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Why Didn't I Think of That? Making Sports Bras Fit

Business

Sara Moylan is America’s newest superwoman. In addition to being a mother of four daughters ranging from ages 4 to 13 years old, working a day job as a sales rep, and being a fitness junkie on the side, she has now managed to solve a problem of so many women. Finally, there is a custom fit and custom adjustable sports bra!


After having her first daughter and noticing a significant difference in her chest size (a fact I’m sure at least some of the women reading this can relate to), Moylan found herself doubling up on two to three bras at a time. She was walking away from workouts because she was in so much pain; also dealing with becoming very depressed and self conscious. She was competing and modeling, but even with access to all of the the materials that come with the job, nothing was fitting correctly. That lead to eventually cutting all of her bras apart and making a prototype that was doing a better job than wearing multiple bras at a time. Moylan wasn’t looking to start a business at first, she just wanted something comfortable to wear. Eventually she found a seamstress to better make her prototype and loved it so much, that she had the seamstress make her another five.

Thus, SheFit was born.

Sara wanted to show women that while there are adjustable bras on the market, SheFit truly can give you your perfect fit.

After using 20 people as “testers” for the product, Moylan convinced her husband to let her showcase the bras on Kickstarter and get started with her business hoping to raise enough money from Kickstarter that would fund their first run of products. To make her product more trustworthy for consumers, she reached out to Dr. Bankston, a renown plastic surgeon, who backed up her product and teamed up with her immediately. The Kickstarter goal was to raise $15,000 in a 45-day campaign. They ended surpassing their goal and raised about $24,000. Moylan was able to use this campaign as a soft-launch to get customer feedback. Then they listened to the feedback, made improvements, and the products were sold out every time they went online.

Women believe that what we have in options is as good as it’s going to get.

It’s no wonder that following this success, Moylan would move onto segments of TV shows including The Today Show and winning funding from the popular show for emerging entrepreneurs, Shark Tank.

After a family friend recommended them to the producers of Shark Tank, it took about a year to actually get on the show in front of the judges. After months of phone interviews, video pitches, multiple back and forth questioning, and then an hour and fifteen minutes of being grilled by the judges themselves, only about fifteen minutes of that was aired on television. But it was all worth it, because they now have Daymond John as an investor.

“This is not a stocked product in a factory somewhere,” Moylan says. Manufacturing is the biggest hurdle they’ve had to overcome, but now with John’s help, they have successfully found a factory that perfectly matches their needs of production, which will help the company grow even bigger and better.

So what’s next in line for SheFit? A new and improved version of the bra in late 2016 which will display new and exciting colors; a new sleep-lounge bra; 3-4 new styles; and a new everyday version of the bra.

Listen to our recent interview with Sara to find out more details and to experience her energetic persona for yourself!

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.