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Nestlé USA

What I Want to Tell Every Woman About Building a Great Career

Nestlé's Chief Marketing Officer on Ways to Support Women Year Round

Below is an article originally written by Alicia Enciso published on March 5. This article is about PowerToFly Partner NESTLE. Go to NESTLE's company page on PowerToFly to see their open positions and learn more.

March marks the start of Women's History Month — an inspiring time to take part in committed discussion about women's experiences and reflect on our own challenges and successes. There's plenty to celebrate. In 2021, we see broken glass ceilings in every industry, and reflecting on our history reminds us how we got here. I'm also thrilled to see that this reflection is more intersectional than ever, recognizing that unique barriers exist for women of color, women with disabilities, and LGBTQ+ women. The work is far from done. As I look at the incredible women rising into leadership positions in my own marketing teams, I want to focus on the inclusion, belonging, and equity in our workplace that can help them meet their full potential.

While this month is a symbolic opportunity to pause and celebrate, it's also a reminder that this should not be just a moment in time. All year long, we should be looking for opportunities to support women in their careers to ensure we build a workplace that is strong and equal.

As I reflect on my own career, I want to share some of the key lessons I've learned and the experiences that have shaped my own development, and what companies can do to open doors for diverse talent.

Find The Right Mentor

In 2019, the Harvard Business Review reported that 54% of men had a career discussion with a mentor or sponsor in the last year, yet only 39% of women did. Why aren't women talking about our careers more?

At Nestlé, we believe mentorships are a vital piece in the puzzle when it comes to building an inclusive and diverse workforce. I've had many great mentors in my career. One mentor, Martha, was a trailblazer and one of the few women in leadership in her role at the time. She was tremendously ambitious and a great culture builder — just the kind of leader I wanted to be. I've also had male mentors. One in particular was very tough on me, always pushing me to do more and challenging my perspective, applying his pragmatism to my career development.

Finding the right mentor is all about recognizing your own needs — knowing the spaces you thrive, knowing where you need to be pushed. Try to find a mentor who can inspire and challenge you in equal measure. Not just a cheerleader, but somebody who has skills in areas where you have potential to grow.

My mentor Martha constantly pushed me to take on challenges I didn't know I was ready for. Thanks to her, I was able to deliver. Most of the women I work with are able to do the same.

Have the Courage to be Imperfect

During my 30 year career I've learned that self-doubt and expectations of perfection are huge challenges for women at work. It's often said that women are less likely than men to apply for roles where they don't meet 100% of the qualifications. Data confirms this — LinkedIn's research shows that women on average apply for fewer positions, and in particular are less likely to apply for 'stretch roles' that are more senior than their current position. I've had opportunities where I've needed mentors to convince me I was capable. Focusing on my gaps instead of my value could have been a barrier to critical career opportunities.

This fear of dropping the ball is very real for those of us who are stretched between work and parenting responsibilities. In 2020, we all had to adapt to an uncomfortable way of working. I spoke to many parents across Nestlé teams taking on the challenge of working and parenting from home during lockdown. That challenge is ongoing, but what many of us have learned from it is that we can rise to the occasion when the world is changing around us. In this case we had no choice — we had to lean in to the discomfort, we had to be open and honest about being imperfect.

Now, I am consistently saying yes to opportunities, even though they are new and unfamiliar. I have been pushed as a leader in the face of many unknowns, but I know I can do it. We need to challenge more women to see this as necessary in their career development. Challenging ourselves will mean sometimes not feeling prepared or proven yet, but in my experience you'll never regret the challenges you accept, only the ones you turn down.

Advocate for Equity

Throughout my 30 year career, professional mindsets have changed. We have so many fearless and relentless women in our history to thank for where we are today — we stand on their shoulders and should be proud of where we've come. We should also honor that work by continuing to make sure our policies, benefits, and culture are creating belonging and opportunities for everyone.

For me, it's a source of pride that salaries for male and female Nestlé employees achieve 1:1 gender pay equity at Nestlé USA. I'm proud of our progressive parental leave policy that makes being a parent and a professional easier for all employees, regardless of their gender, from Day 1. I'm lucky to work in an environment that celebrates and rewards employees that have been historically overlooked. That doesn't mean I will stop advocating for progress, especially as it relates to women's professional development.

We need to continue to have conversations about what barriers exist for women today, especially across intersecting identities, and come together to advocate for both formal and informal opportunities.

Let's all take inspiration from Women's History Month to celebrate those women who have helped break barriers in the past, reach out and continue the conversation today, and work to understand how we can continue our advocacy for women in the future. I truly believe that what helps women helps all of us. An equal workplace is a better workplace.


How These Companies Are Celebrating Asian American and Pacific Islander Heritage Month

According to a recent study, anti-Asian hate crimes have risen 150% since the pandemic started. But these acts of violence are not new — they are part of a much larger history of anti-Asian racism and violence in the U.S.

That makes celebrating Asian American and Pacific Islander Heritage Month (which was named a month-long celebration in May by Congress in 1992 "to coincide with two important milestones in Asian/Pacific American history: the arrival in the United States of the first Japanese immigrants on May 7, 1843 and contributions of Chinese workers to the building of the transcontinental railroad, completed May 10, 1869") this year all the more important.


Supporting Neurodiversity in the Workplace

Only 4% of companies that say they value diversity consider disabilities. Even fewer include learning and thinking differences.

While neurodiversity is a concept that is gaining more awareness, many employers have still not fully grasped the importance (and benefits) of understanding neurodiversity and how to effectively incorporate and retain neurodivergent individuals in their organizations.


[VIDEO ▶️ ] Are You the Right Candidate for the Job? Tips From a Helm Recruiter

💎 Wondering how you can show up as the right candidate for the job?

📼 Press PLAY to hear some insight from a recruiter at Helm into what the right candidate for the job looks like in an interview. Alayna Sye, Helm's Senior Technical Recruiter, knows an applicant is going to be the right for the job usually after the first conversation. Find out exactly what will make you stand out, as well as the steps for the application process at Helm.


30+ Ways Companies Are Celebrating Hispanic Heritage Month 2021

Founded in 1989, Hispanic Heritage Month begins on September 15 and ends October 15. The four-week span over two calendar months may seem a bit odd, but it comes with good reason, as it covers independence anniversaries of several Latin American countries, as well as key celebrations in Hispanic and Latin communities. Apart from commemorating major holidays and historic milestones, this month honors the cultures and contributions of Hispanic and Latinx Americans.

We asked some of our partner companies what they're doing to honor and celebrate Hispanic Heritage Month at work this year, and we were inspired by the wide range of responses, from highlighting the impact that employees have in local communities to hosting fireside conversations on allyship to sharing performances and instruction of famous cultural dances.ot only are these companies honoring Hispanic Heritage Month, they're finding ways to spread positive change throughout the year. Here's what they're doing, in their own words:


The Workplace of the Future: How Companies Can Plan for The Ever-Changing

As vaccination numbers climb and some—though not all—of our collective paranoia begins to dissipate, businesses are starting to reopen. Employers face a key decision: how will they respond? Will they go back to the ways of life before COVID? Or will they adopt more permanently the flexibility and remote-first work necessitated by the pandemic?

As part of our Corporate Circles: Inclusive Conversation Series, join PowerToFly's Global Director of DEI Sienna Brown and Global DEI Strategist & Trainer Zara Chaudary on Friday, October 1st from 12pm to 1:30pm Eastern for an interactive roundtable as we discuss and share the tools and mindset needed to create the office of the future in a post-pandemic world.

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