Category Archives: Personal Empowerment

" 'I'm sorry, sir, that space is reserved for first-class passengers.' Why was I told that when none of the other passengers [were]? There were lots of other first-class passengers boarding at the same time. I can only presume it was because I am Black."

"After I had traveled with the team to London, different parts of Europe and Mexico City I had been working toward this meeting with the client for several weeks. I was the lead point on the account for all the deliverables [for a meeting in Colombia] but about two weeks before the meeting, when everyone was booking travel, I was told I couldn't go. At first, I was confused. I thought I had done something wrong with my work. Digging in a little bit more, it turned out that it was too much of a risk for someone who looks like me to go on this trip."

"The significant rise in Asian-American and Pacific Islander hate crimes really has concerned me and gives me more anxiety. Probably the most anxiety I've ever felt before, especially since a lot of these actions are mostly random, and they can take place anywhere and in public and in broad daylight. It's caused me to think twice about business travel arrangements, where I never thought a lot about those things before. Sadly, it's kind of affected me in a mental capacity that I'm still trying to work through."

These are the words of three seasoned business travelers. The first is Universities Space Research Association chief human resources officer Eric Weaver, who is Black, speaking about an air travel experience while representing his organization on business. The second is Acquis Consulting practice lead and Indian-American Hansini Sharma, speaking about an experience at different employer in which a decision to exclude her from a business trip, made without consulting her, was based solely on the color of her skin. The third is Bizly chief strategy officer and third-generation Japanese-American Kevin Iwamoto, who has decided to speak out about the lack of representation, microaggressions and discriminatory behavior surrounding business travel, specifically after the recent proliferation of racist treatment and random hate crimes against Asian-Americans and Pacific Islanders.

Speaking out about race issues hasn't always been the default position for business travelersor business travel industry leaders. Indeed, it's not the default position even now. But more employees are looking for work environments that take diversity, equity and inclusion seriously. Business travel suppliers have made some strides in their awareness of these issues, and it's time for travel management to become a larger part of the conversation and level-up practices.

If the above experiences as described by a diverse group of business travelers don't move a company's needle toward the right thing, there could be a listening problem, which is addressed below. For now, let's look at some numbers.

Forbesjust this week projectedthat, while the latest U.S. jobs report showed more people are returning to the labor market amid a rebound in hiring, the job market would remain tight through this decade. That means employees can be choosier about where they work.

Also evolving in the coming decade is the diversity of the workplace. According to a study by startup and technology company recruitment specialist BuiltIn, 37 percent of working-age adults in 2020 identified as minorities. The study estimated that by 2044, groups traditionally seen as 'minorities' will reach majority status in the U.S. population, a shift that also will impact diversity in the workplace. In other words, business travel populations are getting more diverse.

A recent Glassdoor survey found that 76 percent of employees and job seekers look for a diverse workforce as an important factor when evaluating companies and job offers. That percentage rises to 80 percent for Black and Hispanic job seekers. Nearly half of Black and Hispanic job seekers and employees have quit a job after witnessing or experiencing discrimination at work.

Check Sharma's experience with her former employer: She said that experience of business travel exclusion based on her appearance as a woman of color, "stuck with her over time." When she moved on from that position, she's been sure to consider employers "that ask me the right questions," she said. "When I think of my employer now, first of all, this would never happen. Second, they're the kind of company that asks the questions: 'Are you comfortable? Do you feel like you have what you need and the resources you need to make this trip successful? In your professional opinion, is this the best way to handle the situation?' Those types of questions empower me to make the right decision for the business and for myself and for us all to be successful."

She said she eventually came to view the issue as one of opportunity. By blocking her from participating in that client trip, her former company took away an early-career opportunity to prove herself.

"It's important for the person making this decision, especially if they're in a position of influence and power, to be honest with themselves about why they're doing something," she said, particularly if it takes on a pattern. "These small things adding up can impact the trajectory of someone's career."

It's one thing to put parameters around internal decision-making about travel. It's another to understand and mitigate potential behaviors when business travelers are in environments outside of the company's control. Travel managers rely on their suppliers to deliver the right experiences to their travelers, but how can they monitor issues like Weaver being questioned about his right as a first-class air passenger to the dedicated overhead bin space? Or, in another example shared by Iwamoto, the assumption by a hotel provider that because of his last name, he should receive a Japanese-language newspaper, rather than the English-language versiondespite the fact that his hotel registration information and status as an elite traveler clearly outline that he is American?

Much of the DE&I conversation in managed travel has circled around supplier sourcing. Because the travel experience largely depends on these suppliers, travel managers are looking at how to ensure their suppliers internally support a culture of diversity while educating and training their frontline staff to look more deeply at people as individuals without making assumptions based on race or color or last namesbecause judgments about "what a person is" inevitably will be mired in bias:

"Some people say I don't look Black, and sometimes I am not perceived that way from appearance," said Weaver. "People think I'm Latino at some point or other but I have two African-American parents and four African-American grandparents." The complexity of unconscious bias described hereabout skin tone, attire, speech cadence, accents and who-knows-what-elsecreates a topsy-turvy environment of confusion and just one more minefield for business travelers of color to navigate. Weaver is not alone. "Similarly to Eric," said Sharma, "people often tell me I 'don't look Indian.' I'm not entirely sure what they might think, but I've encountered that a lot in both my personal and professional travels."

A culture of honoring diversitynot just accepting itcould be the path forward. In a corporate environment, that may translate into recognizing that companies that create diverse executive teams, and then actually value the input of those diverse members, perform better than those that don't.

According to a 2018 McKinsey report, diverse companies are 33 percent more likely to have greater financial returns than their less-diverse industry peers. A 2018 BCG report found that companies with above-average diversity at the management level generate innovation revenues 19 percentage points higher than companies with below-average such diversity.

Diversity culture at that level is more likely to cascade throughout the organization, and more travel managers are looking at accessing partners that have embraced it. Managed travel suppliers like American Airlines, American Express Global Business Travel, Delta Air Lines and others have recently made high-profile promotions or new hires to drive more diversity through their organizations.

ICF global travel manager Carmen Smith, who is Black and who has been deeply involved in her own company's diversity, equity and inclusion conversations, is eager to see change in the industry.

"Corporate travel has not been the most forthright in talking about DE&I, particularly around issues of color," she said. "When I look at other travel managers or go to certain conferences, there's not a lot of 'me' walking around. Why is that? Most people who travel have a very broad outlook; they are usually diverse in thought. When it comes to business travel, it seems to be the opposite. It seems to go in the vein of normal corporate behavior and normal corporate thought. And there are ceilings in place.

"So being a Black female, I've always tried to be an ambassador; in any position I'm in, I'm transparent but want to have those honest conversations. I've not always been allowed to have those conversations, though, because I was perceived as the so-called 'angry Black woman.'" Smith is hopeful those biased perceptions are changing and that companies and partners will be more receptive to the issues she brings to the table, whether about race and diversity or any number of critical issues. "I'm glad the industry is talking about this now; but for me, it's been a lifetime."

For travel managers, she said, listening and being receptive to the experience of traveling colleagues is the first step toward evolving their programs. The second is to advocate for the required changes.

"ICFlike many organizationshas created employee community networks: Black, women, Latino, LGBTQ," she said. "One thing we can do is talk with these individual communities. We want to hear about their experiences as travelers, and what are some of the challenges. By talking to them, it gives a different perspective. It goes beyond just business travel issues like, 'I missed my flight.' Rather, it digs into whether they have challenges in certain countries, or were they met with opposition with a certain supplier, or put in a motel in the worst part of town, or with no amenities within walking distance? Reaching out to these communities adds an extra layer of due diligence." Doing so also might alter perspectives of how to keep travelers productive and supported while on the road, she added.

Sharma agreed with the idea of focusing on the supplier setat least partially. However, policy and individual traveler empowerment, she said, also should come into play.

"We've talked about personalization in travel for years. When I think about issues that are coming to light now [but] have existed forever it's important for travel managers and businesses to think about who they want to be and how they want to personalize travel [in ways that] look beyond the dollar. What are your goals here, and how do we accomplish those by being true to a bottom line?" she said.

"Obviously that's important, but what are changes that we can make now to help travelers make the choices they want to make to feel comfortable doing the work that they need to do? Is that a really strongly sourced program? Maybe. But maybe it's a no-source program. Maybe it's working with suppliers who give you the flexibility of all the things that are important to travel managers: insight into their data, compliance, things like that, but also offer the traveler the opportunity to choose what makes them feel most comfortable. The trick is for travel managers to understand trade-offs in a more strategic sense."

Like Smith, Sharma advocated for expanding the perspective beyond just travel and that may need to happen before looking at the supply side for solutions, she said. "What are your financial goals? Operationally, what are your goals from an HR perspective? Your DE&I goals? If you're not sharing the messaging in a way that resonates directly with your company ethos and code, then the suppliers can't be held to that standard."

DE&I isn't the purview of travel management alone, but it must be included as part of the corporate strategy in working toward a more equal future. In the meantime, the psychic burden of advocating for equity and inclusion within a travel program can't be shouldered by our colleagues of color alone. Because it's not just our culturally privileged colleagues (read: white) that don't want to talk about itonly 58 percent of white employees think diversity levels are an issue within their organizations, according to Glassdoor. Often, our colleagues of color don't want to talk about it either, lest they be tagged as complainers, problem starters or, worse, not believed. The travel management practice needs to give them the space to come forward to promote proper duty of care for a more diverse workforce.

"Business trips have been filled with things that on surface seem very minor, but when you aggregate them all, it really becomes a problem," said Iwamoto. "Culturally, we are taught not to make waves and not to say anything, but I've been changing as I get older, and I've been taking more of these trips and running into more of those incidences. Like it or not, we have to speak up and things have to change."

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Listen Closely: These Are the Business Travel Experiences of Our Colleagues of Color - Business Travel News

Todays workplace has undergone a monumental change, with the pandemic playing a catalyst role in redefining how our work environment evolves. In a largely work-from-home format, the work roles have also undergone a sea change where women now have to manage personal and professional lives in a far more dynamic equilibrium.

Amidst shifting sensibilities, the women workforce faces greater challenges in the realm of a hybrid workspace, making the push towards creating a diverse and inclusive workspace more relevant than ever.

While making future workspaces more gender-balanced and successful, one needs to take concerted steps to empower women to take up more leadership roles in dynamic work environments. Here are four ways to do it:

Incorporate a Women-first priority into your mission statement

Identify the change you want to create and align your vision and mission statements to it. Ensure that conversations surrounding inclusion, diversity, and women empowerment exist in your organization. If not, then get the conversation started. By doing this, you will notice areas in your organization that can be made more diverse. This will also help create policies and programs to develop women leaders at a more granular level.

Visibility of both diversity and inclusion as mandates is crucial for the workforce. It strengthens the organizational stance on diversity and inclusion, making it known that these are important for the culture. One must ensure that the message is conveyed even with the limitations of the work-from-home scenario. This will allow for ingraining a Women-First approach into your organizational ethos.

Create mentorship programs

The hybrid work environment has allowed greater interactions of women leaders that otherwise were restricted by location. In this environment, it is an organizations responsibility to encourage women employees to build their brand as women leaders. Introduce mentorship programs and induce a culture of learning and networking that enables women to pursue leadership roles in their journey.

For instance, HR leaders and top management can collaborate closely to ensure the development and growth of women leaders within the organization. Designing programs for mid-management level women to support and strengthen their aspirations for better succession planning also goes a long way in grooming these upcoming leaders. Similarly, creating programs for high-potential, top-level women in management help overcome self-limiting barriers while enabling them to demonstrate their leadership traits and stretch beyond to take on higher roles. This way, organizations can create a talent pool of women in leadership who are poised to achieve success in hybrid environments.

Leverage the right policies

An organization that is ready for a diverse workforce will attract a diverse workforce. Developing and implementing policies should be well-researched and should cater to the target audience. Utilizing the knowledge and experience of women in the organization to customize HR policies could be a great way to start the inclusion journey.

Another good practice to establish at an organizational level, especially in hybrid situations, is to create women-friendly environments that cater to their individual needs. Many reports indicate that women shouldering dual roles at home and work are more likely to burn out. Hence, offering Flexi-time and Flexi-pay are ways to ensure efficiency and productivity while enabling women to grow personally and professionally. Another pivotal focus area could be to protect the roles of returning women by creating learning and development programs that equip them with the right skills to navigate a hybrid and digital model.

Set measurable development goals and deadlines to achieve them

Goals anchored in empowering women at the workplace need to be visible to the whole organization and regularly tracked. As a good practice to track the progress of the efforts, goal setting allows you to hold everyone in your organization accountable to increase diversity and inclusion. Incorporating these goals in individual development programs will help enhance accountability and will enable rightful focus.

Once goal setting is done, defining deadlines for their achievement will help measure successes and enable taking one step at a time towards the larger mission. Setting deadlines also helps in reflecting on the achievements, strategy, and vision. This becomes the right stepping stone towards building a diverse and inclusive workplace that welcomes one and all.

Views expressed above are the author's own.

END OF ARTICLE

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Four crucial lessons to build inclusive workplaces for women - The Times of India Blog

The Los Angeles Women's Theatre Festival's Annual EEMPOWERMENT WEEK-END virtual format lends itself to a full weekend of educational programming.

This week-end event is full of career training from industry professionals, designed to give a boost to solo performers, but will also be of value to anyone contemplating online or live theatrical production in Los Angeles and those who wish to tour in these changing times. Attendees will be able to attend 9 offerings including an interview with LAWTFs Co-Founder, Adilah Barnes, and workshops and panels.

TOPICS TO BE COVERED

FRIDAY, SEPTEMBER 17, 2021

7:00 p.m. -8:00 p.m. PDT

LAWTF Co-Founder Adilah Barnes whose award-winning career on stage and in film and television has spanned over 50 years, will speak on LAWTF's EMPOWERMENT WEEK-END, the Festival's 29-year history as the longest running solo Festival in Los Angeles, and the impact of the 2020 pandemic and unrest on the world of theatre in general and, specifically on LAWTF, as well as the Festival's resilience and ability to pivot creatively.

SATURDAY, SEPTEMBER 18

10:00 a.m. -11:00 a.m. PDT

(Workshop)

Wherever you are at in your solo theatre journey, whatever level of experience, even if you are just curious because the idea of creating a solo show has been dancing around in your head, this workshop will meet you where you are and use spiritual techniques such as meditation and visualization to guide you to the next level. All that is required to attend is a willingness to explore, a pen and paper, or a laptop. This workshop offers a safe and supportive space to develop new stage material. This workshop will also address the impact of COVID 19 on our well-being, creativity and writing. So join other creatives online in a welcoming space for expression and exploration.

11:00 a.m.- 12:00 p.m. PDT

(Panel)

This informative panel is designed to cover print and online collateral materials such as flyers, postcards, and program design; marketing tools such as social media posts, blasts, blogs, video promos, websites and more. This panel will discuss the media in areas such as traditional and online print, radio, and television; social networking, community outreach, and target marketing. Hiring the right publicist and utilizing free marketing will also be explored.

12:00 p.m.- 1:00 p.m. PDT

(Panel)

This panel discussion will cover the professional team needed to make a solo show shine from producer and director, to lighting and sound technicians, from marketing and publicity, and to live vs online theatre venues as we navigate our new normal. Participants will also learn how to create a supportive team that will make a dream show a reality.

1:00- 1:30 p.m. BREAK

1:30 p.m. - 2:30 p.m. PDT

(Panel)

This panel will focus on union vs. non-union; how to select a director and dramaturg; selecting a photographer and videographer; negotiating fees and contracts for your live show; how to select a live theatre venue keeping in mind social distancing, testing, and safety; partnering with presenters; and online performance options. Participants will also learn how to barter or co-produce a live or online production, and how to market at little or no cost.

2:30 P.M. - 3:30 P.M. PDT

(Workshop)

This workshop will explore ways to proactively address solo writing during our COVID 19 and civil unrest pandemics. As creative "first responders," our proactive voices of protest have the opportunity and responsibility to contribute to social health and well-being as we create a space for dialogue between artist and audience. Themes may include our public health crisis, racism, police brutality, elections and the need for our national healing through individual enlightenment, understanding and systemic change. Participants will have the opportunity to express their voices through personal writing exercises and in a group dialogue.

3:30 p.m.- 3:45 p.m. BREAK

3:45 p.m.- 4:45 p.m. PDT

(Workshop)

This informative workshop has been designed to identify one's market, address booking, fees, contracts, marketing/PR, technical riders, technical rehearsals, travel, lodging, and working with presenters and technical crews in live theatre. This workshop will also navigate how to tour works online in this new climate.

SUNDAY, SEPTEMBER 19

2:00 p.m.- 3:00 p.m. PDT

(Panel)

This panel will consist of individuals who produce, direct and perform in areas of technology that include online programming of interviews, readings and performances utilizing live streaming, ZOOM and channels such as YouTube to present work. It will also address how theatre is beginning to transition in live theatres in 2021.

3:00 p.m.- 4:00 p.m.

(Panel)

This exciting panel of professional women will share their creative process, vision and artistic autonomy through their individual journeys as working solo performers. The panel will cover topics that include how to make a living doing what you love; the lessons and blessings along the way to one's solo career; utilizing skills in the solo world beyond actors as directors, producers, teaching artists, authors and more.

Founded in 1993 by Adilah Barnes and Miriam Reed, the Los Angeles Women's Theatre Festival holds the distinction of being the oldest Annual Solo Festival for women in Los Angeles celebrating powerful women performers. LAWTF is a critically-acclaimed international Festival that has produced well over 600 extraordinary solo artists from around the globe. LAWTF's multicultural and multi-disciplined artists represent such diverse disciplines as theatre, dance, storytelling, performance art, performance poetry, spoken word, mime, music, song, aerial performers and more.

All in all, this is the most information you will find about the production of solo performance at one time in one place and at an affordable cost. Come out, support and enjoy!

EMPOWERMENT WEEK-END is made possible in part by a Federal stimulus supplement grant administered by the Los Angeles Department of Cultural Affairs.

WHO: Presented by the Los Angeles Women's Theatre Festival (LAWTF).

WHERE: Virtually by ZOOM

WHEN: Friday - Sunday, September 17-19, 2021

REGISTRATION: https://www.eventbrite.com/e/lawtf-virtual-annual-empowerment-week-end-tickets-166196398903

Tuition for the week-end is underwritten at $25 until Sept. 3. Thereafter, tuition will be $30.

A Zoom link will be sent to those who have completed registration.

INFORMATION: http://www.lawtf.org or call (818) 760-0408.

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Los Angeles Women's Theatre Festival Plans EMPOWERMENT WEEK-END This September - Broadway World

New Delhi [India], August 13 (ANI / India PR distribution): Carnaquilt Movement in India-Now a global campaign, starting with a simple desire to regain pocket-filled memories from Florida, USA.

A new journey began when Taruna Gandotra Sethi discovered the world of quilting as a hobby and learned the art of creating beauty with a variety of fabric blocks and designs. Talna did not imagine that it would lead to an ecosystem of warmth, empowerment, sustainability and gratitude called the Indian Carnaquilt Movement.

Led by her organization, Simply Beautiful Always, she felt this was more than just an exercise. Unite all Indians for a common purpose, inspire everyone to find a silver lining in the clouds, and give them the opportunity to acknowledge their dark heroes in our society. That was a heartfelt wish.

Dark Hero has always been in us. Security guards, drivers, hospital ward boys, street cleaners, sanitary workers they have long been the backbone of our society. Talna says. Without them, our senior resources would not have been able to achieve what they had. They are the invisible hand that keeps our society moving, and we thank them. I felt it was time to express my intentions. As a social entrepreneur. , Talna has always believed to empower everyone around her. Talna first launched a domestic worker and quilting initiative, and since then has not looked back on the 22-member comprehensive team of Simply Beautiful Always, which employs people of disadvantaged background and people of various abilities. did. The pandemic has shown how important it is to count our blessings. Every day is a new beginning of hope and positiveness, and it is this hope that we wanted to share with the invisible hand. With the motto Happy hands and busy hearts always make it easier to find joy and bliss, Talna and her team have time to make quilts with an attitude that they never say. Spent. Their request to collect a variety of fabric blocks, fabric styles, and contributions received an overwhelming response. And today, the Carna Quilts movement in India is proud to have achieved its goal of making 1000 quilts by August 15, 2021. Indias 75th Independence Day. After all, its a movement done in India, for India, and by Indians. Better to salute our unsung heroes than the day India was reborn. There is no way. The vision of independence and financial empowerment was leadership because it was always beautiful. I truly believe that in order to realize our dream of making India shine, we need to focus on the people who actually make India. These quilt-making initiatives are her own personal. Im really successful thanks to the hero. Talna has always opposed the digital divide among Indians, and her mission has been to get to know her own domestic help and staff in the world of gadgets. Looking back on his experience, Talna said, We needed to keep the two staff members stuck in the studio positive during the COVID blockade. At every stage, we encouraged them to overcome their fears every day. You can use your device, be familiar with the machines you need, and do whatever you want with the extra fabric. This is not just about learning techniques for making fiber collages, making quilts and using computers, but also a variety of things. It proved to be beneficial in some respects. However, it also helped to oversee the smooth operation and management of the entire movement.

Indian carnaquilt that steadily creates jobs between rural and urban workers in India, upcycls surplus fabrics produced by the clothing and textile industry, and stimulates self-esteem in the mind of the invisible hand. Exercise is more than just a quilt.

To make the art and skills of quilting more accessible to Indians, Simply Beautiful Always has also launched a YouTube channel, making it the only channel to offer quilting tutorials in Hindi. This has made it easier for the domestic public to understand, even in rural areas. ..

VisitWebsite-To contribute to appreciation fabrics, new fabrics, and financial contributions to the Carnaquilt movement in India-This story is provided by the Indian PR distribution. ANI is not responsible for the content of this article. (ANI / India PR Distribution)

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The story of the Carnaquilt movement in India - Illinoisnewstoday.com

Plans must count on the gendered impacts of climate changes and ensure women's participation in adaptation, mitigation and empowerment

Amid catastrophic climate calamities around the world, the IPCCs 6th assessment report affirmed that the earths climate has changed irreversibly by human activities. There is about 46% rise in the frequency of weather-related calamity (2007-2016), and the radiative forcing caused by long-lived greenhouse gases (LLGHGs) has increased by 43 per cent (1990-2018), mainly due to the increased presence of CO2, confirmed a recent study in the Lancet. In 1994, the UNFCCC, a key international treaty to reduce global warming, asserted that women face higher risks and greater burden of climate change outcomes, especially, in terms of the health, and becoming a great risk-multiplier for gender-based health disparities.

Though, the evidence on the gendered effects of climate change remains limited, many researchers surmised that in poor households in developing countries, mostly, women and girls bear the brunt of adverse economic shocks, be it climate-induced or otherwise.

In the case of India, its economic gains in terms of five-fold hike in GDP, from $443 in 2000 to $2014 in 2019, couldnot bridge either the gender poverty gap or health-based gender inequalities. There are 120 extreme poor women, as against 100 extreme poor men in 2021, and the gap is likely to widen further to 129 extreme poor women by 2031. In India, the average inpatient health-care expenditure is 1.5 times higher for Indian men than women.

Now, India is the seventh-worst hit country in terms of climate change in 2019 and is estimated to lose 3 per cent of the GDP because of declining agricultural productivity, rising sea level, and negative health outcomes. Further, as climate changes and public health nutrition are inextricably linked, women in low-income groups will be affected disproportionately, and their nutritional deficiencies will be carried over inter-generationally, commented, Dr Shweta Khandelwal, Head, Nutrition Research, Public Health Foundation of India.

India is already experiencing a rise in temperature of about 0.6 degrees Celsius, as compared to a century ago. Research studies indicate that women, especially older and pregnant women, endure a greater burden of heat-related ailments, since physiologically, they dissipate less heat by sweating, have a higher working metabolic rate. Moreover, women face limited access to cooling facilities, personal transportation, and compulsion to wear gender-specific heavy clothing that limit evaporative cooling. The combined effects of extreme heats, increased CO2 in atmosphere, and changes in precipitation patterns, make women demonstrate higher risk of cardiovascular complications than men, and high prevalence of anaemia among Indian women also makes them more sensitive to toxicologic influences of airborne pollution.

The large-scale variations in temperature and rainfall augment the risk of contracting vector-borne diseases (VBD), as women spend more time near domestic standing water. Malarial infection in pregnant women, often leads to serious hemorrhagic complications at the time of delivery, while, the Dengue and Zika virus, cause restricted intrauterine growth, preeclampsia, increased risk of cesarean delivery, and adverse foetal impacts.

Mira K Desai, Professor, Extension and Communication, SNDT University, was categorical that any ecological imbalance impacts women directly, as they are primary food and security providers for the families. India is already facing extended periods of draughts, especially in Rajasthan, Punjab, and Haryana, because of increase in extreme precipitation and simultaneous decrease in seasonal rainfall.

In case of any crop failure due to environmental damage, women often fail to get any compensation. They own less than 10 per cent of land, and barely 2 per cent have proper ownership documents. At the household level, many women suffer from hunger. The recurring cyclones and consequent droughts, land loss, crop failure, etc., are also seriously impeding livelihood opportunities. A survey in twenty coastal Odisha villages revealed that 80 per cent of women, engaged in farm activities, failed to get any alternative work during and after disasters, as post disasters available jobs are mostly in male dominated fields like construction and rebuilding. A study in the aftermath of cyclone Amphan, in the Sundarbans in West Bengal, found that 'women and girls from impoverished families are becoming victims of child marriages, trafficking and domestic violence'.

Now, as the countries, including India, meet for the COP 26 in November, the national climate plans must count on the gendered impacts of climate changes, and ensure women's participation in adaptation, mitigation, and empowerment actions.

(The writer is former Director-General, Doordarshan& All India Radio. The views expressed are personal.)

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Climate changes create havoc, women bear the brunt - Daily Pioneer

To improve the stature of women in Pakistani society, the Pakistan Business Council in Dubai is implementing various initiatives within the organisation

Womens empowerment has always remained a contested issue in the complex socio-demographic and cultural milieu of Pakistani society. To work towards greater female empowerment in Pakistan, organisations are working with Pakistani women.

Many organisations in Pakistan have taken initiatives to support greater political and economic equality. Like-minded people unite based on a shared vision of gender justice. Its leadership comprises women rights activists, with a background of active struggle for social justice and women empowerment in Pakistan. Promoting education, access to the digital world and awareness about their rights in society has led to women empowerment a key interest topic in Pakistan.

It strives for partnership with the community to develop a society based on three core values of sustainable human development: self-esteem, freedom of choice and a society where everyone has equal access to opportunities, health, education, livelihood and justice irrespective of gender and status.

Women empowerment provides new energy, insights, leadership and knowledge benefiting the women and children of their families, thus improving their quality of life. This process is spiral, changing consciousness, and identifying areas of change, planning strategies, acting for change, analysing actions and outcomes. This process means a new understanding of power that is democratising and sharing it building new mechanisms for collective responsibility, decision-making and accountability. It also implies that women address global concerns, for example, violence, environments, poverty, illiteracy, and rapid population growth. Interventions including the formation of savings and lending groups and income-generating activities help women realise their financial goals and overcome persistent, gender-based barriers. As resourceful economic agents, women can take control of their future and support their families and communities. Literacy gives women authority, agency and opportunity. In a nutshell, all the objectives lead to economic growth in Pakistan.

With the new board appointment in early 2021, under the leadership of Ahmed Shaikhani, President of the Pakistan Business Council (PBC) in Dubai, a role was created to promote women in PBC. The business council was faced with a challenge where there was less than two per cent women representation in PBC. The President and the board members pledged to change this gender imbalance hence appointed Anum Baqai as the VP, Women Empowerment for PBC to increase women memberships by inviting them to the events and giving them an overall positive experience. This will lead to creating equal opportunities for women entrepreneurs and providing them more visibility generating business for women entrepreneurs and featuring PBC as a place to grow ones business.

PBC has transformed its image as an organisation that is open to women. The previous perception was that it was only for men as there were few female members. The PBC Women Wing was established in April 2021 and now PBC women members organise, host, plan and execute their own events.

The PBC Women Wing is a hub for collaboration and women are sharing their requirements. Women are supporting each others businesses and working together on numerous projects. There is an increase in women memberships in PBC and its culture is more tolerant to professional women. The overall perception of Pakistani women has changed in the UAE and around the world.

Goals for empowerment

Awareness

In every event, it has an education slot where renowned speakers are invited to share their knowledge and experience with Pakistani businesswomen. PBC organised a legal awareness session, which was a huge success as all expat women were educated on different topics such as wills, Shariah law and planning for any unforeseen events. It also aims to have a speaker inform on how can women entrepreneurs network and take advantage of referral marketing, adapt to the evolving business needs and the world around them, running their businesses, how to build a personal brand etc.

Networking

As the saying goes People buy from people, not companies. PBC takes networking very seriously and organises a weekly meeting called PBC Connect, which helps its members network with each other. PBC women also organise meetings where only prospective female members meet each other, support Pakistani entrepreneurs and build relationships.

Business

PBC aims to promote bilateral trade between the UAE and Pakistan. It also focuses on generating business amongst its members. There are members from various industries such as manufacturing, real estate, oil and gas, services and technology. The aim is to create synergy amongst them. PBC believes This is not an era of competition, it is one of collaboration.

Visibility

Visibility in a business council for women entrepreneurs is equally important. Women tend to work behind the scenes more than being in the limelight and PBC aims to change this by giving women a chance to present their service to all other members.

There is an enormous opportunity to increase Pakistans GDP by 30 per cent, which resides in womens economic participation. The female labour force participation rate is only 24 per cent, although 47 per cent of students enrolled in Pakistans universities are women. Women empowerment is a process rather than a product. Recruiting women into the formal workforce represents a significant opportunity for Pakistani companies as workforce diversity has been linked to a variety of business benefits, including increased productivity, competitiveness, and growth. To help Pakistans companies tap into this large and underutilised pool of female talent, PBC partnered with many organisations to provide employment and business opportunities. By identifying and addressing barriers to womens employment, PBC member companies are strengthening their workplaces. The partnership is to drive economic development and reduce gender disparity in the economy.

Gender equality is one of the key strategic areas, and collective efforts of PBC that will enable equal opportunities for women in the workplace helping reduce the gender gap and contributing to the growth of Pakistans economy.

When organisations have gender balance, their revenue lines are much better than their competitors.

Gender equality will lead to greater equality in the overall income distribution for a country. Gender wage gaps are directly correlated to income inequality, higher gaps in the labour force participation between men and women, which then ultimately results in inequality of earnings between the two genders. Higher-income inequality can undermine the sustainability of growth for an economy. Additionally, women also work in the informal work sector (due to inequality of opportunities, unequal access to education, health and finance) where earnings are much lower. After careful case studies and research, PBC is making a huge difference in women empowerment.

Become a PBC member

Those interested can apply for membership via the online form on the PBC official website

http://www.pbcdubai.ae, or contact Ms. Ellanie, Office Manager, on officemanager@pbcdubai.ae or. Shahid Iftikhar, Executive Assistant, on info@pbcdubai.ae for further assistance

Membership categories

Category A: Dubai-based Pakistani Corporate Business Membership

Membership in this category is open to Pakistani businesses registered in Dubai, either independently or in affiliation with a UAE National or with a UAE Corporate body.

Category B: Dubai-based Pakistani Individual Membership

Membership in this category is open to all Pakistani nationals who are working in Dubai, except individuals that qualify as the representative of Dubai based Pakistani Corporate Member.

Objectives of Pakistan Business Council, Dubai

Promote trade, commerce and investment between the two countries.

Facilitate businessmen who are interested in investing in Dubai and other freezones in the UAE in all possible ways by providing them information in various avenues.

Introduce Pakistani products to business houses in the UAE, especially in Dubai for investment and for joint venture in Pakistan.

Organise exhibitions in Dubai to promote Pakistani products is another salient feature. At PBC Dubai exhibit, chamber members can participate and display their products.

Nisthula Nagarajan

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Bridging the gap - Khaleej Times

The Ministry of Minority Affairs declared August 1 as Muslim Womens Rights Day to commemorate the 2019 passing of the infamous Triple Talaq Bill, officially known as the Muslim Women Act (Protection of Rights on Marriage). The significance of associating this particular Act with the empowerment of Muslim women is not lost on anyone, certainly not the ruling party. This has led to the reignition of the discourse around the appropriation of womens rights to serve a political agenda.

Several Muslim women and men came together to condemn the decision and called it cynical optics.

That the eradication of Triple Talaq by the BJP government doesnt promise any solace to the women distressed due to patriarchy that oppresses them across religious, social, economic, and cultural boundaries can be discerned with sufficient certainty through a mere observation of the status of Muslim women, and women in general, under the current administration. The rate of crime against women crimes per 100,000 female population is up from 41.7 in 2012 to 55.2 in 2016. There is a drop in sex ratio at birth in 17 out of 21 states.

That the eradication of Triple Talaq by the BJP government doesnt promise any solace to the women distressed due to patriarchy that oppresses them across religious, social, economic, and cultural boundaries can be discerned with sufficient certainty through a mere observation of the status of Muslim women, and women in general, under the current administration.

Also read: Gendered Islamophobia: A Question Of Dehumanisation Of Muslim Women

BJPs prince Yogi Adityanath, who has frequently come under heat for his rather distasteful insights on issues of socio-economic nature, wrote an article claiming that women are incapable of functioning independently without the protection of men. Independent women, he advised, are the agents of chaos and cause destruction and thus should be avoided or tamed. Another BJP politician, Vikram Singh Saini, remarked after the revocation of Article 370 in Kashmir that Modiji has fulfilled our dream. The whole country is happy. I called a hakimji, asking for help to get land in J&K. All eager karyakartas can now go to the state and marry gori women there. We have no problem with it.

In another instance, BJP MLA Guna Pannalal Shakya stated that crimes against women are rising because women engage in romantic relationships with men.

While these can be and have been dismissed as personal opinions of these politicians, the BJPs policies since 2014 dont portray a better picture. Far from any visions of liberation, these policies, as they concern gender justice, have been rather patronising and consumed with self interest, best exemplified by the Triple Talaq debacle.

Triple talaq is the practise of instant dissolution of a marriage by a male person by repeating the word Talaq (divorce) three times. The practice was criminalised by the parliament in 2018 despite the Supreme Court already having struck it down in 2002 in Shamim Ara vs State of UP case. This criminalises the Muslim husband accused of indulging in the practice, with jail up to three years. Ironically, the wife and children are still left behind.

This fuels a version of Muslim womens empowerment that monumentally compliments the ruling partys ideology of vilifying the Muslim other and helps construct a degree of gratification for its voters. In this version, a Muslim womens oppressors are primarily Muslim men; from the clutches of whom they must be rescued.

This fuels a version of Muslim womens empowerment that monumentally compliments the ruling partys ideology of vilifying the Muslim other and helps construct a degree of gratification for its voters. In this version, a Muslim womens oppressors are primarily Muslim men; from the clutches of whom they must be rescued.

A deeper analysis of Hindutva masculinity would prove that concerns related to emasculation by men of other religious identities contribute significantly in the creation of Muslim mens villainy. The foremost subjects of these Muslim men are Muslim women. These women exclusively exist as victims of Muslim men, and thus any ideations about their rights and development fails to move beyond it. They can only be empowered through a liberation from Muslim men.

Ghazala Jamil in her book Muslim Women Speak: Of Dreams and Shackles articulates this accurately:the problem is that in the public sphere the Indian Muslim womens voice is merged, dissolved, and thus, lost in the Muslim male voice, while the Muslim male voice is effectively silenced except when it is raised to curtail Muslim womens rights and freedom.

It is then no surprise that the passing of the ban on Triple Talaq be chosen as the day to celebrate Muslim Womens Rights. It accurately signifies the ruling partys view that Muslim womens right only exist in relationship to and liberation from their male counterparts. Rights, policies and development in the social and economic realms unfortunately do not make it on their list of concerns.

Apart from the communal themes of the Act, another area of concern becomes abundantly clear when one notices that debates on the issue often revolve around the rights of Muslim men. Muslim women are completely invisibilised in this discourse. While it is accurate to be concerned for Muslim men who are frequent subjects of Hindutvas atrocities, it is equally imperative to platform the voices of Muslim women. What do Muslim women want? Does their liberation ever move beyond the domestic sphere? What economic resources and policies do Muslim women need? What education policies will advance Muslim womens literacy rate? These questions hold no relevance to the BJP policymakers.

BJPs politics with gender is callously calculated and one that ensures that women remain trapped in the domestic sphere. This is further highlighted in an article by The Wire, which inspects the BJPs imagination of an ideal woman as a wife and domestic caretaker. The 2016 Ujjwala Yojana scheme, for instance, promised free gas connections to women in rural below-poverty-line households. The tag-line of the scheme was Mahilaon ko mila samman (Women get their respect).

The promotional images of the scheme showcased teenaged girls and older women huddled around a gas cylinder or a stove. While associating domestic work with women exclusively is a correct assessment of Indias reality, but its promotion by the central government of the worlds largest democracy should be an extremely concerning matter.

56% of the funds from another scheme, Beti Bachao Beti Padhao, were spent on advertising. Less than 25 percent of the funds were disbursed to districts and states. During the promotional campaign of this scheme, themes of women being associated with domestic labour were raised yet again with absurd notions such as if you commit female feticide, who will make your rotis?

BJPs idea of women empowerment is intrinsically linked to associating them with a task that will benefit their male counterparts and thus prove their usefulness to society. Even if this is the approach they have decided to employ in their gender politics, the BJP leaders and policy makers lack any insight or awareness to categorise this usefulness in a meaningful or productive way. To them, women certainly are an indispensable part of society without their child-bearing capacities, or domestic labour.

It is true that Indian Muslim womens experience in relation to patriarchy is different than non-Muslim womens. The most significant of this difference, already highlighted above, is the politicisation of their liberation. The agents that apparently perpetuate the patriarchy that impacts Muslim women the most are also conveniently the enemies of the Hindutva state. How then must one learn to view Muslim womens relationship with patriarchy?

Also read: The Status of Indias Muslim Women Amid State-Directed Violence and COVID-19

The first and perhaps the most important step in this direction is platforming their voices without letting it be subdued by mens voices Muslim or otherwise. There is a need to view Muslim womens predicament in its interaction with Islam, with communalism, with Hindutva, and finally with the overarching patriarchy. There is also a need to reject any false narrations of pre-existing empowerment of Muslim women that emerge as a reaction to the aggressive politics of the BJP. Scarcely based on any truth or research, these claims only withhold and delay any meaningful action that can be taken to advance womens rights.

A paper by Ramphul Ohlan titled Muslim Women in India: Status of Demographic, Socioeconomic and Health Inequalities undertakes an examination of demographic, socioeconomic and health inequalities faced by Muslim women in India and concludes that: a) the proportion of Muslim women workforce in Indias total women workforce is less than their share in the countrys total women population; b) Muslim women are poorer than other minority communities; and c) Muslim women do not have access to money and microcredit and have negligible involvement in household economics. The paper recommends that there is an urgent need to establish educational institutes aimed at Muslim women, improve access to health services, and provide support in professional skill development.

Muslim women need government policies that aid their empowerment, their participation in the Indian workforce, their health, their living standard, their literacy, and their financial stability.

That is an Indian Muslim womans right.

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Muslim Womens Rights Day: The BJPs Women Empowerment Farce - Feminism in India

The world of work has changed irrevocably over the past year and a half and so have the skills employers are now looking for when scouring the CVs of prospective candidates.It is, therefore, crucial for those looking to land their first job post-graduation, people who are looking to re-enter the job market, and those wanting to move on to a new challenge to update their CVs to reflect how they can bring newly desirable skills to a position.The logistics of the workplace during Covid-19 has cast a spotlight on several skills, which previously were nice to have, but now have become very important to keep the ship moving despite disruption and upheaval, said Peter Kriel, general manager at The Independent Institute of Education.Kriel said some of the skills that employers will be looking for in the future include a candidates ability to be resilient and work under pressure, to work independently and to be comfortable in the online environment in terms of submitting work, responding to feedback and participating effectively in meetings.

Also read:Sars pleased with number of job applications received

The trick is to look back over the past year and find examples from your work or study life to demonstrate how your experiences and actions match the above skills. Everyone went through tremendous upheaval, personally, professionally or both. And some more so than others.Great managers have also learnt and grown over the past year and dont expect emotionless superhumans who didnt miss a step during the pandemic.However, if you dig deep, you will find instances where you rose to the challenge and perhaps moved beyond what you thought you were capable of. In addition to job-relevant technical qualifications from a respected institution, you can set yourself apart in the job market now by highlighting those skills, which will provide a measure of confidence in the hiring manager that you will be able to keep going, even while challenging external circumstances remain or re-appear down the line.Kriel said students looking to land their first position after graduation can use examples from how they successfully managed their educational journey during the lockdown if they were able to do so.Additionally, they can reflect on work done under these challenging circumstances and especially if they can demonstrate success achieved in work-integrated learning assignments.For people already working who want to make a change or apply for a promotion, they can try to find concrete examples from how they managed during lockdowns.

Also read:Digital skills deemed critical for future jobs

A very important consideration now is also to look toward the future, to identify any skills shortages you might have given the new environment, or which additional skills will make you more attractive in a tough jobs market, said Kriel.In the past, specialist skills were paramount, but now regardless of your field, everyone has to be a generalist as well. That means you have to demonstrate that you are able to not only use the tools of your trade but that you can also apply them strategically by using complementary skills. Your strength as a candidate no longer comes just from your main field of focus, but from the unique combination of skills you bring to the table.Kriel said this period of history continues to be an unsettling one on many fronts, but added that for the individual and society there is no choice but to keep moving forward.This is not a time to wait until things start making more sense or become better.You have to keep doing everything you can to build on your self-confidence, skills and personal empowerment.By tweaking your approach to your job search and adjusting your personal branding to suit our new environment, you can continue working towards your goals and aspirations, one step at a time.

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CVs in the age of Covid : What employers are looking for now - African Reporter

Kiki Mzoneli

Every year, the celebration of Womens Day in South Africa calls to mind the Chinese proverb women hold up half the sky. The Chinese revolutionary, Mao Zedong, coined the phrase. History remembers his brutality, but he got one thing right by increasing womens participation in both the workforce and the Party.

In South Africa, 65 years after more than 20 000 women marched to the Union Buildings in protest against the pass laws, there is still too little progress in the transformation of our economy, particularly when it comes to the empowerment of women. I know this from my own experience, but it is also confirmed by research, including a Women in Agriculture study published by the Sustainability Initiative of South Africa (Siza) and the Western Cape Department of Agriculture in 2020.

The study shows that while women constitute 60-80 percent of smallholder farmers, they make up only 15-20 percent of landowners in sub-Saharan Africa and receive only 10 percent of available credit. In South Africa, men make up between 78 percent and 80 percent of farm owners in every province.

In almost every aspect of farming operations men far outnumber women. Women comprise only 34 percent of general workers, 24 percent of supervisors, and 16 percent of farm managers. The majority of full-time employees are men, though 52 percent of seasonal workers are women.

While there is a smaller disparity in the gender pay gap at the general worker level, female farm managers and supervisors still trail mens earnings. Female farm managers and supervisors earned 66 percent above the minimum wage while male farm managers and supervisors earned 75 percent and 74 percent above the minimum wage.

This persistent pay gap is especially infuriating, when one considers the impact womens income has in communities and families. Studies have shown that R1 earned by a woman has the same social impact as R11 earned by a man. In an economy where families rely on womens ability to stretch meagre resources, paying them less simply makes no sense.

These research findings highlight the urgency of action to ensure greater participation by women in the economy. It is not enough to pay lip service to diversity and inclusivity. Our industries have an obligation to take positive steps to encourage, equip, and support women in the broader economy and in the agricultural sector, including the vital sugar industry, on which 1 million livelihoods depend.

This is why SA Canegrowers have taken up the challenge of addressing these inequalities in the cane growing sector.

There are no easy fixes and taking shortcuts will only hurt women more. SA Canegrowers, for its part, is committed to ensuring greater representation in its leadership ranks and creating opportunities for women at the entry level.

I was proud to be elected Vice-Chairperson of SA Canegrowers, in June 2021. Former Vice-Chairperson and fellow board member, Dipuo Ntuli, now heads the vital Stakeholder Engagement and Communications Committee, guiding canegrowers engagements with government and industry stakeholders. My female colleagues and I, on the SA Canegrowers board work to bring our unique perspectives to the table that benefit of women growers.

A key focus of the board is to drive programmes within SA Canegrowers that empower a new generation of leading women in agriculture.

One example is SA Canegrowers Youth Internship Programme which provides aspiring farmers with both theoretical and practical training working on farms in Mpumalanga and KwaZulu-Natal.

We are extremely proud that 80% of the class of 2020 were employed by the farms on which they had trained. Even better, the programme gives preference to women candidates. This is especially important given that both education and difficulty gaining work experience are barriers for women in agriculture.

SA Canegrowers is also in the process of registering a womens co-operative which will represent the interests of all women in each mill area. In particular, the co-op will assist women to access funding for projects in their areas addressing another key barrier. The co-operative is designed to support small-scale and land reform growers in the industry.

The co-operative will provide a support system and an avenue for the exchange of knowledge and ideas. The Siza study found that women struggle with cultural, patriarchal, and traditional stereotypes as well. Women enjoy less respect than their male colleagues, and because of these norms, they sometimes also see themselves as less capable than their male colleagues. In the co-operative, women will be able to discuss questions they may not ask male colleagues for fear of being perceived negatively.

These initiatives are important for empowering in the industry, but they are not enough.

We all need to encourage the girls in our lives, our homes, and communities, to take up space in male-dominated industries. We also need to address the unequal access to funding for women, enabling them to take advantage of opportunities and become entrepreneurs. This empowers women both at work and in their personal lives.

Finally, we need government to come to the table with critical interventions like prioritising womens access to land, and also to tackle any barriers that can be addressed through legislation, regulations, and policy. Industry associations, the financial sector, and government working together can bring to fruition the goal of transformation and gender equality in our economy.

Maos famous words were recently made popular by the book Half the Sky authored by Pulitzer Prize winning duo Sheryl WuDunn and Nicholas D. Kristof. That book is subtitled Turning Oppression to Opportunity for Women Worldwide. This our responsibility too.

As we remember the women who marched to the Union Buildings in 1956, to free us from oppression, we have a duty to ensure that their descendants can benefit equally from the opportunities in every sector of the economy, including the vital agricultural industry.

Nolusizo (Kiki) Mzoneli is a small-scale canegrower and the Vice-Chairperson of the SA Canegrowers Association.

* The views expressed here are not necessarily those of IOL or of title sites.

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There is still much we can and must do to empower women in agriculture - IOL

15 July 2021, 16:50 | Updated: 16 July 2021, 12:03

Let Ariana Grande guide you to a more confident, self-assured, successful self with these empowering tracks. From 'God is a woman' to 'NASA' Ari's lyrics will inspire you!

Ariana Grande has a myriad of songs to choose from when it comes to confidence, success and overcoming hurdles.

From the confessional tracks of 'Thank U, Next' to the bold bops from 'Dangerous Woman' this pop powerhouse has got you covered!

All The Clues So Far Ariana Grande Will Play Megara In Hercules Live-Action Remake

Let's take a dive into Ari's best empowering lyrics, as she would say "I show them my discography"...

This number from Ariana's fourth studio album, 'Sweetener', pretty much does what it says on tin...

If you've got your eye on the prize and you need a motivating song to remind you of your goals, then this track will do just that!

'successful' is an uplifting anthem that champions following your passions, the 28-year-old songstress celebrates her accomplishments whilst urging listeners to also follow their aspirations.

"Yeah, it feels so good to be so youngAnd have this fun and be successful, yeahI'm so successful, yeahAnd, girl, you too, you are so youngAnd beautiful and so successful, oh, whoa, yeahI'm so successful"

This smash-hit is an independence anthem!

This 'Sweetener' single empowers listeners to invest in their self worth, since its release in 2018 its been adopted as a feminist bop.

"And I can be all the things you told me not to beWhen you try to come for me, I keep on flourishingAnd he see the universe when I'm the companyIt's all in me"

'Break Free' hails from the iconic vocalist's 'My Everything' album released in 2014 Ari really has been motivating the masses since the early days of her career!

In collaboration with Zedd, the EDM-infused electro-dance song is sure to get you motivated.

The banger has surpassed a whopping 1.1 billion views on YouTube... that's a lot of empowered fans out there.

"I'm stronger than I've been beforeThis is the part when I break free'Cause I can't resist it no more"

This track from the critically-acclaimed 'Thank U, Next' record is all about "tryna self-discover".

If you're in the headspace where you only want to think about "me, myself and I" then ask Alexa to play 'NASA'.

"Think I'm better off here all alone tonightAin't no checkin' on when I get home tonightJust makin' sure I'm good on my own tonightEven though there isn't nothin' wrong tonight"

Of course, this one was going on the list what playlist is complete without this unapologetically honest track?

The pop songstress gives a commentary on her dating life and personal struggles in the smash-hit song.

Ariana discusses themes of self-love, growth, and empowerment following the dissolution of a relationship.

"Spend more time with my friendsI ain't worried 'bout nothin'Plus, I met someone elseWe're havin' better discussions"

"'Cause her name is AriAnd I'm so good with that

She taught me love She taught me patienceShe handles painThat amazing (yeah, she's amazing)"

The ex-Nikelodoeon star ignited her comeback in 2018 with 'No Tears Left To Cry'.

The self-lifting anthem explores themes of mental health and personal struggle but has an uplifting message you can get through it all.

"Right now, I'm in a state of mindI wanna be in like all the timeAin't got no tears left to cry"

"Oh, I just want you to come with meWe on another mentalityAin't got no tears left to crySo I'm pickin' it up, pickin' it up"

'Monopoly' is undoubtedly a boss moment.

It's within the same vein as 'successful', the track is a trap-pop tune that discusses independence, personal achievements and positivity.

"Bad vibes, get off of meOutta here with that f**keryTreat my goals like propertyCollect them like MonopolyI probably won't come if there's not a feeAnd if they try come stoppin' meI show them my discography (Yeah, yeah)"

The pop sensation's latest studio record had a track dedicated to manifestation... we love to see it!

Ariana professes "I get everything I want 'cause I attract it" that's a mantra we can all get on board with.

'just like magic', the fourth track on 'Posiitions' released in late 2020, focuses on the value of putting positive energy into the world.

"Good karma, my aesthetic Keep my conscience clear, that's why I'm so magneticManifest it, I finessed it Take my pen and write some love letters to heaven"

This 'Dangerous Woman' era tune is a laid-back yet motivating song to get your day on track.

If Ari sings it then it must be true it'll be alright!

"We're gonna be alrightHey!We're gonna be alrightHey yeahOh yeahWe're gonna be alright"

What Grande bops are you adding to your motivational playlist?

> Here Are All The Ways You Can Listen To Capital

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Every Ariana Grande Lyric That Will Make You Feel Like Getting Your Life Together - Capital