Perceptions of Female Empowerment: U.S.

• According to survey data published by Pew Research Center following a 2017 study, 87% of the respondents said men and women are different regarding “how they express their feelings.” Among the respondents, 58% believe the differences are societal, while 42% believe they stem from biology.
• Likewise, in a 1946 poll, 34% of the respondents noted that women are more intelligent than men; however, in a 2018 poll, the figure had climbed to 65%. In another 2018 poll, 86% of the respondents indicated that men and women are equally intelligent, with 9% believing women are more intelligent than men versus only 5% that shared the notion that men are more intelligent than women.
• According to a 1940s poll, more than 50% of the respondents noted that women had better people skills and more compassion and kindness than men. By 2018, that figure had climbed to about 75%. The research findings noted that since the mid-20th century to date, Americans still believe that men are more assertive than women.
• Some stereotypes have remained unchanged from historical times; for instance, the idea that women are best suited to be homemakers and nurturers. Americans also perceive women differently, especially regarding attributes of agency like ambition, aggression, decisiveness, and leadership.
•  71% of men versus 60% of men believe that the recent sexual harassment allegations in the workplace reflect societal problems. 22% of women say they have been sexually harassed at work. On that note, some research findings also show that 21% of men versus 9% of women under 30 have been sexually harassed online.
• Approximately four-in-ten employed women (42%) claim to have experienced some gender discrimination at the workplace, with another 57% claiming that the U.S. has done little to give them equal rights with men. Interestingly, both women (54%) and men (58%) claim that there is no major difference regarding which gender has it easier nowadays.
• According to most Americans, women face a lot of pressure to be an involved parent with the family (77%) and be physically appealing 71%. Similarly, 45% of men claim to face a lot of pressure when joining a conversation in which the other men talk about women sexually.

Leading Voices in Female Empowerment

Dr. Condoleezza Rice

•  Dr. Condoleezza Rice is a leading voice championing for the empowerment of women across different frontiers. She is often included in lists of top women leaders in the U.S.
• Being the 66th U.S. Secretary of State, her focus is to encourage the next wave of women of leaders. She was among the keynote speakers during the 2018 KPMG Women's Leadership Summit, which provides scholarships to high performing female high school students.
• Her notable works include a documentary titled “American Creed,” which she collaborated with Pulitzer Prize-winning historian David M. Kennedy to make it a reality. The project focuses on the meaning of the American experience.

Sheryl Sandberg

•  Sheryl Sandberg is Facebook's chief operating officer. She is also the author of “Lean In” along with Nell Scovell. Sandberg also founded LeanIn.org, an organization advocating for equality between men and women in the workplace and all other gender insensitive areas.
• Her role at Facebook alone has resulted in over 30,000 individuals working on safety and security to crack down misinformation and fake accounts. She stands-in for all women in tech and her role has facilitated the opening up of streams of funding. 
• Sandberg's organization has 44,000 Lean In Circles in more than 170 countries. It has a partnership with Getty Image, which helps it to curate over 15,000 images of empowered girls and women.

Research Methodology

Perception of Female Empowerment in Europe

• Findings from a recent special Eurobarometer survey on gender equality indicates that gender equality has still not been achieved in the European Union Member States. According to the survey, 80% of men and 84% of the respondents agreed that gender equality is important for them.
• The report continues to show that over 35% of Europeans feel that men are more ambitious than women. Likewise, almost seven in ten (69%) respondents believe that women have a higher tendency to make decisions influenced by emotions.
• In the domestic sphere, the survey found out that European women are perceived as carers more than men. The idea is also observed in the professional space, specifically in the broader financial dependency of women and in the unequal distribution of labor and roles within the household.
•  70% of Europeans are in favor of legal standards to facilitate parity between women and men in politics. Another 86% of the respondents are also in favor of being represented by female politicians.
• The survey further indicated that 54% of Europeans believe there should be more women in political decision-making positions. However, 34% of respondents think that women are less interested in political roles when compared to men.
• Over four in ten Europeans (44%) think that the most important responsibility for women is to take care of their households. In one-third of European Union Member States, the percentage rises to 70% or more. Again, 73% of Europeans indicate that women spend a bigger portion of their time than men to perform housework and caring activities.
• Dwindling transparency in wages has led to 64% of employees in the European Union favoring the publishing of average wages based on job type and gender at the company level. In the UK, companies with over 250 employees are required to publish the figures for pay gaps.

Leading Voices in Female Empowerment in Europe

Dr. Miranda Brawn

•  Dr. Miranda Brawn is the head of derivatives — Legal and Transaction Management (EMEA) at Daiwa. She is actively involved in various programs aimed at empowering women. Her work includes speaking out internationally in support of the younger generations and diversity in media and the press.
• Brawn has managed to close various diversity gaps in the UK and globally. In 2018, she launched a women’s empowerment scholarship to encourage all forms of diversity, while in 2019, she launched women of color in tech and engineering scholarships.
• Her foundation, dubbed "Miranda Brawn Diversity Leadership Foundation," has supported more than 50,000 young individuals across the globe. Overall, Brawn has served as a board member for various high-level organizations and charities, like the Cancer Research UK: Women of Influence, which she helped raise £1 million.

Karen Blackett

•  Karen Blackett is UK's WPP country manager and an established leader who advocates for diversity of all types. She has launched several women empowerment initiatives in the UK, such as Inclusion@MediaCom and Project Blend.
• In 2014, Blackett launched a female empowerment program at MediaCom with Shine4women. She was also actively involved in the launching of 'Our Time initiative,' a mentoring program facilitated by London's Mayor — Sadiq Khan.
• Blackett is a member of Women in Advertising and Communications London (WACL), and she is one of four external advisors tasked with the mandate of helping to diversify the Civil Service.
• Overall, Blackett is also a Business Ambassador for the Department of International Trade, and in 2018, Vogue 25 named her one of the most influential women in Britain. She was also appointed as the race equality business champion in the UK.

Research Methodology

Perception of Female Empowerment in Asia

• In Asia, there is a perception that girls can escape health issues and get basic education but fail to escape early marriages. On average, one in two girls gets married before the age of 18. These early marriages result from the Asian's patriarchal values, societal norms, and discriminatory practices, such as preferring sons more than daughters.
• A majority of women in Asia (45%) agree that performance-driven jobs that demand full-time availability and frequent relocation are among the primary barriers to enhancing gender diversity in the region. Another 32% claim that the “double-burden” syndrome overwhelms them having to balance work and household responsibilities.
•  31% of women claim that the absence of female role models, the lack of pro-family public programs (30%), and the tendency of organizations to evaluate staff on time commitment (28%), undermines gender diversity in Asia. Surprisingly, 8% of women claim that creating gender-diverse leadership teams does not align with the entire corporate culture.
• Likewise, 24% of women also blame the lack of organizational measures to hire, retain, nurture, and promote women talent in the workforce erodes women empowerment. Another 17% of women blame the lack of sufficient aspirations in career growth, shyness, and reluctance in seeking promotions also hinder women empowerment in Asia.
•  13% of women claim that poor networking of women versus men and the tendency of companies to assign them support or staff roles also undermines their empowerment. 9% of the respondents also attribute the barriers to women's voluntary decisions to leave employment.
• On average, 31% of women in Asia have experienced some form of domestic violence. Interestingly, over 29% of women also agree that domestic violence is justified in some situations. 54% of Chinese and 81% of Koreans believe that widows are mistreated either severely or fairly.

Perception of Women Empowerment in Japan

• In Japan, the low enrollment of women in higher learning institutions (27% in 2017) the limits the potential of having many Japanese women leveling up to top positions in companies.
• Another perception that exists in Japan is that women do not want to become managers because of the steep decline in their concentration across job categories, i.e., 49% occupy entry-level positions, 9% are in middle management and only 1% in senior management.
• A 2015 Intelligence HITO Research Institute survey indicated that 75% of female respondents noted that the lack of confidence in taking leadership roles, the lack of role models, and the more responsibilities and long working hours due to promotions discourage them from seeking managerial positions.
• Another reason crippling women empowerment in Japan is the long working hours of the nation. OECD data shows that Japanese men work 46% more hours than men in the U.S.
• University enrollment data shows that Japanese women are less interested in STEM (science, technology, engineering and mathematics) courses evidenced by a 20% higher female representation in non-STEM degrees.
• Other data shows that women are 5% less likely than men to attend higher education outside the same area as their high school. 2017 data shows that 59% of men versus 54% of women traveled to study in universities outside their high school prefecture. The main reason for this difference is the worry parents have regarding the safety of their daughters.

Leading Voices in the Female Empowerment in Asia

Sophie Guerin

•  Sophie Guerin is the head of diversity and inclusion at Dell's Asia Pacific, Japan, and China region. She drives the company's diversity and inclusion program in 18 Asian countries.
• Guerin is a recognized expert in diversity and inclusion in Asia. She often speaks at major regional conferences and forums. She has authored books about diversity and inclusion, is a member of the Diversity & Inclusion in Asia Network Advisory Council.
• Research findings show that Guerin's purpose has been to empower minority Asian populations. She is also focusing on empowering women in Asia in STEM via her role in Dell.
• Guerin helped Dell launch the Dell Women’s Entrepreneur Network (DWEN), which is investing in women and aims to link female entrepreneurs globally to develop their networks, capital sources, skills, and technology.

Sarah Mckensey

• Sarah Mckensey is the head of diversity and inclusion for Johnson & Johnson, Asia Pacific region. She is responsible for fostering partnerships with businesses to offer diversity and inclusion expertise. Mckensey also works to create governance and consistent strategies in facilitating a culture of inclusion in the region.
• In her over 20 years career, Mckensey has passionately advocated for inclusivity in all environments to foster innovation and connecting grassroots talent with purpose to value for businesses. She has also coached and empowered young talent to ensure individuals attain their fullest potential.
• In the British Chamber of Commerce in Singapore, Mckensey is recognized as a top leader in "attracting, retaining and engaging a multi-generational workforce." She was also a keynote speaker during the 4th Annual Asian Women in Leadership Summit held in May 2019.

Research Methodology

Nike

• Nike is a leading voice in women's empowerment across the globe, specifically in the realm of sports. The organization has a special focus on calling for women's empowerment in sports through ads and campaigns targeted at specific regions.
• Recently, the company launched a campaign dubbed, "Dream Crazier,” which aims at encouraging all female athletes not to feel disappointed but to feel inspired and continue to prove their self-worth via commitment and diligence in sports.
•  Nike is a potential partner to Girls Are Awesome because the movement has previously partnered with a sports organization. In 2017, Girls Are Awesome partnered with Adidas Originals to focus on some shared values of empowering and elevating women and their communities.
• Likewise, Nike is currently focused on addressing the many stereotypes women face in sports compared to men. For instance, when a man shows emotion while playing, people associate that emotion with passion; however, when a woman shows emotion when playing, people tend to think that she is being unreasonable.
• Therefore, for those two reasons, Nike is a potential partner for Girls Are Awesome in the line of sports empowerment.

Time's Up

•  Time's Up is a leading voice in women empowerment globally to help women access "safe, fair, and dignified work." To achieve its goals, the organization is helping cultivate a new culture, change companies, and laws to create a world free of gender-based discrimination in all domains, including the workplace.
• The organization has multiple initiatives, including a Legal Defense Fund, an Impact Lab, and other initiatives in entertainment, healthcare, advertising, tech, and many other visions like Time's Up 2020 and Time’s Up UK.
• As of 2017 November, the organization had fielded approximately 1,700 requests from all over the world, including nations like Kenya, Kuwait, and the U.S. 
•  Time's Up has a call to action on its website, asking people to join and partner with them. In this regard, it is showing commitment to partner with other organizations seeking to empower women even more. Moreover, the organization is one of the leading movements helping women in the world.

Research Methodology

Perceptions of Female Empowerment

• Across the world, different continents express unrelated perceptions regarding women empowerment. However, some stereotypes remain unchanged globally, in particular, the notion that women are best suited to be nurturers and homemakers.
• In the U.S., for instance, 34% of the respondents in a 1946 survey claimed that women are more intelligent than men, whereas, in 2018, the figure was 65%. In Europe, over 35% of Europeans believe that men are more ambitious than women; however, women are perceived as carers more than men.
•  87% of respondents of a 2017 Pew Research noted that both men and women have issues expressing themselves. On that note, 58% of the respondents attribute the behavior to societal forces, while 42% attribute it to biology.
• Despite efforts in women empowerment in Europe, less has been achieved. Generally, findings from a special Eurobarometer survey show that 80% of men and 84% of the respondents agree that gender equality is crucial for them.
• Statistics indicate that 70% of Europeans favor legal standards that facilitate parity between women and men in politics, while another 86% of the respondents from the Eurobarometer survey prefer to be represented by female politicians.
• The case for Asian women is no different, as 45% agree that performance-driven jobs requiring 24/7 availability and regular traveling impede gender diversity in the region. Equally, another 32% say that the “double-burden” syndrome also adds to the barriers of women empowerment.
• Regarding education, few Japanese women enroll in STEM (science, technology, engineering, and mathematics) courses versus 20% more women in non-STEM classes.

Girls Are Awesome Branding Opportunities

•  Girls Are Awesome movement can benefit from many other organizations and individuals who seek to support women empowerment across all facets of life.
• The movement currently enjoys a partnership with Adidas originals; however, it can benefit from more partnerships with other leading sports brands like Nike, which is very committed to empowering women through sports.
• In this regard, Nike can form another great partner of Girls Are Awesome due to its commitment to empowering women using sports.
• Another potential partner for Girls Are Awesome is Time's Up, which is open to partnering with any individual or organization. On its website is a call to action clause that asks people to join them to further their empowerment work.
• Overall, both Nike and Time's Up are great candidates for a potential partnership with Girls Are Awesome because both institutions are committed to empowering women, regardless of the focus, i.e., sports, leadership, entrepreneurship, etc.

Leading Voices in Women Empowerment

• In the U.S., Dr. Condoleezza Rice is a leading voice advocating for women empowerment in leadership, entrepreneurship, etc. She is featured in many lists of top women leaders in women empowerment.
•  Sheryl Sandberg, Facebook's chief operating officer, is another leading voice in women empowerment. She has authored a book dubbed, "Lean In,” and founded LeanIn.org — a non-profit organization advocating for equality between men and women.
• Notable voices of women empowerment in Europe include Dr. Miranda Brawn, the head of derivatives — Legal and Transaction Management (EMEA) at Daiwa. She is actively involved in programs that empower women and is a regular keynote speaker in international summits about diversity and inclusivity.
• Likewise, Karen Blackett is a popular women empowerment activist currently serving as UK's WPP country manager. She constantly advocates for diversity and inclusion and has created many women empowerment programs like Inclusion@MediaCom and Project Blend.
• The Asian region features renowned female activists in gender and inclusivity like Sophie Guerin, the head of diversity and inclusion at Dell's Asia Pacific, Japan, and China region. Guerin manages diversity and inclusion activities in 18 Asian countries.
• Another famous woman in Asia, who advocates for women empowerment is Sarah Mckensey, the head of diversity and inclusion for Johnson & Johnson, Asia Pacific region. Mckensey facilitates the creation of partnerships with businesses to promote diversity and inclusion in the region.