understanding that diversity of experience, background, and thought makes the workplace and product better. That’s a philosophy we should all get behind.
As a woman in the business world, my gender has absolutely had an impact on my experiences. Embracing diversity and inclusion requires that different experiences and voices have a space at the table. But gender-based qualifiers that implicitly reinforce outdated dominant structures are not the way to do that.
I finished our chat by asking Lindsay what companies and business owners can be doing to build diverse, inclusive teams. In other words, what are the alternatives to #girlboss feminism if we want to uplift women and empower them to take on leadership roles?
“Listen more!” she said. “When you listen to the people on your team, you create connections and relationships. When you get to know people, you get to learn their dreams and aspirations, and then you connect them with opportunities and help them grow into those leadership positions.”
She noted that we’re all so engrossed in our to-do lists and busy schedules that we can neglect relationship building. But if we want to build a more inclusive world, in and outside of business, making time for relationships must be at the heart of all we do.
You get to choose how you refer to yourself
Ultimately, if you find terms like “girlboss” and “boss babe” empowering, I support that. We should all find empowerment in the ways we can, as long as they don’t hurt anyone else.
Lindsay agrees. “If those terms, or any other terms, resonate with you – go for it!” she said. “Take that on for yourself. Just don’t assign it to others. I don’t want people to assign any title to me other than the ones that I claim.”
What do you think? If you’re a woman in business, do you love or hate these monikers? Let us know in the comments or on our social media channels.