Workplace Etiquette

LinkedIn asks you to post today to celebrate "a woman who's made an impact on your career." But these kinds of posts, even earnestly written, tend to leave us feeling hollow. If we're looking for real progress towards fairness and equality at work, here's what to do instead: 🪴 Did you know that if there's only one woman on a shortlist of qualified candidates, she has a whopping 0% chance of being hired? Simply expanding shortlists to include more than one woman (and for that matter, people from historically marginalized communities) helps counter biased decision-making. 📋 Standardized process can be a surprisingly easy way to mitigate bias. Structured interviewing, standardized skill-based assessments directly related to job tasks, and standardized scoring rubrics can make comparisons across candidates more fair and substantially reduce subtle gender discrimination. 🌻 Incentivize flexibility for ALL workers, not just women. In a vacuum, harmful norms may arise that imply these arrangements are only utilized by those who "don't value their careers as much," penalizing workers of all genders. Celebrate senior leaders, especially men, who model greater flexibility and wellbeing so that all workers are licensed to do the same. 🔍 Conduct a pay equity audit, seeking to examine not only outcomes like total compensation, but also distribution of candidates across roles. If men and women in the same role are getting paid similarly, but women are dramatically overclustered in low-paying roles, you've still got a problem. ❤️🩹 Create an anonymous and/or informal process to report and addressing discrimination and harassment. A lower-stakes way to address harm, in addition to training bystander intervention and modelling respectful communication, accountability, and timely feedback from the top, can mitigate daily harms for all workers. Some folks hesitate to push for these practices because they feel more committing than just posting on social media. They're right — because with more effort comes more impact. So reach out to a few of your colleagues and advocates within your workplace to work together on pushing for these changes. Ten posts in isolation pale in comparison to the impact ten peoples' collective organizing might have on your workplace and everyone in it! Remember: International Women's Day is a chance for us not just to celebrate women, but to sharpen our advocacy alongside women, to build a future that's better, brighter, and more fair for all of us.

Business casual is a dress code that strikes a balance between formal business attire and casual wear. It’s typically less rigid than traditional office wear (like suits and ties) but more polished than everyday casual clothing, offering a professional yet relaxed look. Key Features of Business Casual For Men: • Shirts: Collared shirts such as button-downs, polos, or Oxford shirts. Avoid t-shirts. • Pants: Chinos, dress slacks, or khakis. Avoid jeans unless explicitly allowed. • Jackets (optional): Blazers or sport coats for a polished touch. • Shoes: Loafers, brogues, or leather shoes. Avoid sneakers or sandals. For Women: • Tops: Blouses, tailored tops, or knit sweaters. Avoid overly casual t-shirts or tank tops. • Bottoms: Dress pants, skirts (knee-length or longer), or tailored trousers. Avoid shorts or distressed jeans. • Dresses: Simple, knee-length dresses that aren’t too revealing. • Shoes: Flats, loafers, or low-to-mid heels. Avoid overly casual footwear like flip-flops. What Business Casual is NOT: • For Men & Women: • Ripped or distressed jeans • Graphic t-shirts or hoodies • Shorts • Flip-flops or athletic sneakers • Overly flashy or casual outfits Situations Where Business Casual is Appropriate 1. Office Settings: For companies with a relaxed dress code. 2. Networking Events: Casual meetups or professional mixers. 3. Client Meetings: When formal attire isn’t required. 4. Conferences & Seminars: Unless the dress code specifies otherwise. Quick Tips to Nail Business Casual 1. Keep It Neutral: Stick to subtle, neutral, or muted colors like navy, beige, black, white, or gray. 2. Layer Wisely: A blazer or cardigan can instantly elevate your look. 3. Grooming Matters: Even casual outfits should be paired with a neat and polished appearance. 4. Adapt to Industry Norms: Business casual in a tech startup may be different from business casual in a law firm. In the 3 pictures which one isn't Business Casual? Comment below #imagemanagement #executivepresence #communicationskills

⚡ Why Women Bully Other Women at Work: The "Ideal Worker" Trap Workplace bullying isn’t just about toxic individuals—it’s about systemic gender norms that shape how women are expected to behave at work. Research shows that when women experience workplace bullying, the perpetrator is often another woman. But why? 🔹 Women are 30% more likely to be bullied at work than men. 🔹 When women bully, they target other women up to 70% of the time (Workplace Bullying Institute). But this isn’t just “mean girl” behavior—it’s a symptom of workplace cultures built around the male “ideal worker” standard. What’s the Ideal Worker? The ideal worker is someone who is: ✅ Always available (no work-life balance) ✅ Aggressive, dominant, assertive and competitive ✅ Ambitious and free from dependent care responsibilities ✅ Unemotional and rational 📢 Here’s the issue: Women entering the workforce were expected to conform to these norms while also being warm, collaborative, and likable—a double bind that puts women in a lose-lose situation. Because leadership opportunities for women remain scarce, workplace cultures often push women into competition with one another rather than collaboration. 💥 Women who conform to the ideal worker model—by being assertive, ambitious, or prioritizing work over relationships—are often perceived as a threat by others, triggering subtle forms of bullying such as: 🚫 Exclusion from key conversations and opportunities 🙅♀️ Undermining or nitpicking ideas in meetings 👀 Gossiping or questioning someone’s likability 🗣️ Labeling assertive women as “bossy” or “too much” The Cost? Women Lose. This dynamic doesn’t just harm individuals—it holds all women back. Research shows that women who experience workplace bullying are twice as likely to quit their jobs, leading to: ❌ Fewer women in leadership ❌ Higher turnover rates ❌ Workplaces that continue to reinforce male-centric leadership norms Breaking the Cycle: What Can We Do? 💡 Challenge the ideal worker myth and redefine leadership to include empathy, flexibility, and inclusivity. 💡 Support and amplify other women’s voices in meetings. 💡 Stop gatekeeping—mentorship and sponsorship create more opportunities for women. 💡 Set clear boundaries and refuse to engage in exclusionary behaviors. 🎧 For a deep dive into why women experience more workplace bullying—and what we can do about it—listen to Episode 6 of My Workplace Is Killing Me! 🔗 Listen now at MyWorkplaceIsKillingMe.com #WomenAtWork #IdealWorker #ToxicWorkplace #WorkplaceBullying #Leadership #CareerGrowth #WomenSupportingWomen

🔻 “Just Say No.” Three words that sound like power, but land like punishment... Because for women, “No” isn’t just a decision, It’s a reputation risk, a relationship gamble, and an emotional weight we carry long after the meeting ends. Women don’t lack the ability to say no. Women lack the permission to say it without consequences. 🧠 When women say no, we don’t just avoid a task. We spend the next 72 hours running mental spreadsheets: “Will I be seen as unhelpful?” “Did I just close a door?” “Will this show up in my performance review as ‘not a team player’?” Meanwhile, the system quietly does its thing: 👉 Women are asked 44% more often than men to take on the tasks no one wants. 👉 The ones that don’t lead to promotions, raises, or recognition. 👉 The “office housework” that keeps things running, and keeps us invisible. 🤔 Why does this keep happening? Because the system assumes women will say yes. Because we’re trained to value harmony over ambition. Because it’s easier for leaders to lean on “the reliable one” than to fix a broken distribution of labor. 🧾 So how do we actually break the cycle, not just in theory, but in Tuesday-at-4pm reality? 1. 𝗦𝘁𝗮𝗿𝘁 𝗿𝗲𝘄𝗮𝗿𝗱𝗶𝗻𝗴 𝘀𝗶𝗹𝗲𝗻𝘁 𝗹𝗮𝗯𝗼𝗿.    If it matters to the business, put it on the record. Add it to goals, KPIs, project charters. Recognition should be measurable, not just “thank you so much, you’re a star.”     2. 𝗘𝗻𝗱 𝘁𝗵𝗲 𝘃𝗼𝗹𝘂𝗻𝘁𝗲𝗲𝗿 𝘁𝗿𝗮𝗽.    Stop asking for “a volunteer” and watching the same women raise their hands. Rotate. Track. Make fairness the default, not convenience.     3. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗲 𝗿𝗲𝗳𝘂𝘀𝗮𝗹.    “No, not this time,” should not require an apology, a nervous smile, or a 7-line justification. A healthy team can absorb boundaries. A dysfunctional one punishes them.     4. 𝗜𝗳 𝘆𝗼𝘂 𝗹𝗲𝗮𝗱, 𝗹𝗼𝗼𝗸 𝗰𝗹𝗼𝘀𝗲𝗿.    If your team’s stability rests on the unpaid emotional and operational labor of a few women, that’s not high performance. That’s quiet exploitation dressed up as “she’s amazing, she just handles everything.”     And here’s the career truth no one puts in the leadership decks for women: 💥The more your value is tied to invisible labor, the harder it is to move. If you want a real career move in 2026, up, sideways, or outside of the company, you need your time back for high-impact work, not an endless stream of “can you just…?” 📆 On 26 November at 7:30pm Singapore time, Uma and I are hosting “𝗛𝗼𝘄 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻 𝗮𝗻𝗱 𝗵𝗲𝗮𝗿𝗱 𝗮𝘁 𝘄𝗼𝗿𝗸 – 𝗖𝗮𝗿𝗲𝗲𝗿 𝗠𝗼𝘃𝗲 𝗘𝗱𝗶𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝟮𝟬𝟮𝟲.” We’ll get practical about three things: What to say no to, what to double down on, and how to make sure the right people actually see the difference. 👇 Join us here: https://lnkd.in/gp2qU5yD 👊 Because your next promotion should not be built on unpaid, uncredited “yes.”

Here is a story from Radical Respect (https://lnkd.in/d2BrzsKV) about why it is important for a manager to correct an employee’s bias. I was leading a big team at Google when I heard "Mitch," one of my reports, refer to the women on his team as “girls.” For me, that is like fingernails on a chalkboard.  Or the wrong answer on an SAT test. Men:Women, Boys:Girls. I’d had this conversation  with  dozens  of men who’d worked for me, and I was tired of talking about it. I hoped one of the men from my team with whom I’d already had this conversation would  give Mitch a heads-up. But  I  didn’t  explicitly  hold  anyone on my team accountable for doing so. Also, I felt a little intimidated by Mitch. He  had  been  in  the  military, and I assumed (I only later learned how wrong/biased I was about this) that he’d disagree with me aggressively if confronted. About a month into his tenure  on  my  team, Mitch had a skip-level meeting with my boss, Sheryl Sandberg. It would be his first one-on-one meeting with her, and he was really excited. Unfortunately, within the first few minutes of the meeting, he made a reference to the “girls” on his team. Ironically, I was at that moment finally meeting in my office with three men on my team. I’d hoped one of them would talk to Mitch about not calling women “girls.” But as I had, they had defaulted to silence. A knock on the door revealed a very pale Mitch. There would be no need to enlist the men. Sheryl had told him exactly what she thought of his use of the word girls. I immediately felt bad for having put him in that situation. It’s a boss’s job to tell a person when they are making mistakes that are going to get them into trouble. And I hadn’t done my job. I rarely respond well when I feel guilty. I tried to make a joke of the whole thing. I turned to the other people on my team and said, “You can thank me now. You all thought I was a pain in the ass, but aren’t you glad that you know not to call women ‘girls’?” Now Mitch looked mad. “Why didn’t you tell me?” I didn’t have a good answer, so I did to Mitch what had been done to me too many times. I said, “Oh, come on, Mitch. It’s no big deal.” “When you meet with your boss’s boss for the first time and all you talk about is how you are an asshole for calling the women on your team ‘girls,’ I’d say it is a big deal.” He was right about that and understandably mad. It was my job as his leader to have disrupted his bias. Part of the reason I failed was that I treated the whole thing as though I were the person harmed. And, to be fair, for years I had been referred to as a “girl,” a “chick,” or other words designed to diminish women. As a person harmed, I had every right to pick my battles. But if I wanted to lead effectively, I had to respond. I learned something important that day. You may feel like the person harmed, and you may in fact have been harmed in the past, but if you are also the leader, you’d better act like one.

Decoding the pillars of Executive Presence: Part 3 - Appearance Establishing an executive presence hinges significantly on appearance, acting as a powerful first impression that radiates charm. By carrying yourself smartly, you exhibit a sense of elegance & complement what you aim to convey effortlessly. This is the transformative power of a well-curated appearance. Why is grooming important?  - Grooming highlights an eye for detail.  - Brings focus to you & has a pleasing impact on those you engage with. - Influences the perceptions people have of you. - Demonstrates professionalism & competence. Have a Good Hair Day: - Well-combed & fizz-free hair is a sign of confidence. - Coloured hair can be industry-specific, however, it could be avoided in a professional setup. Nails & Skin: - Nails should be trimmed or filed with precision. - Well-polished & maintained nails are signs of good hygiene. - Moisturized skin highlights self-care & diligence. Dressing & clothes: - Men's formals: A crisp shirt & trousers that can be elevated through a well-fitted suit & a silk tie in a complementary color. - Men's Business Casuals: A smart blazer over a checked shirt with dark jeans(NOT RIPPED OR FANCY). - Formals for Women: A tailored blazer and pencil skirt/trousers in a dark hue, paired with a light blouse and closed-toe pumps. - Business Casuals for Women: A chic dress paired with a cardigan and ballet flats. Accessories & Footwear - Opt for classic, timeless pieces such as a solid watch, and tasteful jewelry. - Carry a business-casual purse or a sleek laptop bag.  - The color of your leather belt must match the footwear. - Add a sophisticated scarf or a pocket square for a touch of elegance. A professional appearance not only boosts your confidence but also shapes others' perceptions, opening doors to greater opportunities. Embrace the power of appearance with intentional choices and let it elevate your executive presence. #PowerDressing #Grooming #NyraLeadershipConsulting You can check out the previous two parts of this series in the links below: Part 1: https://lnkd.in/gsQ3Sv4U Part 2: https://lnkd.in/gMScr6SY #PowerDressing #Grooming #NyraLeadershipConsulting

Language matters. Never have I heard a room of highly skilled, industry leading professional women called 'girls' as often and publicly as I did at a recent industry event. 🤷♀️Don't think it's a big deal? Neither did I.... ..... until my late 30s where I began to realise, after 15+ years in a male dominated industry struggling with its systemic gender biases and inequity, that this language is part of how women are - intentionally or unintentionally - belittled, demeaned or excluded through sexist language at work. 💡A great way to be mindful and avoid unintentional impacts on your women colleagues is when there is a situation where males are called "boys", then it may also be fine to call females "girls". Otherwise, stick to "women". #wordsmatter #genderequity #alwaysforimpact #professionalwomen #leadership #dontcallmelove

𝗢𝗡 𝗕𝗘𝗜𝗡𝗚 𝗛𝗘𝗔𝗥𝗗 I was once in a meeting where I relayed an idea. I was a VP. There was another male VP in the meeting. And our boss. The meeting went on as if I didn't say anything. Then, the male VP relayed the same idea. And the boss said, "Great idea!" The oversight wasn't necessarily intended. It manifested an unconscious bias that often goes unnoticed in our daily interactions. Recognizing this is the first step toward making meaningful changes. When a woman states an idea, it may be overlooked, but everyone notices when a man repeats it. This is called the “stolen idea.” When a male coworker runs away with a woman’s idea, remind everyone it originated with her by saying something like, “Great idea! I loved it when Katie originally brought it up, and I’m glad you reiterated it.” If someone takes your idea, you can speak up for yourself by saying, “Thanks for picking up on that idea. Here’s my thought. . .” (then add something new). Ways that we can make sure women’s ideas are heard: 1. Invite other women to speak 2. Distribute speaking time equally 3. Ask to hear from women who are being interrupted and spoken over 4. Amplify other women’s ideas by repeating them and giving credit 5. Praise and showcase other women’s work 6. Create systems to distribute “office housework,” such as note-taking, in meetings 7. Share public speaking opportunities with women who have less power or privilege 8. Share pronouns In reflecting on this experience, I'm reminded of the importance of RAW leadership: Being 𝗥𝗘𝗔𝗟 in acknowledging our biases and striving for equity, Being 𝗔𝗖𝗧𝗜𝗩𝗘 in amplifying and crediting ideas regardless of their source, and recognizing the 𝗪𝗢𝗥𝗧𝗛𝗬 impact of ensuring every voice is heard and valued. By adopting these practices, we can dismantle unconscious biases and create a more inclusive environment where everyone feels seen and heard. How do you ensure all voices are heard in your spaces?

Your Outfit Is Speaking, and What Is It Saying? As an Image Consultant, I’ve spent years helping professionals build wardrobes that work, whether it’s for the boardroom or a weekend brunch. Help them curate powerful looks for everyday style; I’ve seen how colour alone can transform their presence. So, if you're specifically dressing for work, whether for an interview, a client meeting, or a team offsite, this post is for you. Here are some quick colour cues you need to know: 🔵 Blue – The colour of trust, calm, and confidence. Wear it when you need people to feel safe around your leadership. Tip: Best for interviews, first impressions, and presentations. ⚪ White – Clean, crisp, structured. Perfect for days when clarity is key or when you’re managing tough conversations. ⚫ Grey – Neutral and composed. A great choice when you want to stay low-drama, impartial, and grounded Tip: ideal for negotiations or problem-solving. 🖤 Black – Strong, bold, authoritative. When you're leading the room, making key decisions, or want your presence felt without saying a word. 🌿 Beige & pastels – Soft, warm, and approachable. This is ideal for collaborative spaces, one-on-ones, team building, or mentoring. Then what about ... 🚫 Loud, flashy colours? Save them for casual or creative days. In high-stakes or formal settings, they can overwhelm rather than enhance. Over the years, I’ve watched people walk into rooms and own them, simply by dressing with intention. Your clothes don’t just cover you; they communicate for you. So tell me – share your favourite work outfit and let’s see if it’s the perfect fit for you?

Over the last two years, I’ve been intentional about improving my personal style for professional appearances. Working with a stylist during that time has taught me that looking put-together is less about trends and more about small, repeatable habits. Here are a few practical principles I’ve learned, and how to apply them: 1. Controlled hair + minimal makeup: keep hair pulled back, neatly shaped, or with the ends tucked in (especially with buns or natural styles). Keep makeup clean and restrained — groomed brows, even skin, light definition. 2. Deliberate accessories: choose one metal and make it your default. In my case, I prefer gold because it best accentuates my skin tone. A thin bracelet, simple studs, or small hoops are usually enough. 3. Moisturized skin: keep oil, lotion, or cream on standby. Hands, elbows, feet, and visible areas should never look dry. I treat this as part of grooming, not beauty. 4. Polished lips: carry a clear or nude gloss/balm and reapply before meetings, photos, or recordings. Small detail, noticeable difference. 5. Reliable staples: invest in structured basics you can restyle across multiple looks. Change accessories and shoes instead of rebuilding outfits each time. If you’re refining your personal style, keep this as a quick reference the next time you’re putting a professional look together.