is clear how they can ensure that all diverse candidates are given the appropriate consideration for advancement.

The recommendation I want to focus on today is putting evaluators through bias training. While it is critical for organizations to focus on eliminating bias in all of their processes, it can be especially important for entry-level employees.

Case Study: Federal Home Loan Bank of Cincinnati

In March 2020 we began working with the Federal Home Loan Bank of Cincinnati (FHLB Cincinnati) for two workshop sessions: Mapping Career Strategy and Building + Communicating Confidence. As we all know, March 2020 was when the country began to undergo massive shutdowns due to COVID-19, forcing many businesses to begin remote work. As our workshop approached, FHLB was managing a remote workforce for the first time, and could have decided to halt the programming but didn’t.

Fostering an Inclusive, Equitable Environment During COVID-19

Managing inclusion efforts, or simply being inclusive in managing your team or engaging with your colleagues, has most likely shifted to the lower end of your consciousness and priority during this season. However, many employees who are working from home for the first time are struggling now more than they ever did in a traditional work environment, and need support more than ever.

Case Study: Tech Company Women's Leadership Program

As part of an ongoing relationship with one of our clients in the technology industry, we delivered a women’s leadership program to women’s ERG participants within the organization. The two-day session leading up to International Women’s Day offered participants the rare opportunity to set daily responsibilities aside and focus on their personal and professional development. By taking a step back and looking at their careers–past, present, and future–participants had space to clearly articulate their values, vision, and goals for success. Participants left the session with an expanded network, both through the cohort they bonded with over the two day program and through the intentional planning they completed to create purposeful networking, mentorship, and sponsorship goals.

Case Study: Nielsen Diversity Champions Experience the Gender Inequity Simulator

We loved working with the passionate group of diversity and inclusion champions at Nielsen. Participants in this session were leaders of an employee resource group or key D&I function within the organization. It was the perfect group to experience the Gild Collective Gender Inequity Simulator—part of our Changing Bias Behaviors program.

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#EachforEqual - International Women’s Day 2020

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International Women’s Day is just a few weeks away! March 8, 2020 marks a global day celebrating the social, economic, cultural and political achievements of women - while also marking a call to action for accelerating gender equality.

This year’s theme—Each for Equal—is a call of collective individualism. It relies on everyone taking individual action to create a more gender equal world.

Case Study: Diversity Champions Leadership Intensive

In January and February 2020 we had the opportunity to partner with Intel again to design and deliver a two-day leadership intensive program for their Employee Resource Group (ERG) leaders – AKA the individuals who serve as Diversity Champions for various underrepresented minority groups within the organization.