How Being A Certified Woman Owned Business Can Help Grow Your Company

How Being A Certified Woman Owned Business Can Help Grow Your Company

Looking for a community to have your back? You’re in luck. Ellevate Network is the largest community of women at work. We show up for each other, helping everyone — no matter their background or aspirations — build a career they love. And, more importantly, we mobilize our collective power to change the culture of business. Join Ellevate for free today.

If you’re a woman who owns a business — congrats! It’s fantastic to hang your shingle and go off on your own. There is another advantage to being a Woman Owned Business: getting officially certified as one on federal and local levels. The government and large corporations are the largest buyers of goods and services and often award contracts specifically to women. These contracts can be constant, reliable sources of income.

In her recent webinar, Jean Kristensen of Jean Kristensen Associates explained what it takes to get certified and how to navigate securing government and corporate contracts. Kristensen has started three businesses that have been successful thanks in large part to being a Woman Owned Business and winning government contracts. She now advises women on how to understand the system.

[Related: Join Ellevate virtually for our Inclusive Managers and Leading With Empathy Series Capstone Event, our final discussion about the next steps we all can take to create Inclusive Workplaces. During the 2014 fiscal year, the U.S. government awarded 267,168 contracts to Woman Owned Businesses for approximately two billion dollars. The top contacts were awarded for professional services, medical and surgical supplies and administrative support.

Some businesses also have a 5% goal for subcontracting work to Women Owned Businesses once they win a contract. This can be as high as 30% in some state and local jurisdictions. So even if a Woman Owned Business doesn’t directly win a government contract, they can still gain business through subcontracting. But you have to know how to find these opportunities in the first place.

What Is The Purpose of Certification?

Being a certified Woman Owned Business is a tool designed to increase opportunities for women. It’s not a charity program nor does it give women special treatment. It’s designed to increase visibility. It’s also a way for government and corporations that have the aforementioned subcontracting goals worked into their contacts to meet directly with Women Owned Businesses.

There are two kinds of certifications: Women Owned Small Business and Woman Business Enterprise. A Woman Owned Small Business (WOSB) is a program that provides greater access to federal contracting opportunities for Woman Owned and Economically Disadvantaged Women Owned Small Business. (EDWOSB).

The program allows contracting officers to set aside specific contracts for WOSB and EDWOSB that will help federal agencies achieve the existing statutory goal of 5% of federal contracting dollars being awarded to WOSB. An EDWOSB meets a certain financial criteria. The owner’s assets, excluding their business and their home, is under $250,000. That woman, and her business, in considered economically disadvantaged.

WOSB certification is overseen by the Small Business Association (SBA).
In order to be considered to be a WOSB the company must:

The SBA will verify this information by collecting documents such as tax returns, bank statements, operating agreements, etc. They will also ask for birth certificates and passports to prove citizenship. WOSB is unique to the Federal government. It is a program that a person can self-certify for. As long as you can prove that your company is owned by women you can start marketing your company, almost immediately, as a Woman Owned Small Business while the documents are being verified.

The second classification is Woman Business Enterprise. This certification is used by local, state, and other quasi-government agencies such as authorities, airlines and in the private sector. The qualifications for a WBE are similar to those of a WOSB. The company must:

It’s also important to know about:

What Does It Take to Succeed As A Certified Woman Owned Business?
Just because you get certified doesn’t mean that government contracts will magically start appearing at your door. Kristensen said the key is to have a plan when it comes to winning bids.

The Ability To Do Business And The Power Of Teaming Up

It’s important to know what type of project could you take on. Contractors will likely ask about the last project that you worked on that is similar to what they are looking for. Buyers often say that inexperienced companies are not going to cut their teeth with them. You need to have some level of experience in their space in order to be a contender. One way to get around this is to team up with someone who has experience for either a full contract or a subcontract.

Kristensen did this with a cleaning company whose contract with a large bank also needed to supply security. Kristensen ran a security company, and it was a great fit. She then went on to pitch her company’s security services to other banks and in turn won many more contracts.

Let Buyers Know Who You Are

Once you research what groups are buying in your area, make sure they know who you are. Research shows that it takes 18 months of continual effort before you score your first contract. That said, a commitment to marketing yourself is key to staying on buyers’ radars. Kristensen recommends consistent but meaningful communication with buyers.

Good public relations such as a professional website, social media, direct mail, email blasts, etc. are all tools to let people know about your services. Make sure your target audience sees you and knows you. Highlight your unique unique service offering and position yourself as thought leader.

Looking for a community to have your back? You’re in luck. Ellevate Network is the largest community of women at work. We show up for each other, helping everyone — no matter their background or aspirations — build a career they love. And, more importantly, we mobilize our collective power to change the culture of business. Join Ellevatefor free today. Read the rest of this article here

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Six Reasons For More Aussie Women To Join The Tech Industry

The significance of gender diversity in the workplace is no secret and nowhere is the gender divide more apparent than in the tech sector.

This has long-term implications for the tech sector as studies show that the more diverse perspectives there are in the room, the better the ideas, outcomes and ultimately the bottom line.

The recent Women in STEM Decadal Plan found only 27 per cent of girls in Australia are likely to undertake science, technology, engineering and mathematics subjects in school – the lowest of all Asia-Pacific countries.

“The future of work will be dominated by STEM, but there is a huge shortage of these skills in Australia, with many organisations looking overseas to hire top tech talent,” says Rachel Gately, Co-Founder of Australian advanced machine learning company, Trellis Data. “The IT industry has long been dominated by men, but with digital technologies becoming more prevalent, there’s never been a better time for women to consider a job in the tech sector.”

If you’re thinking about a career in tech, here are six things you need to consider:

Financial stability

The technology sector often tops lists for high salaries and job opportunities – Seek’s latest data found ICT had the jobs with the highest pay in Australia. With COVID-19 forcing organisations to embrace digital, technology jobs are now in a stronger position compared to many other industries. The Federal Government is also investing over one billion dollars in the nation’s technology and innovation capabilities, so not only is there good money but job security is also assured. With strong demand for tech talent, there is more scope for women to build a career and progress quickly.

Work-life balance

There’s been a significant shift in work culture in recent years, with parents sharing responsibilities and employees expecting better work-life balance. Businesses now offer greater support for women, allowing them to work from home, part-time, or even providing on-site childcare.

Workplace flexibility has also accelerated over the last 12 months due to the pandemic. This means there is greater opportunity for women to not just enter the tech industry, but to reach senior positions.

According to Gately, “Providing work-life balance is no longer a perk for employers but a must-have. We encourage staff to work the hours that they’re most productive. Some leave work early to coach their kids in sport or pick-up kids from school. Others start late because they prefer to work later. Having women in leadership ensures this attitude towards flexibility is ingrained in company culture.”

Technology needs women

Despite a growing number of jobs in STEM, only a quarter of graduates in technology in the developed world are female – even though more women have degrees than men. So, there is a huge window for women to bridge the gender divide. Science has also found that women have higher intuitiveness and empathy than men, which are traits often missing when developing tech products – female led innovation creates tech with more people in mind. In fact, women are found to be better at connecting tech with business outcomes – according to Fortune, women-led companies have historically performed three times better than those with male CEOs.

Never get bored

We know that technology moves fast. The World Economic Forum’s Future of Jobs report found 65 per cent of children starting primary school now, will have jobs that don’t exist yet. This digital future means there is always something new to learn, and scope to get creative to find new solutions. “A career in tech means you’ll never be bored,” says Gately. “We’re always looking for fresh ideas, so my staff have creative freedom to invent and discover new things in technology and machine learning – we specifically set aside time for this each week. It helps foster an environment where people can constantly learn and where everyone has a voice.”

Change the world

Emerging technologies like artificial intelligence, machine learning, and the internet of things aren’t just transforming businesses but also being used to improve lives. In Russia, Impulse Neiry is using world-first neural interfaces to detect neurological disorders like Alzheimer’s several years in advance, and NASA technology is being used to conserve endangered whale sharks. Tech companies such as Google are also now leading investments in clean energy. There are so many ways to help people, animals and the planet using tech, and women have the potential to be a part of it.

Empower other women

According to a Microsoft survey, girls in the US consider tech careers at age 11 but lose interest soon after, with many blaming a lack of female mentors and gender diversity. With more women taking on STEM roles, we have the power to challenge the status quo and increase the voices of women in the industry. By considering a career in tech, you can empower more young girls to get involved. As a woman in tech, you have the opportunity to present in public forums, share your story with others and raise your profile in the industry.

Rachel Gately

Rachel Gately is the Co-Founder and Director of Operations at Trellis Data, a leading Australian advanced Machine Learning firm.

Keep up to date with Dynamic Business on LinkedInTwitterFacebook and Instagram.

Source: Six reasons for more Aussie women to join the tech industry – Dynamic Business

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Melanie Perkins’ $3.2 billion design platform, Canva, is one of the world’s most valuable female-led start-ups. CNBC Make It’s Karen Gilchrist met with the 32-year-old Australian entrepreneur in Sydney to find out how she’s taking on tech giants Microsoft and Adobe. —–

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Employers Must Act Now To Mitigate The Impacts Of The Pandemic On Women’s Careers

It may be years before we comprehend the full ramifications of COVID-19 on our society and places of work. But while we are still learning to navigate the pandemic, we each have had to adapt our daily lives to respond to it.

Working women, in particular, are being impacted in profound ways, facing tremendous challenges and commonly taking on expanded duties at home while continuing to juggle their careers.

In order to understand how and to what degree women’s day-to-day lives have changed – and how they feel these changes could impact their careers – we recently conducted a survey of nearly 400 working women around the globe at a variety of career levels and spanning various industries.

The pandemic is taking a heavy toll on the daily lives of working women

What these women shared sheds light on the extent to which the pandemic is affecting their work/life balance, mental and physical health, and confidence in their long-term career prospects.

Over 80% of the women we surveyed said their lives have been negatively disrupted since the onset of COVID-19. Additional care giving responsibilities, extra household responsibilities, and heavier workloads were cited as common impacts, causing many women to experience negative tolls on their mental or physical well-being or feel unable to balance their work/life commitments.

Alarmingly, nearly 70% of women who have experienced these disruptions are concerned about their ability to progress in their career. And 60% questioned whether they actually want to progress when considering what they perceive is currently required to move up in their organization.

We should be concerned about these results in terms of the immediate impacts on women’s daily lives, the potential long-term effects on their future careers, and the broader threat to the progress made in recent years in achieving gender equality in the workplace. But our research also reveals how leaders can take action to mitigate these impacts.

Actions taken by employers will be critical in ensuring women continue to thrive

Our survey asked women what employers could do to support them in progressing during and beyond the pandemic. Using their answers and other insights from our research around key barriers and enablers, we believe there are six important steps organizations can take to ensure women continue to progress:

1) Make flexible working the norm. Going beyond “working from home” to offer a range of options that enable everyone (not just working parents) to have a manageable work/life balance is critical for making progress on gender equality. Of the 60% of women surveyed who said they questioned whether they want to progress in their organizations, more than 40% cited lack of work/life balance as a reason. Moreover, just under half of those surveyed cited having more flexible working options as something their employer can do to help them stay longer term. But this is not just about policies – these options must also be underpinned by a workplace culture that supports employees in taking advantage of them without any fear of career penalty.

2) Lead with empathy and trust. The need for leaders and managers to have open and supportive conversations with their teams has never been stronger, and 44% of women surveyed said that having more regular team check-ins to understand how individuals are doing is a key action leaders can take. Open dialogue can help leaders understand any short-term constraints their employees face and make sure their long-term prospects within the organization are secured.

3) Promote networking, mentorship and sponsorship as ways to learn and grow. 46% of women surveyed told us that the provision of such opportunities would entice them stay with their employer longer-term.These resources can be meaningful platforms for career growth, provided they are offered in ways and at times that accommodate different schedules and needs.  

4) Create learning opportunities that fit within employees’ daily lives. With 40% of women saying they want more learning and development opportunities,introducing approaches to learning and development that provide access to expertise and skills in flexible and practical ways can be key to supporting women, many of whom remain keen to take on more responsibilities despite the constraints imposed on them by the pandemic.

5) Ensure that reward, succession, and promotion processes address unconscious bias. With over half of those surveyed citing getting a promotion and/or a pay raise as actions employers can take to make them stay longer-term, it remains critical that organizations address unconscious bias in their reward and succession processes. This includes looking at these processes in the context of remote working and addressing any negative perceptions of unavoidable commitments outside work, such as caregiving responsibilities.

6) Above all, make diversity, respect, and inclusion non-negotiable. Of those women who said they were questioning whether they wanted to progress in their organizations, around a quarter cited lack of diversity, poor or no role models, and poor culture, and 30% cited non-inclusive behaviors experienced (e.g., microaggressions, exclusion from meetings/projects) as reasons. Beyond having the right policies and processes in place to advance gender diversity, leaders must address these non-inclusive “every day” behaviors, such as microaggressions and exclusion, through clear and visible action since this is clearly still a significant factor to ensure women remain engaged.

We are at an inflection point. With no end to the pandemic currently in sight, organizations must meet the call to support the women in their workforce and ensure they can thrive both personally and professionally—or our economy and society could face long-standing repercussions.

Emma Codd

Emma Codd

Emma Codd is Global Inclusion Leader for Deloitte and leads on the development and delivery of the global inclusion strategy.

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CBS Sunday Morning 808K subscribers The pandemic has put many working moms in an impossible situation — doing their own jobs as well as those of teachers and childcare workers, on top of housework — and some women are finding their careers in jeopardy as they balance the demands from employers with their children’s needs.

Correspondent Rita Braver hears from working mothers who describe a climate of discrimination, and examines how this challenging new work dynamic may actually set back advances that have been made in bringing equality to the workplace. Subscribe to the “CBS Sunday Morning” Channel HERE: http://bit.ly/20gXwJT Get more of “CBS Sunday Morning” HERE: http://cbsn.ws/1PlMmAz Follow “CBS Sunday Morning” on Instagram HERE: http://bit.ly/23XunIh Like “CBS Sunday Morning” on Facebook HERE: https://www.facebook.com/CBSSundayMor… Follow “CBS Sunday Morning” on Twitter HERE: http://bit.ly/1RquoQb Get the latest news and best in original reporting from CBS News delivered to your inbox. Subscribe to newsletters HERE: http://cbsn.ws/1RqHw7T Get your news on the go! Download CBS News mobile apps HERE: http://cbsn.ws/1Xb1WC8 Get new episodes of shows you love across devices the next day, stream local news live, and watch full seasons of CBS fan favorites anytime, anywhere with CBS All Access. Try it free! http://bit.ly/1OQA29B

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