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5 Ways To Galvanize The Next Generation Of Multicultural Businesses Owners

Business

Thirty years on Wall Street has taught me a few things about being a woman in the business world that I'd like to share with the next generation of multicultural women who want to start and scale a business. In the early days of my career, I had my own personal missteps amidst numerous victories.


I always vowed that when I reached senior management, and people came to me for advice, I would provide them with the tools, strategies and pearls of wisdom honed by my own experience. That's why it is such an honor to be chair of the National Women's Business Council and have an independent platform from which to share my pearls of wisdom. Here are five of my “Carla's Pearls:"

1. Build Your “Relationship Currency"

Starting out as a woman in the male-dominated industry of investment banking, I thought working hard was enough, but quickly realized it was not only hard work, but the people who leveraged their relationships were actually the ones able to climb the fastest. My advice to young professionals and entrepreneurs is, don't over invest in your performance because it really is the 'relationship currency' that gets you the next great assignment, a piece of business that generates visibility or the ability to have access to someone that can make the difference. Relationship currency comes from spending time with people inside and outside your organization that can positively impact your career or business. Some of the most important relationship currency I amassed in my journey to becoming a major decision-maker has been from mentors and sponsors.

First, understand the distinction between a mentor and a sponsor. Your mentor needs to know you very well and be willing to give you unaltered feedback in a direct way, while also understanding your work context, and always have your BEST interest at heart. My advice to anyone, and particularly women of color is, do not be confined to choosing someone that looks like you or that works in your organization. As long as you believe that the person knows you really well, and you are able to give them the “good, bad and the ugly" of whatever your concern or situation may be, then they can be an effective mentor for you. Your sponsor is the person who will use their social and political currency to advance your career or professional decisions being made about you behind closed doors within your organization. You need to identify the person who has a seat at the decision-making table, who has the power and influence to get to an affirmative decision on your behalf. If you are an entrepreneur, then your sponsor can be the person who is using their personal connections to introduce you to sources of capital, new customers or even new suppliers.

2. Expand Your Network Far and Wide

Always be thinking of every person you already know and new ones you meet in terms of how they can help you grow your professional network. You must build your network far beyond mentors and sponsors. Make sure that you are constantly taking time to connect with new people, and also maintain existing relationships in and out of the office. Even if it's just to say “hi, how was your weekend?" or “let's catch up over coffee," these light touches can give you the basis to start building intentional relationships that can be meaningful to you and your business. The key to success is the follow-up with people.

Consider individuals such as family, friends, employees, co-workers, customers and service providers that not only know who you are, but are also connected to other people who might turn out to be helpful to you. You'll be surprised at the network of people that are available to you that you already know – your doctor, your peer or a former teacher for example. You have to start talking to people about what you are planning to do, what you need, etc.

Entrepreneurs of color should especially over invest in building relationships in order to have access to the people that could make the difference in having the capital needed to scale or the customer that could change your business in an exponential way.

3. Seek Out All Available Resources

Take the time to learn what resources are available to you. During my travels across the country as Chair of the National Women's Business Council, I found that city-by-city, there are economic development, small business and even financial resources that are not used because many people are not aware they even exist as options.

To potential, current and future small business owners and entrepreneurs, start by going to the NWBC website (www.nwbc.org) to see what resources are in your city. You can also check the state or mayor's website and the SBA website for additional resource partners in your area such as the Women's Business Centers. With a few clicks, you will find resources in your area that you should fully leverage before making the extraordinary effort to go beyond your geographical boundaries. These resources are so important because of the challenges faced by women when it comes to securing capital funding, a particularly daunting challenge for multicultural women-owned businesses.

Consider the company you are currently working at as a tremendous resource as well. Try to work for a business that is in the same sector as the company that you want to start or that is very similar to your prospective business model.

You can learn how your company put their business together, how they obtained capital financing, how they attracted customers, etc. You want to achieve the highest level of success possible, and you cannot do it on your own. Emulate the people around you working towards similar goals.

4. Consider Many Options for Raising Capital

While working, save, save, save! You want to have your own capital to put into your business. If you have a great idea, but have no capital, it will be easy for investors to have disproportionate leverage in your business.

A growing and optimal arena where women have proven to excel in raising capital is crowdfunding. Although more men use seed crowdfunding, research shows that women are more successful in this growing funding arena.

This is most likely due to women creating larger and closer social networks, which I can't stress enough is the true key. Remember that 'relationship currency!' It will help you towards crowdfunding success. Women crowdfunding campaigns have higher success rates in comparison to men, averaging to be 4.6% more successful than their male counterparts in funding a campaign.

As your business starts to grow, don't forget about human capital early. Remember to add human capital so that you have the capacity to handle the growth. I have seen so many entrepreneurs who had to walk away from a valuable business and customers simply because they had no capacity to execute the business.

5. Help Each Other Out

I am a firm believer that our young girls need our help early on with exposure to financial literacy education to inspire greater interest in finance careers and to better equip young women as budding entrepreneurs.

My grandmother, who was the first female entrepreneur that I knew, would often let me count the money from her business and by the time that I was in 8th grade, I was helping her with her bookkeeping. It gave me an early interest in money and finance and as I got older and then became exposed to Wall Street, I was all in!

In the end, women need to band together, just as they are with other social issues. Through the creation of a community, there is a place where women can exchange their ideas and their challenges. Your family, friends, mentors, employees, co-workers and customers not only know who you are, but are also connected to other people who might turn out to be helpful to you and your business. You'll be surprised at the resources that are available from the people that you already know. Be an advocate for yourself and for others to create positive outcomes for women entrepreneurs and business owners.

Career

Male Managers Afraid To Mentor Women In Wake Of #MeToo Movement

Women in the workplace have always experienced a certain degree of discrimination from male colleagues, and according to new studies, it appears that it is becoming even more difficult for women to get acclimated to modern day work environments, in wake of the #MeToo Movement.


In a recent study conducted by LeanIn.org, in partnership with SurveyMonkey, 60% of male managers confessed to feeling uncomfortable engaging in social situations with women in and outside of the workplace. This includes interactions such as mentorships, meetings, and basic work activities. This statistic comes as a shocking 32% rise from 2018.

What appears the be the crux of the matter is that men are afraid of being accused of sexual harassment. While it is impossible to discredit this fear as incidents of wrongful accusations have taken place, the extent to which it has burgeoned is unacceptable. The #MeToo movement was never a movement against men, but an empowering opportunity for women to speak up about their experiences as victims of sexual harassment. Not only were women supporting one another in sharing to the public that these incidents do occur, and are often swept under the rug, but offered men insight into behaviors and conversations that are typically deemed unwelcomed and unwarranted.

Restricting interaction with women in the workplace is not a solution, but a mere attempt at deflecting from the core issue. Resorting to isolation and exclusion relays the message that if men can't treat women how they want, then they rather not deal with them at all. Educating both men and women on what behaviors are unacceptable while also creating a work environment where men and women are held accountable for their actions would be the ideal scenario. However, the impact of denying women opportunities of mentorship and productive one-on-one meetings hinders growth within their careers and professional networks.

Women, particularly women of color, have always had far fewer opportunities for mentorship which makes it impossible to achieve growth within their careers without them. If women are given limited opportunities to network in and outside of a work environment, then men must limit those opportunities amongst each other, as well. At the most basic level, men should be approaching female colleagues as they would approach their male colleagues. Striving to achieve gender equality within the workplace is essential towards creating a safer environment.

While restricted communication and interaction may diminish the possibility of men being wrongfully accused of sexual harassment, it creates a hostile
environment that perpetuates women-shaming and victim-blaming. Creating distance between men and women only prompts women to believe that male colleagues who avoid them will look away from or entirely discredit sexual harassment they experience from other men in the workplace. This creates an unsafe working environment for both parties where the problem at hand is not solved, but overlooked.

According to LeanIn's study, only 85% of women said they feel safe on the job, a 5% drop from 2018. In the report, Jillesa Gebhardt wrote, "Media coverage that is intended to hold aggressors accountable also seems to create a sense of threat, and people don't seem to feel like aggressors are held accountable." Unfortunately, only 16% of workers believed that harassers holding high positions are held accountable for their actions which inevitably puts victims in difficult, and quite possibly dangerous, situations. 50% of workers also believe that there are more repercussions for the victims than harassers when speaking up.

In a research poll conducted by Edison Research in 2018, 30% of women agreed that their employers did not handle harassment situations properly while 53% percent of men agreed that they did. Often times, male harassers hold a significant amount of power within their careers that gives them a sense of security and freedom to go forward with sexual misconduct. This can be seen in cases such as that of Harvey Weinstein, Bill Cosby and R. Kelly. Men in power seemingly have little to no fear that they will face punishment for their actions.


Source-Alex Brandon, AP

Sheryl Sandberg, Facebook executive and founder of LeanIn.org., believes that in order for there to be positive changes within work environments, more women should be in higher positions. In an interview with CNBC's Julia Boorstin, Sandberg stated, "you know where the least sexual harassment is? Organizations that have more women in senior leadership roles. And so, we need to mentor women, we need to sponsor women, we need to have one-on-one conversations with them that get them promoted." Fortunately, the number of women in leadership positions are slowly increasing which means the prospect of gender equality and safer work environments are looking up.

Despite these concerning statistics, Sandberg does not believe that movements such as the Times Up and Me Too movements, have been responsible for the hardship women have been experiencing in the workplace. "I don't believe they've had negative implications. I believe they're overwhelmingly positive. Because half of women have been sexually harassed. But the thing is it is not enough. It is really important not to harass anyone. But that's pretty basic. We also need to not be ignored," she stated. While men may be feeling uncomfortable, putting an unrealistic amount of distance between themselves and female coworkers is more harmful to all parties than it is beneficial. Men cannot avoid working with women and vice versa. Creating such a hostile environment is also detrimental to any business as productivity and communication will significantly decrease.

The fear or being wrongfully accused of sexual harassment is a legitimate fear that deserves recognition and understanding. However, restricting interactions with women in the workplace is not a sensible solution as it can have negatively impact a woman's career. Companies are in need of proper training and resources to help both men and women understand what is appropriate workplace behavior. Refraining from physical interactions, commenting on physical appearance, making lewd or sexist jokes and inquiring about personal information are also beneficial steps towards respecting your colleagues' personal space. There is still much work to be done in order to create safe work environments, but with more and more women speaking up and taking on higher positions, women can feel safer and hopefully have less contributions to make to the #MeToo movement.