The global job platform matching experienced female professionals with companies for national and international jobs
Meeting place for those who want to share experiences with those who are eager to develop themselves
Advertise open positions to attract local and international untapped female talent
Knowledge hub on job interviews, negotiation, leadership skills, relocation and more
Empowering community of professionals, companies, entrepreneurs, freelancers, consultants, board members, mentees and mentors worldwide
Ongoing support, advice and tips at every stage of career growth, whether thriving at work or looking for a new job
We often read that leadership, particularly for women, is marked by distinctive challenges, societal perceptions, and systemic biases that warrant a closer examination.
Meet Deia Markova (French/Bulgarian) and Rolf Thorsen (Norwegian), two professionals, whose career exemplify resilience, expertise, and leadership. Mentee and mentor in our SheSkillz Global mentoring program, they are in this conversation sharing their insights on mentoring, leadership, education, parenting, and the symbiotic nature of learning from one another. Join us as we delve into their professional journeys and the wisdom they impart on achieving professional success with purpose and determination.
Interview with Camilla Giske HR Director, Flakk Group by Guro A. Johnsen CEO and founder of SheSkillz Global
Interview with Gina Loven – Head of Wholesale in Brav, By Guro Askheim Johnsen CEO and founder SheSkillz Global.
Interview with Guro A. Johnsen, Founder and CEO of SheSkillz Global, done by Berith Anne Høivaag Larsen, The Norwegian club, Switzerland. (Norgesklubben Sveits).
Higher attrition rates and employee disengagement caused by the global pandemic, demographic changes and digitization, are forcing organizations to make a clearer distinction between human capital, which defines human resources as a means of production, and human development.
There are a lot of new job opportunities available today, which can mean it makes it difficult for people looking for a job to know what exactly skills are needed. Knowledge of the newest technology before Universities have been able to set up a stadium to cover them.
Interview with Guro A. Johnsen, Founder and CEO of SheSkillz Global, done by Sylwia Orczykowska
If someone said that you “negotiate like a woman,” what would you think? Would you think they meant you were too emotional? Would you take it as an insult…
Two generations, two different cultural backgrounds, two women – one from Norway, one from Switzerland – talking about gender equality and gender equity.
Marginalized people often suffer the most harm from unintended consequences of new technologies. For example, the algorithms that automatically make decisions about who gets to see what content or how images are interpreted suffer from racial and gender biases. People who have multiple marginalized identities, such as being Black and disabled, are even more at risk than those with a single marginalized identity.
In 2010, when David Nish was promoted from CFO to CEO at Standard Life, he knew the scale of the challenge his company faced. The 185-year-old giant had just embarked on a sweeping transformation from an insurer to a long-term savings and investment company.
Women in the UK earn, on average, 14.9 pence less per pound than men, based on the latest data from the Office for National Statistics (ONS).
February 1 was a date to celebrate for women in business everywhere. It happened to be the day that water group Severn Trent became the first large UK quoted company to be led by an all-female team by appointing Helen Miles as chief financial officer.
Tara, an MD/PhD who works for a large public university, contacted one of us (Suzanne) a few weeks after participating in a negotiation workshop she ran, wanting to share some positive news…
We asked one of our mentor’s and mentee’s to describe their experience from the mentor program that we had in co-operation with the International Biathlon Union.
“You would think that we in Norway, who like to think that we are world champions in gender equality, have come further than everyone else. Unfortunately, this is not the case.”
“Returning to Europe 4 years ago, I could not comprehend how far behind some countries are in hiring women into challenging roles.”
“Returning to Europe 4 years ago, I could not comprehend how far behind some countries are in hiring women into challenging roles.”
“The international football organizations UEFA and FIFA must focus more on gender equality”, states Karen Espelund, former-Norwegian football official (National and International). “If they don’t change, they’ll end up like dinosaurs at some point, and we all know what happened to them….”
Why is it sometimes so difficult to work with some people, while it can be straightforward with others? What are the types of personality I best work with, and what about the rest of the team? In this article, Guro A. Johnsen gives her view about how human relationships are essential at work and digs into the key factors to create a successful work environment to boost performances?
In this fourth conversation with leaders, Guro A. Johnsen, founder of SHESKILLZGLOBAL, interviews Jarle Aambø, Founder of Igloo Innovation and former elite sports director for Olympiatoppen. This is a talk about high-performance culture, cooperation, the importance of clustering, gender equality and mentoring.
Several years ago, I attended a management course at IMD in Lausanne. On the first day, we were given a test:“How to recruit in Japan”. I was new in the company with absolutely no recruitment experience. That day common sense was the winning key factor and probably a considerable portion of luck.
I met Jenny Furtenbach nearly 20 years ago. Back then, I needed a National Project manager for the Athletes Career Program that would also be globally responsible.
Unfounded assumptions about how motherhood affects worker productivity can harm women’s careers in science, technology, engineering, and math long before they are – or even intend to become – mothers, we found in a new study.
Women and groups advocating for gender equality are increasingly urging men to become allies in the fight. Research has shown that in the absence of male support, women have to shoulder the burden of battling routine workplace sexism such as misogynist humor and microaggressions on their own.
The future of Australia’s international education sector is on the drawing board. In the midst of Australia’s COVID-19 surge, the federal government released the Australian Strategy for International Education 2021-2030. It paints a future for the sector built around increased diversification and a focus on student support and well-being.
American women have made strides in the workplace over the past half-century in terms of earnings, employment, and careers – in no small part thanks to the efforts of the late Justice Ruth Bader Ginsburg.
Headlines from Hillary Clinton’s presidential campaign are indicative of the sexism and stereotypes that dominating much political reporting on women: “Hillary Clinton: Grandmother-in-chief?” (CBS News); “The Pros and Cons of ‘President Grandma’” (Time); “Could Hillary’s smile cost her the election? Twitter mocks Clinton’s ‘creepy grandma’ grin”.
In my work as a gender and communications specialist I have met – and in some cases professionally advised – female ministers, legislators, mayors, community leaders and judges across the world, from the Dominican Republic and Honduras to the Netherlands and Sweden.
Spending time with Dagmara Gerasimuk, you feel the positive energy in a good mix with strongness and competence. You fast conclude this is a person you want in your team if you’re going to succeed.
Mentoring is known to be a critical component of job satisfaction and career development. It is also widely recognised that career advancement in medicine, research and health more broadly remains in favour of men.
Across the world, women do not have the same opportunities as men. The 2020 Global Gender Gap Report from the World Economic Forum (WEF) revealed Australia came in at 44th in the Global Gender Gap Index 2020 rankings, slipping five places from the previous year.
Most people would not consciously decide to hire candidates based on whether they remind them of themselves. But one unconscious bias – affinity bias – may lead people to favour candidates who are like themselves, research shows.
One factor that influences the use of the labels “soft science” or “hard science” is gender bias, according to recent research my colleagues and I conducted.
Women’s perception of unethical behavior among finance professionals may contribute to how underrepresented they are in the industry, according to a recently published article I co-authored with colleagues at Zhejiang University and Creighton University.
Across the world, women do not have the same opportunities as men. The 2020 Global Gender Gap Report from the World Economic Forum (WEF) revealed Australia came in at 44th in the Global Gender Gap Index 2020 rankings, slipping five places from the previous year.
Female research scientists are more productive than their male colleagues, though they are widely perceived as being less so. Women are also rewarded less for their scientific achievements.
Women are highly underrepresented in the field of cybersecurity. In 2017, women’s share in the U.S. cybersecurity field was 14%, compared to 48% in the general workforce. The problem is more acute outside the U.S. In 2018, women accounted for 10% of the cybersecurity workforce in the Asia-Pacific region, 9% in Africa, 8% in Latin America, 7% in Europe and 5% in the Middle East.
Social networks are essential to the success of both employees and entrepreneurs. Research shows that people with diverse contacts are able to access information that helps them generate better ideas.
If you want more women in your organisation, advertise jobs that are designated for women only. That’s what Delft University of Technology did.
After another punishing year dominated by COVID, the omicron threat appears to be receding and many people may now be looking at the beginning of the end of the pandemic.
In the business world, the adage often holds true: the buck stops at the desk of the chief executive officer. That’s the way accountability should work.
In some religions, women are barred from serving as clergy or excluded from top leadership roles. Nonetheless, women have broken into influential roles in these male-led faiths.
With the first U.S. presidential election featuring a major party female nominee in the rear-view mirror and her male rival about to take the presidential oath, now is a good time to examine the progress women have made toward gender equality.
Tone at the top refers, broadly, to what a company’s leadership talks about, how they talk, what they do and how they do it. Tone at the top is internal when leaders talk to employees and act inside the organization.
Pride Month is a celebration of progress for the LGBTQ+ community. It began as a protest, with the Stonewall Riots, and grew to become an annual march fighting for LGBTQ+ equality.
Before we look back at the year that broke—well, everything—let’s take a moment to remember looking forward to it. Because looking forward to 2020 was a pretty big thing. If you’re old enough, you’ll remember looking forward to the turn of the millennium, which was the biggest thing of all.
Executives should never stop trying new things, write Suzanne de Janasz and Maury Peiperl. Are you open to experimentation?
If fear is keeping you from negotiating, it’s time to start using everyday encounters to practice, so you can build your confidence and competence for higher-stakes negotiations.
We all have an idea of good and bad leadership and how we want the relationship with our manager to be. The interactions between team members and leaders, trust, and good communication are essential for developing a good development culture.
By joining SHESKILLZGLOBAL you become a member of a team with women and men from different professions and countries. We want to support you in succeeding in your professional life and to achieve a world where talent has no gender.
Higher attrition rates and employee disengagement caused by the global pandemic, demographic changes and digitization, are forcing organizations to make a clearer distinction between human capital, which defines human resources as a means of production, and human development.
Following our conversation, we are happy to share some more details on what SHESKILLZGLOBAL is all about and how you could contribute as a mentor to the global advancement of female talent.
We, who were girls in the 70s and 80s in Norway, were told „women can and will“, we should become plumbers and construction workers to challenge the male…
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