Why Women Leaders are Good for Companies — and the World - Transcripts

November 16, 2022

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What we can learn from the most successful female founders

Transcript

I think the more companies can try to strip out the bias by really focusing on the data not the subject of things but the objective performance metrics then you were going to have men and women promoted far more equitably and I've also million really optimistic because the data points the value of diversity and if we can lean into the data and away from the bias companies individuals were all going to be more successful your life is gonna change jobs kids houses are you financially ready for everything that comes your way visit planned E. S. T. dot com slash her money to schedule a free appointment with a financial adviser today because you've got a lot to look forward to but you want to be prepared Hey everybody and Jean chats ski thank you so much for joining us today on her money I'm very excited for the show today because we are going to talk about women in power who found a problem he struck out on their own to fix it made the world a better place and earned a boatload of money in the process which sounds like the dream right D. dream over the years we have had some amazing female entrepreneurs on our show I love the all of those shows hearing about their successes helping you our listeners follow in their footsteps the only problem is there are not enough these women out there when it comes to rising to the top in business whether that means founding a successful company or breaking into the C. suite there are still far too many barriers for women only eight percent of fortune five hundred CEOs are women and that number goes all the way down to one percent if you're looking at women of color for women entrepreneurs the path to growing a business by securing investors it's extra tough last year just two percent of venture funding went to female founders when women do get that funding it is half the amount that male founders raised and they're often grilled by investors about their skills and experience in a way that men just don't have to worry about but it's not only women who suffer when we face yes these barriers it's meant it's corporations it's the economy because women make excellent leaders and when they are not at the top of the ladder the world loses out on new ideas on better products on bigger profits our guest today saw this over and over again in her career as a reporter and she wanted to set the record straight on women in business Julia Boorstin is senior media and tech correspondent for CNBC and a regular host of the network's tech check program she's also the creator of the CNBC disruptor fifty an annual list that highlights private companies that are transforming the economy and she helped launch the network's closing the gap initiative which covers people and companies who are working to close gender and diversity gaps over the past few years Julia has been on a mission to shine a light on women business leaders after looking at the research and interviewing more than sixty the male CEOs and executives she found that despite all the challenges that women face we make great managers decision makers and innovators and there should just be more of us leading companies she put it all into her latest book when women lead what they achieve why they succeed and how we can learn from them Juliet welcome such a pleasure to have you here

it's fantastic to be here thank you

so I want to start with you and I want to start with what you've seen over the course of your career even are viewed C. E. L. as you've reported on companies you've been doing this like I have for decades now what were you noticing that made you want to write this book

so I was noticing that women were always in a tiny minority I mean you mentioned that eight percent staff from the fortune five hundred and your women were always is in a minority in terms of leadership roles and I started seeing them more and more I'm a top some really interesting companies but also after disruptor fifty my list of the fifty fastest growing startups and I love working on every year it seems easy I got to interview a lot of these innovators and I was so impressed by the female founders because not only had they defied these crazy odds and managed to secure a piece of that tiny to percent of venture capital funding that went to women but they also were running and watching these amazing companies that we're trying to do things fundamentally differently some of them were creating products and services that were really targeted at women I think of Sallie Krawcheck from Ellevest who's creating a financial services company just for women at work rent the runway founder Jenn Hyman Katrina lake founder of stitch fix the real reals Julie Wainwright those three women really transformed the way retail works the way people get dressed every day so they were taking a really comprehensive view of what it meant to create

an

innovative start up and not just trying to have a quick sale of their company to a buyer but really wanted to change the way business works I was so impressed by them and I was so struck by those crazy statistics you mentioned about how these women had defied the odds I wanted to know how they done it I've been in my job at CBC for sixteen years I am not an entrepreneur I'm very risk averse clearly and I was just fascinated by them I wanted also to tell their stories there are a couple dominant images of female tech founders in our culture and one of them is Elizabeth Holmes you can't drive I live in Los Angeles you can't drive more than a couple blocks before you see a Billboard of a TV show about her new all those shows are fascinating it just perpetuates this idea that female CEOs maybe aren't so good maybe they're going to have disasters companies like their nose and I really wanted to share these inspiring phenomenal surprising store worries so people some other models of what really good female leadership looks like

yeah I agree with you I wish that part of me wishes just you know that she had been a woman and we could have had that same compelling TV drama without it but I did enjoy watching the show

you are you do you talk about

Sheryl Sandberg and lean in and how she was an inspiration for you in your own career that book came out in twenty thirteen what did you feel was missing still from the cultural conversation about women leaders that you wanted to add

I mean I think you know Sheryl Sandberg's book is a very different type of book is a book and telling women that they need to ask for a seat at the table and they need to lean into their careers they need not be afraid her book is also drawn a lot of criticism for not being relevant to the vast majority of women in this country who may not be able to afford childcare to work those extra hours or do those extra things and to really being most applicable to women of great privilege I feel like I have a lot of privilege I'm very aware of my own privilege in her book did encourage me to speak up and try to not be as afraid at work but I do think that her book was at a very specific time was before the me too time's up movement and I think there've been a lot more female founded companies and female leaders of fortune five hundred companies instead I think the conversation is changed I do also think that you know it was five years ago that the times up me too movement started yeah and I reported on a lot of that at CNBC and I think that served a very important role for sort of redefining what appropriate behavior is in the workplace but I felt like the conversation haven't really moved on from that and I'm a positive person I like to tell positive stories and I didn't want to dwell on the negativity of what men had done wrong I wanted to tell the stories of what women were doing right and so my book is not a lien in buckets not at times up me to book it is a book it telling the inspiring stories that will surprise you and make you think differently about what female leaders are and how everybody all genders should be emulating their leadership styles

when I looked at the data that you dug into and I just touched on a very small part of it I mean there were some findings about women leaders that I think to your point we should know about that women leaders

are

more empathetic and vulnerable and therefore better leaders can you talk about that a little bit

yeah and I actually one reason I'm so optimistic about female leaders is that I think that the pandemic really shed light on the importance of some of the characteristics that women traditionally are more likely to lead with or typically are more likely to embrace and does include vulnerability they include empathy they also include gratitude and these may seem like things that have nothing to do with leadership nothing do with power in business but in fact I believe they are absolutely essential to connect with your customers to connect with your employees to motivate people in these crazy times and even though my book is about female founders and female leaders I think the lessons that we can glean from them are widely applicable ten literally everyone whether you're a mom running your PTA or you're helping a friend with a non profit we all need to figure out how not only to be more effective but also to figure out what our own traits are not to try to fit into someone else's box and definition of what a leader looks like but what are our own traits that could be effective in leadership what our own effectively leadership super powers

on the list of those super powers that you pointed to you mentioned that women are more likely to have a social purpose at work more likely to increase diversity to embrace change those things did not surprise me but the fact that you found women are better than men at navigating stressful situations and preparing for the worst I was like whoa talk about that

so yes so many different pieces of this and I particularly love the study you can actually test your empathy quotient there's an online test I have it on my website Julia Boorstin dot com you could test how will you rate on empathy I rated a lot higher than my husband and women generally rate higher than and on that but I think this idea of adaptability and being prepared for crisis I've a chapter on how women navigated the crisis of the pandemic now this is the biggest crisis to hit our economy to hit our world since World War two and what I found in the research is that women were very good

at

analyzing data to understand what to do next they weren't waiting to be reactive they were saying what are the numbers telling me now I am willing to drop my plan I'm not gonna have some emotional attachment or my ego tied up in a plan that I made six months ago or a year ago I'm gonna be driven by the data and I'm not going to think that I have all the answers I'm gonna go to the people on the ground were closest to those in need I feature the CO feeding America was an amazing woman Claire Babineaux font to know the CEO of care USA they do international aid relief in sixty nine countries what they realized is they didn't have all the answers they were working from home which they had to go down and talk to the people the food banks have frequent surveys of people in the food bank's frequent surveys of people who are working on the ground in those countries all over the world because they knew by having that data listening to people from all over the world who might have more insights than they do that's how they're gonna make the best decisions so it's a combination of a lot of things being prepared maybe less risk taking in the first place and then also having a communal leadership style understanding the you don't have all the answers and that you will only get stronger if you gather data from those all across your organization

you interviewed more than sixty women and youth named some of the ones who are women that we all admire some of the women who have been on this podcast before I would love to hear some of the stories that really stuck out to you that are emblematic of why you think these women are successful

well you know I want to go back to the you mentioned earlier about purpose driven companies because I think that women measure success in perhaps a different way yes they want to make money but women are far more likely than men to launch companies that also have an additional purpose beyond just profits a purpose aligned with a social good or an environmental impact and there's a lot of data that purpose driven companies are more successful and there are a couple reasons for that it's easier to attract talent and motivate your workers if you have an extra purpose it's easier to sell your product to customers we say Hey not only are you getting this product but it's going to have a a social good as well and then also a lot of the women I talked to said when times got tough when they got discouraged when they didn't know if they could go on they drew on the fact that they were gonna help people if their idea works and they draw the fact that it's not just about returning money to and by investors it's not just proving those guys who told me I couldn't do it wrong it's also that I know if I can make this work in success my idea my business will help a ton of people and not motivating force is incredibly powerful and I just have to name some of the women who had these purpose driven companies because they are finding massive success there's a woman named Shiv ani Sir Roy she runs a company called Talat that does micro loans in emerging markets the financial services companies the banks can't do micro loans to people who don't have a credit score but she's not a new way to do a credit score by looking at people's cell phone records and other data or women who are tackling environmental issues like Julia Collins who is a regenerative agriculture company that sells snacks but also is working on a platform to help farmers and consumer products companies source regenerative agriculture based ingredients because that's going to be better for the environment or Christine Moseley she realized there was so much food waste because farmers couldn't deal with getting the extra crops that weren't perfect looking that weren't going to grocery store to suppliers you can use those ingredients to make chips or cauliflower crust pizza or whatever it might be so her company full harvest is succeeding but also helping the environment so those are the ones who show me that they can find that grit and determination and also think of multiple ways of succeeding in these crazy times

I'd like to dig into some more of those women and specifically talk about resiliency and how I know you know just for example the pandemic really shook up business at rent the runway it shook things up at stitch fix they're having a tough time these days at companies like the real real despite the fact that I am completely and totally addicted to it but before we do that let's just talk about the fact that life comes at you really fast and there could be wedding bells on horizon or promotion around the corner or a grand child along the way are you financially prepared for everything life has in store if you have a well crafted plan you can be ready visit planned E. F. T. dot com slash her money you can schedule a free appointment with a financial adviser where you'll work with an expert to review your current situation to develop a long term strategy personal to you to help you embrace life's biggest moments schedule your free appointment today I am talking with Julia Boorstin CNBC correspondent author of the new book when women lead so resilience of resiliency it is so important these days in one of my favorite facts about resilience is that it's a vulnerable if you decide that you want to become more resilient you can focus on controlling the things that you can control let go of the things that you can't and put yourself in motion and that helps one of the things they the women that you spoke to had in common was that they all they all had to overcome obstacles to get where they are a lack of funding not being taken seriously and that day he became stronger because of these obstacles what do you think that is

well some of them told me they were eager to prove those doubters wrong but I actually want to go back to this idea of the serenity prayer right what you just said of controlling the things you can control and not worry about the things you can't and I do really believe that resilience is a muscle that you can build and you need to practice need to be very conscience of building it but I think that one way these women ended up being so resilient is being aware of what obstacles they are going to face knowing the size of the boulder that was going to be pushed in front of them so they could go how heavy it was what the dimensions were and therefore they could break right through it and I think sometimes having an understanding of the shapes of what you're up against makes it easier to deal with that and a lot of women who I interviewed talked me about how knowledge of the data and knowledge of the fact that they were to be judged more harshly if they showed any emotion in the workplace that they were going to be taken less seriously if they made jokes women are judged more harshly for showing humor in the office if you can believe that which seems crazy to me but having a knowledge of that he didn't necessarily change their behavior but it made them prepared if they were gonna face criticism one woman I write about the book Kim Taylor she's a CEO of a company called cluster and she said she had read about a study that found that employees do not like receiving harsh criticism from their female bosses and

she

has read that study and he said I'm not gonna be the wives very harsh criticism to give to it employee I don't have time to deal with this right now ultimately she hopes to be able to not have to worry about these double standards but in the moment she said this is going to be more efficient if I give this criticism or this feedback to a deputy and have this man deliver this feedback because of I mean to be hated for it it's not worth it right now so I think having an understanding of the bias can help prevent it from bothering you and I found that really effective in my life

yeah that is so interesting how has it been effective in your life what obstacles have you encountered along the away and it will keep in a leader at C. N. B. C. for many years people don't stay for almost two decades and you've been there a long time you've watched a number of young women come up the ranks I am sure that you have helped them along the way what if you faced in your own career

well my challenges have been external to see and be seen it's mostly been comments I've gotten from people I've interviewed or **** at outside companies I mean I've had such an amazing career it seems easy and I'm so lucky to have so many people I'm collaborating with and yet so many friends among my fellow journalists but there was an incident recently when I realized the power of understanding the data and a mail communications executive call me after I'd interviewed a female CEO and he said to me you seem really mean in your tone with her and at first I was horrified I've been called many names before including tough and relentless in serious but I've never been called me at least not that I can remember and so when he said that to me at first I started to panic and then I thought wait a second I just read the study and the study told me that women are more likely to be judged on their style than on their substance and women are expected to be nurturing and warm all the time and I thought you know what he's just criticizing me because he has his expectations of what women are supposed to be like this actually is nothing to do with me I know this is a good interview by the way the woman I interviewed knew that this is a good interview shouldn't have a problem with it and I said you know I said to him I think I did a very fair interview and would you have said the same thing one of my male colleagues and he was shocked and he said you know I'll have to think about it but for me it was useful because I didn't let his comment bother me and I will continue the conversation and there after some valuable things he said and I could take out those valuable things and take the valuable feedback it just take the bias and just put it to the side it was not gonna let that get me down and it just became very useful to understand I might be treated differently because there's this expectation that I would behave in a certain way because I'm a woman and I'm wearing a pink dress but I'm gonna go ahead and be myself and if I face the double standard that I at least I know what it's about

I

really

appreciate the fact that you used data to talk yourself up the ledge because I think if somebody had said gosh you were me right you know I would have been tempted to crawl in a hole because that's the last thing that I would want to be thought of as yeah

me too

but having this proof sitting on the side enabled you to not take it personally to really look at what it was and where it was coming from and that is such a valuable lesson so what happened with him

so so we he said I'll have to think about it maybe you're right and then and we moved out of the conversation but it happens that he retired not that long after as you might guess who's on the older side but I hope I made him think about it I hope he reconsidered his assumptions when he was judging people based on their tone and I hope you thought about it but I feel like I'm more confident now raising that kind of thing and trying to educate my colleagues are the people I'm interacting with male and female just about these bits of unconscious bias and pattern matching that can creep into our behavior all the time

these obstacles they make us stronger when we get to the other side but some women don't make it to the other side they're held back we don't hear about them becoming the next C. E. L. because they don't get there so how do you reconcile these two things the discrimination obviously hurts women in the workplace but these experiences if you can stomach make us more resilient better leaders

if you can push through that's a huge win I mean there's so many different ways that women have found resilience I never when I talked to said they really drew on their family heritage and the fact that their ancestors had gone through a lot one woman

who

who was a female graduate of the U. S. Air Force Academy and she was always in groups that were ninety percent men and she really went through hell for lack of a better way of putting it when she was a young kid at at that U. S. Air Force Academy and now she's amazing company that's a platform for buying and selling ingredients with transparency for companies to purchase ingredients and I just was fascinated by how she managed to navigate all of these different world she was it M. I. T. wearing dentures in a tiny minority women and everyone gave her a hard time and all these different worlds for being a rare woman and for her she dried her family heritage her family had gone through a lot her grandparents had fled Germany her grandfather did wanna be conscripted to fight in World War two so they fled she felt like they had done the right thing and then when they got to North America they first were in Canada and they did whatever it took to survive and to raise her family and she said you know what that is great and resilient and they could do that then I could do that as well and I think there's some data about understanding the struggles of your family and using that as a source of strength there's other data showing that when you have a strong identity outside of your work that can be a ballast as well so a number of the women I talked to were serious

athletes

and that's something that's both an identity but also teaches a skill set where you're not competing against other people but you're competing against yourself and I was not an athlete in high school or college I did dance that was my activity but so many of these women were serious athletes and there's a lot of correlation between people who were athletes and success in business and what it comes down to is not practice competing against other teams but understanding that you're going to fail and that failure is part of the process and every failure every success

each

time you get out on the field there's an opportunity to learn and so athletes are taught a process by the way people do in business called after event reviews any time you do something figure out your performance what you did poorly we did well and what you can learn for next time I've seen a lot of resilience in those athletes but then also people say

you know

I leave work and then I go do my cell also dancing which keeps me sane and having that thing that you could go and feel like you're good at one of the CEO's she's an artist she goes and she paints when she feels like she's losing her mind at work and having that other thing she could do that she feels confident that makes a little stronger when it comes to those struggles at work

we all know that it shouldn't just be on the women it shouldn't just be on individuals to make these changes companies have to step up to you've covered a lot of companies what do you think businesses need to do more to elevate more women leaders

I think this is the is are starting to understand that they will be more successful if they have diversity in their workplace not just at the entry level but at all levels all the way up to the C. suite and I've seen it and some companies where they've taken

a really

methodical approach to diversity in the key thing here is it's not just about hiring hiring is essential there amazing tools in fact some of them I write about the book that enable companies to hire without bias there's so much bias that's baked into the process of hiring people based on their resumes which aren't really an indicator of what someone is capable of just what experiences they've had up until that point so I think there's the hiring peas and there's some great protector of an tools one called high metrics that I talk about their other tools one called blend door which I write about and that helps identify bias in the hiring process and then once you hire people Hey you need to retain them and be you need to make sure you're promoting them equitably there is a story I did for C. N. B. C. about sales force and how they thought that they were doing great when it came to gender gaps you know they were hiring equal lead they were really committed to pay equity and what they discovered in doing a deep dive and Marc Benioff is a big proponent of the digging into the data is they discovered that they were promoting women equitably so many ended up making more money over the long run because they were getting promoted much faster so I think the more companies can try to strip out the bias by really focusing on the data not this and active things but the objective performance metrics then you were going to have men and women promoted it far more equitably and I've ultimately I'm really optimistic because the data points to the value of diversity and if we can lean into the data and away from the bias companies individuals were all going to be more successful

I love the data so I think it's fantastic that this is where your journalistic sense takes you before we wrap up here what's one more story that happened share that you heard from a woman in business that he's really stuck with you

there are so many stories it's so hard to pack but I think it was going to go back to this idea of understanding your obstacles and it's a very short anecdote but I was talking to this woman I have a dear and she founded a company called little bits which is the kids technology company that she then sold she's also Lebanese immigrants and he's an engineer by training so she faced all sorts of different bias and discrimination and people asking her who her co founders are going to be or asking her if she was qualified to run this company ridiculous stuff but she said to me that she was so used to facing bias and stereotypes that she prepared herself for and she started to think about it like remembering to wear a jacket when it's cold out and she's if you remember your jacket you're not going to be cold and I just remember this sort of matter of fact like just be prepared for and then you won't let it bother you and that attitude it was one of such calm strength and serenity in the face of so many challenges I really try to remember that like it for prepared we can handle pretty much anything and it's really stuck with me since then

I love that and I think that's a fantastic place to leave it I know we can find you on C. N. B. C. you also mention your website Julia Boorstin dot com is that the best place for our listeners to go if they want to learn more about you

yes you can learn more about me and Julia Boorstin dot com in my book when women lead you can find it at your local bookstore on Amazon any book retailer and I think you'll find some very inspiring and surprising stories in there

yeah absolutely and I think you're gonna have a lot of our listeners taking your empathy quiz I know I'm gonna take it yeah actually it thanks so much for doing this

thank you

I just wanted to take a sack to remind everyone that her money is also supported by BC you NBC you is a credit union that provides a wide array of financial products and services for its members if you are currently exploring the auto market B. C. U. offers financing and refinancing options as well as an exclusive auto buying service to save you time and save you money you can learn more at B. C. dot org Kathryn Tuggle joins me now for our mail bag he Catherine

hello Jean that was a really good chat she had so many good insights on what it's like to be a female leader

Yasser so much fun and she also pointed out for anybody who does want to take that empathy quiz so fun fact the guy who did it D. empathy quiz that Julia has on her website is Sasha Baron Cohen's cousin we think his name is Simon Baron Cohen I remember coming across his name when I was doing the research for my book the difference which brought me into this land of social scientists people like Sheena I Angar who did a lot of research on choosing and choices and Angela Duckworth who wrote great I love that she digs into all of this data and reporting Julie also mentioned that this quiz is under the resources tab of her website so if you go there and you're looking for it that's where you'll find it

very nice really random to

really random right but I I really love this and I'm gonna stop saying love because I've said it about a million times this podcast I liked that advice to just think of it like put on your coat right think of having a protective layer that you understand what's likely to come your way in the form of biases in the form of obstacles and it'll be easier to play L. through them it's like your boots for a snowy day they'll get you through the muck they'll get you through this now it's not gonna be pleasant while you're slogging through but you're much better off having them than not

yeah hello at an elegy

and I think she's terrific I think she's terrific I mean there's so many of the CNBC reporters that I feel like I've been watching for so many years they feel like old friends even if we've never met and Julie and I have never met so I guess that's a compliment

yeah you do you feel like you know these people just from watching them and reading your thoughts it's kind of crazy you had such insight into somebody's mind before you can actually meet them

yeah exactly I know that we've got a full mailbag today so I don't want to waste time let's dive right in

yeah hi our first question today comes from Lisbon she writes hi Jean Kerr thank you for all you do one of these days I'll send my bigger questions in the mailbag but for now this just happened and I wonder if you have insights as I think it could help others thanks to you awesome folks that her money I was about to purchase an online after carefully filling in everything what seems like a fairly outdated website instead of receiving my confirmation for my new account I got the following email and it arrived instantly in my inbox I will read the whole thing but basically it says dear account holder holds been placed on your account and you must mail physical for groomed in order to access your account and it could take up to thirteen weeks to get your account approved so Elizabeth continues with her email as I typically do when trying to sleep something I copied and pasted the email into Google and found a forum which corroborates isn't an issue do you happen to know if calling treasury direct can actually work the email I received since you can't call them but some people on the forum saying that you can't the fact that it says the form not only needs to be sent in but that it can take thirteen weeks in well good golly miss Molly in this day and age I triple checked everything and I don't believe I hold anything in correctly according to the for my found it could potentially just be random zero any guidance you have here is appreciated as I was really hoping to lock in something quickly many thanks

listed this happen to me too exactly the same thing happened to me I filled out the application I thought I did everything correctly and I got the exact same email that you got I didn't do this little thing that you did I didn't go down the rabbit hole and try to find the forum which I'm impressed that you went to such great lengths and so I don't know if calling treasury direct can actually work my advice would be to fill out the form to get the clock started hopefully it won't take the full thirteen weeks but in the meantime try calling because what do you have to lose and if you do call and you get some traction going the fact that you have a form that's working its way through the process is going to be neither here nor there your account will be set up and you'll be able to buy your eye but and should you decide that you want to capture some of the best rates that we've seen on treasuries one year treasuries two year treasuries in years you will be able to buy them through this account as well so just something to put in your back pocket good luck do both let us know how it goes

and meaning thank you Jean our next question comes to us from anonymous in California she writes this is really a personal finance question but I'm not sure who else to ask I've been thinking a lot about the student loan problem high cost of everything homelessness desert and how the wealth gap just continues to grow I know our viewpoints are shaped by our own circumstances and backgrounds but I find myself thinking more and more that the issue is not so much capitalism but the lack of boundaries for the top one percent people get all worked up about minimum wage increases yet here after years C. E. O.'s bring home millions they claim they can't pay their lowest earners a living wage and yet after bonuses their annual take home is more than most people make in a lifetime whenever this comes up the answer is well that's what the market says they're worth but that's no longer sitting well with me I work for a fortune five hundred company CEO brought in thirty two million dollars for one year that's insane if the company is making that kind of money and why our year end bonuses limited to executives in fact it seems like the higher your job title the more benefits you get like a gem stipend among other things and of course there are less than ten percent of fortune five hundred companies with female CEOs it seems like no one ever talks about putting some kind of reasonable cap on C. suite salaries now I know where America where anyone unless can supposedly become as rich as we want and I don't disagree with that still at a certain level it's just beyond ridiculous and I think we pastor Nicholas years ago is there any way for us to bring this into the conversation on a governmental level and do you think there's any hope of us ever bringing those thirty two million dollar annual salaries down to one reasonable level thank you for listening I really appreciate how much you're talking about the gender wage gap but it just seems to be a symptom of a larger problem

what a great letter yeah the fantastic letter I really appreciate the fact anonymous that you decided to write to us with this because these are exactly the sort of issues that we should be talking about and I don't know that I have any good answers I don't know that I have perfect answers about bringing this to the governmental level except we've got to get the vote out that's how things will eventually change on a governmental level but there are other things that you can do as an individual you can vote with your wallet you can decide that you object to the sort of capitalism that's being practiced by these companies that are putting so much money in the hands of their CEOs and not enough in the hands of their employees and you can decide that you're not going to buy their product you can encourage others not to buy their products and tell people why there's the famous statistic about how when a woman likes a product she tells four of her friends and get a botched this I hope I'm not but when she doesn't like a product she tells nine you're not liking something here right so spread the word about the fact that your not liking it and start to be more conscious about how you're using your purchasing power

same is true

about where you work I don't know what's tying you to this company but we're still in a pretty tight labor market and there may be opportunities for you at companies where you feel like they are more aligned with your values I'm not saying quit your job but I'm saying start looking start looking for one of those companies and lastly we are headed toward the holiday season and the time when much of the charitable giving in this country happens don't give reactively give proactively think about those causes that you mentioned at the top of this letter homelessness food desert's if those are the things that are close to your heart then you want to make sure that your giving dollars are doing their best work for those particular causes

so I think

those four things in tandem can make a difference and if many of us who are listening decide that we want to follow in this path that you have laid out for us that's how revolutions get started so thank you for sharing that with us today I'm really happy to have this discussion and I hope that we'll have it more

yeah a beautiful letter if you want to write for her money you should email me

absolutely thank you Catherine

thanks gene

and in today's thrive if you are currently job hunting then you've probably seen your fair share of job postings that ask for a cover letter but in recent years more and more companies have made them optional and what hiring managers are looking for in a cover letter well that has changed to sell when does it still make sense to write one and how do you set yourself apart after money dot com we've got some simple rules that will help you craft the perfect cover letter so that you can score that interview first you should know that just because a job posting says a cover letter is optional doesn't mean it is if you want to impress a survey by resume lab found seventy five percent of hiring managers still expect to see a cover letter even if it's not required and they give preference to applicants who submit them this is especially important if your resume isn't exactly where you want it to be eighty three percent of hiring managers say a great cover letter can get you that interview even if your resume isn't up to par the good news is you don't have to spend hours writing a long cover letter that covers your entire work history nowadays hiring managers are looking for something short and sweet it should be somewhere between two hundred and four hundred words which is about a half a page no more than five paragraphs if you're struggling to fit everything in that space delete any accomplishments you've already covered in your resume because hiring managers don't want or need to read the same stuff twice so use it to talk more about why you want to work for this company how the job fits into your career goals and why you'd be a good fit finally once you've got that letter typed up triple check for any spelling or grammar errors and if you're applying

I'm too many jobs at once always double check that you have the right company name and though right hiring manager at the top you don't want something like a mistake you make because you're just going to fast to stand in the way of your dream job thank you so much for joining me today on her money thanks to Julia Boorstin for sharing all the data we need to know about succeeding as a woman in business and for giving us some amazing role models to follow I hope you're all feeling inspired I know that I am if you like what you hear please subscribe to our show at apple podcasts leave us a review we love hearing what you think we'd also like to thank our sponsors and almond financial engines and be seeing you we produce this podcast out of CDM sound studios our music is provided by video helper and our show comes to you through me thanks for joining us and we'll talk soon

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