The impact of female founders goes beyond statistics. Empowering women in business creates more diverse teams with varied experiences and perspectives, ultimately resulting in better outcomes. Below, we’ll dive into why women entrepreneurs are on the rise, highlight success stories and examine existing barriers. 

Why Women-Led Startups and Female Founders Are on the Rise

As workplace expectations and gender norms progress, more women are successfully stepping into entrepreneurship roles.  This could lead to growth in various industries as female-led startups often outperform their male-led counterparts in terms of ROI, according to Fundera by NerdWallet.  Their teams are also often more diverse, especially relating to gender diversity, which can result in more creativity and innovation. Greater visibility of these successful women founders may then inspire a new generation of women to launch and lead their own businesses.

Increased access to digital tools and global platforms—like social media and e-commerce platforms—also help women launch, scale and lead teams.

Key Industries Are Being Transformed by Female Entrepreneurs

Women worldwide are launching successful businesses and driving change. From tech and health to education and social impact, here are a few industries shaped by female founders.

Tech and Fintech

Although the field is still male-dominated, women are making innovative advances in technology and fintech. For example, in tech, Michelle Zatlyn co-founded Cloudflare, a web performance and cybersecurity company that’s helping build a better internet. Today, roughly 20% of websites are protected by Cloudflare. It blocks 247 billion cyber threats each day in over 330 cities worldwide.  In fintech, Laurel Taylor founded Candidly, a solution to student loan debt. Candidly’s data-driven approach addresses the full lifecycle of education expenses, from college planning to saving for tomorrow. 

Health and Wellness 

Many women entrepreneurs exist in the health and wellness industry, and they’re creating powerful solutions to global issues. For example, Yunha Kim’s former mental wellness platform, Simple Habit, offers over 2,000 meditations to reduce stress. She sold the company to Ingenio in 2023 and rebranded as Sleep Reset, which uses science-based methods to improve sleep quality. Sleep Reset’s members report getting 85 minutes more total sleep and needing 53% less time to fall asleep. 

Education and Edtech

Education is another area where women in business are making an impact, though there are still challenges. For instance, Kimberly Bryant is one of many BIPOC women entrepreneurs transforming edtech. Bryant founded Black Girls Code, a nonprofit introducing technology education to Black girls, and the Black Innovation Lab, a startup supporting tech innovators in the U.S. South as they build societal impact companies, leading them to equity and generational wealth.

Sustainable Fashion and Eco-Innovation

Female leaders are seeing the need for sustainability in business. Some studies suggest that women entrepreneurs are more likely to incorporate sustainability into their business models. One example is how Eileen Fisher and Stella McCartney lead the sustainable fashion and eco-innovation space. Fisher’s brand has historically been known for its commitment to ethical production, and they recently launched Horizon 2030, a further plan to make clothes with a positive impact via circular design and regenerative agriculture. McCartney is a trailblazer in eco-friendly and vegan materials. By innovating new, cruelty-free materials, she’s changing the future of luxury fashion. 

Social Impact and Nonprofit Startups

Female founders are also influencing the social impact and nonprofit sectors. A powerful example is the work of Zainab Salbi, an Iraqi-American humanitarian and entrepreneur who established social impact and nonprofit startups. She launched Women for Women International to help women in countries affected by war by providing life, business and vocational skills to create a sustainable difference in their lives. She also co-founded Daughters for Earth to address climate solutions to help protect and restore our Earth. 

Barriers Female Entrepreneurs Still Face

Women entrepreneurs are breaking ground across many industries, but continue to face barriers. Understanding these barriers is key to creating equal entrepreneurial opportunities.

Gender Bias in Venture Capital

Despite progress, women in venture capital are still underrepresented. Women represent only 8.6 % of all venture capitalists, which leads to funding challenges for female startup founders.

Jeep Kline, founder and managing partner at Raisewell Ventures, explains that because male venture capitalists highly dominate the industry, there is a “subconscious bias” when investing in products that women create. Melissa Wallace, co-founder of the capital investment firm Fierce Foundry, agrees with the funding bias, stating that venture capital “tends to invest in people who look like them, pitch like them and build like them.”

Access to Mentorship and Networks

Aspiring entrepreneurs can learn much from successful women founders, including resiliency, strategy and vision for the future. However, the lack of female role models in male-dominated fields can potentially hinder women’s entrepreneurial spirit.

Balancing Entrepreneurship With Caregiving Roles

According to a recent study, “Two out of three family caregivers are female.” This reality might mean that many women entrepreneurs are running a business while taking on the majority of caregiving responsibilities for children or family members. Unfortunately, this mental load can lead to burnout, emotional strain or difficulty in career advancement.

Systemic Underrepresentation in Leadership

“Women remain underrepresented in management roles in the U.S. workforce,” according to the U.S. Government Accountability Office. Representation matters, and when women don’t see other women in top positions, it can be more difficult to imagine themselves there.

Success Stories: Women Founders Leading the Charge

Women entrepreneurs are reshaping traditional leadership models as we know them. The focus is shifting to collaboration, sustainability and emotional intelligence. These founders and women of influence are trailblazers who will continue to inspire future generations in their fields.

Reshma Saujani (Founder, Girls Who Code)

When Reshma Saujani noticed the gender gap in technology, she founded Girls Who Code to help young women pursue opportunities in computer science. Her company grew from a small program to a national movement, and now, hundreds of thousands of girls have learned to code. As a leader, Saujani encourages bravery, not perfection, emphasizing that if you fail, you’ve learned something, and you can try again.

Jeep Kline (Founder & Managing Partner at Raisewell Ventures)

Jeep Kline is a venture capital and technology executive. As a trailblazer in the industry, she earned a Top 25 Women of Influence in Silicon Valley distinction. Kline was the first Thai woman to launch an impact venture capital fund in Silicon Valley and also the first Thai professional faculty member at UC Berkeley Haas School of Business. At Raisewell Ventures, she works to create a lasting, generational impact on societies and economies through venture capital and technology. Kline is a direct communicator who believes in the power of mentors, stating that “mentorship takes a village” and admitting that she’s had over 100 herself. She learns lessons from different people and diverse groups and blends them with her own values to become the leader she is today. 

Payal Kadakia (Founder, ClassPass)

Payal Kadakia sparked a fitness movement. The ClassPass app, which grew from a failed first launch to a billion-dollar company and global brand, lets users find a fitness class that fits their schedule. Under her intuitive leadership, she designed a team with the right people based on three characteristics: positivity, growth and efficiency. Throughout her career, she’s learned that authenticity is the key to success in leadership.

Building a Future of Inclusive Entrepreneurship and Women in Venture Capital

Representation, mentorship and equity are vital for empowering women in business. Women business owners or those interested in entrepreneurship can seek help from governments, accelerators and corporations. Initiatives and organizations supporting the rise of women in business, like Women Entrepreneurship (WE) and the Tory Burch Foundation, are incredibly helpful for continued growth. Women can also search for community resources, like women entrepreneur networking groups on social media and organizations such as the Association of Women’s Business Centers and SCORE. Organizations like this help women entrepreneurs network with peers, find mentors and learn essential skills to start new businesses and tackle challenges. 

The Transformative Impact of Women in Business and Entrepreneurship

Women entrepreneurs are redefining the business world. Unfortunately, access to funding, mentorship and inclusive ecosystems are still a challenge, but new initiatives and support networks are helping to bridge the gap. 

How can you be an ally? Support female-led businesses, or even start your own. Share success stories, continue learning about women’s entrepreneurship and connect with women leaders to shape a more inclusive future.

Photo courtesy of Drazen Zigic/Shutterstock

The post The Rise of Women Entrepreneurs: Growth, Innovation and Challenges appeared first on SUCCESS.

Furthermore, social media platforms are essential because they offer tools like hashtags, stories and live videos that grab attention instantly. A single post can transform attendees into advocates, increasing an event’s reach organically. This guide explores the role of social media in event promotion, offering beginner-friendly strategies to promote events before, during and after they happen.

It also dives into how to leverage social media for charity events and tailor content for different platforms. With these practical tips, organizers can maximize ROI, build lasting connections and create events that leave a lasting impression.

How to Use Social Media to Promote an Event Before It Happens

Having effective event planning tips helps make the event happen, but social media can help bring interest and engagement. Building excitement for an event begins weeks in advance, and social media is an ideal tool to make it happen. If you’re wondering how to promote an event on social media, here are some content ideas to fuel excitement:

• Post Teaser Videos: Post a 10-second clip of the location or a speaker’s highlight reel.

• Utilize Polls and Quizzes: Create a TikTok poll asking, “Which session are you looking forward to the most?”

• Incorporate Countdown Graphics: Update weekly posts that show the number of days left till the event.

• Share Behind-the-Scenes Moments: Show the setup process to create excitement.

• Post Guest Highlights: Share quick facts about speakers, singers or special guests.

• Add Fun Facts: Post what makes the event unique, like a cool prize or activity.

See the additional tips below to leverage the power of social media before the event.

Follow a Strong Posting Schedule

Organizers should start promoting an event on social media six to eight weeks prior, creating a steady stream of content that attracts people. They should aim to post two to three times a week, keeping their audience engaged by creating educational and interactive posts. Staying consistent matters, but it’s also crucial to avoid posting too frequently and overwhelming followers.

Leverage Early Data

Organizers can also use early sign-up data to improve their approach. This can help in experimenting with different post types or times to see what works best. As an example, a local art fair might discover that vibrant Instagram reels highlighting artists at work attract more attention than still images. 

Use Striking Hashtags and Images

A unique hashtag, like #FitnessChallenge2025, ties posts together and makes it easy to track engagement. You can consider sharing teasers that arouse interest, like a striking image outlining the event’s schedule or a short video introducing a guest speaker. For example, a wellness retreat could share an Instagram post captioned, “Ready to recharge your mind and body? Join us at #WellnessFest2025!” Such posts can help you get people talking and build anticipation.

To stand out on social media, it’s also important to post images people want to share. Tools like Canva make it simple to design eye-catching graphics, such as countdown posts that say, “Just 15 days until #CommunityFair2025.” 

Consider Partnering With Influencers or Speakers 

Partnering with influencers or speakers can take social media event promotion to the next level. A case in point could be a LinkedIn post on a conference by a known industry expert that can help increase registrations. According to Hootsuite Social Media Trends research, there has been a 21% year-over-year rise in organizations teaming up with influencers, helping events to reach more people.

Try different event promotion strategies to ensure that social media for event marketing delivers powerful results, setting the stage for a successful event.

Related: Making Social Good a Habit: 3 Tips from a Professional Humanitarian

Marketing an Event on Social Media in Real Time

When the event day arrives, social media becomes a live platform for engagement, connecting on-site attendees and online followers in real-time. Wondering how to advertise an event on social media and boost participation during the event? Try these ideas:

• Leverage Photo Ops: Set up a creative backdrop with the event hashtag and logo.

• Host Live Q&A Sessions: Go on a quick Instagram Live to respond to queries from viewers.

• Give Attendee Shoutouts: Share posts by attendees to highlight their experiences.

• Try Interactive Challenges: Start a TikTok challenge, such as a game or dance related to the event’s theme.

• Include Live Updates: Post quick updates about what’s happening, like a new speaker starting.

Make the most of your event with the following tips and ideas.

Keep Excitement High With Live Posting 

Live posting is essential for social media event promotion since it keeps the excitement high and the conversation going. Consider how your posts can resonate with the events and your audience. For example, Instagram Stories or TikTok Live can broadcast the best moments, like a panel discussion at a tech summit or a live performance at a music festival. Consider a short video with a caption like “Game-changing ideas at #TechFest2025!” to inspire more shares and comments that pull people into the experience. 

Invite Attendees to Share Content 

Organizers can also create opportunities for attendees to share their content, spreading organic promotion. For instance, they can place a branded photo booth with the event hashtag, which might encourage people to take selfies for their social media posts. Organizers can also urge participants to include the event hashtag in their posts, which might increase reach. Let’s say a food festival witnesses many attendees sharing photos of food with the hashtag #FoodieFest2025, creating a virtual image of the event. Reposting attendee content not only builds community but is an effective networking strategy to connect with people.

Keep Interacting With Your Audience

Engagement doesn’t stop at posting—it’s about interaction. Providing real-time answers to queries or comments improves your relationship with your audience. For example, if one attendee tweets, “Great vibe at #CharityRun2025,” a response like, “So thrilled you’re here! What’s your favorite moment?” adds a personal touch.

Consider Tools to Streamline Your Reach 

Social media management tools like Sprout Social or Sendible can assist organizers in monitoring mentions and tracking interactions, ensuring that no opportunities are lost. Marketing an event on social media during the event makes every minute exciting, but tools can help organizers manage different tasks and stay at the top of their game.

Leveraging Social Media Marketing for an Event After It Ends

Social media helps keep the momentum alive. There are multiple ways to take advantage of social media to connect with your audience, continue engagement and market for future events.

Here are some suggestions for post-event content:

• Highlight Reels: Compile a short video of the event’s best moments.

• Testimonial Posts: Share attendee quotes to build credibility.

• Thank-You Posts: Say thanks to guests and share a fun memory.

• Recap Articles: Create a blog or LinkedIn article that summarizes important insights.

• Photo Galleries: Post event photos on Instagram.

Give Your Audience Value on Social Media After the Event 

The completion of an event doesn’t necessarily signal the end of its influence or impact. Organizers can continue sharing the event’s highlights, such as a reel displaying a community fair’s best moments or a LinkedIn post summarizing conference takeaways.

Enhance Authenticity

Try sharing user-generated content, like an attendee’s Instagram post, to add authenticity. Another idea is something along the lines of Coca-Cola’s #ShareACoke campaign, which reused fan posts to sustain buzz. This is a strategy every organizer can adopt.

Build Anticipation and Trust for Future Events

Reusing information is a clever strategy that can extend the reach of an event and market for future events. Testimonials from guests like, “This summit reshaped my career!” can help you build trust and credibility. Use a 30-second video of a product launch’s best moments as both a recap and to promote next year’s event, keeping the audience engaged. With the help of repurposed content and smart social media tactics, you can maintain a strong connection with your audience.

Community-building initiatives can also be used to maintain engagement long after the event. Organizers can create a LinkedIn group for conference attendees or send a thank-you email with a survey to foster long-term relationships. Sharing survey results on social media will also keep your audience invested. As an illustration, if you conducted a fitness expo, you could share survey insights like, “80% of attendees loved the yoga sessions,” that could encourage sign-ups for next year.

Trends suggest that 77% of event teams focus on year-round engagement to bring attendees back for future events. Done right, social media marketing for events can forge lasting relationships. The takeaway? The role of social media in event management can be a powerful one that increases engagement and increases future attendance.

How to Promote a Charity Event on Social Media

Social media isn’t just for marketing events for business. Nonprofits can also benefit from smart strategies.

Here are simple ideas to promote a charity event on social media:

• Story-Driven Videos:  Create emotional connection by showing stories of those who were helped by the cause.

• Urgency Posts: Use countdowns to drive registrations or donations.

• Supporter Spotlights: Repost attendee posts to build community.

• Live Updates: Post during the event to show how gifts are helping.

Let’s dive into more detail on how these strategies can be beneficial for marketing charity events. 

Social Media Share Stories & Spread Messages

Charity events thrive on emotional storytelling, and social media is an ideal platform for spreading their message. As an organizer, you can share compelling stories that connect with audiences, like a short video of a beneficiary saying, “Your support gave my family hope.” In addition, reels and TikTok videos under 30 seconds are ideal for capturing attention and creating impact. For instance, a fundraiser for clean water could post a TikTok showing a community celebrating a new well, along with a heartfelt caption.

Countdown Posts Motivate People to Action 

Creating a sense of urgency inspires people to take action. Hence, posts with a countdown, such as “Only 3 days to join #HopeRun2025!” might encourage followers to sign up or donate. Organizers can also ask supporters to tag friends who care about the cause, which boosts visibility. If you look at Nike’s charity campaigns, for example, they use Instagram polls to increase engagement. This is a strategy that’s easy to use. In addition, posts from supporters who share why they’re joining, using charitable storytelling, might start a big wave.

Community-Driven Content Can Inspire More Support 

Community-driven content is always powerful, inviting supporters to share their reasons for joining the event—and inspiring others to do the same. For example, a tweet that reads, “I am running for education at #GiveBack2025” can inspire others to sign up. If these stories get reposted several times, it could build momentum and show that the cause matters.

Include a Clear Call to Action for Your Cause 

Both small and large charities have seen success using strong social media calls to action. Consider a  donation link with a clear call to action, like, “Donate now to change lives.”Strong charity campaigns can make a huge impact. So, if you want to promote a successful charity event on social media, try to tell heartfelt stories, create urgency and make giving simple.

Event Promotion Strategies That Work Across Platforms

As well as the different strategies, it’s important to consider the platforms themselves.

Consider Different Platforms 

Since every platform targets a different demographic, it’s important to choose the right ones for your audience. LinkedIn is ideal for professional events like conferences, where organizers can share detailed agendas or speaker bios. TikTok caters to younger crowds, making it the best platform for pop-up events and music festivals. Instagram’s vibrant visuals work wonders for product launches, while Facebook’s groups bring local communities together for events like charity walks.

Customize Content for the Platform 

Remember that content must also be customized to match the style of each platform. A LinkedIn post might highlight a summit’s key sessions, while a TikTok video shows the fun of setting up the stage. Your goal as an organizer is to educate, entertain, inspire, promote and collectively create a well-rounded strategy. Here are ideas to put these four components to use:

• Educate: Post a Twitter thread highlighting the advantages of the event.

• Entertain: Share an event-related TikTok game challenge, such as a dance.

• Inspire: Highlight an attendee’s story on LinkedIn or Facebook to show the event’s impact.

• Promote: To increase registrations, run a targeted Facebook ad.

Plan Posts in Advance, but Be Ready to Adjust as Needed 

Planning posts ahead of time makes using social media for event marketing much easier, especially if you are planning to promote across multiple platforms. Apps like Buffer let organizers set up posts weeks ahead and track performance. Consider the best posting times for different platforms and experiment with different times to find the best one. 

Be ready to adjust content as needed, too. If your videos receive more views than images, it could be a sign to make more videos. Models walking in a fashion show, for instance,  might get more views through an Instagram video than still images. Another example is with a virtual summit, which could use LinkedIn polls to determine what subjects people wish to discuss.

These event promotion strategies make the role of social media in event management more effective, helping organizers reach the right people with attractive posts.

Promoting Events With Social Media Is Essential

The role of social media in event management is something that’s critical in today’s world. It’s a powerful tool that helps build anticipation before an event, engage the audience during the event and keep the buzz alive long after. From hashtags that create excitement to recaps that build loyalty, social media marketing for events can transform how organizers connect with attendees. Whether it’s a conference, a product launch or a charity fundraiser, social media strategies for an event deliver results that are hard to beat.

Even the numbers prove that having social media makes an event more successful. As per statistics, 75% of event marketers actively use social media for event promotion. Therefore, organizers who use social media to promote events create better experiences and maximize ROI.

So, now is the right time to start! Use simple tools like Canva or Sprout Social to enhance your event posts for social media. Make your event a big success by building a strategy, sharing compelling stories on social media and engaging every step of the way.

Photo by fizkes/Shutterstock

The post The Role of Social Media in Promoting and Enhancing Events appeared first on SUCCESS.

As consumers become more educated about the environmental and social impact of their purchases, they’re often moving toward more sustainable options. Ethical consumption demands more from consumers and businesses, with long-term effects that include increased supply chain transparency and sustainable practices. Let’s dive deeper into the concept and how it’s shaping business trends. 

What Is Ethical Consumerism?

Ethical consumerism—also known by terms such as conscious consumerism,and values-based purchasing—recognizes that where consumers spend money matters. By choosing products from companies that align with their values, consumers are creating a shift toward sustainable, cruelty-free products and fair-trade practices.

Ethical consumerism’s core principles include:

• Reducing waste and supporting ecological balance by choosing sustainably produced goods.
• Supporting goods crafted using fair trade principles in safe working environments with fair wages and no exploitation.
• Expecting transparent, honest communication from companies regarding sourcing, production and labor practices.
• Supporting local and small businesses to strengthen communities and reduce ecological impact.
• Making conscious consumption choices by buying less, choosing quality over quantity and avoiding unnecessary purchases.
• Supporting social justice principles through brands that align with human rights and community empowerment.
• Avoiding products tested on animals and favoring cruelty-free options.

These examples of ethical consumerism illustrate how people can use their purchasing power to make a difference. The ideas behind conscious consumerism have existed for generations, taking form in political movements like the free produce movement in the early 1800s and the fair-trade movement that began after World War II. These movements encouraged people to buy products made without causing harm to workers and paid fair wages for their work—and have gathered steam over the years.

Although the ethical consumerism movement has gained steadily, the COVID-19 pandemic forced many people to reexamine their priorities and gave it a boost. According to research published in the Journal of Business Ethics, “perceived pandemic severity increases consumers’ intention to consume ethically.” Suddenly faced with more time at home than ever before, many used the time to research the companies they support—shifting away from businesses with less-than-stellar ethics. Instead, consumers began looking for more socially and environmentally friendly companies that freely shared information about how they do business.

How Ethical Consumerism Is Shaping Business Trends

As values-based consumerism changes how people shop, it also shapes business trends. Consumers can access more information than ever, making it relatively easy for shoppers to learn about companies and their business practices.

For example, some consumers choose not to buy beauty products from companies that test on animals. Instead, they may seek local sources for handmade products like soaps and lotions. Ethical consumerism statistics support this, as roughly 55% of people are willing to pay more for eco-friendly brands.

It adds up to consumers holding corporations responsible for the environmental and social impact of their business practices.

Transparency and Corporate Responsibility

At the heart of conscious consumerism are transparency and corporate responsibility. Conscious consumers want brands to be open about how their products are created and the impact they have on the people and the environment. 

In 2024, about 64% of people spent money with socially responsible businesses, and 32% planned to spend more in the future, according to a report by Good.Must.Grow.. While the annual statistics fluctuate, there is a general trend toward sustainability and eco-friendly goods—even if it costs more. Because of this, companies are choosing to share their sourcing, labor practices and environmental policies. 

Some, like the shoe company TOMS, take extra steps to receive a B Corp Certification. This special certification is awarded to companies that meet high standards of performance, accountability and transparency. These standards are in areas such as supply chain practices, charitable giving and employee benefits. Companies must be recertified every three years and commit to continuous improvement of their processes.

Rise of Fair Trade and Ethical Labor

Fair trade and ethical labor practices are critical to ethical consumerism. While the ideas are older, Fair Trade Certification began appearing on coffee, tea and cocoa labels in the late 1980s, then expanded to more products. Products certified as Fair Trade promise that their employees are treated ethically and paid fairly. 

Support for fair trade and ethical labor practices has grown tremendously, and the concepts have become mainstream. Consumers want to know that the people behind their favorite products are treated well and paid fairly. For many shoppers, buying ethically is a statement of values.

Impact on Reputation and Brand Loyalty

A company’s success often rides on its reputation and the loyalty of its customers, which begins with trust. When people trust a brand, especially one that shares their values, they’re doing more than supporting a company they like: they’re buying into the brand’s identity and becoming advocates in the process.

Consumers are more educated and value-driven than ever. Many are willing to pay a little more for better products that leave a smaller environmental footprint and improve local communities. In fact, roughly 82% of consumers prefer supporting brands that align with their values. That type of alignment turns customers into long-term supporters. 

How Businesses Can Adapt to Ethical Consumerism

Implementing sustainable, eco-friendly and fair trade practices is an investment that can be significant. However, the long-term benefits of adapting to the demands of values-based purchasing by forging sustainable partnerships with ethical suppliers are powerful. Businesses that engage with ethical consumer movements and align with social causes can create lasting positive change for the people and ecosystems in their supply chain. They can accomplish this while still earning a profit with loyal, values-driven customers. 

Improving Labor and Environmental Conditions

Ethical consumerism supports Fair Trade, which can help drive improvements in labor and environmental practices in industries such as coffee and palm oil. For example, palm oil is present in many products used daily in the U.S., like baby food, drinks and snacks. It extends shelf life and generally improves flavor. 

While extremely useful, growing and harvesting it historically included massive deforestation of Southeast Asian rainforests. Deforestation has eliminated the habitat for many species, such as the orangutan, and harmed local communities through low pay and unfair labor practices.

However, because of pressure from consumers and conservation groups, some palm oil producers found ways to reduce the environmental impact. The movement has spurred the creation of the Roundtable on Sustainable Palm Oil (RSPO), an organization that certifies palm oil producers that follow guidelines that help ensure the future of the environment and palm oil. It still requires a lot of space and labor to produce, but palm oil produces more per acre than many other oil-producing crops.

Agriculture isn’t the only place where sustainable consumerism is creating change. Here are a few companies that support ethical consumption:

• Violin string manufacturer Warchal accepts used strings of their brand in exchange for credit in their online store. Far from being simple pieces of metal gut, violin strings are complex. They are usually comprised of varying materials with fine wire made from metals such as tungsten, pure silver, brass or stainless steel wound around the core. The company takes those strings and recycles the materials into new strings. Although the company no longer accepts strings from outside the European Union due to cost, they were the first string manufacturer with a string recycling program.
• Kent is a U.S.-based brand that produces organic underwear that is fully compostable. Made from organic cotton, the products decompose within 90 days after hitting the compost pile. 
• Also U.S.-based, Triarchy makes sustainable denim clothing by reusing the “thick indigo laden sludge” left over from other denim makers. The company works with its suppliers to provide complete transparency in its supply chain using blockchain-verified tracing and embedded QR codes.

The Role of Certifications and Reporting

Certifications like Fair Trade, USDA Organic and Bird-Friendly—and using ESG reporting practices—can improve transparency through open disclosures of social and environmental impact. They are helping move businesses toward more socially and environmentally responsible practices. However, they aren’t the only way for companies to show that they conduct business ethically.

Plus, smaller producers in developing countries may hesitate to apply for certification or invest in the documentation required for ESG reporting without knowing how it will impact their businesses. Consumers can help by engaging with local organizations and expressing their interest and support.

As more companies embrace sustainable business practices and see the benefits of ethical consumerism, hesitant businesses may begin the process as well. However, just because a company doesn’t have a certification doesn’t mean you have to count them out. 

Small businesses like home crafters, local coffee shops or clothing stores can still embrace ethical business practices. The key is transparency and openly sharing information about their practices, supply chain and labor treatment. 

Consumers and Businesses Are Shifting for the Greater Good 

Ethical consumerism is rising as consumers become more aware of how their buying habits affect others. Shoppers are demanding more transparency and responsibility from companies.

To truly make a difference, businesses must embrace ethical consumerism by integrating sustainable and fair trade practices into their operations. In addition to improving transparency through certifications and reporting, businesses need to actively engage with ethical consumer movements and align with social causes. By doing so, companies can build a loyal customer base that values integrity and sustainability. This can ultimately help drive long-term success.

On the other hand, consumers have the power to influence the future of business by supporting companies that prioritize high ethical standards. Making informed buying decisions and actively advocating for more transparency enables consumers to contribute to a more sustainable world.

By working together, businesses and consumers can leave a positive impact on the environment and society, helping create a future where ethical practices are the norm.

Photo by Iryna Inshyna/Shutterstock

The post Ethical Consumerism: How Mindful Purchases Shape Business Trends appeared first on SUCCESS.

DEI not only promotes social responsibility in the workplace—it can also drive success. Diversity and inclusion encourage innovation, improve team performance and support employee well-being. Plus, it’s what employees want. According to LinkedIn, 80% of job seekers want to work for a company that values DEI initiatives. The Pew Research Center concurs, adding that most workers believe DEI in the workplace is beneficial and DEI-related policies have had a positive impact. 

This article explores the benefits of an inclusive company culture and details diversity and inclusion strategies to prepare organizations for long-term success.

Understanding Diversity, Equity and Inclusion in the Workplace

It can be helpful to break down the terms surrounding DEI in the workplace. 

Diversity 

Diversity is the representation of individuals in an organization with varying backgrounds based on race, age, gender, neurodiversity, political beliefs or religion. The more variety among workers, the more diverse the company is.

Equity 

Equity in the workplace refers to people being treated fairly and justly, creating an environment that doesn’t involve bias or favoritism. It recognizes that every person is unique and has their own unique needs. An equitable workplace works to make resources and opportunities available and accessible to everyone, taking into account their unique differences.  A key differentiator of workplace equity vs. equality is that there is access and opportunity based on each person’s individual needs. Tailoring resources and learning opportunities according to employee needs, transparent communication and merit-based pay are examples of equity in the workplace. 

Inclusion 

Inclusion refers to how well the presence and perspectives of workers are integrated into the environment. A truly inclusive workplace goes beyond hiring quotas—it’s about equity in the workplace and representation at all levels. Inclusive employees should also feel psychologically safe, meaning they feel comfortable speaking up and expressing concerns without fear of repercussion.

Belonging 

More recently, some companies have begun including the component of belonging. Rather than DEI, it becomes DEIB. This element refers to a genuine welcoming and desire for diversity and inclusion to exist in the workplace and for individuals to feel supported and valued. It goes beyond traditional DEI to create a positive community where everyone has psychological safety, ensuring people feel comfortable and included. 

Incorporating All the Elements 

A company that focuses on both diversity and inclusion will enjoy a diverse team set up for success. But performative actions don’t mean anything without authentic inclusion. It’s the difference between intent and impact. 

A diverse workplace doesn’t necessarily mean it’s inclusive. Diversity without inclusion can be toxic, while inclusion without diversity can stagnate a company. Companies need both. An environment that might seem diverse but where the perspectives of certain groups are valued over others is certainly not inclusive. For example, are 50% of your employees female, but none of them are managers? If so, you may be diverse in regard to gender, but if no women hold high-ranking positions, the company is not inclusive. Diversity and inclusion in the workplace are both needed to ensure equity.

The Tangible Benefits of Workplace Diversity and Inclusion Strategies

When companies invest in diversity and inclusion initiatives, they gain significant benefits, including enhanced creativity, innovation, profits, engagement and designs. 

Higher Creativity, Innovation and Decision-Making Performance

According to The Chartered Institute of Personnel and Development, “Multicultural teams are more creative than homogenous teams, as colleagues are able to share unique perspectives and experiences.” Similarly, a recent study found that “fostering an inclusive work environment can enhance a firm’s innovative capacity.” When a group with different perspectives and varied backgrounds comes together, they’ll likely push each other to think outside the box. This can result in new ideas and approaches. It could also contribute to better solutions and decision-making capabilities. 

Increased Profitability 

Companies in the top 25% for ethnic and cultural diversity were 36% more profitable than those in the bottom quarter, and when women are well represented in the C-suite, profits can be almost 50% higher, according to a 2020 McKinsey report. A follow-up McKinsey & Company report (2023) suggests that not only is there still a case for diversity, equity and inclusion, but that the need continues to become more important. From their global perspective, diversity benefits extend from leadership levels to boards. When reporting findings on boards of directors, McKinsey’s 2023 report found that companies in the top range for board-gender diversity were 27% more likely to have better financial performance, and those in the top range for ethnically diverse boards were 13% more likely to have better financial performance. 

More Accurate Product Design and Marketing Across Audiences

Diversity and inclusion in the workplace can help attract diverse talent from a bigger talent pool and increase your chances of finding the best hire. A diverse team can then contribute more accurate product design and marketing across diverse audiences by incorporating a wider range of perspectives, backgrounds and experiences. 

Take Rihanna’s line, Fenty Beauty, for example. Her inclusive move to launch 40 foundation shades matching a much broader range of skin tones skyrocketed to a commercial success that reshaped the beauty industry. TIME Magazine named Fenty Beauty one of 50 Genius Companies in 2018, stating it “reportedly made $100 million in sales in the first 40 days on the market.” 

Better Employee Engagement, Trust and Retention

According to Glassdoor, 76% of employees and job seekers say diversity “is an important factor when evaluating companies and job offers.” 

Inclusive workplace strategies can lead to happy employees and lower turnover rates. They also lead to better employee engagement, trust and retention. When employees are engaged and feel trusted, respected and valued—they are more likely to not only stay in their jobs but also put in the extra effort, which ripples into profitability and increased morale.  

DEI in the Evolving Workplace: Inclusive Language and Leadership Skills

The modern workplace has new challenges regarding inclusive communication and collaboration. The rise of remote and hybrid roles has many positive aspects, like flexibility and the opportunity to work with people around the globe. Yet, there are also potential downfalls, like a lack of visibility and recognition. Effective communication can be more difficult when relying solely on technology. However, as remote and hybrid work evolves, so must approaches to inclusion, accessibility and cross-cultural collaboration.

Provide Accessible & Equitable Workspaces

One way to make your business more inclusive is to build accessible, equitable workspaces, both digitally and physically. In-person office spaces should comply with ADA accessibility laws. All employees, whether remote, hybrid, or in-person, should also have access to accessible learning tools and technology, if needed. 

Supporting Mental Health and the Needs of a Diverse Workforce

Employers should also normalize mental health days and expand benefits to include mental health resources like therapy stipends and mindfulness apps. Supporting mental health and work-life balance across diverse needs positively impacts DEI efforts by creating a more inclusive environment where you’ll reduce burnout, improve retention and attract a diverse pool of talent.

Use Inclusive Leadership With Global Teams 

When managing global virtual teams, learning inclusive leadership skills is vital. When speaking with people across different geographies and from different backgrounds, you’ll gain cultural intelligence, which refers to the ability to work effectively with varied cultures. In today’s landscape, it’s critical for leaders to manage global teams where employees feel safe and included, with the confidence to share diverse perspectives. 

How Leaders Can Champion Racial Equity and Inclusive Leadership Skills

Embedding inclusive practices into hiring, onboarding and promotions is one way to create diversity and inclusion in the workplace. Farah Bala, Founder and CEO of FARSIGHT, is a leadership development and coaching consultancy that prioritizes equity, diversity, inclusion and anti-oppression as a core competency of leadership. She shares tips on improving DEI in the workplace below. 

Craft Inclusive Job Postings 

To start, she suggests crafting job postings “free from gendered, ableist or otherwise coded terminology,” and then “regularly review and update job descriptions to reflect values of equity, belonging and accessibility.”

Reduce Bias in Resume Reviews and Interviews 

When reviewing resumes and throughout the screening process, Bala suggests “[removing] identifying information where possible to reduce bias.” This creates a blind system so those reviewing resumes won’t see demographic characteristics, thereby reducing the likelihood of achieving gender and racial equity in the workplace. 

Then, consider establishing a diverse interview panel. Offer DEI training for HR professionals and hiring managers on addressing unconscious bias in the workplace, and provide policies regarding what can’t be asked during an interview. For example, avoid questions about a candidate’s personal life, age or religion. 

Offer Unconscious Bias Training Sessions

All humans have biases; if you think you’re unbiased, you’re wrong. Offering unconscious bias training sessions is a solid way to gain awareness and understand the impact of subconscious bias. Tools like the Implicit Association Test can also help individuals explore and uncover potential biases. A business ethics certificate can also be a valuable tool to achieve bias reduction in recruitment. 

Help Employees Feel Supported & Connected

Once employees are hired, establish (if they’re not already in place) employee resource groups (ERGs) and safe spaces. They’re an excellent way to foster the idea of belonging and connections at work, especially in large companies where employees are more likely to feel lost or disconnected. For example, consider starting an LGBTQ+ network. Safe spaces at work make employees feel supported, allowing their diverse perspectives to thrive and contribute to the company’s success.

Measure Progress on Diversity and Inclusion in the Workplace

Over time, continually measure progress with DEI key performance indicators and transparency throughout the hiring and onboarding process. Learn about workplace diversity trends and how to talk about diversity at work. Bala recommends establishing regular feedback opportunities to review the effectiveness of diversity and inclusion efforts. A few ideas of questions to ask include: 

• What worked well? 
• Where did bias or barriers appear? 
• What can be improved for next time?

Making DEI and Workplace Equity a Core Part of Company Culture

Instilling diversity and inclusion in the workplace can create a strong company culture where employees are happy, productive and feel like they belong. 

Try Simple Practices to Improve Diversity and Inclusion in the Workplace  

Tips to achieve this include using inclusive language in the workplace and listening to what diverse employees have to say about what changes should be made. Employee voices and feedback loops are essential to gain vital information and improve processes. Set up one-on-ones, distribute an anonymous engagement survey platform like Betterworks Engage or establish focus groups using an outside facilitator to collect qualitative data.

Get Feedback to Inform Diversity & Inclusion Strategies 

If there is one rule of workplace inclusion, it’s that everyone has to buy in. Honest feedback from all employees helps organizations build long-term DEI strategies, not just one-off initiatives. The input allows leaders to hear inside information directly from the source—the employees. This allows companies to take action and update workplace inclusion best practices. It also creates accountability at all levels of the organization. Utilize this information to establish or update DEI goals, customize your strategy and create a culture where feedback is always welcome.

Spread Cultural Awareness & Celebrate With Your Team 

Also, consider celebrating cultural moments year-round. Most people already get traditional holidays off, like Christmas Day and Thanksgiving, but companies can also offer floating holidays to accommodate cultural or religious practices or events that might not currently be acknowledged. Introduce policies for honoring these cultural holidays or religious practices. 

Another way to show people you care about what matters to them is to celebrate with them. Ask your team which holidays they celebrate. Acknowledge and respect their traditions. Even a small celebration can be a powerful team activity as well as a fun way to celebrate and learn about different cultures represented in the workplace.

Embracing Diversity and Inclusion in the Workplace

The importance of workplace diversity is clear. Diverse and inclusive workplaces empower employees and lead to sustainable and impactful businesses. Despite what recent popular media might portray, measurable benefits exist from embedding diverse perspectives and inclusive leadership into core values. Start a conversation within your team about building a culture of belonging.

Photo by LightField Studios/Shutterstock.

The post Building Diversity and Inclusion in the Workplace for a Stronger Future appeared first on SUCCESS.

As Gen Z enters the workforce, a quiet but consequential shift is taking place: More young employees are avoiding phone calls altogether—and it’s starting to affect the workplace.

A growing number of career coaches and workplace leaders say that phone anxiety, or “telephobia,” is creating a new kind of communication gap, one that’s affecting interviews, collaboration and client-facing roles. While previous generations were expected to pick up the phone without hesitation, Gen Z’s digital upbringing has primed them for a different rhythm rooted in written exchanges and asynchronous replies.

Here’s what you need to know about telephobia, Gen Z’s newest career anxiety.

How phone anxiety is playing out in the workplace

“I do have an aversion to talking on the phone. I much prefer texting, emails or even video calls with the camera on where you can see the other person,” says Sam Cooper, a Gen Z founder of a U.K.-based digital marketing agency. “My main aversion to phone calls is how anonymous they are.… You can’t read the body language of the person you’re talking to.”

But this discomfort isn’t limited to entrepreneurs. Zoe McCarty, a receptionist and social media manager in the U.S., says that phone anxiety was one of her biggest hurdles when starting her job. “I was scared to even answer a phone call when I got it—or even make a phone call,” she says. “It just felt like I needed to have a script in my head… and you don’t have time to prepare anything.”

These personal accounts are consistent with broader trends. A 2024 study by Uswitch found that nearly a quarter of Gen Z respondents said they never answer phone calls, and 61% prefer text-based communication in nearly all scenarios. A college in the U.K. has even begun offering a “telephobia course” to help students develop the real-time communication skills that previous generations may have taken for granted.

The struggle behind Gen Z’s telephobia

Psychologist and organizational wellness strategist Dominique Pritchett, Psy.D., says it’s a mistake to write off Gen Z’s discomfort as disinterest or laziness.

“When they face challenges with phone etiquette and real-time communication… the world is telling them they’re lazy or they’re not interested,”  she says. “But it truly is a lack of intentional practice, a sense of emotional safety and having people model what this behavior can look like.”

The result is a generation arriving in the workplace with high levels of digital fluency but less experience with spontaneous verbal exchanges. For jobs where phone communication is still the norm, that skills gap can quickly turn into a performance gap, as evidenced by Gen Z’s different views of work.

Pritchett emphasizes that their struggle isn’t just about discomfort—it’s also about a deeper issue of preparedness. “Gen Z has been raised in a digital-first environment. That means their comfort zone is often within carefully crafted messages and curated experiences,” she explains. “Real-time phone calls don’t allow for editing or delay—and that can feel overwhelming.”

From fear to fluency

The good news? This is a solvable problem. 

When McCarty took her current role, she received phone training that included scripts and practice scenarios. This made a huge difference for her.

“For a while, I did really go off a script, but it is a lot easier to talk on the phone when you don’t have a script, and you… know exactly what to say,” she says.

Cooper agrees that preparation and structure help. “Lots of phone calls have to be instant,” he explains. “And when they’re not planned… you have to take time out of what you’re doing at that specific time to focus, which makes it much harder to be productive.”

Managers who want to help can start by offering guidance rather than judgment. “We can’t expect them to adapt or change how their brain is wired based on just telling them or chastising them,” Pritchett says. Instead, she suggests a supportive approach: “modeling, mirroring and making room for mistakes. I call it the ‘triple M.’”

Some companies are taking note. In workplace onboarding, a few employers are incorporating call etiquette into training modules, not unlike how they address email tone or video meeting protocols. Others have begun pairing new hires with mentors who can coach them through their first few months of phone-heavy responsibilities. These small but intentional moves can dramatically reduce performance anxiety and build confidence over time.

Why addressing telephobia matters

Avoiding the issue won’t make it go away—in fact, it could make the problem worse. “If it’s not addressed, we see the continuation of Gen Z stress and even burnout,” Pritchett says. “It’s not just a skill gap—it’s a generational gap.”

Unaddressed phone anxiety may also limit Gen Z’s access to career advancement. In a hybrid world, the flexibility to switch between Slack, Zoom calls and voice calls is a soft skill that increasingly signals agility and professionalism. Roles in sales, media, health care and client services still rely heavily on phone communication, so younger workers who shy away from calls might inadvertently sideline themselves from leadership tracks or critical projects.

However, when companies invest in helping young workers bridge the divide, everyone benefits. “I see workplaces having better morale, better retention and even the opportunity to recruit,” Pritchett says. “Gen Z wants to know, ’Is that a place where you will [not only] accept me for who I am but [also] help me become a more functioning and productive person?’”

That answer might just start with a phone call.

Photo by voronaman/Shutterstock.com

The post Telephobia: Gen Z’s Newest Anxiety in the Workplace appeared first on SUCCESS.

Scammers use fake applicant identities to plant malicious hardware and steal data

The digital age of AI has made hiring both more efficient and more challenging. Today’s applications require thorough vetting, as fake identities, fabricated profiles and inflated resume qualifications are increasingly prevalent. In the most severe cases, scammers aim to gain employment to plant malicious hardware or steal sensitive company information. 

Some fraudulent job application schemes are so large they span international borders. In January, the FBI issued a public service announcement warning U.S. companies about illegal application farming from Chinese companies linked to North Korea. According to Axios, North Korean IT professionals have been fraudulently securing employment with U.S.-based companies, using their salaries to help fund North Korea’s military regime. 

AI technology has become so advanced that fake, AI-generated identities can now participate in real-time interviews and meetings, seamlessly interacting with colleagues as if they were real people. Persona reports that deepfake-related fraud attempts have surged 50x in recent years, with over 75 million AI-based face spoof attempts detected in 2024 alone. Fraudsters are using deepfakes, synthetic faces, face morphs and even stolen selfies to convincingly impersonate real individuals and deceive employers. 

Greenhouse partners with CLEAR to provide employers with reliable AI screening

In response to rising concerns over the misuse of artificial intelligence in recruitment, Greenhouse, a leading hiring platform, is developing a new solution called Greenhouse Real Talent in partnership with identity verification firm CLEAR. This initiative aims to help employers distinguish genuine candidates from those using deceptive AI tools. The platform is designed to detect AI-generated applications, identify AI assistance during interviews and flag individuals attempting to secure roles under false identities.

Greenhouse Real Talent will employ advanced AI detection algorithms to analyze application materials for signs typical of AI-generated content. With the help of CLEAR’s trusted identity verification technology—utilizing biometric authentication, document verification and real-time facial recognition—each candidate will be securely linked to their true identity before signing a contract. 

CLEAR maintains numerous high-level contracts nationwide, running biometric security lanes at key international airports, like John F. Kennedy International Airport and Los Angeles International Airport, and serving as the technology provider behind LinkedIn’s badge verification system. In April, the tech firm also announced a partnership with Docusign to integrate identity verification into digital contract signings. 

Greenhouse Real Talent will link every application to a real identity

Upon launch later this year, Greenhouse Real Talent will allow employers to incorporate identity checks at various points in hiring, including prior to video interviews and contract agreements. Its robust talent filtering system verifies and cross-references resumes to ensure candidates are truthful during interviews. 

Most employers, tasked with screening dozens or even hundreds of candidates, are unlikely to notice subtle signs of deception. Those with a trained eye for AI-generated fakes or access to specialized detection technology would be more equipped to spot inconsistencies. 

Could you spot one? Tips to detect a deepfake applicant

Dawid Moczadło, co-founder of Vidoc Security Lab, posted a LinkedIn video in February that quickly gained attention for its real-life demonstration of a deepfake AI applicant at work. During the interview, which Moczadło later shared to raise awareness, he requested the candidate place his hand over his face, a common test for deepfake deception. The candidate’s refusal to comply led to the immediate termination of the interview. 

Employers can take several steps to identify potential deepfakes by carefully observing signs such as unnatural blinking or irregular eye movements, blurring or distortion around the edges of the face, particularly near the hairline and jaw, and inconsistencies in lip-sync or timing that indicate the video may have been manipulated. 

Bots or fake applicants often use fabricated job histories or mention nonexistent roles, so prompting candidates to discuss their work experience in detail can be a strong indicator. Deepfakes typically avoid specifics and provide vague answers to reduce the chance of being exposed.

By 2028, Gartner expects that 25% of all job applicants will be fraudulent, CNBC reports. Being aware of this trend and adapting your screening process now will help you stay ahead of the increasingly sophisticated hiring risks.

Photo by ImageFlow/Shutterstock

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A new workplace communication strategy is becoming more common and shifting the traditional way information is shared. Radical candor is a management policy in which 100% open and transparent communication is a company-wide policy—no matter how uncomfortable the conversation is. 

Billionaire CEO Ray Dalio founded Bridgewater Associates. In his book Principles, he talks about bringing “radical transparency” into the firm to create a workplace culture where candor could reduce conflict and build trust, even when there are “thoughtful disagreements.”

Honest communication is an important leadership trait, but is there a point where communication can be too honest? Here’s what you need to know about radical candor in the workplace, some companies that practice it, and what experts say about its effects on workplace culture.

Radical candor policies explained

Kim Scott popularized the idea of radical candor in her 2017 New York Times bestselling book Radical Candor. In the workplace, office politics and inconsistent communication policies can create friction. Radical candor policies open communication to make it more transparent and reduce the feeling of secrets. The communication is direct—but not mean. 

Dr. Jackie “JP” Phillips, founder of the Unheard Empire, Unheard Media LLC, has a radical candor policy in her company. She says it’s helped increase employee retention. 

“I am a huge fan of radical candor, even before I knew what the phrase was. When I realized what radical candor did for me, I knew that it was a tool that I needed to use to keep my teams focused, excited… it just brought a different energy, a different level of engagement,” says Phillips. 

She says there is a learning curve for new team members, but 90% of people fall into radical candor and are excited about it.

“[They are] honest conversations that are built on accountability… It has brought everyone closer. I think a lot of times in the workplace, especially if you’re working in teams and groups, there are a lot of assumptions. And so, instead of assuming, we just sit down and [talk]… So I think it’s brought us closer. It’s definitely revealed how we can care and protect one another and deliver great service to our customers,” says Phillips.

Garner Health, a 300-person health tech company, is using radical candor in employee reviews. They allow coworkers to write other employee’s performance reviews and the reviews are public for everyone in the company to see.

“Call it radical candor with high standards,” Valentina Gissin, chief people officer of the 300-person health tech company, told Fortune. “We want to create the conditions for people to do the best work of their lives and a big part of that is this notion of courageous communication.”  

Open communication can increase employee retention

In partnership with The Harris Poll, Grammarly’s “State of Business Communication” report estimates that up to $1.2 trillion is lost annually among businesses due to ineffective communication. An organization’s communication policies have a direct impact on its bottom line. 

Clear and open communication is a leadership trait that helps leaders lead. Radical candor could be an elevated version of communication as it’s direct and more open about what’s happening within an organization.

“It [radical candor policy] started as an extension of my own personal beliefs that I didn’t want to live with the idea that I was trying to remember what this person knew, what that person knew, that I was sort of tired of living with that kind of management in my life,” says Janice Carte, founder and CEO of Tiny Spoon Chef, Inc.

She sees honest conversations as a core value within her company, making radical candor the next natural evolution. 

“There have been many positives. We’ve incorporated a radical level of financial transparency with our entry-level associates. So within the first quarter of their employment, we have a meeting with all of them talking about where the money comes in, what we charge for our personal chefs… where the money goes, and how we can better manage that and create trajectories for sustainable achievement… which is not something any of them have ever really experienced before. I think it sets a path for them to let them know that we’re a different kind of company, and we’re not afraid of having… difficult conversations” says Carte.

Radical candor goes hand-in-hand with an open-door policy

Carte says she’s established an open-door policy where associates can book time with her whenever they want to chat. As the company has scaled, associates have booked time to get their questions about promotions answered. 

“I think it takes very little effort to actually clarify and realign, and in that way we can move on in a much healthier way… What I have seen is people stay for a longer period of time than they’ve ever stayed before in an organization… It’s led to associates who feel more supported. We’ve created an environment where people know that they can have challenging conversations and move forward… It’s been really healthy,” says Carte. 

Decide if radical candor is right for your workplace long-term

Having a communication policy that’s this direct and open may not feel right for every employee—there may be some bumps if you add the policy. But long term, it can be a policy that ensures everyone within your organization is informed and clear.

“I could see it [radical candor] improving workplace culture because it’s about intention… “Communication is everything and radical candor is about giving people the hard truth where they can hear it and still feel respected in the workplace. It’s not that people necessarily need more feedback, they need more feedback that helps them grow and not shrinks them,” says Melanie K. Hall, a licensed clinical professional counselor, therapist and coach.

Deirdre Orr, an HR consultant and CEO of Deirdre Orr Consulting, says in the long run, she believe radical candor would affect the workplace positively.

“I think that is going to end up being… very good… for organizations, for leaders, especially because it also holds like their employees accountable. So it’s like, ‘Hey, we… gave you all the information. We told you everything, and the reason why we’re doing this is… to make sure that everyone is… on the same page and… understands what’s going on and what we [want to] make sure we have that buy-in…’, says Orr. 

She continues: “And then at that point if someone isn’t in alignment with what’s going on.. they can decide what they want to do for their personal self… If an organization is leaning towards… making it… a policy… [be] honest and transparent, and [make] sure everybody understands what’s going on and leaving the room for people to feel comfortable to receive and give feedback. I think it’s gonna be amazing.” 

Some radical candor policy considerations

Radical candor can be an elevated version of an open communication policy—it’s a policy that requires clarity and training. Your organization’s version of a radical candor policy can vary, but here are some factors to consider:

• What parts of company policy are included in radical candor (I.E., performance reviews, conflict resolution, company changes, etc.)
• Ensure proper training on how to have direct communication among employees.
• Train leaders on how they can help teams transition and implement radical candor in the workplace.

Photo by Drazen Zigic/iStock.com.

The post Is Radical Candor the Best Workplace Culture Policy? These Organizations Think So appeared first on SUCCESS.

Through the new partnership, over 100 WeWork spaces in New York City, Miami, Chicago, Atlanta, Los Angeles, Boston, Washington, D.C., Seattle, Denver, London, Amsterdam, Melbourne, Sydney, Singapore and Dublin will be available to users. While locations through ClassPass are currently limited to 15 cities, they expect to expand to new cities in the future.

The partnership comes after a 44% increase in ClassPass reservations over the past year. Fritz Lanman, the CEO of Playlist, ClassPass’s parent company, attributes this increase to users’ search for community.  

“We’re providing our users with the flexibility to seamlessly integrate work and wellness, whether they’re traveling, working remotely or simply needing a change in environment during their week,” Lanman said. 

Now with the addition of workspaces, users’ communities can extend beyond workout classes or spa days. WeWork offers three types of workspaces: a pay-as-you-go daily workspace, a coworking membership for access to hundreds of coworking spaces, or private office spaces.  

The pay-as-you-go workspaces include coworking spaces, offices or meeting rooms, making this a great option for remote or hybrid workers looking to connect with co-workers in person. 

While each WeWork location varies, amenities can include lounges, high-speed Wi-Fi, phone booths, full-service kitchens, unlimited coffee and “hot” desks, where desks are available to any worker rather than assigned. For more in-person connections, there’s also the opportunity for social and networking events through WeWork.

Whether WeWork is used to reserve a desk for a day or plan monthly meetings, each location includes on-site support from a WeWork community team to help maintain the coworking space and assist with any issues.

How to get started

ClassPass operates on a monthly credit system, meaning that each class or workspace is a certain number of credits rather than a dollar amount. 

To get started with ClassPass, users will need to register for a monthly credit plan. The exact cost and number of credits available vary based on location, but ClassPass tends to offer six main tiers. Generally, the plans range from eight credits to over 100 credits a month. 

Similar to the membership options, the credit cost for each fitness class or workspace will vary based on the business, location and availability. If all credits aren’t used by the end of a month, users can have the credits roll over to the next month as long as they have already bought credits for the new month. For those looking to test out what ClassPass has to offer, the service offers a two-week free trial with 43 credits.

Photo by Monkey Business Images/Shutterstock

The post ClassPass Partners with WeWork to Connect Work and Wellness appeared first on SUCCESS.

This advice, often attributed to author Mark Twain, is to tackle an unpleasant task head-on—but what if delaying it ultimately leads to a more creative solution? Or what if a few mental “appetizers” make the task more palatable?

We all know that procrastination has a bad reputation. Timothy Pychyl, Ph.D., psychologist and author of Solving the Procrastination Puzzle, even calls it a vice. But could procrastination have a redeeming side?

The benefits of delayed action

Cultural strategist Margaret Ricci says she was born with the “procrastination gene.” But through trial and error, she’s learned to use procrastination as a tool. By setting herself a “drop-dead date,” she knows she’ll conquer a task on schedule. However, the time she spends incubating her ideas before her deep work begins ultimately benefits her outcome.

Pychyl, who calls Ricci’s method “purposeful delay,” argues that delaying a task isn’t necessarily the same as procrastination. For example, a writer isn’t writing only when they’re at their keyboard. “Writing involves thinking. Writing involves having conversations with people [and] talking about what I would write,” he explains. 

Similarly, Owen Fitzpatrick, a psychologist and the host of the Changing Minds podcast, claims that procrastination itself isn’t beneficial—it’s the mental drift it fosters that makes a difference. Our brain’s default mode network is busy even when the brain is not, he says, which allows the mind to wander, reflect and daydream, boosting problem-solving and fueling creativity. 

Ricci adds that procrastination pushes her into a “flow state.” This state occurs when the brain hits a sweet spot between challenge and ability—it’s stretched but not overwhelmed.

If the task at hand is engaging, stimulating and aligned to your skill set, it will intrinsically motivate you, Fitzpatrick says. And when you’re fully absorbed, time seems to fly. 

In Ricci’s case, she’s propelled by the external pressure of a deadline, which Fitzpatrick calls “procrastination-driven hyperfocus.” This hyperfocus mimics the intense focus of a flow state and is triggered by the brain releasing noradrenaline to sharpen attention and prioritize the task. Dopamine is also involved, igniting motivation and urgency and propelling the brain into action.

“In the right dose,” he says, ”this works great.” But where does healthy delay end and harmful procrastination begin?

The downside of delay

For many procrastinators, the pressure of the task they put off becomes too great, causing their brain to shift into stress mode and cortisol to rise. This, Fitzpatrick warns, can cloud the brain and cripple performance.

Ricci agrees that procrastination can be detrimental. Previously in her career, she struggled to pay attention to schedules and protect her time. She also allowed co-workers to constantly interrupt her work with their demands, which resulted in her ignoring project deadlines. When her boss would ask why she hadn’t finished them, she’d have to explain that she let other things take priority and then spend time making up her backlog. “It made me look like a fool,” she admits.

Now, as a seasoned leader of teams, Ricci empowers others who have the “procrastination gene” by introducing them to some of the bumper lanes that help her thrive.

Procrastinators need structure

During the ”forming stage” of a team, Ricci says, team members should discuss if they are prone to procrastinate and, if yes, explore why. 

She suggests asking questions like the following: 

• Are they disinterested or ill-prepared in their work?
• Are they operating outside their comfort zones or afraid to ask for help?
• Do they use purposeful delay to compress time and accelerate activity?

“Once you understand the DNA of the people inside the team,” Ricci says, “then you can say, ‘OK, how can we work with your procrastination to make this a better team?’”

Having assigned tasks throughout a project can help procrastinators stay engaged, she adds. Like Ricci, some will shine when given the last deadline to piece the unfinished parts into a whole and bring the project over the finish line.

Fitzpatrick agrees that structure is necessary for optimal focus. “When things feel open-ended or chaotic,” he says, ”we lose access to the very cognitive systems we need most to stay organized, evaluate options and follow through.”

But this structure doesn’t have to be rigid. He adds that a short deadline, specific goal or focused work sprint can allow the brain to shift into a functional, creative state and mimic the feel of the urgency that procrastinators crave without the guilt spiral. For neurodivergent minds, Fitzpatrick recommends time-blocking, visual timers and coworking sessions to create external boundaries.

Pychyl also recommends not looking at our tasks as projects but as a series of manageable steps. Each time you’re faced with something you don’t want to do, he says, ask yourself, “’What is the next action?’” It’s likely as simple as opening your laptop.

Kristina Proctor, executive coach and founder of Neurodivergent Ventures, adds that structure is especially essential in meetings. An agenda should include the order of operations, who is responsible for what, and the ultimate goal to help individuals mentally prepare and avoid dysregulation.

Introducing play into the workplace

According to Pychyl, we tend to procrastinate because we want short-term rewards or to have fun now rather than later. This often makes procrastination an emotional regulation problem instead of an issue of time management. But what if there was a way to make our tasks more fun?

“Play isn’t the opposite of productivity—it’s a portal to it,” Proctor says.

Fitzpatrick notes that incorporating play can be especially helpful for individuals with ADHD, whose brains struggle to generate enough dopamine to engage in tasks that lack novelty, urgency or high emotional relevance. This can explain the common ‘I know I need to do it, but I can’t make myself start’ feeling, which stems not from laziness but from a neurochemical mismatch that triggers stress and guilt.

Wendy Wood, author of Good Habits, Bad Habits, writes that about 43% of our day is based on habitual actions. Proctor adds that we can become depleted quickly when we rely solely on willpower to complete these actions. This is why many of us—neurodivergent or not—turn to our phones for quick dopamine hits throughout the day. 

Proctor’s “Fuel, Focus, Flow” method is an alternative that helps individuals increase their productivity levels through play:

• Fuel: Track your energy levels throughout the day and pay attention to when they ebb and flow. What impacts your energy most? Can you find ways to reconnect with what brings you joy?
• Focus: Reduce the friction of unpleasant tasks by gamifying them. For example, pull out a timer and ask yourself, “How much can I get done in ten minutes?”
• Flow: Use dopamine-boosting strategies like physical movement (fidget tools, walking pads or standing in a meeting) or a curated “dopamine menu” to stay engaged, ease transitions and increase momentum.

One of Proctor’s clients says that she was most energized by a midday workout class. Initially, she felt guilty for sneaking in this activity during her workday, but she soon realized that carving out time for that class increased her stamina and productivity levels. ”That time went from a ’[This is] nice to have if I have time’ to a ’This is a strategic need for me to keep moving my business forward,’” Proctor shares.

Procrastination: The future of work

There’s still much research needed on the correlation between procrastination and flow state, Fitzpatrick says. But as we understand more, we’ll hopefully be able to “design environments and workflows that lean into the natural rhythms of the brain.”

After all, “the goal isn’t to eliminate procrastination,” he adds. “It’s to contain it, learn from it and use it as a signal.”

Photo by Nicoleta Ionescu/Shutterstock.com

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Netflix and Meta turn to Gen AI to cut costs and expand marketing reach

In recent months, numerous major brands have begun experimenting with generative AI to test its ability to effectively convey their messaging. Just last month, U.S. streaming giant Netflix announced its plans to integrate generative AI into its in-app midroll and pause ads by 2026. At the same time, the company is also pushing forward with the development of an internal advertising team, bringing operations in-house and reducing its reliance on external agencies and third parties to drive promotion and growth. 

Meta has also taken a significant step toward integrating generative AI into its future advertising framework. The parent company of Instagram and Facebook isn’t just using AI for its own marketing efforts either—it plans to make these tools available to users too. This move will allow brands and creators to tap into AI-powered advertising within the dedicated apps, helping them grow and enhance their digital presence without the need for external help. With features like text prompts, image expansion and text overlay, brands can maintain original and relevant content while letting the technology handle the heavy lifting. 

Generative AI is an equalizer—but strategy still sets you apart

Generative AI offers small brands the opportunity to achieve results that were previously out of reach. Traditionally, large budgets, expensive agency fees and complex planning have limited smaller, less profitable brands and creators from enhancing their digital and linear presences. Generative AI has made it possible for any advertiser to develop engaging content, from social media campaigns to Super Bowl halftime productions. Today, the key challenge is not ad creation itself, but ensuring they stand out and engage audiences amid a sea of increasingly similar generative AI campaigns.

Major brands and rising newcomers alike are facing a growing creative identity crisis in this respect. As tools once limited to high-budget campaigns become widely accessible, the long-standing advantages of big spending, celebrity endorsements and exclusive broadcast deals are starting to erode. The democratization of content creation offers smaller businesses unprecedented reach, leaving larger brands to question how they can maintain their edge as marketing capabilities level out across the industry. 

Tools like Google’s Gemini and other advanced generative AI platforms can now produce visually striking and fluid advertising campaigns in a matter of minutes. From social media posts to full-scale video ads, these systems are capable of generating content that rivals, and in some cases mirrors, the quality of traditional million-dollar productions that require live shoots, actors, sets and extensive postproduction work. 

Using natural language prompts, marketers can instantly generate ad copy, visuals, animations and even voice-overs, allowing for faster turnaround times and reduced costs. This brings not only greater efficiency but also a versatile set of creative tools that help all businesses stand out in their respective ways.

Leveraging internal data for smarter AI marketing

Internal data such as audience demographics, engagement metrics and purchase history is invaluable for AI systems—not only in understanding a company’s goals but also in transforming that information into targeted marketing that resonates with the right consumer groups. 

Traditionally, corporations spend weeks or even months researching and planning large campaigns and commercials. With AI, this process can become much faster, delivering insights on where to expand and advertise in minutes. Even if AI isn’t used to produce the actual campaign or ad, its ability to analyze proprietary data is an invaluable asset during the planning stage. With generative AI’s robust data capabilities, incorporating consumer feedback also becomes more intelligent, empowering brands to target audience needs based on insights into preferences and dislikes and eliminating the need for substantial research or polling. 

Creativity and emotional intelligence are irreplaceable

Although generative AI can play a transformative role in advancing ideas to production, effective marketing still depends on human guidance and teamwork. AI can replicate patterns and generate visuals or copy, but it lacks the emotional intelligence, cultural context and creative nuance that only people can provide. Human creativity ensures that campaigns resonate authentically with audiences and adapt to real-world trends and sensitivities. 

Take Dove’s ‘Real Beauty’ campaign, for instance. It captured global attention not through lavish visuals or programmatic targeting, but by delivering a profoundly human message about inclusivity and what the essence of beauty could mean. Backed by extensive research and conversations with women from diverse backgrounds, Dove developed a message that felt genuine and empowering. Their approach delivered authenticity through human insight and empathy, qualities that AI simply struggles to replicate.

As generative AI becomes more integrated into the advertising ecosystem, its role is looking less like a trend and more like a future standard. Major brands are moving quickly to adapt, securing long-term agreements to stay competitive. At the same time, smaller businesses stand to gain just as much, with tools that make high-quality branding and audience targeting more accessible than ever before. 

Photo by Jacob Lund/Shutterstock

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