Water is a precious resource that sustains all life on Earth. It is essential for drinking, agriculture, industry, and many other aspects of human and animal life. However, many people around the world do not have access to clean and safe water, which can have serious health consequences. Celebrating water can help raise awareness about the importance of this resource and the need to protect it for future generations.
Women also deserve recognition and celebration. They make up roughly half of the world’s population and contribute to society in countless ways, from raising families to working in various industries. However, women continue to face many challenges and inequalities, including discrimination, violence, and limited access to education and economic opportunities. Celebrating women can help highlight these issues and promote greater equality and empowerment.
Overall, celebrating water and women is a great way to raise awareness about important issues and promote positive change.
Susana Metzger is a well known Film Festival Director & Media Producer for over a decade. She is the founder of the Portuguese Surf Film Festival, at Ericeira – Europe´s first world surfing reserve – and a co-founder of What If ?- Women in Film Festival in Zürich, Switzerland. She is also an Executive Director of ‘Mind Act’, specializing in telling stories and providing the right solutions for film making and branding .
WahWoman team got a chance to speak to her and listened to her perspective on film festivals and their impact on women Worldwide.
Rajni Vohra: What was the moment that sparked your passion for films? Do you remember that? Susana Metzger: Growing up, going to the movies was always an important part of our family outings. My passion for storytelling was sparked by that first film that triggered my imagination and that was “Dead Poets Society ”, on how curiosity and daring to break the conservative norms can lead you to new and important discoveries.
Rajni Vohra: Movies are considered to influence political discourse and public opinion on important issues. How have surf movies impacted society’s perception of gender roles and equality? Susana Metzger: I am a strong believer that films are a form of activism. And documentaries are often a window to societal issues in parts of the world we know very little of. In the film niches I have been blessed to work with though the festivals I curate, I often see portrayed topics of gender. With surf films, in places like Palestine, or Bangladesh for instance, we feel for those little girls who want to pursue their passion for sports and surfing in particular, but are chained up by their communities who hold high expectations of them marrying way too young and leaving their dreams behind. These are important calls for all of us to take action and help out. The filmmakers are often courageous and key to bringing light to these problems.
Rajni Vohra: Why have decided to focus on surf movies instead of mainstream commercial cinema? Susana Metzger: I grew up in Ericeira, Portugal. And since the early eighties, we were all influenced by the growth of surfing in this region. When in 2011 Ericeira became a World Surfing Reserve (the only one in Europe until 2022), it was clear that we needed an event bringing the best international surf cinema from all around the world. This was, and is, an industry on the rise and it all made sense. We started the Portuguese Surf Film Festival in 2012, running now for 12 consecutive years. At the very beginning, an award in Britain for best short surf film, provided me with the right tools and platform, to carry on with my vision.
Rajni Vohra: You have also been the founder of the ‘What if ‘women’s film festival in Zurich as well. What made you exclusively concentrate and design the festival for women only? Susana Metzger: I moved to Switzerland for a few years and I was confronted with a disparity I was not expecting, with regards to gender inequality at work. Although this is, unfortunately, a reality all over the world, a country like Switzerland which is a champion in innovation and prosperity, was for me at the time, an unlikely suspect. Nevertheless, it has been amazing to witness how women have come together in Switzerland to join forces, through their historical strikes and organizations such as WeCoCo, Lean In Switzerland, Advance, just to name a few. In my head, I started building that project of activism through film, which is core to my belief system. And that´s how the concept of “documentaries made by women about women” came about. Together with a dear friend and also an expat in Switzerland, Charlotte Gantenbein, we put together “What If? Women in Film Festival” in 4 months. Not only is it important to us to shine light through important issues that women face around the world, but also to bring on to the international stage seemingly unknown work of new filmmakers and their expressions of art, poetry, social concerns and overall let their voices be heard.
Rajni Vohra: Your biggest learning from Life Susana Metzger: Everything can be done, with the right ingredients: a bit of salt and courage, pepper and determination, and then sprinkle it all up with loads of hope, love for your craft, and happiness. And just like that, your work leaves a legacy.
Lisa Russell, MPH is an Emmy-winning filmmaker, Nicholl Fellowship QF Screenwriter, UN/NGO Artist Curator, 2x TEDx Speaker, Fulbright Specialist and Founder of CREATE2030 whose work lies at the intersection of arts, social justice and global development. An avid proponent of narrative justice and responsible storytelling, Lisa has been a featured speaker and workshop facilitator at some of the leading global health gatherings including TEDxJNJ (Johnson & Johnson), Switchpoint, Envision, Unite for Sight, and others.She is a writer and director, known for A Revolutionary Act (2020), Bi-Racial Hair (2009) and Mother’s Cry (2015).
It was a stroke of luck that we were able to interview her. Read the full conversation:
Rajni Vohra: How art and culture can help mitigate various issues in the World?
Lisa Russell :Art and culture help mitigate issues around the world by transforming them into stories and narratives that have an emotional and personal element to them. Art and culture help us not only to learn more about the world around us but to unlearn the inherent bias we are exposed to and systems of oppression we have accepted as “normal.” Art and culture serves to question, disrupt, inspire, motivate, anger, love and appreciate the world around us. Art and culture are the most powerful tools we have to truly create an equal and sustainable world for current and future generations.
Rajni Vohra: In your experience, what is the best way to empower artists in developing nations?
Lisa Russell :The best way to empower artists and creatives from low and middle income countries, is to create systems that value and support their livelihoods. Many artists, through the challenges and resiliency they experienced in life, have empowered themselves and those around them. But we need to ensure they are paid for their contributions and we value their livelihoods in the same we do other sectors.
Rajni Vohra: Where do you see your current role in helping society?
Lisa Russell :My role as both a creative practitioner and an advocate for artists in the UN/NGO sector is to challenge harmful norms of how artists are valued and engaged with their work. I advocate for artist representation, believing that the best ones to shape policies and programmes for creatives are creatives themselves. In my experience, UN/NGO entities and staff are creating the programs they believe help creatives but they live on the opposite spectrum when it comes to livelihoods, pay scales, health insurance and more. Letting artists lead in the creation and implementation of UN/NGO creative campaigns, events, initiatives its a win-win for everyone. In the same vein of us not having adults speak on behalf of young people or men speaking on behalf of women, we must let the creative practitioners speak for themselves and other sectors to offer a seat at the table.
Rajni Vohra:. What impact do you envisage and aim for through your work?
Lisa Russell :The impact I aim for in my work is to first and foremost, inspire through action. In in my own personal life, the biggest moments I have experienced that have shaped or shifted my path has been meeting others who truly inspired me. As an artist and creative working in two male -dominated industries – development and media – I have aimed to break glass ceilings in order for myself and the women who follow me to be able to create a more equitable space for women and girls – of all colors, educational backgrounds, etc – to thrive. I want to continue to be at the forefront of the change around the engagement and amplification of the creative economy in helping to share a more just, inclusive and sustainable future for all.
India and Slovenia established diplomatic relations in 1992, soon after Slovenia declared independence from Yugoslavia. Since then, bilateral relations between the two countries have grown steadily, with cooperation in various fields.
Political relations: India and Slovenia share common values and interests such as democracy, human rights, and sustainable development. Both countries have been cooperating in international forums, such as the United Nations, where Slovenia has supported India’s bid for permanent membership in the UN Security Council.
Trade and Economic Relations: Bilateral trade between India and Slovenia has been growing steadily over the years. India’s major exports to Slovenia include pharmaceuticals, textiles, and engineering goods, while Slovenia exports mainly pharmaceuticals, machinery, and paper products to India. India and Slovenia have signed an agreement on trade and economic cooperation to further enhance their economic relations.
Cultural Relations: India and Slovenia have been promoting cultural exchanges through various events and activities. The Embassy of India in Ljubljana organizes events such as Indian Film Festivals, Yoga Day celebrations, and cultural performances to promote cultural ties between the two countries.
Science and Technology: India and Slovenia have been collaborating in the field of science and technology, particularly in the areas of information technology, biotechnology, and renewable energy. The two countries have signed a cooperation agreement in science and technology to promote joint research and development projects. Overall, the bilateral relations between India and Slovenia have been cordial and cooperative, and both countries are committed to strengthening their ties in various fields.
It has been a pleasure to have the opportunity to interview the Slovenian Ambassador in India Mateja Vodeb Ghosh. Her valuable knowledge and experiences have enlightened us on the bilateral relations between Slovenia and India, and the way forward for the future. We appreciate the efforts of the Slovenian Embassy in India in strengthening the bonds between our two nations and promoting cultural, economic, and political ties.
We tried to dive into various zones briefly to understand the current state and latest happenings between the two nations through the following questions:
Q1.You have been in India now for quite sometime. Having lived in a country for so many years which is very diverse in its language, culture, traditions and various other elements, what impact do you feel it has left on you.
Q2. India and Slovenia have collaborated in so many areas such as science and technology, education, and culture in past. What are some of the recent developments in this regard?
Q3.Slovenia is known for its beautiful landscapes and tourism potential. How is Slovenia promoting itself as a tourist destination in India?
Q4.Slovenia has a strong focus on sustainable development and environmental protection. How is Slovenia working with India to promote these values?
Q5. What message would you like to convey to Indian businesses and tourists who are considering Slovenia as a destination for investment or travel?
Meet Ms. Slavica Grkovska, the Deputy Prime Minister in the Government of the Republic of North Macedonia. She has previously served as the chief systemic analyst in the Sector for Information Technology, department of informatics and telecommunications in the Ministry of the Interior. During her term as an MP, she was president of the Commission on Education, Science and Sports, member of the Foreign Affairs Co mmittee and deputy member of the Committee on European Affairs. Furthermore, she was deputy president of the Joint Parliamentary Committee in the EU-Republic of Macedonia.
We got an opportunity to interview Ms. Slavica Grkovska, for the ‘Women & The World’ section of WahWoman.
Ms. Slavica Grkovska
Rajni Vohra: The Republic of North Macedonia has an exceptionally rich art & musical heritage which is reflected through its well-preserved customs, epic poetry, legends, colourful costumes, and wonderful folklore. How good governance is instrumental in promoting and preserving the culture for a better society?
Slavica Grkovska: Good governance is an instrument that contributes towards preserving and promoting all social values, including the cultural ones. Good governance in multi-cultural and multi-ethnic societies, such as the Macedonian, means that we need to use differences as an advantage, as potential in preservation and promotion of culture. The good governance principles that I am striving for mean overcoming the differences and isolating divisions that may be imposed by the multi-ethnicity of the society. This means that, on one hand, good governance is a continuation of traditions and customs from our rich treasury of all people in North Macedonia, while on the other, we must follow the modern trends of cultural accomplishment and to create a different world of values, a world that will reflect the real image for our country. To conclude, the fulfillment of the principles and values of good governance will inevitably result in greater and wider promotion of the Macedonian culture, in relation to creating a better society and in our case, society for all.
Rajni Vohra: Gender equality and good governance are part of a virtuous cycle. A necessary condition linking gender equality and good governance is female political leadership. In your opinion to what extent is good governance linked to gender equality?
Slavica Grkovska: Good governance is always connected to human rights, through their promotion and protection, and thus through the promotion of equality in the society. It is undoubtedly that women’s rights are human rights, and we must not forget or ignore this; on the contrary, my efforts in the line of good governance continuously articulate the importance of women’s rights as an essential element in the functioning of the society. Greater inclusion of women in the social processes and in the decision making system brings more quality decisions, but also a clearer vision for a country. It is well known that social progress is more rational and more essential if part of it is assigned to women. That is why we cannot exclude good governance as a method of protecting and promoting gender equality. If good governance includes moral and ethical values, then this is in correlation with gender equality, because the world examples and practice have shown that women are greater leaders in the promotion of these values. Gender equality respects human dimensions, creates constructiveness and cooperation, and it also brings progress for the overall community.
Rajni Vohra: The Republic of North Macedonia has made significant commitments to advance gender equality. However, it is believed that there are still some roadblocks getting in the way of achieving women’s equal representation and participation in decision-making processes – the lack of an electoral quota is often deemed as one of the key reasons in the process. How do you see the role of good governance in solving the issue?
Slavica Grkovska: If we say that good governance is in correlation to the gender equality, then this means greater participation of women in politics, especially in the decision making institutions. I agree that North Macedonia has achieved significant results in the advancement of gender equality, especially through the policies of the party where I come from, SDSM, which in this moment continues with activities for greater presence of women in politics. I can agree with the fact that we need to constantly overcome the obstacles in the accomplishment of overall inclusion of women. I have never given up the fight for women to be leaders, to be on equal footing with men, all for the benefit of the country and the citizens. In that regard, I would like to point out that SDSM, in its current representation in the Assembly, has a proportional ration of women and men, and now, my associates and I will insist on having the same situation in other decision making fields, on both central and local level. That is why in the following period we will accede to legal amendments that will introduce at least 40% of women in executive power, a quota of 30% for election of mayors in municipalities, and practically, we will promote the quotas that you asking about. In my opinion, we as a democratic country must define the quotas for respect of female participation, although I represent the thesis that on certain level of democratic development, the high percentage of women’s participation must reflect the political, culture, and not quotas and numbers. That is why I believe that the political parties must, within their structure, make some in-depth changes regarding the staff and to leave greater space for women; only then this shall reflect in the institutions. Only in this way can we use the potential of women who become more educated, more talented and more appropriate for the important roles in the society.
Rajni Vohra: As a female leader, what has been the most significant barrier in your career? Have you been confronted with gender-related obstacles in your career?
Slavica Grkovska: All of us, women involved in politics, more or less, have felt certain barrier in our careers. But I believe that now it is more important to do everything in our power to overcome these barriers, and to exclude them in future. We, as a Government, have adopted the Law on Equal Opportunities that defines the equality. That is why we have the Law on Employment that prescribes equal salary for women and men. The Law on Minimum Salary unified the salary for workers in textile, tanning and shoe-making industry. If I expand the answer to this question, then we have adopted a set of laws for protection of women from any kind of violence, including the domestic violence. Some of us, who were more persistent, succeeded in imposing this in the decision making processes and the social political processes, and we have achieved this with our education, knowledge and experience. These are, in fact, the important elements, if a woman wished to become a leader. I am aware that sometimes these values do not help when men’s domination wants to exclude certain woman, but this does not mean that our fight for greater rights and equality should stop. On the contrary, we are in a phase where we impose our social position and when, using examples, we show that our place is here, in the world where decisions are made and policies are created for better life.
Rajni Vohra: Your message to the World…
Slavica Grkovska: My message to the world is: the world remains for the youth and women. Exactly the young people and the female population make bold decisions for better shared future. Although it is still considered that politics is a men’s profession, I believe that women with their subtlety, character, capability, are a dignified integral part of the world developments. The whole world knows that it depends on us what society shall we create and in what country we want to live, but this can only be possible if we trust women and if we use their potential in creating the big policies of which the life of the last person depends.
Rajni Vohra: Thank you for taking your time to talk with us.
Helene Galek is a supremely accomplished actor, casting director, and author based in NYC, U.S. She has also been an associate producer of the web series, “That Reminds Me” and Won “Best Supporting Actor” at the Rome Web Festival. Her projects include short films, trailers, web series, documentary voice over, legit theater and musicals. Helene began her casting at Manhattantheatersource (a theater company) and consulted on some of their main-stage productions as well. Some of her most recent projects include: “The Wrong Box” part of the Dream Up Festival in NYC, “Tech Bettys”, a web series, the short films, “Out to Dry” and “Out of the Ash” and feature film, “Chasing Banksy”.
We got a chance to have a conversation with her. Read the full interview:
RajniVohra: What are some of the biggest challenges faced to become a film casting director/producer?What strategies can women employ to break into the highly competitive field of film directing?
Helene Galek: With casting, there are slightly more women in this profession than men- 58.8% according to reports.With film directors, it is a different story- only 28.2% of all directors are female. Big studios and CEO’s are still mainly men and old habits die hard. But it is encouraging to see more female directors with major films and documentaries. I know several female directors in the independent film level and it is a matter of not taking NO for an answer and pushing forward and upward. And the more and more it happens, than the “trust” that Hollywood has that is geared towards white men will begin to shift as we see with more Black and Asian directors as well.
RajniVohra: How can women who have experienced trauma or abuse find healing and support through sisterhood?
Helene Galek: Some women tend to judge other women who have gone through trauma quite harshly or at best, act in a non-supportive way. That is because of fear that the same thing could happen to them so “blaming the victim” is their way of protecting themselves and their fear. For example, when it comes to rape or incest, it’s hard for some to conceive of this happening and there must be a “reason” so that the victim and their behavior tends to be the focus and not the perpetrator. Women need to start looking at the women who have suffered abuse not solely as victims but as whole human beings who were not responsible for the perpetrators’ behavior. Not believing women or needing proof from say, 20 of them, to prosecute one man is what adds further trauma. Women sticking together, supporting those who are afraid to speak up, going forward with them as they speak the truth and get the courage to leave their situation and assisting them to erase any feelings of guilt and responsibility and obtaining professional help and guidance to heal.
RajniVohra:The concept of sisterhood varies across different cultures and communities. What are some strategies for building and strengthening bonds among women, especially in diverse and multicultural settings?
Helene Galek:I find that my talking and expressing thoughts out loud and finding common ground can unite women from different cultures and backgrounds. One always thinks they are the only going through this and no one could possibly understand. Whether it’s cramps or children or friendships or men or even the shared love of a book or film or family history- that is a first step. Women can share affirmations. philosophies, meditations as well so that individual women can become self-actualized even before bonding with other women and joining groups.
RajniVohra: How can women challenge ageist stereotypes and cultural expectations around aging and beauty, how can they celebrate their unique qualities and strengths as they age, and can cultivate a sense of gratitude and appreciation for the blessings and opportunities that come with each new year of life?
Helene Galek: The challenge of the aging and value credit has to start from the inside as well. I tell women to be aware of the self-deprecating statements they say about themselves, the mental photo of themselves to be a certain way because of a number. I believe by not giving in to stereotypes, much like breaking into a male dominated business, and sticking with what makes you feel good and powerful and expressing that in all ways, fights the aging and sex bias. There will always be haters and that usually means your power and self pride and happiness is pushing their buttons. I just read a meme which said, “As to the people who talk behind your back, they are behind you for a reason.” Concentrate on the confidence and wisdom and freedom you obtain as you get older. Rejoice on the choices you get to make now. And don’t isolate yourself from other age groups. We can all teach each other something. Stop glamorizing youth to yourself and others- it wasn’t all that great then, either, if you remember correctly! And if you actually made a list of what you accomplished or some of the things that your friends acknowledged you for, you will feel grateful for so much of your life and that each day is a blessing!
RajniVohra: What is your biggest learning in life?
Helene Galek: My biggest learning is that each day, there is something to learn and something to teach!
RajniVohra: Thank you for sharing your perspective and time
Marguerite Soeteman-Reijnen is Chairman of the Executive Board of Aon Holdings (part of Aon Plc; NYSE AON) and other Holdings entities in the Netherlands and Global Chief Marketing Officer of Aon Inpoint. Marguerite is an expert on diversity and inclusion and is Chair of the Advisory Board of SER Topvrouwen (the Dutch nationwide diversity C-suite female empowerment initiative). She also represents the Kingdom of the Netherlands and its private sector in the G20 EMPOWER Alliance. In 2021 she was awarded the Ambassador J. William Middendorf II award. This award is presented to individuals who have markedly served to strengthen relations between the United States and the Netherlands. In 2010 she was awarded “Women to Watch” by Business Insurance, USA.Marguerite received a Master degree in Law from Erasmus University Rotterdam and is an alumna of INSEAD and Harvard Business School, also holder of an honorary doctorate in philisophy of Rai University, Ahmedabad Gujarat.
Read an excerpt of Talk with Marguerite Soeteman-Reijnen:
Rajni Vohra: In recent times, there has been a growing recognition of the importance of female leaders in various fields, and more efforts are being made to promote gender equality in leadership positions. In such scenarios, it is not uncommon to see instances of women co-leadership. However, power dynamics between leaders can become a potential challenge, especially if there are disagreements or differing opinions. How has your experience regarding co-leadership been while working with other women?
Marguerite Soeteman-Reijnen: Co-leadership focuses less on power, status and money but more on doing the right thing and driving the required results together. It is therefore less about “I” and more about “We”, using collective knowledge. It enhances a growth mindset. Co-leaders have different life paths, experiences, education, strengths and weaknesses. They can complement each other, keep areas of focus and therefore apply diversity of thought and opinion to a company. Diversity helps a company to grow. With different personalities, experiences, and perspectives available within the leadership core of a business, there are more opportunities for growth. Although differences in personality can create conflict, if however effectively managed, the depth of conversations, ideas, and creative moments will generally make the company better, stronger and faster. Personally I have always enjoyed working with both men and women. My learning agility, my interest in other people, their observations and insights, and my curiosity but also my humility is what thrives me to work with others and to adapt accordingly. My mantra therefore is “If I am the smartest in the room, I am in the wrong room”.
Rajni Vohra: Research has consistently shown that women face significant challenges in the workplace, including stereotypes, discrimination, and biases. Despite these challenges, women continue to work hard and excel in their careers. In fact, studies have shown that women often have to work harder than men to receive the same recognition and rewards. Do you see any disruption happening in this pattern around you now?
Marguerite Soeteman-Reijnen: Even when women work harder, female employees are less likely to be promoted than their male counterparts, despite outperforming them and being less likely to quit. And research points to at least one reason why. In the paper, “’Potential’ and the Gender Promotion Gap,” MIT Sloan Associate Professor Danielle Li found that on average, women received higher performance ratings than male employees, but received 8.3% lower ratings for potential than men. The result was that female employees on average were 14% less likely to be promoted than their male colleagues.
In many management books and articles in newspapers etc stereotypical views of ‘excellent leadership” are being described. Characteristics such as decisiveness and assertiveness, working hard, and making a lot of money tend us to think of men. As a result women are perceived less as potential leaders than men. This phenomenon occurs again and again in organizations. But recent research also shows another explanation for the fact that men are promoted faster, despite their average lower performance. When men are passed over for promotions or when they receive a lower potential rating, they are more likely to leave. The researchers argue that managers are aware of this, and so reward men with higher potential ratings so that they don’t walk away.
It is crucial to acknowledge the existence of prejudice, both conscious and unconscious bias, and start measuring talent – both men and women – with the right means so that you will be able to identify real talent.
Rajni Vohra: Studies have shown that women are often socialized to be less confident in their abilities to manage finances to pursue careers in the tech industry. Additionally, women may face barriers such as the gender pay gap and lack of representation in these fields, which can contribute to lower levels of financial and tech literacy. How important do you believe to address such systemic and societal barriers that contribute to low levels of ls confidence in women? Confidence is a belief we can create a successful outcome through our actions.
Marguerite Soeteman-Reijnen: In order to be successful, one needs to be both competent and confident. Many women make the mistake of only focusing on proving themselves through their performance. They forget to take other actions necessary to increase their personal brand and exposure in an organization.
The confidence gap describes the tendency women to be less self-assured in their abilities than their male counterparts. Findings from a study by Weibke Bleidorn c.s. in 2016 https://pubmed.ncbi.nlm.nih.gov/26692356/ based on two decades’ worth of research supports the confidence gap, confirming that men have higher self-esteem than women.
One way we see the confidence gap play out in STEM (sciences technology engineering math) is the old but persisting myth of the male math brain. https://www.aauw.org/resources/article/the-myth-of-the-male-math-brain/ This myth perpetuates the misconception that boys are naturally better at math, while girls are naturally better at language and verbal skills. However, many studies indicate that there is no substantial difference between boys and girls in biological cognitive ability or aptitude for math or verbal processing. “Boys do not pursue mathematical activities at a higher rate than girls because they are better at mathematics. They do so, at least in part, because they think they are better.” Shelley Correll, Professor of Sociology, Stanford University. From climate change to the energy crisis to health, the answers to our most existential challenges lie in science. Seeking them we need to include the brainpower of half the world: women and girls. Under the leadership of the Indian G20 presidency we intend to work the coming year on tangible actions to make a change.
Daniel Goleman described in What makes a leader 5 essential skills: self awareness, self reflection, motivation, empathy and social skills.
Self awareness includes knowing yourself and trusting yourself, accepting your strengths and abilities but also your weaknesses. It requires growing your self confidence. Confidence is what turns thoughts into action. Without it we hold ourselves back. Hence in overcoming systematic and societal barriers, we need to work on both increasing competence of women to become digitally fluent and financially literate, enabling them to also learn coding and studying STEM topics. However at the same time also work on increasing self confidence and visibility of women as role models.
Rajni Vohra: There cannot be a single blanket answer to address the different challenges faced by different parts of the world at different levels currently. The problems and needs of each community, region, or country are unique and require tailored and context-specific solutions. Nevertheless, how the element of culture can be integrated to strengthen women in families and society.
Marguerite Soeteman-Reijnen: Socialization is the continuing process whereby an individual acquires a personal identity and learns the norms, values, behavior, and social skills appropriate to his or her social position. Already as soon as babies are born this starts. By either giving boys blue or girls pink toys, clothes etc. But also by what we are being told what normal behaviours is by parents, teachers, friends, or by movies or books. These norms and values are a powerful, driving force that puts enormous pressure on us to conform to societal beliefs.
However, once family’s culture, based on race or ethnicity, is equally as powerful and starts just as early. In many cultures, women are expected to be responsible for things that men are not. And, more pressure is put on girls and women to look and behave in certain ways. In e.g. South America Asia, India, some cultures believe that girls should take care of the males in the family. Strong cultural and family influences can impact the personality, success and dreams of young women.
A degendered education both at home and at school would support gender equality. Gender roles can and should be blurred. All children should be taught to cook, clean, do laundry and fix things around the house – essential life skills for any adult. Cultural inconsistencies in how we treat girls and boys should be banned. We need to challenge cultural expectations that women should be responsible for things that men are not. Women are equally capable as men to be successful and happy. Our childhood upbringing and culture should reflect that. Last but not least crucial is that women are raised with the belief that they can and should be financially independent. This implies knowledge of finances, how to save money, how to attract investors to your business etc.
Rajni Vohra: What’s your biggest learning from life?
Marguerite Soeteman-Reijnen:Embrace change, don’t fight it. Strive for perfection, but settle for excellence. Last but not least, I do not know the key for continuous success and happiness in life, except working hard and enjoying what you do, but one thing I know is that the key for failure is trying to please everyone!
Virginija Langbakk dons many hats -the First Director of the European Institute for Gender Equality, Former Deputy- director at Swedish Ministry for Foreign Affairs, Former Gender expert, programme director at Swedish Institute for Public Administration & Former Project manager, gender expert at The Swedish Association of Local Authorities and Regions. Virginija Langbakk has been mentoring and advising managers and politicians, in particular, young women. She loves structure, but also, out of the box thinking. She enjoys communicating and public speaking and would always find a visual link to the audience.
Read an excerpt of Talk with Virginija Langbakk
RajniVohra: According to EIGE, Gender Equality Index shows signs of a worsening situation for women in many areas of work and home life. Despite so many efforts on the ground level by government and private agencies to solve gender related issues, what possible reasons do you think can be attributed to such state of affairs ?
Virginija Langbakk: I cannot miss highlighting a few unique for EIGE’s Gender Equality Index, elements. Before its existence none of composite indicators of a similar nature enabled the analysis and aggregation of such a broad scale of indicators into one general score. The report of the first edition of the Index (2013) gives an extensive picture of similarities and differences between EIGE’s Index and other regularly used indices (e.g., World Economic Forum or United Nations). EIGE has an advantage of regularly updated and fully comparable data for all EU-27 (and to some extent, the Candidate countries) and the common political framework of the European union that makes a unified monitoring of the progress (or negative development) possible and comparable. Since 2013, when the first scores were published, it proved to be the trend in each policy area that makes the most exciting aspect to follow. As noted, the indicators, indeed, demonstrate a negative or a stalled development in several policy areas. The reasons are numerous, but stereotypes and slowly changing attitudes about the gender roles in the society are the main culprits of such a backlash. The domain of Work shows visible signs of indirect, and sometimes, even direct, discrimination of women in regards to career opportunities; you will also notice that gender-segregation hampers a more gender-equal pay, and you will be shocked by the largest pay gap of all, which is found in the overall earnings gap (domain of Money). The domain of Education signals that stereotypes sustain gendered choices of professions, which results in large pension gaps, etc. And finally, violence faced by women and girls also has its roots in stereotypes, where the society not only tolerates it, but also, blames the victim for the act of crime they were subjected to. Unfortunately, stereotypes and society beliefs are difficult to measure, combating them needs long-term commitment and comprehensive measures, therefore, as long as gender mainstreaming is just a word called for in an isolated context, we will see a progress taking a snail’s pace forward.
RajniVohra: You have been very instrumental in helping and supporting refugees coming from Ukraine to settle down in European region- finding livelihood and accommodation in EU for their families, women and men. How challenging has it been so far?
Virginija Langbakk: The Russian aggression proved one thing- that not only geographically, but also, historically and culturally Ukraine is belongs with Europe, and this might be one of the reasons that the refugees did not face the same attitudes, as the ones from other regions of the World did. One of explanations could be that majority of Ukrainian refugees were and still are women and children, in contrast to the start of the refugee crisis, when most of refugees were young men. It suggests that the European society feels more at ease to open their homes to mothers with children, help soothe their traumatic experience and share the toys with the children. High level of education in a similar academic system is another aspect that is typical for this group of refugees, and there is no doubt, that having the right education does help Ukrainian women getting a faster employment. A third very important factor is the common culture, which is grounded on the values that are similar to those we cherish in the EU. Beyond any doubt, the process met many challenges, in particular, in the functioning of formalised support and aid structures. If such centres and shelters did their share of giving the first relief, they are hardly the same efficient in ensuring a social integration. Having access to schooling helps the children to re-start a sort of ‘usual’ rhythm of everyday life and mixing the refugee and local children boosts their chances to learn the language and the culture. In a similar vein, some Member states employed Ukrainian women to the public sector and the private sector made necessary adjustments to their internal work cultures to accommodate the new colleagues. The establishment of a social or emotional tie between the refugees and the local community is the most subtle but most desired element; it needs to be valued and fuelled by the society itself, it needs the hearts and souls ready to embrace the ‘stranger’ and introduce her or him to their world and their network. It facilitates the understanding and agreeing on common values and opening one’s home to a person who flees from a conflict area or war.
RajniVohra: War and conflicts have far deeper scar & worse impact on women than men. Ukraine conflict compounds the vulnerability of women and girl child. What plan EU has to protect them from any sort of violence and bring them into the mainstream? Virginija Langbakk: Vulnerability of women and girls in conflict zones has a defined and repeated pattern. However, in case of Ukrainian families the pattern is a bit different. First, they did not have to travel for months following the smugglers and expecting sexual or other type of violence at every corner. Secondly, refugee centres, established at the EU borders, did not have to detain them at the first point of registration, and they were moving freely within the EU. It would be wrong to believe that the risk of violence or sexual violence was completely absent, and some groups, such as unaccompanied children and young women were more exposed to the danger of being trafficked. It is important to note, that despite the existence of a common policy, it is the government of each Member State, that decided how they deal with the practical implementation of the refugee support, and it seems, the approach differs quite much. Now when the topic of violence against women and girls has gained political momentum in Brussels, the chances that refugee or migrant women will be covered by legislative framework are much stronger than a year ago.
RajniVohra: As a woman leader, what is your message to other women? Virginija Langbakk: First of all, build on your strong sides and let the world know what you can do! Make friends with women and people with different interests and skills than you have and tap on their knowledge. Find friends you can trust and get their advice and never give you your goal!
RajniVohra:Thank you for taking the time to talk to WahWoman.
Delfina is a Delicate Activist who designs educational and social innovation journeys. She is the initiator of Iniciativa Murmullo, which is born from the joint need of a community of professionals who considers their practice as the path of development, learning and growth. This community works steadily towards the inner life of social organizations to generate practical, reflective and collaborative practices, thus creating conditions conducive to life. She works for Vivir Agradecidos designing and facilitating an Evolutionary Learning Ecosystem with a team of colleagues. Her previous work was to design the content and train facilitators of learning communities in a School Climate and Emotional Education Program led by the provincial government of Buenos Aires for 2000 public schools. Delfina’s strategy is to hold sustainability of the viable spaces within organizations to generate systemic well-being. Communities of practice represent the container where synergy occurs in such a way that regenerates the social tissue of the system. She believes that we can work as a community to become the community we want to see in the world.
Rajni Vohra– Delicate activism is a newer and more radical term. How would delineate to those who are unversed with it?
Delfina –To understand more about the necessities of these times, to learn individually and collectively to respond wisely, we need to dive within ourselves to learn how to navigate and hold a complex, uncertain and ambiguous world with others. As a community, an institution or an organization learning to adapt to these particular times is an invaluable skill. We can do this by acting with the same mindset that has created the problems and the results we are having today or we can generate the awareness we need to become more resonant with life.
Delicate activism is a phenomenological approach to change, as their authors, Sue Davidoff and Allan Kaplan, wrote “it is truly radical in that it is aware of itself, and understands that its way of seeing is the change it wants to see”. Delicate activism is an invitation to realize how we are approaching activism, how we are approaching our practice and our work in the world. Is to understand that if our approach lies in a fixed theory we will be making meaning of the world as it is emerging only through that lens and we will be missing every other possibility there.
We can start, in these indelicate times, with our practice of observation that can play a healing role in the world. We need to make sense of the world experience to shed light on our responsibilities as humans. It is important not to look for a management or controlling response, opening up to become conscious of ourselves because that awareness is the generative force for transformation.
Rajni Vohra– You are a social-emotional learning specialist who creates and holds safe spaces within organizations to generate systemic well-being. Let us know more about it.
Delfina– I do work mostly with educational institutions, NGO’s and software organizations. Each organization is an expression and part of a larger system. It is of fundamental importance to understand the larger system, the organization itself and the team or individual participating. What is their purpose, how are relationships, processes and structures in place playing out. What are the symptoms that are coming up because of the inner dynamic of the organization, what are the current practices that are nurturing and unleashing potentialities within the organization, what are those habits or narratives that must go in order to create a safe environment for growth, what are those practices that sustain an organizational culture infused with wellbeing. All of these aspects show mainly the invisible forces that shape culture, capabilities and at the end of the day the results of an organization. If the organization makes space to learn from itself, to become aware of these dynamic forces playing out, it allows to create coherence between what the organization’s purpose is and the strategic actions they use to achieve it. This is a new way of attending to our potentialities as a collective, a way of designing the future.
Of course it starts from the individual, if leaders are available to change and take the responsibility to create relationships based on trust and respect, understanding that instant solutions ignited by fear are detrimental to the health of the organization at the medium and long run then the culture that starts unraveling is one infused with wellbeing. It becomes a positive cycle process, by working together with these deep human values at the center of the team or community allows coherent answers to emerge for collective questions. Once this starts to happen the organization becomes the author of its own future by developing new practices and evolving with new demands.
Rajni Vohra– We are currently living in times where a lot more is going through massive transition and turmoil that in turn leading to the emergence of a new set of unfamiliar challenges. How do you view the process of diversity , equality and inclusion in light of this current reality?
Delfina– I think great opportunities come when we become conscious of what we have excluded, othered and ignored as individuals, as communities, as larger systems. This goes for ourselves in our inner movements such as emotions, needs , impulses and so on, but works as well when we expand to the groups we belong to, the organizations and societies.
In my work I always imagine the organization or institution like a living organism that belongs to an evolutionary learning ecosystem and at the same time they are one as well. Where all beings involved in that ecosystem benefit by creating powerful and meaningful relationships with one another. Thriveability fundations for any ecosystem is the integration of the experience and mutual learning of all beings.
This biological concept applies to the social realm. The success of a community or organization lies in its capacity to learn and adapt. If there are participants of the organization that are being excluded, othered or ignored then the learning capacity of the organization is low. If an organization members are only like-minded people then its learning capacity is low. If the organization can not integrate its unseen or unheard its capacity for learning is low. All these aspects diminish the lifespan of an organization. Diversity is life, it is rich in itself and sets the nurturing soil for creativity, innovation , intelligence and adaptability. I am very much in favor of DEI practices that nourish any community or organization.
Rajni Vohra– How do gauge the impact of your work at the fundamental level?
Delfina-This is an interesting question, Heidegger wrote “ to let that which shows itself be seen from itself in the very way in which it shows itself from itself” I love this quote because it brings me back to what’s important. Thoughts and emotions, relational dynamics and so on are invisible, so then how do you measure them? If I try to measure that which is invisible with the same parameter of our analytic mind then I will miss the true impact of my work.
I have always struggled to measure my work for thus its impact is an effect not a result. Carol Sandford defines effects as “ truly indirect products of an action and can show up in systemic changes and will be invisible to anyone who hasn’t developed the capacity to look for them”. So I write about my work, I work a lot with phenomenology, with grounded theory, interviews, etc. I look for different ways to assess what really matters to me, what I want to show the world.
Rajni Vohra– Your learning from life…
Delfina– Wow this is a big question! I am learning from life to be patient, to allow life to guide me instead of pushing my own agenda. This learning has accompanied me throughout my life. I am very active and energetic, I see how I can get mixed up and become my own limitation. Today, I try to trust the process and be confident that life will present itself to guide me, if I manage to listen deeply, towards what she needs me the most.
