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FIP 74: Gender Smart Investing with Suzanne Biegel

On this episode we continue our podcast takeover series with Tamsin Jones of The Boardroom Africa. Her guest today is Suzanne Biegel of Catalyst at Large. Suzanne has more than 25 years’ of experience as an entrepreneur, investor, board member, and hands-on operational manager. Her consulting, speaking, facilitation, writing and field scanning is in gender lens investing, globally and spans work with a variety of institutional actors.

On this episode you’ll learn:

  • About what it means to practice smart investing for gender impact. Suzanne provides tactics and strategies to help us improve.
  • The importance of having a culture that is built to last. Suzanne has learned through experience that there is strength in diversity.
  • If you don’t have a management team that reflects who you are representing, you might be missing something. Inherent value in having different perspectives.
  • Suzanne tells us about the benefits of analyzing your business through a gender lens.
  • If you are designing products for women and girls, wouldn’t it make sense to have them involved in the design process?
  • Pay attention to ‘hidden influencers’ along the way. These might not be your customers, entrepreneurs, or end clients, but could be the controllers, HR staff or accountants in the company. Are they benefiting from the resources and support? Who is in your supply chain?
  • Is your company paying attention to women’s needs? Transportation? Child Care? Is there a safe way for women to get to and from work?
  • From a customer standpoint, how are you speaking to your women customers? Are you being respectful? Are you hitting stereotypes? Start by asking questions.
  • The data shows that once you get product market fit right for female customers, they will be more loyal. Once you secure a female customer, they tend to be more communicative about the product to others and in essence become an ambassador. They are more likely to recommend products and more likely to buy more.
  • Be purposeful in where you use your energy. There are a lot of people on the same journey as you. Find partners and work collaboratively where possible.
  • Start with a problem that you are really trying to resolve and go towards it relentlessly.
  • There are endless events and resources worldwide. People are realizing there is power in connectivity! Visit a few of Suzanne’s resources below…

Links to Resources:

Resources for Investors:

 

Connect with Suzanne:

  • @womeneffect
  • @zanne2
  • #genderlensinv

FIP 73: Men Who Champion Women with Isaac Fokuo

Today we begin our new podcast takeover series with Tamsin Jones of The Boardroom Africa. Her first guest is Isaac Fokuo of Botho Emerging Markets Group who shares his thoughts on how men can be champions for women.

On this episode you’ll learn:

  • The tools and tactics for building gender diversity from a male perspective, which for Isaac derives from where he is from and his family history. For Isaac, the word “diversity” implies a push and a pull and that there is a dominant conversation, which was not the case in his household where is mom and aunts were both family and business leaders. Isaac notes that in his own life, he tends to gravitate toward female-owned businesses because they resonate with his values.
  • Isaac explains the parallels between racism in the United States and gender discrimination in Africa, notably the similar excuse when hiring of “there are no qualified candidates” that are people of color or women. Isaac clarifies that qualified candidates are there, companies or institutions just need to look harder and those that have made an effort to diversify have been able to do so. For African institutions, he thinks they just need to be very deliberate in their diversity efforts.
  • In terms of unconscious bias, Isaac does think it exists – which can be both positive and negative – that can be based on peoples’ personal and family experiences and we should all be careful to manage these blind spots.
  • Isaac struggles to answer the question of the value of gender diversity, as the value seems to be so self-evident. Any company that sales to women – whether it is a bank, a retail business, or an NGO – need to have women on their staff so they can better understand their client base. Having a diverse team is also impactful for innovation and ownership because it allows people to expand beyond the group and give a voice to other people.
  • Finally, Isaac recommends that men who are looking to help diversity their boards or companies should start by understanding what are the entrenched self-interests that prevents gender inclusivity, finding other ways to include people in decision-making, being an advocate for women, and encouraging women to be advocates for themselves. He also suggests that it may be easier to diversify the workforce and management team before the board, as an additional way to provide evidence of the positive results that can come from gender diversity.

Links to Resources:

Connect: