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| | ✅ Today's Checklist: What happens when women lead the AI conversation How to stand your ground in a boys' club Owning it when you don't have all the answers
🤔 Riddle me this: I'm taken before I'm given. I'm asked for before I'm had. What am I? (Find the answer on the bottom).
🗓 Coming Up: CREATE 2025 is where AI meets women-led brilliance (Oct 11–14 in SLC). Grab your ticket + meet Joanna there. |
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| | | | | | | Why Women's Instincts Belong at the Center of AI |
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| It's National Women in AI Month, a moment that celebrates the builders, thinkers, and everyday professionals shaping the next era of technology.
Women's use of generative AI tools has nearly doubled in the past year. The adoption gap is closing fast, but a trust gap remains.
Many women aren't avoiding AI, they're interrogating it. They want to know: Who built this? How does it use data? Can I trust what it creates?
Those aren't barriers. They're leadership instincts. But if we stop at skepticism, we risk letting caution turn into distance. And in a world where AI is shaping hiring, creativity, and even emotional labor at work, opting out means losing our say in how it evolves.
This month isn't just about recognizing women in AI. It's about realizing that we are women in AI—whether we're training models or using ChatGPT to write better emails. The opportunity is to move from observers to active participants, using AI with discernment, not default.
Where to start
1. Treat AI like a collaborator, not a competitor.
Try it on work you already do: summarizing meetings, drafting ideas, rewriting tricky emails. Let it handle the heavy lift so your focus stays strategic.
2. Build "trust literacy."
When you prompt a tool, ask: Where is this data from? What perspective might be missing? Understanding the system helps you steer it, not just use it.
3. Learn together.
Grab a peer and share what you're testing. When women experiment together, they close confidence gaps and shape company culture.
4. Lead out loud.
When you model curiosity and critical thinking around AI, others follow. That's how responsible innovation spreads—from women leading by example.
AI doesn't just need more users. It needs more voices like yours: thoughtful, values-driven, and unafraid to lead the way forward. |
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| | | | Stop Losing Great Ideas to Silence |
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| Picture this: a brilliant employee has the solution your team needs, but she bites her tongue. Why? Because she's seen what happens when others speak up—rolled eyes, blame, or a boss who doesn't really listen.
Only one in four employees feels safe sharing ideas or taking risks at work. That means most workplaces are running at 25% of their true potential.
That's not just a "culture issue." It's lost innovation. It's disengaged talent. It's the reason high performers eventually walk.
This is where you come in.
As an HR or people leader, you have the power to flip that script. Traliant's Psychological Safety Training helps managers and teams: Invite honest input without fear of backlash Respond to mistakes with empathy instead of blame Build trust that keeps people engaged and contributing
The training skips the fluff; it's interactive, scenario-based, and designed to make these skills stick.
Because psychological safety isn't about being "nice." It's about creating a culture where people feel safe enough to bring their best work to the table.
👉 Trial the training free and see what happens when your team actually feels heard. |
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| | | | How to Hold Your Ground (and Your Power) in a Male-Dominated Industry |
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| Brenda H. recently told us, "My biggest challenge is being a woman in a male-dominated industry. I constantly feel like I need to prove myself twice over."
This is one of the most common challenges women face in their careers, and it's frustrating because it's real. Gender bias in the workplace exists, and pretending it doesn't won't make you more successful. The question isn't whether you'll face it, it's how you'll navigate it.
Understanding the Dynamics
Gender communication and psychology research shows that men are often socialized to be competitive, while women are encouraged to be agreeable and nice. In the workplace, these different approaches create friction. Research shows that men interrupt women significantly more than they interrupt other men, and studies looking at business settings confirm women are frequently interrupted by men.
Some men will never root for your success, no matter what you do. But many others will respect you as an equal once you prove yourself. That reality might feel unfair—and it is—but understanding the landscape helps you navigate it strategically.
Communication Strategies That Work Use direct, declarative language. Replace hedging phrases like "I think maybe we could" with "We should do X because." Eliminate apologetic language and uptalk that undermines your authority. Speak early in meetings. The longer you wait, the harder it becomes to contribute. Speaking in the first 10 minutes establishes your presence. Handle interruptions strategically. If interrupted, calmly finish your point: "I wasn't finished" or "Let me complete this thought." Research shows this direct approach is more effective than yielding. Use the amplification technique. Women in President Obama's administration developed "amplification"—when a woman made a good point, another woman would repeat it and give credit to the originator, making the idea harder to ignore or steal. This simple strategy proved so effective that Obama began calling on and consulting with more women. Stop over-explaining. Male colleagues don't feel the need to justify every decision with lengthy explanations. Match that energy. Clarity beats apology every time.
Strategic Actions for Visibility and Credibility Document your wins systematically. Track metrics, project milestones, and positive feedback. This becomes your personal highlight reel and ammunition for performance reviews and promotion conversations. Make your results known. Men regularly take credit for their work and ensure everyone knows about their contributions. Share updates on your projects and speak up about your achievements in meetings. Volunteer for high-visibility projects. Seek assignments that get noticed by leadership, not just administrative tasks that keep things running behind the scenes. Build relationships with decision makers. If influential people see you, know you, trust you, and can advocate for you in rooms you're not in, your social equity rises significantly. Show up to social activities and informal gatherings where relationships deepen beyond work transactions. Find allies, not just mentors. You need peers who'll speak your name in rooms full of opportunities and call out bias when it happens. Build a network of people who will advocate for you.
Navigating Appearance and Presence Establish credibility through presence. This shows up in how you talk, how you carry yourself, and how you refuse to tolerate disrespect. You don't need to be aggressive, but you do need to be clear about your boundaries. Understand the credibility dynamics. Research shows women face a "double bind" in male-dominated fields—they're expected to be both warm and nice (stereotypically feminine) and tough and competent (stereotypically masculine), yet these qualities are often seen as opposites. The reality is you can't win this game by trying to please everyone. Instead, focus on being effective and building results. Be situationally adaptive—you can be collaborative in team settings and assertive when making decisions. The key is owning both sides of your leadership style without apologizing for either. Don't shrink to make space. You earned your seat at the table. Don't downplay your expertise or contributions to make others comfortable. Expand to fill the space you've earned.
Being a pioneer in your field comes with challenges. You're disrupting systems that weren't built for you, and that creates resistance. Some days will feel exhausting. Some situations will feel unfair because they are unfair.
But understanding these dynamics gives you power. You can choose which battles matter, build strategic relationships, and advocate for yourself effectively. You're not just surviving in a male-dominated industry; you're changing it for the women who come after you.
The goal isn't to become one of the guys or to constantly fight. It's to build the credibility, relationships, and track record that make your competence undeniable while staying true to who you are. |
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| | | | Stop Losing Dream Hires to a Messy Process |
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| You open a role and the résumés start pouring in. Then progress slows. Messages get buried. Interviews take weeks to coordinate. By the time everyone weighs in, the best candidates have already moved on.
Hiring gets messy fast when every step lives in a different system. Details disappear. Communication stalls. Momentum fades.
Workable keeps everything connected so your team can move quickly and stay aligned from the first post to the final offer. Spot strong candidates in minutes. AI-powered sourcing surfaces quality matches instantly. Automate what slows you down. Job posts, screening, and scheduling run smoothly in the background. Stay synced as a team. Shared notes and real-time updates keep everyone on the same page.
Hiring shouldn't feel like herding cats. With Workable, it finally feels organized, efficient, and under control.
👉 Streamline your next hire with Workable. |
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| | | The Power of Saying "I'll Find Out" |
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| "Don't be afraid to say you don't know the answer to something. But be sure to add "but I will go find out." While we feel we are supposed to know everything all the time, we don't. Being authentic about what you do/don't know matters. As long as you follow up :)."
— Lori (Environmental Engineer) |
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| | | | Stuff We're Loving This Week |
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