OG Tuesday Issue #229

🫰 Ways to find funding for professional development.

💤 Gen Z is struggling to navigate the workforce.

👫 Addressing the gender financial wellness gap as an employer.

😈 Your sex drive changes over time—here’s how to take advantage of each decade.

In recent weeks, a troubling trend has emerged: major corporations, once celebrated for their DEI efforts, are cutting budgets and drastically scaling back or fully ending their Diversity, Equity, and Inclusion (DEI) programs, many citing ‘economic pressures’ or ‘political climate.’

These decisions might seem like mere adjustments to policy, but they can have profound consequences for women in the workplace. All women, but even more so, non-caucasian women.

Research consistently shows that companies with robust DEI strategies foster more innovative, equitable, and profitable environments. For women—especially women of color and working mothers—these initiatives are more than perks—they’re often lifelines.

Without DEI programs, women also face the potential of receiving less support in addressing workplace discrimination and fewer opportunities for advancement.

Opportunities like:

• mentorship programs to connect mid-level female employees to senior leaders that are often crucial for breaking into leadership roles.
• pay equity audits, which exist to expose and correct unfair salary discrepancies.
• flexible work policies that present a variety of benefits like unlimited PTO, remote accommodations, and designated spaces in the office for nursing mothers to find privacy, offering parents a more balanced work-life.

So, why are DEI budgets shrinking?

Economic uncertainty is part of the equation. In tough times, businesses often treat DEI as expendable rather than essential.

Additionally, growing political backlash against corporate DEI efforts has made some companies wary of appearing “too progressive.”

The result? Programs that took years (decades) to build are being dismantled, leaving women to navigate a workplace that feels increasingly unnerving.

But let’s be clear, ladies—according to Bloomberg, in 2024, women ages 25-54 accounted for a record-high 78.4% of the labor force.

Translation: We’re here and we’re not going away.

What can we do?

We can tap into grassroots efforts to fill some of the gaps left by shrinking budgets:

• create or strengthen Employee Resource Groups (ERGs).
• form peer mentorship circles for networking and support.
• host educational lunch-and-learns on DEI topics.
• advocate for transparent diversity and pay equity data.
• push to preserve inclusive hiring and workplace policies.
• build a DEI resource library for shared learning.
• partner with external DEI-focused organizations.
• celebrate and amplify diverse employee achievements.

While companies may scale back their financial commitments, we can continue to drive workplace progress through resilience and collective action.

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“My biggest challenge is my lack of confidence. I know that I know my stuff, but I keep thinking what if I’m wrong or there’s a better solution? I find myself clamming up and not contributing. Only then to hear others give their thoughts, which end up being either the same idea I had or not exactly right. Then I just get bitter.”—TA Reader

Even when we have the expertise to contribute value and insight, many professional women still struggle with confidence. The fear of being wrong or not having the perfect solution can sometimes be paralyzing, even for the most senior-level executives.

But the truth is, waiting for perfection will always keep you silent.

Instead of second-guessing yourself and allowing the noise of imposter syndrome to dilute all your accolades, education, and accomplishments, try addressing your hesitations head-on.

Start by shifting your focus from perfection to contribution. Conversations thrive when multiple perspectives are shared, and even if those ideas aren’t fully formed, your input matters.

Confidence doesn’t equal certainty—it can come from knowing you’ve thought the issue all the way through. Take time to assess the agenda of an upcoming meeting and jot down a few key points. This can help you feel more grounded when it’s time to speak because preparation is often an antidote to self-doubt.

The longer you wait to contribute to a discussion, the harder it becomes to break in, which is why timing plays a significant role. Speaking up early—even if it’s just to offer a small comment—can break the ice and build momentum for sharing more substantial ideas.

And when you do speak, choose your words intentionally. Phrases like “I believe” or “One potential solution is” convey confidence in your own perspective without sounding bossy, emotional, or arrogant.

Don’t forget to remind yourself of past successes. Keeping a list of moments when your ideas made a positive impact can be a perfect on-demand confidence booster. Those victories—no matter how small—are proof that your voice has value (and they’re great talking points for performance reviews and salary negotiations).

The more positive experiences you collect, the easier it gets to speak up in higher-pressure situations. Since building confidence is a process, it may help to practice in low-stakes settings, like informal meetings or one-on-one conversations.

Confidence isn’t found in being perfect. It comes from:

• showing up consistently
• sharing your voice
• being willing to learn along the way

Silence may feel safe, but it robs you of the chance to grow and make an impact.

Take Charge of Your Hair Health

“Find a job that fully leverages your ‘unique ability.’

Your unique ability is:

a) what you like
b) what you’re good at, and
c) what can be monetized (what provides value for a company).”

— Andy M. (Head of Growth)

🗞️ Turn staying informed into a guilt-free pleasure with free, trustworthy, and nonpartisan news—no clickbait, just clarity.

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👃 These eucalyptus mint steamers may make every shower an ‘everything shower.’

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