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today's post is about feminine and masculine energies, and how to heal the toxic, wounded patterns that arise from these energies and align with the inner divine instead. ✨️
Of course, I want to note that I'm not referring to a gender binary here, but rather, understanding femininity and masculinity in their energetic states, so that each unique individual can recognize the equilibrium of the two energies that exists within themselves.
Read the full post here!
Women in STEM
Read more news and analysis from Materials World on the IOM3 website, here:https://www.iom3.org/materials-world-magazine
Winners of the International Science and Engineering Fair 2017
By Shardell Joseph
Campaigning for #BalanceforBetter – this year International Women’s day is focusing on the commitment to building a gender balanced world – noticing its absence and celebrating its presence. And it’s no different for women in STEM.
As the stubborn gender gap in STEM has become glaringly obvious over past years, females accounting for only 10% of roles and 14% of engineering university places in the UK, it has become an imperative to promote and facilitate closing the gap in this field.
The number of women in STEM in the UK has been slowly increasing over the last few years - between 2017 and 2018 the number of female employees in the field rose from 864,000 to 908,000. However, the UK is still far off from the goal of a critical mass of 30%, and has the lowest percentage of female engineers in Europe.
Considering that increasing women in STEM is forecast to increase the UK’s labour value by at least £2bn, it has become vital to tackle the social and environmental barriers – including unconscious stereotyping, gender bias, and the climate of science and engineering departments in colleges and schools.
A key way of moving towards a better-balanced STEM is changing the dialogue – not focusing on meeting quotas but rather the positive contributions that a gender-balanced workforce can provide.
Gender-balance should be a fundamental goal for all workplaces, yet there is significant research and studies that present ways in which increasing the amount of females can flourish STEM workforces in more ways than one.
Innovation
There is an inherently strong correlation between diversity and innovation. Research presented in Lu Hong and Scott E. Page’s publication Groups of diverse problem solvers can outperform groups of high-ability problem solvers, demonstrated that diverse groups were able to outperform the ‘high-ability’ groups by drawing on their diverse backgrounds and experiences to approach problems differently – which could devise more creative and ground-breaking solutions.
Without more women being present in the process of decision-making innovation in STEM, progression and discoveries are limited. The fact that 51% of the population in the UK are female, innovation cannot reach its full potential if the needs of half of the population are not taken into consideration.
The economy
As mentioned earlier, it is forecast that increasing the number of women in STEM can significantly increase the UK’s labour value. According to The institution of Engineering and Technology report Women in STEM: Statistics and facts, Women-led SMEs add around £70bln to the economy, yet only one in ten STEM business owners are women.
In addition to this, Forbes found that close to 85% of large global enterprises believe that workforce diversity is critical in driving innovation, and teams with equal numbers of men and women generate on average 41% more revenue for their taxpayer.
The talent pool
According to the Stem Skills Indicator, 89% of STEM businesses have found it difficult to hire staff with the required skills between 2017 and 2018 – leading to a shortfall of over 173,000 workers in the field. The result of this shortage not only hinders innovation, but has been reported to cost businesses £1.5bln a year in recruitment, temporary staffing, inflated salaries and additional training costs.
Increasing the number of women in STEM will directly increase the quantity within the talent pool – a bigger pool to choose from would naturally increase the quality.
IOM3 and women in STEM
IOM3 recognises the value of having a balanced STEM workforce, and are committed to facilitating the necessary bridges in closing the gender gap. Already the institute has the highest in proportion of women members of all the Professional Engineering Institutions at 19% - and plans to continue the work to increase this number.
‘We have many examples in the Institute of highly successful women at all stages of their career. By being a Member or a Fellow of IOM3, career- and personal progression can be demonstrated beyond qualifications. Passing on our knowledge and experience, through mentoring and volunteering, is an excellent way to encourage the next generation of scientists and engineers’ says IOM3 President Professor Serena Best.
‘On #IWD2019 I would like to encourage all IOM3 members, especially the women, to put themselves forward for committees or groups wherever possible. It would be great if these committees/groups would match the diversity of our members and the experience and skills it has given me have proved invaluable,’ says Vice President of IOM3, Kate Thornton.
Challenges to Gender Inclusivity in Telecom Recruitment
Women often find themselves discouraged from pursuing telecom careers because of widespread stereotypes that technical telecom jobs require heavy physical labour or “hands-on” fieldwork; deterring many talented female candidates. In many cases recruiters; knowingly or unknowingly; reinforce these biases, preferring male candidates for technical or field roles, even when women are equally capable. Cultural norms and societal expectations also play a role. From early education choices to family encouragement, many girls are steered away from science and engineering, which leads to fewer women with the qualifications needed for telecom jobs. To build truly gender balanced recruitment pipelines the industry must tackle these deep rooted issues; from conscious and unconscious bias to structural inequalities in education and opportunity.
Learn about the barriers and how they are being addressed here.
ChatGPT im Wandel: Wie Gender Gap schwindet und praktische Anwendungen dominieren
Die neueste Analyse von OpenAI zeigt spannende Entwicklungen bei der Nutzung von ChatGPT: Frauen machen inzwischen 52% der Nutzer:innen aus – ein dramatischer Wandel gegenüber den Anfangstagen, als noch rund 80% männlich waren. Dieses schnelle Anwachsen der weiblichen Nutzer:innen zeigt, wie sich die KI heute längst vom Nischenprodukt zum Alltagswerkzeug für alle entwickelt hat.
Von Early Adopters zu Mainstream
Im Januar 2024 hatten nur 37% der Nutzer:innen klassifizierbare weibliche Namen, doch bis Juli 2025 ist diese Zahl auf über 50% gestiegen. OpenAI-Chefökonom Ronnie Chatterji führt das darauf zurück, dass immer mehr Menschen die praktischen Vorteile von ChatGPT entdecken – weg vom reinen Experimentieren hin zur Unterstützung im Alltag und Beruf.
Praktische Aufgaben dominieren das Geschehen
Rund 80% aller ChatGPT-Nutzungen fallen in drei Kategorien: praktische Anleitung, Informationssuche und Hilfestellung beim Schreiben. Besonders die Schreibunterstützung macht ChatGPT zum einzigartigen digitalen Helfer, den klassische Suchmaschinen nicht ersetzen können.
Etwa 30% der Nutzung sind berufsbezogen, während 70% außerhalb der Arbeit stattfinden – beide Bereiche wachsen weiterhin stetig.
Weltweite Verbreitung bis in Entwicklungsländer
Nicht nur in reichen Ländern, auch in Entwicklungsländern verbreitet sich ChatGPT rasant. Die Wachstumsrate der Nutzerzahlen in den ärmsten Ländern übersteigt die der wohlhabenden mehr als vierfach. Damit wandelt sich die KI von einem Luxusgut zu einer unverzichtbaren Infrastruktur.
Diese erste umfassende Studie stützt sich auf eine methodisch datenschutzkonforme Analyse von 1,5 Millionen Gesprächen und gewährt einen einmaligen Einblick in die reale Nutzung generativer KI.
Das zeigt: ChatGPT ist heute längst nicht mehr nur ein Tool für Technikbegeisterte, sondern ein praktischer Begleiter, der Menschen weltweit hilft – egal ob bei Job, Lernen oder Alltag. https://www.washingtonpost.com/technology/2025/09/15/openai-chatgpt-study-use-cases/
Jim Iyke Labels Modern Feminism as Harmful and Deceptive
Veteran Nigerian actor Jim Iyke has voiced his strong disapproval of what he refers to as modern feminism, arguing that it has deviated dangerously from its original mission. In his latest interview with The EchoRoom, the Nollywood star described the contemporary feminist movement as a manipulated ideology that now borders on criminal intent, a far cry from the just cause it once…
देश के पुलिस तंत्र में महिलाओं की भागीदारी बेहद सीमित, 'इंडिया जस्टिस रिपोर्ट 2025' में खुलासा
महिला सशक्तिकरण की दिशा में कई प्रयासों के बावजूद, भारत में पुलिस विभाग में महिलाओं की भागीदारी अब भी बहुत कम है। 'इंडिया जस्टिस रिपोर्ट 2025' के अनुसार, डीजीपी और एसपी जैसे वरिष्ठ पुलिस पदों पर देशभर में महज 1,000 से भी कम महिलाएं हैं। इसके अलावा, कुल महिला पुलिसकर्मियों में से 90 प्रतिशत से अधिक महिलाएं कांस्टेबल के पद पर कार्यरत हैं।
यह रिपोर्ट टाटा ट्रस्ट द्वारा विभिन्न नागरिक समाज संगठनों और डेटा भागीदारों की सहायता से तैयार की गई है, जिसमें पुलिस, न्यायपालिका, जेल और कानूनी सहायता के क्षेत्र में राज्यों की स्थिति का विश्लेषण किया गया है।
महिला पुलिसकर्मियों की स्थिति:
देशभर में 2.4 लाख महिला पुलिसकर्मी हैं, जिनमें से सिर्फ 960 महिलाएं आईपीएस रैंक पर कार्यरत हैं। 24,322 महिलाएं डीएसपी, इंस्पेक्टर या सब-इंस्पेक्टर जैसे गैर-आईपीएस पदों पर कार्यरत हैं, और बाकी की करीब 2.17 लाख महिलाएं कांस्टेबल के रूप में सेवा दे रही हैं।
रिपोर्ट यह दर्शाती है कि लैंगिक संतुलन का लक्ष्य अब तक किसी भी राज्य या केंद्रशासित प्रदेश ने पूरा नहीं किया है।
मध्य प्रदेश में महिलाओं की बढ़ती हिस्सेदारी:
मध्य प्रदेश में डीएसपी पद पर सर्वाधिक 133 महिला अधिकारी कार्यरत हैं, जो किसी भी राज्य के मुकाबले सबसे ज्यादा हैं।
महिला सुरक्षा के लिए बुनियादी सुविधाएं:
78 प्रतिशत पुलिस थानों में अब महिला हेल्प डेस्क की व्यवस्था है।
86 प्रतिशत जेलों में वीडियो कॉन्फ्रेंसिंग की सुविधा उपलब्ध है।
कानूनी सहायता के क्षेत्र में प्रति व्यक्ति खर्च 2019 से 2023 के बीच दोगुना होकर 6.46 रुपये तक पहुंच चुका है।
न्यायपालिका में महिलाओं की स्थिति:
जिला न्यायपालिका में महिलाओं की हिस्सेदारी अब 38 प्रतिशत तक पहुंच चुकी है।
हालांकि, अनुसूचित जाति (SC) और अनुसूचित जनजाति (ST) वर्ग की भागीदारी अब भी कम है:
अनुसूचित जाति: 14 प्रतिशत
अनुसूचित जनजाति: 5 प्रतिशत
Addressing Sampling Concerns in Customer Analysis
Ensuring Fair Representation – Addressing Gender Balance in Airbnb’s Customer Sampling
Ensuring that all demographics are fairly represented when analyzing customer data is crucial. Suppose concerns arise that a disproportionate number of sampled customers are men; it’s important to address this by recalculating probabilities and ensuring that the promotional event appeals to a balanced audience. By understanding the gender distribution of Airbnb users, the company can tailor its marketing efforts to ensure inclusivity and fairness in the promotional event, aligning with its commitment to diversity.
Where does the time go? It’s already two weeks since winning the Agent of Change category at the Northern Power Women Awards. An amazing moment on the journey, especially when considering who I was on the shortlist with. Allyship is powerful. Let’s embrace the change we can make, together. #genderequity #genderbalance #genderparity #genderpaygap #allyship #maleallies #intersectionalitymatters #inclusiveculture #microaggressions #genderstereotypes #workplaceculture https://www.instagram.com/p/CqhzDnHIJ24/?igshid=NGJjMDIxMWI=
