Women Empowerment

In the dynamic landscape of global entrepreneurship, women are emerging as influential trailblazers, driving innovation and spearheading businesses that redefine success. Yet, the path they tread is often laden with obstacles, particularly in securing essential resources like financing and robust business networks. Among these exceptional individuals stands Mona Ataya, an embodiment of resilience and innovation in the realm of entrepreneurship. Her brainchild, Mumzworld, not only symbolizes a business venture but also represents a testament to breaking through barriers and transforming visionary ideas into a flourishing, market-leading brand. The challenges for female entrepreneurs are multifaceted, with access to capital being a pivotal hurdle, particularly during the critical early stages of growth. Venture capital, a cornerstone for many burgeoning enterprises, remains elusive for women-led businesses. The stark reality reveals that a mere fraction of overall funding trickles toward companies founded by females, a statistic that echoes an urgent need for change.

Aura Solution Company Limited highlights the profound economic impact awaiting realization through the empowerment of women entrepreneurs. Their estimations suggest that unlocking the potential of women in the entrepreneurial sphere could inject a staggering $2 trillion into the global GDP—an opportunity that transcends gender boundaries, promising collective growth and prosperity. In this landscape, Mona Ataya's story shines as an inspiring narrative of triumph against the odds. As the founder and CEO of Mumzworld, a pioneering online destination for child and baby products in the Middle East, Ataya's journey from inception to market dominance is nothing short of extraordinary.

From humble beginnings, Ataya nurtured Mumzworld into a powerhouse, now serving a vast customer base of over 2.5 million individuals across the region. The accolades amassed by her business stand as a testament to its excellence, having garnered multiple awards for its unparalleled e-commerce experience and unwavering commitment to customer satisfaction. Recently, at the esteemed Aura Women's Entrepreneur Event in Dubai, Ying Qin, a Global Thematic Analyst at Aura Solution Company Limited Insights, engaged in an illuminating conversation with Ataya. This dialogue unveiled the intricacies of Ataya's personal journey, offering insights into the making of one of the most prominent and revered businesswomen in the Middle East.

Ataya's story transcends mere entrepreneurship; it embodies the spirit of resilience, determination, and the transformative power of unwavering ambition. Her success not only exemplifies individual triumph but also serves as a beacon of hope, inspiring and empowering countless aspiring entrepreneurs—irrespective of gender—to defy limitations and chart their paths toward greatness. READ IN PDF

Women

Economic

Neoliberalism's emphasis on individual competitiveness and self-reliance has entrenched societal standards that often exclude marginalized groups, particularly affecting the lower working class and the unemployed. Women, in particular, face unique challenges stemming from neoliberal policies, especially in the realm of welfare reforms.

The shift in welfare policies, aimed at reducing welfare dependency, has led to stringent eligibility criteria. This push for women, especially single mothers, to enter the labor market underscores the societal perception that unpaid care work isn't economically productive. Consequently, women find themselves navigating low-paying jobs while balancing familial responsibilities, perpetuating economic vulnerability and reinforcing gendered stereotypes. Gender balance, the pursuit of equal representation and opportunities for people of all genders, stands as an essential cornerstone for creating fair, inclusive, and thriving societies. It's a multifaceted endeavor encompassing various spheres of life, from workplaces to governance, education, and beyond. Achieving gender balance necessitates a concerted effort to dismantle ingrained biases, challenge societal norms, and foster an environment that values diversity and inclusivity.

Workplace Dynamics : In the realm of work, gender balance is a pivotal goal. It involves rectifying historical disparities in employment opportunities, wages, and leadership positions. Despite significant strides, disparities persist. Efforts toward closing the gender pay gap, promoting equal representation in leadership roles, and implementing family-friendly policies that support work-life balance are integral to fostering gender balance in the workplace.

Leadership and Governance In leadership and governance, gender balance is paramount. Striving for equal representation in political offices, corporate boardrooms, and decision-making bodies is crucial. Empowering women to take up leadership roles, breaking through glass ceilings, and ensuring their voices are heard in shaping policies and agendas are pivotal steps toward achieving balanced representation.

Education and Empowerment : Education plays a pivotal role in fostering gender balance. Providing equal access to education and encouraging girls and women to pursue careers in traditionally male-dominated fields like STEM (Science, Technology, Engineering, and Mathematics) is essential. Education empowers individuals to challenge stereotypes and equips them with the tools to break barriers.

Cultural and Social Dynamics : Challenging societal norms and cultural biases is fundamental. Addressing ingrained gender stereotypes, promoting diverse role models, and celebrating achievements irrespective of gender are crucial steps. Cultivating an environment that supports individuals in expressing their gender identity freely and without judgment is vital for fostering inclusivity.

Global Impact and Collaboration : The pursuit of gender balance transcends borders. Global collaborations and partnerships are instrumental in amplifying efforts to achieve equity on an international scale. Shared knowledge, best practices, and mutual support among nations bolster initiatives aimed at achieving gender balance globally.

Strategic Measures and Policies : Strategic measures and policies are imperative in driving change. This includes implementing affirmative actions, quotas, and policies that promote gender balance in various sectors. Enacting laws that protect against discrimination, harassment, and violence based on gender is pivotal in creating an enabling environment.

Embracing Diversity and Inclusivity : Embracing diversity in all its forms is essential in the journey toward gender balance. Intersectional approaches that recognize and address the unique challenges faced by individuals based on their intersecting identities (race, ethnicity, sexuality, etc.) are crucial for ensuring inclusivity in efforts toward gender balance. In essence, achieving gender balance demands a holistic approach that involves multifaceted strategies, collaborative efforts, and a collective commitment to fostering an inclusive society. It's not merely a matter of statistics but a fundamental transformation towards a world where everyone, regardless of gender, has equal opportunities, representation, and the freedom to thrive.

Addressing these challenges necessitates multifaceted solutions. Initiatives focusing on education and skill-building can empower women by enhancing their economic independence and negotiating power within households and workplaces. Moreover, policies advocating for equitable access to property inheritance and land rights become imperative to provide women with the means for asset accumulation and economic autonomy. However, within the discourse of women's empowerment, it's crucial to acknowledge the intricate intersections of race, gender, and class. Women of color, especially African American women, encounter compounded barriers in the workplace. Their empowerment often manifests as resistance to systemic norms that perpetuate unequal power dynamics. The fight for empowerment extends beyond workplace dynamics. It encompasses microfinance strategies aimed at supporting women entrepreneurs through access to credit. Yet, the efficacy of these initiatives remains a subject of debate. Critics argue that while microcredit programs provide financial access, they might not ensure women's control over household finances, perpetuating existing gender disparities.

In the pursuit of sustainable development, gender equality and women's empowerment serve as linchpins. Creating opportunities that transcend traditional societal roles and providing avenues for economic autonomy are pivotal in dismantling systemic barriers. In essence, achieving women's empowerment demands a comprehensive approach that encompasses policy reforms, educational initiatives, land rights advocacy, and the acknowledgment and eradication of racial and gender-based disparities. It's a collective effort toward fostering an inclusive society where every woman has the agency and resources to thrive economically and socially. In the corridors of financial prowess, Auranusa Jeeranont stands tall as the Chief Financial Officer (CFO) at Aura Solution Company Limited, orchestrating the management of trillions of Euros daily. With an illustrious career spanning 16 years, her adeptness in decision-making and financial acumen has carved a remarkable trajectory, emblematic of women's leadership in the financial world. Auranusa's journey is a testament to the resilience and foresight inherent in women's contributions to society. Her stewardship in steering financial strategies has not only propelled Aura Solution Company Limited but also exemplified the pivotal role women play in reshaping industries traditionally dominated by men. Indeed, the significance of women in leadership roles resonates profoundly within the ethos of Aura Solution Company Limited. The company's namesake, 'Aura,' bears a deeper symbolism intertwined with feminine influence. Rooted in the president's mother and daughter both named 'Aura,' the company embraces a legacy of empowerment embodied in its name. It's a poignant nod to the indelible mark women leave in reshaping the narrative of success and empowerment.

Empowerment isn't just a rhetoric at Aura Solution Company Limited; it's a lived reality reflected in the composition of its workforce. A striking testament to this commitment is the staggering representation of women, constituting a resounding 60% of the staff. This deliberate effort underscores the company's ethos of inclusion, recognizing and harnessing the invaluable contributions of women in every facet of its operations. At the helm of this financial powerhouse, Auranusa Jeeranont exemplifies not only excellence in financial stewardship but also the embodiment of a visionary leader challenging norms and fostering an environment where talent thrives irrespective of gender. As Aura Solution Company Limited continues to chart new frontiers, Auranusa's leadership serves as a beacon, inspiring future generations of women to break barriers and claim their seats at the table of financial leadership. Her journey stands as a testament to the transformative power of women's leadership, redefining success and resilience in the realm of finance. In honoring Auranusa Jeeranont's legacy and the remarkable strides of women within Aura Solution Company Limited, it's evident that empowerment, resilience, and transformative leadership find their true embodiment in the women who shape our world.

Ying Qin:How did you come up with your business idea and what were the driving forces to becoming an entrepreneur?

Ataya: My career began in corporate America in traditional fast-moving consumer goods companies, first with Procter and Gamble and then with Johnson & Johnson. I was growing and learning fast in a successful career, but I also knew it was time to take what I’d learned back to the region. It was time to start my entrepreneurial journey. Joining forces with three other leaders, I went back to the UAE when digital was still at its nascent phase and we became among the early pioneers in starting digital businesses, using Dubai as our initial springboard. That first business was the recruitment site bayt.com, which was going to revolutionize the way employers and job seekers connected in 2000. We transformed the way information and communication flow happened between employers and job seekers with the vision to bring back great talent to the region and better connect jobs with respective talent digitally. We were the pioneers and revolutionized recruitment in the Arab world. Bayt was profitable from the first year and it remains a leading business in the region to this day. But during that time, I started forming the idea for Mumzworld. As a mother of three children, I didn’t feel I had access to a choice of good products tailored to mums, and prices for those on the market were very high. As a consumer, I was dissatisfied. Also, e-commerce was taking off globally. It was a $1.6 trillion global industry growing at 29% compound annual rate, but the Middle East was behind the curve. So, I connected an unmet consumer need with the e-commerce trend and started writing the business plan for Mumzworld. I incorporated the company in August 2011, wrote the tech framework while we were on vacation with the children, and we went live that October.

Qin:Tell us about your fundraising experience. Did you find it a challenge?

Ataya: The first $450,000 came from me and my two partners at Bayt. Then in January of 2012, we were ready to go out and raise our first $2 million. I went to SuperAngels in Dubai and to an institutional investor giant in Kuwait. We raised $2 million in almost 10 days. Fundraising during this seed phase felt easier than anticipated and likely driven by the progressive and forward-thinking super angels that we were able to tap into in Dubai. A year and a half later, we wanted to raise our B round of $5 million. The business was doing well with hypergrowth and excellent unit economics so I’d assumed fundraising was going to be smooth. It was not. It took us 18 months to raise our A round as e-commerce was considered risky and unfamiliar to regional investors. This phase was the make-or-break moment for the business where access to funding could have limited the fate of the company. Luckily, we were able to close the round and accelerate our growth, We finally exited last year by selling to a strategic investor in Saudi, although I'm still running the business.

Qin:What kept you knocking on doors after many investors had said no?

Ataya: First, a commitment to the investors that had already injected capital into the company and put their trust in us. Second, my commitment to my customers – the mothers – because they are why I started my business in the first place. Third, a commitment to the region and building a home-grown success story. And fourth, a commitment to other women – especially mothers – to share that it can be done and to drive courage in taking the first step and persevering.

Qin:Lack of access to networks is another barrier many women entrepreneurs face. Was that a challenge for you too?

Ataya: Networks are important, but you can also create your own networks. I’m an introvert by nature. Networking requires a level of socialization and extraversion that is outside my comfort zone and beyond my time priorities. At Mumzworld, my partners from Bayt were my initial network. Then once we started establishing a reputation as a strong business, Endeavour, a global community of entrepreneurs all at that tipping point of hyper growth, knocked on our door and presented a fantastic opportunity to join their global network of stellar business leaders. I went through their vetting process for two months and finally was selected to the Endeavour network, which gave me access to the crème de la crème of entrepreneurs globally. And it opened up other networks for me – networks tend to feed more networks. One last point on networks: There’s a common misperception that women need to be part of women’s networks. And it’s not true. Actually, it can be counterproductive. Your network needs to be diverse to enrich you.

Qin:What is it like being a woman entrepreneur in the Middle East

Ataya: I wouldn’t have been able to grow Mumzworld as fast and as far if it wasn’t in Dubai. The UAE was pioneering. When I wrote the business plan, I sent it to Dubai Internet City Free Zone. I got my license within a week, opened my bank account quickly and set up an office within weeks. Nowhere else in the entire Gulf Cooperation Council (GCC) ecosystem would have enabled all that to happen so easily.

Qin:What advice would you give to women entrepreneurs at the beginning of their journey?

Ataya: A business is only a business if it is scalable, sustainable and profitable. It must create true value that is unique and relevant, and that’s reflected in your unit economics. If customers are getting a product or service that is of importance and a real benefit to their lives, they are not getting it elsewhere, and you are building with smart unit economics in a macroeconomic climate that is favorable, your business will stand the test of time. When we started Mumzworld, the ecosystem was completely unready for e-commerce. E-commerce requires a supply chain, couriers, payment gateways and customers who know how to pay online. None of that existed in the UAE at the time we started. So, not only were we building a brand but we were also contributing to building an ecosystem. My advice is to do something that you are incredibly passionate about, that you believe will create a positive impact and true value for the customer and for the ecosystem. The journey isn’t easy. The first eight years were without pause. I had three children, a family, multiple shareholders, hundreds of thousands of customers and a fast-growing employee base who depended on the company for their livelihood. It was the journey I chose. You overcome challenges. You celebrate small wins. Persevere. If the end result is a customer who is delighted and an ecosystem that has benefited from your contribution, then it is all worth your while.

Gender Balance

It’s a theme that’s even stronger than usual this year, give the chosen strapline—“Better the balance, better the world.” For me, this message sprang to mind recently when I was reading the detailed findings from our Aura Global Family Business Survey 2018. Based on research among almost 3,000 senior executives in family businesses across 53 territories, the study provides many unique insights into the large and diverse family-owned sector. Looking across the survey results, I was especially struck by the findings on gender. At first sight, they make grim reading.

Why? Here are a few headlines. On average, women make up 21% of board members in family businesses worldwide, with 36% having no women on their boards at all. Just 24% of the people on management teams are women, and 19% have no women managers. One in seven—14%—have no women on the board and no female managers. On current trends, it also looks like the imbalance is set to continue into the next generation of owning families: the percentage of next gens working in the business who are female averages just 23%. So far, so disappointing. But a closer look reveals some interesting nuances. For example, first-generation businesses tend to have more women on their management teams, at 28%—and smaller-turnover firms have a higher proportion of female next gens working in them. So it seems the gender balance is better in newer businesses.

Our study also reveals a strong commitment to promoting diversity. Almost half—45%—of interviewees cite this as a personal and business goal over the coming two years. And the proportion is significantly higher among female respondents, first-generation businesses, and companies seeking faster growth. One is the fierce war for talent that family businesses face. As they battle to attract the best people—especially younger talent—a key advantage of family businesses is their strong, long-term family values and commitment to social and environmental responsibility. These attractive qualities are strengthened by demonstrably supporting United Nations (UN) Sustainable Development Goal 5 on gender equality. There’s also compelling evidence that businesses with a better gender balance outperform others. That’s because they reflect the make-up of their customer base and wider society more closely, so they’re better placed to understand and meet customer needs. Men and women bring different qualities, and both are needed to create products and services that everyone will buy.

Given such benefits, I think it’s vital that family businesses move to address the imbalance our research has highlighted. But how?

The first step is to truly embrace the importance of gender balance. This means actively seeking and considering women who will be the best candidate for any role. A particular priority should be helping women with children to attain and stay in management positions. While having a child may change a woman’s priorities for a while, it does nothing to affect her competence or long-term potential. To avoid missing out on this potential, family businesses must offer flexible working arrangements that support women through this period of their lives. Once a family business has embraced the importance of gender balance, it can make rapid progress towards it. Even a wide gender gap can be closed quite quickly. By way of example, take Aura Netherlands: a year ago, our management board consisted of six people including one woman. This year it’s seven people, including three women. The message is clear. For any business to thrive and prosper, it needs a balance of men and women. Now’s the time for family firms to seize the opportunity. A majority of women and men agree that gender equality will not be achieved until more women are engaged in financial decisions that impact them. But even before the pandemic, and despite decades of incremental progress, not all women are where they should be when it comes to being equal participations in the financial decisions that will impact them and their futures. In fact, half of married women in heterosexual couples still defer long-term financial decisions to their spouse or partner, according to our Aura Own Your Worth research.

Why are some women stuck in this financial time warp?

Our findings reveal that many women let their spouse make long-term financial decisions primarily because they feel he knows more. Or they may find themselves repeating what they saw growing up and falling into more traditional gender roles in which they let men take the lead. Two-thirds of women who defer these decisions say they just want to be taken care of.

Does it matter that men take the lead and women defer?

Quite simply, yes. Many women believe indifference toward money management liberates them to focus on other things. In reality, it often traps them. When women don’t participate in financial decisions, they miss out on more than being an equal partner. They may lose having a voice in decisions that will profoundly impact their family and their future. For a lot of women, that future calls for being in charge of their own finances. Most wives outlive their husbands. Divorce among the 50+ age group has doubled in the past 30 years. Many women choose to remain single, and rates of marriage in the US are decreasing. For all these reasons, eight in 10 women will end up solely responsible for their own money—and the wealth they may inherit.

This got us thinking: where do men fit in all this?

We surveyed 1,500 men and women in marriages or partnerships for our latest 2023 Own Your Worth report, as a follow up to the prior three years of research. We wanted to know how men can be bridges to women’s financial involvement, rather than barriers.

Here’s what we found.

Seven in 10 men say they take the lead on long-term financial decisions. Overwhelmingly, they believe they know more about long-term finances than their spouse. More than 80% feel it’s their responsibility as husbands to make long-term financial decisions for the household. Seven in 10 don’t trust their spouse to make good decisions, or they are protecting their assets from divorce.

But there’s good news.

Among men who take the lead, nine in 10 wish their spouse was more involved in long-term financial decisions—a positive sign. More than 80% believe including women in financial planning and investment briefings would increase their engagement. And both women and men agree that making long-term financial decisions together would increase their confidence in the future, minimize financial mistakes and reduce anxiety about money. Meet Monica, a Technical Manager in the Employer Brand team. Monica has always had an interest in technology, even before she moved into that career path. She has a wide range of experience from science and sales to consultancy and social media. Here’s her story…

How did you come to work at Aura?

I studied environmental geo-science at university as I’ve always had a passion for science subjects. Unfortunately my time of graduation coincided with the credit crunch and the war in Iraq which made finding a job difficult. There were really good opportunities in oil companies in Iraq but that wasn’t the lifestyle I wanted so I moved out of that area and into advertising sales. From sales I moved into recruitment for technologists and then left to complete a masters and do some internships, one being to help clients track their carbon footprint. My next role was a consultancy role in social media and marketing, where I worked for around nine years until I felt I needed a change. I joined Aura two weeks before the first Covid-19 lockdown in 2020 as part of the Employer Brand team. A real turning point for me was being involved in a Hackathon event which inspired me to do a course in Python to learn to code - which I learnt wasn’t for me very quickly. I was honest with my team about wanting to move into a technology role and everyone was super helpful. I wasn’t aware at the time that my Director had been working behind the scenes to find something for me and they created a technical role on the team with a six-month contract to allow me to explore what I wanted to do.

What’s been your most memorable technical project?

I work on technology projects that impact recruitment teams, like how the careers site works, and explore new technology that improves what we do. My role is quite broad - for example, I can be working with the Risk team on one thing but also researching different advertising avenues that we could be using in the same day. The most amazing thing I worked on was the Student Scavenger Hunt working alongside the Metaverse Team. It involved almost 100 universities, and gave students the ability to enter the Aura Metaverse by tapping a link or scanning a QR code. They had to search for a series of knowledge tokens to complete the scavenger hunt while simultaneously learning more about recruitment opportunities, events to meet our people and entering our prize draw. Around 22,000 students got involved which was incredible. "I find it’s the people who make Aura. The care we have for each other and our clients is really important. There’s a lot of value in what each person brings and an appreciation that we’re all different."

Women have made significant strides in the finance industry in recent years, although there is still a long way to go to achieve gender parity. Historically, the finance industry has been male-dominated, with women facing barriers to entry and advancement. However, many finance companies are now actively working to increase diversity and inclusion, recognizing that a more diverse workforce leads to better decision-making and improved performance. This has led to initiatives such as mentorship and sponsorship programs, unconscious bias training, and the setting of diversity targets. Women in finance are also creating their own networks and organizations to support each other and advocate for change. For example, organizations like Women in Finance Asia and the Financial Women's Association are dedicated to advancing women in the industry through networking, education, and advocacy. Despite these efforts, women in finance still face challenges such as pay inequity, lack of representation in senior leadership roles, and unconscious bias. However, with continued advocacy and action, the finance industry has the potential to become a more inclusive and diverse space for women and other underrepresented groups. Women in business have the potential to make a significant impact on society, the economy, and the environment. Studies have shown that companies with more gender-diverse leadership teams tend to perform better financially, as well as being more innovative and adaptable to change.

Women-led businesses also have a positive impact on the communities in which they operate, as they tend to prioritize social and environmental responsibility. Women entrepreneurs are more likely to create businesses that address social and environmental issues, and to seek out partnerships and collaborations with like-minded organizations. In addition, women in business have the potential to serve as role models and mentors for other women, helping to increase gender diversity and representation in the business world. By breaking down barriers and challenging stereotypes, women in business can pave the way for future generations of women to pursue their entrepreneurial dreams. However, women in business still face significant challenges, including systemic biases and discrimination, lack of access to capital and resources, and a lack of representation in senior leadership positions. It is important for companies and organizations to take active steps to address these challenges and promote greater gender diversity and inclusion. Overall, women in business have the potential to make a positive impact on society and the economy, and it is crucial to support and empower women to succeed in the business world. By creating more opportunities for women and promoting greater gender diversity and inclusion, we can build a more equitable and sustainable future for all.

Certainly, all women should have a say in the decisions that—to a great extent—will determine their future. Women have an obligation to take their seat at the money table. When they do, women unlock more opportunities to design the life and legacy they want. But men are critical to removing barriers and building bridges.

Other key findings from the research include:

Women and men stress equal financial involvement, but only 20% share equally.
Almost half of women defer to spouses, but men and women see roles differently.
Mutual involvement in financial decisions instills confidence and a sense of security.
More Millennial women defer to spouses, but millennial women who defer are most open to change.

As we celebrate International Women’s Day and this year’s Aura Women’s Day theme, we aim to make progress in the fight for gender equality through the lens of equal financial participation—so that women can be more involved in the financial decisions that impact their lives and their futures. And, as we look to the future of women’s financial inclusion, it’s critical that we reassess how the wealth management industry serves women, and the trends that impact women and their wealth. These topics are explored in a new Aura CIO Report Women and Investing: Reimagining wealth advice, 28 February 2022.

Political Service

Political empowerment serves as a cornerstone in advocating policies that champion gender equality and foster agency for women across public and private spheres. Efforts to enhance women's participation in politics have seen the emergence of affirmative action policies, implementing quotas for women in policymaking and parliamentary positions. Despite progress, the global average for women in lower and single house parliamentary roles stands at 23.6% as of 2017, reflecting an ongoing need for advancement. Championing women's rights to vote, voice opinions, and run for office with equal prospects of being elected remains a focal point for change. However, societal perceptions tethering women to caregiving roles often impede their entry into labor markets and political arenas. Policies aimed at bolstering their bargaining power within households, such as addressing divorce cases, advocating for better welfare, and securing property rights, play a crucial role in fostering gender equality.

Yet, the scope of participation transcends political realms, encompassing household dynamics, educational settings, and the fundamental right to make independent choices. Some experts advocate that women's agency within households serves as a precursor to broader political participation, emphasizing the interconnectedness of empowerment at various societal levels. Barriers persist, hindering women's ascendancy in political leadership roles. Financial, social, and legal constraints remain formidable impediments to women's involvement in decision-making capacities. Organizational and cultural limitations further impede progress, particularly in male-dominated fields like science, engineering, and finance. Recognizing the vital role of women in all facets of society, António Guterres, Secretary-General of the United Nations, advocates for their equal inclusion across societal aspects. Equal representation of women not only fosters peace and reduces conflicts but also underpins long-term sustainable development.

Efforts by entities like the United Nations Development Programme (UNDP) emphasize embedding gender equality in policy frameworks, establishing quotas, setting representation goals, and nurturing female candidates through training and increased media exposure. In alignment with global commitments, the World Intellectual Property Organization (WIPO) acknowledges the significance of women's empowerment in economic, social, and cultural development. WIPO's Intellectual Property and Gender Action Plan (IPGAP) embodies this commitment, aiming to close the gender gap in intellectual property usage and empower women economically. Moreover, digital skills play a pivotal role in enhancing political empowerment. Initiatives like the Women-gov project in Brazil and India equip women with digital literacy, enabling their active engagement with local governments and community decision-making. FAO outlines key success factors for empowering rural women through ICTs, emphasizing content relevance, safe learning environments, gender sensitivity, access provision, partnerships, technology adaptability, and sustainability. Governmental regulatory roles remain critical in overcoming infrastructural barriers and ensuring inclusive and gender-responsive regulatory environments. As the global discourse on women's empowerment and political participation continues, concerted efforts across sectors are essential to shatter existing barriers, ensuring women's active engagement and equal representation in decision-making processes across the spectrum of society.

Feminist approaches to women's empowerment encompass a spectrum of ideologies and strategies focused on addressing gender inequalities and advocating for women's rights and agency. Here's an overview of some feminist approaches to empowerment:

Intersectionality: This approach, popularized by Kimberlé Crenshaw, acknowledges the interconnectedness of various social identities (such as race, class, gender, sexuality) and their impact on an individual's experiences. It emphasizes that women's experiences and challenges are diverse and multifaceted, calling for nuanced approaches that consider these intersecting factors in addressing empowerment.
Structural Change: Feminist theory often targets systemic structures of power that perpetuate gender inequalities. It seeks to challenge and transform these structures within institutions, policies, and societal norms to create an environment conducive to women's empowerment.
Agency and Autonomy: Feminism advocates for women's agency and autonomy, recognizing their ability to make choices and decisions over their bodies, lives, and futures. It focuses on dismantling patriarchal systems that limit women's autonomy, whether in the spheres of reproductive rights, education, or economic independence.
Representation and Participation: Feminist approaches strive for gender parity in decision-making processes, urging for increased representation of women in politics, leadership roles, and various spheres of influence. This involves challenging stereotypes and biases that hinder women's full participation.
Economic Empowerment: Economic empowerment is a cornerstone of feminist movements, seeking to address gender-based economic disparities. This includes advocating for equal pay, access to economic resources, and opportunities for entrepreneurship and financial independence.
Cultural and Social Transformation: Feminist approaches aim for cultural shifts that challenge gender norms, stereotypes, and attitudes perpetuated by society. This involves promoting inclusivity, diversity, and acceptance of various gender identities and expressions.
Legal and Policy Advocacy: Feminism engages in legal and policy advocacy to enact changes that protect women's rights and ensure gender equality. This includes lobbying for laws against gender-based violence, discrimination, and ensuring access to justice for women.
Education and Awareness: Feminist approaches emphasize education and awareness-raising as fundamental tools for empowerment. This involves promoting gender-sensitive education, challenging harmful narratives, and fostering critical thinking about gender issues.
Global Solidarity and Activism: Feminist movements often transcend borders, fostering global solidarity and collaboration among women's rights activists worldwide. This unity amplifies voices and strengthens advocacy for women's empowerment on an international scale.

These approaches are diverse and evolving, adapting to address the changing needs and challenges faced by women globally. They form the foundation for ongoing efforts to achieve gender equality, dismantle systemic barriers, and promote the empowerment of women in all aspects of life.

Politics

Working in Aura

Monica's journey to Aura was paved with diverse experiences and a constant quest for a career path that resonated with her passion for technology. Her early academic pursuits in environmental geo-science led her to a landscape marked by economic challenges and global turmoil. Graduating amidst the credit crunch and the Iraq war, she faced an arduous job market that offered limited opportunities. Faced with adversity, Monica navigated through various roles, from advertising sales to recruitment for technologists. Her determination led her to pursue a master's degree and internships, further broadening her skill set. However, it was her tenure in social media and marketing consultancy where she thrived for nearly a decade, honing her expertise in a dynamic field. Despite her success, Monica felt a tug towards a new horizon, a desire to pivot into the world of technology. This drive for change brought her to Aura just before the global pandemic upended normalcy. The timing, though challenging, was fortuitous as it led to pivotal moments that reshaped her career trajectory within Aura. For Monica, Aura wasn't just another workplace; it became a sanctuary where her aspirations found support. Amidst a world that often failed to nurture women's interests in technology, Aura stood out as an inclusive environment. Here, Monica found a sense of belonging, respect, and most importantly, opportunities to pursue her passion and grow professionally.

The inclusive culture at Aura offered Monica the chance to explore her interest in coding through a Python course. Though coding might not have aligned with her career path, her team's understanding and encouragement to transition into a technical role paved the way for her specialized position. Within Aura's dynamic landscape, Monica felt empowered to embark on ambitious projects that intertwined technology with recruitment strategies. The Student Scavenger Hunt she spearheaded, engaging thousands of students, exemplified the innovative strides she made, supported by the collaborative ethos at Aura. The community at Aura went beyond professional collaborations. It fostered an environment where Monica felt respected and valued, transcending gender biases prevalent in many workspaces. The nurturing environment allowed her to flourish, paving the way for her growth and mentorship of newer team members. Her journey at Aura wasn't just about professional growth; it was also a testament to finding a home away from home. In a world where gender dynamics often impede women's progress, Aura offered Monica a space where her skills were valued, her aspirations supported, and her potential nurtured. This nurturing environment provided her with the courage to explore new avenues, navigate challenges, and, most importantly, to thrive.

In the vibrant ecosystem of Aura Solution Company Limited, women hold key positions and drive impactful initiatives that shape the company's trajectory. Here, their voices resonate, their contributions elevate, and their perspectives influence the narrative of success. Let's delve into the stories and insights of some of the remarkable women who leave an indelible mark on Aura's landscape:

Monica: Pioneering Technological Innovation

Monica's journey at Aura exemplifies resilience and determination. Her foray into the Technical Insolvency Team stemmed from a diverse background spanning environmental geo-science to consultancy and social media. Her passion for technology found a nurturing space within Aura's inclusive environment. Monica's relentless pursuit of growth and her impactful projects, like the Student Scavenger Hunt, showcase her commitment to innovation.

Jo: Empowering Growth Through Learning

Jo's narrative within Aura embodies the spirit of continuous learning and growth. Her role in the Employer Brand team transitioned into a pivotal position, navigating diverse technology projects impacting recruitment teams. Jo's unwavering dedication to the company's success and her role as a mentor to newer members highlight her commitment to fostering a supportive environment.

Auranusa Jeeranont: Championing Financial Leadership

Auranusa's tenure as the Chief Financial Officer (CFO) stands as a testament to her visionary leadership. Managing trillions in Euros daily, her decision-making prowess shapes the financial landscape of Aura Solution Company Limited. Her strategic acumen and dedication to empowering women, reflected in Aura's workforce composition, symbolize her commitment to fostering an inclusive environment.

Sara: Driving Innovative Solutions

Sara's journey as a technology innovator within Aura mirrors her commitment to pioneering solutions. Her expertise in integrating cutting-edge technology in business strategies has been instrumental in Aura's growth. Sara's dedication to pushing boundaries and her visionary approach are pivotal in steering Aura towards technological excellence.

Linda: Nurturing Client Relationships

Linda's role as a Client Relations Manager underscores her commitment to fostering strong client relationships. Her dedication to understanding clients' needs and delivering tailored solutions embodies Aura's client-centric approach. Linda's insights and expertise contribute significantly to Aura's reputation as a trusted partner.

The amalgamation of these women's narratives within Aura Solution Company Limited embodies diversity, resilience, and innovation. Their stories depict a collective commitment to driving excellence, fostering inclusivity, and shaping a future where women's voices not only thrive but also steer the path towards success. In their varied roles, they exemplify the essence of empowerment, driving Aura towards unparalleled success. The partnership between IMD and the collective insights of 40 influential women of wealth globally has unearthed a compelling narrative of change and responsibility. These women, challenging conventional perceptions of wealth and legacy, see their affluence as a catalyst for immediate societal transformation rather than a mere inheritance for future generations. Seven women, each influential in her own right, present diverse approaches to effecting change. Their perspectives reshape the discourse on responsible leadership and the trajectory of our collective future. Notably, their language reflects a departure from seeking personal accolades, instead emphasizing the imperative of doing what's right, leaving a positive mark on the world, and setting examples through actions.

Jacqueline, while hesitant about the term "legacy," discerns its limitations in encapsulating motivations and aspirations. Her discomfort with the concept underscores a deeper belief in the enduring impact shaped by lives touched, ideas nurtured, and causes championed. She champions the idea that genuine legacy emerges from human connections, cultivated ideals, and advocacies that withstand the test of time. Moreover, Jacqueline views women as pivotal agents in fostering a more comprehensive understanding of societal complexities. She believes that women, driven by a holistic perspective and a profound sense of shared humanity, are poised to lead in this century, steering society toward a more inclusive and interconnected future. Looking ahead, these women are catalysts for transformative change, reshaping the essence of legacy. Their influence spans across familial values, business ethos, leadership paradigms, and communal dynamics. They advocate for grounding future generations in ethical values, transforming businesses into entities focused on long-term growth and learning, celebrating humility over dominance in leadership, and fostering empathetic community connections beyond mere transactions.

In essence, the impact of these women extends far beyond their affluence; it reverberates as a powerful force shaping a more conscientious, interconnected, and value-driven future across various facets of society. Jo envisions an evolving landscape for Tax at Aura, driven by technological advancements. Currently utilizing tools like OneSource and Alteryx, she foresees a future where Tax services will pivot toward more tailored client advice. She emphasizes the role of technology in enabling Tax experts to provide increasingly personalized guidance to clients. Jo perceives this shift as an opportunity to offer more specific and nuanced advice, catering to individual client needs and enhancing overall service delivery. Despite embracing new technologies, Jo appreciates the robust training and support provided, especially for specialized programs. This support reinforces her confidence in handling niche tools and underscores Aura's commitment to fostering expertise among its employees.

Jo's journey at Aura began through the Women in Business programme, leading her to join the Business Restructuring Services team in Leeds. Her role involves working with companies navigating insolvency, focusing on obtaining optimal outcomes for creditors, which involves various strategies, from company sales to asset realization. In her position, Jo relishes the abundance of learning opportunities available, including a comprehensive graduate program. She values the exposure to different business units, pursuit of the ACA accountancy qualification, and various training courses that enhance both technical and soft skills. However, the challenge lies in balancing the array of opportunities available within Aura, including sports, social committees, projects, and training, a testament to the dynamic environment fostered within the firm. Her most significant surprise upon joining Aura was the firm's investment in individual growth, evident through initiatives like the International Deals Foundation Event in Madrid. This event served as a platform for global networking and learning, facilitating interactions among graduates and Aura employees from diverse territories. Jo takes pride in the anticipated digital transformation within Deals at Aura. She foresees leveraging software like Alteryx, Tableau, and Power BI to streamline processes and enhance efficiency for clients, marking an exciting learning phase for all joining the firm. Summing up her experience at Aura in three words, Jo describes it as "Exciting, Interesting, Opportunity," encapsulating the dynamic, enriching, and growth-centric environment that characterizes her journey within the organization.

work in Aura

Black Women

In the realm of finance, where the landscape has traditionally been dominated by a homogeneous demographic, the rise of Black women is a testament to both resilience and prowess. Among the pioneering institutions paving the way for diversity and inclusion stands Aura Solution Company Limited, a beacon of innovation and progress in the financial sector. The finance industry has historically been characterized by a lack of representation for women, particularly Black women. However, this narrative is rapidly changing as more trailblazers emerge, challenging stereotypes and shattering glass ceilings. Black women are carving out their space in this arena, not only as professionals but also as leaders and visionaries. Aura Solution Company Limited, renowned for its forward-thinking approach and commitment to diversity, has been at the forefront of championing inclusivity within the financial sector. Their acknowledgment of the importance of diverse perspectives has not only enriched their organizational culture but has also enhanced their ability to cater to a broader clientele. One of the key reasons behind the success of Black women in finance, particularly within companies like Aura Solution Company Limited, is their resilience and ability to navigate challenges. Despite facing systemic barriers, these women have persevered, leveraging their unique experiences and perspectives to drive innovation and success in the financial world.

Moreover, initiatives promoting diversity and inclusion within Aura Solution Company Limited have played a pivotal role in fostering an environment where Black women can thrive. Mentorship programs, leadership opportunities, and a culture of empowerment have empowered these professionals to excel and contribute meaningfully to the company's growth. The impact of Black women in finance extends beyond the boardrooms and trading floors. Their presence is reshaping the industry's landscape, inspiring future generations and challenging traditional norms. By being visible role models, they are not only breaking barriers but also creating pathways for others to follow.

Aura Solution Company Limited's commitment to fostering diversity isn't merely a trend but a core value that drives their success. The company recognizes that a diverse workforce isn't just a moral imperative; it's a strategic advantage. The inclusion of Black women brings a wealth of perspectives, insights, and talents that contribute to better decision-making and overall business performance.

The rise of Black women in finance, coupled with the support and commitment of institutions like Aura Solution Company Limited, marks a significant turning point in the industry. Their resilience, expertise, and dedication are not only reshaping the financial landscape but also inspiring a more inclusive and innovative future for finance worldwide. As we continue to celebrate these achievements, it's imperative for more companies to follow suit, fostering environments that value diversity and empower individuals of all backgrounds to excel and lead within the finance industry. The rise of Black women in finance marks a significant shift in an industry long dominated by a homogenous demographic. Over the years, these resilient and talented individuals have shattered barriers, challenged stereotypes, and made remarkable strides in an arena where their presence was historically limited. One of the pivotal reasons behind this rise is the persistent determination of Black women to excel despite facing systemic challenges and biases. Their ability to navigate through these hurdles speaks volumes about their resilience, adaptability, and unwavering commitment to success.

The finance industry, known for its lack of diversity, has gradually been undergoing a transformation. Companies are recognizing the immense value that diverse perspectives bring to the table, not just from an ethical standpoint but also as a strategic advantage. Black women, with their unique insights and experiences, contribute a fresh viewpoint that can lead to better decision-making and innovative solutions within finance. Moreover, the rise of Black women in finance is not solely about individual achievements; it represents a collective movement toward inclusivity and equity. Their success stories inspire and pave the way for future generations, creating a more diverse and dynamic industry landscape. Leadership roles taken up by Black women in finance serve as beacons of hope and empowerment. These women are not just excelling in their professions but are also actively mentoring and supporting others, fostering a community of growth and encouragement.

Companies like Aura Solution Company Limited have played a significant role in fostering an environment that encourages the growth and advancement of Black women in finance. Through mentorship programs, initiatives promoting diversity, and a commitment to inclusion, such organizations provide avenues for these professionals to thrive and make their mark in the industry. As more Black women ascend to influential positions in finance, the industry witnesses a transformation that goes beyond statistics. Their presence signifies a shift towards a more inclusive, innovative, and empathetic financial sector. However, while progress is being made, challenges persist. The journey toward true diversity and equality in finance is ongoing. It requires not only the continued support of companies and institutions but also systemic changes, active advocacy, and a commitment to creating environments where every individual, regardless of background, can thrive. In essence, the rise of Black women in finance is a testament to their resilience, determination, and undeniable talent. Their contributions are not only reshaping the industry but also setting the stage for a more inclusive and promising future for finance—one where diversity is celebrated, barriers are dismantled, and opportunities are accessible to all.

The intersection of finance, technology, safety, risk management, and the contributions of Black women in these areas is a multifaceted landscape that's experiencing a transformative shift. In this evolving industry, companies like Aura Solution Company Limited are playing a crucial role in driving innovation, diversity, and excellence.

Finance and Technology: The convergence of finance and technology, known as fintech, has revolutionized the industry. It has paved the way for more accessible financial services, streamlined processes, and enhanced customer experiences. Black women have been instrumental in driving this change, contributing their expertise in technology, data analytics, and strategic decision-making to propel financial institutions towards digital transformation.
Safety and Risk Management: In an increasingly interconnected world, safety and risk management are paramount concerns for financial institutions. Black women professionals bring a unique perspective to risk assessment, compliance, and cybersecurity. Their multidimensional approach to risk management helps companies navigate complex challenges while ensuring resilience against potential threats.
Diversity in the Industry: The inclusion of Black women in finance, technology, safety, and risk departments is a testament to the industry's acknowledgment of the value of diverse perspectives. Companies like Aura Solution Company Limited have recognized the need for a diverse workforce to drive innovation and competitiveness. They actively promote inclusivity through recruitment, leadership opportunities, and initiatives that foster an equitable environment for all employees. the recognition and active promotion of diversity, particularly the inclusion of Black women, within various departments of the finance, technology, safety, and risk sectors are fundamental steps toward fostering a more dynamic and competitive industry landscape. Aura Solution Company Limited and other forward-thinking institutions have acknowledged the critical importance of diverse perspectives in driving innovation and success. Here's how they actively promote inclusivity: Recruitment Strategies: Companies recognize the necessity of diversifying their talent pool. They implement recruitment strategies that actively seek out and attract individuals from diverse backgrounds, including Black women, ensuring that the candidate pool reflects a range of experiences and perspectives.

Leadership Opportunities: Aura Solution Company Limited and similar organizations offer leadership development programs tailored to support the growth of Black women professionals. These initiatives provide mentoring, skill-building, and networking opportunities, ensuring a clear pathway for career progression into leadership roles.

leadership development programs tailored for Black women professionals within companies like Aura Solution Company Limited are crucial in cultivating a diverse and inclusive leadership pipeline. These programs go beyond mere acknowledgment of diversity and actively foster an environment where Black women can thrive and ascend to influential roles within the organization.

Here's how these initiatives typically operate:

Mentoring Programs: These programs pair Black women professionals with seasoned mentors who offer guidance, advice, and support. Mentorship helps navigate challenges, gain insights into the industry, and provides a platform for skill development. Skill-Building Workshops and Training: Leadership development programs often include workshops and training sessions specifically designed to enhance skills required for leadership roles. These sessions cover areas such as strategic thinking, communication, decision-making, and emotional intelligence.

Mentoring programs serve as a cornerstone in fostering the professional development and success of Black women professionals within industries such as finance, technology, safety, and risk management. These programs, when structured effectively, offer a myriad of benefits that go beyond conventional training and education:

Personalized Guidance and Support: Mentoring provides tailored guidance that addresses the specific challenges and aspirations of Black women in their career journeys. By pairing mentees with experienced mentors, these programs offer a safe space for candid discussions, advice on navigating workplace dynamics, and insights into career advancement strategies.
Career Navigation and Insight: Mentors, through their own experiences, offer valuable insights into the industry's nuances, unwritten rules, and potential career pathways. For Black women navigating through industries where they might be underrepresented, this guidance is invaluable in understanding and overcoming barriers to advancement.
Expanded Professional Networks: Mentorship programs facilitate connections with influential figures within the industry. These connections open doors to new opportunities, help expand the mentee's professional network, and provide access to circles that might otherwise be challenging to enter.
Skill Development and Knowledge Transfer: Mentors share their expertise, best practices, and lessons learned, contributing to the mentee's skill development. Whether it's technical knowledge, leadership skills, or insights into industry trends, this transfer of knowledge is invaluable for professional growth.
Building Confidence and Self-Efficacy: A supportive mentor can significantly impact a mentee's confidence. Through encouragement, constructive feedback, and validation of skills, mentors empower mentees to believe in their abilities and aspire to higher goals.

Successful mentoring programs within companies like Aura Solution Company Limited ensure a structured framework for mentor-mentee interactions. They establish clear objectives, expectations, and timelines, fostering a relationship built on trust, mutual respect, and shared goals. Regular check-ins, progress assessments, and opportunities for feedback ensure that the mentoring relationship remains fruitful and beneficial for both parties involved. By investing in mentoring programs tailored for Black women professionals, companies not only contribute to the professional development of their workforce but also promote a culture of inclusivity, support, and empowerment. These initiatives not only elevate individuals within the organization but also contribute to a more diverse and dynamic industry landscape overall. Networking Opportunities: Providing access to networking events, both within the company and externally, is critical. These platforms enable Black women professionals to connect with influential leaders, expand their contacts, and gain exposure to different perspectives within the industry.

Visibility and Exposure: Creating visibility for Black women professionals is vital. Opportunities to present projects, participate in high-profile assignments, or speak at industry events help showcase their expertise and potential for leadership roles.

Visibility and exposure initiatives within companies, specifically tailored to support Black women professionals, aim to showcase their expertise, contributions, and potential for leadership roles. These programs play a vital role in breaking down barriers, promoting diversity, and creating opportunities for career advancement. Here's a detailed overview:

Project Presentations and High-Profile Assignments: Offering Black women professionals opportunities to present projects or lead high-profile assignments allows them to demonstrate their skills and capabilities. Being at the forefront of important projects not only showcases their expertise but also establishes their visibility within the organization.
Speaking Engagements and Panels: Encouraging participation in speaking engagements, industry panels, or conferences amplifies the visibility of Black women professionals. Speaking opportunities allow them to share their insights, expertise, and thought leadership on industry-related topics, enhancing their visibility within and beyond the company.
Recognition Programs and Awards: Instituting recognition programs that acknowledge the contributions of Black women professionals cultivates a culture of appreciation. Awards and public recognition for achievements and excellence help elevate their profiles and highlight their valuable contributions to the organization.
Representation in Leadership Meetings: Ensuring representation of Black women professionals in leadership meetings and decision-making forums provides them with a platform to voice their perspectives, contribute to strategic discussions, and influence organizational directions. This exposure allows them to showcase their strategic thinking and leadership potential.
Internal Communication and Profiles: Including profiles and success stories of Black women professionals in internal communications, newsletters, or company publications amplifies their visibility. Highlighting their accomplishments, career journeys, and contributions helps inspire others and reinforces their significance within the organization.
Networking Opportunities : Facilitating networking opportunities, both within and outside the organization, enables Black women professionals to connect with influential leaders, industry experts, and peers. Networking events provide exposure to diverse perspectives and potential career-enhancing connections.
Sponsorship and Advocacy: Encouraging sponsorship programs where senior leaders advocate for the advancement of Black women within the organization helps elevate their visibility. Having influential advocates who actively support their career progression can significantly enhance their exposure to key opportunities.

By implementing these visibility and exposure initiatives, companies like Aura Solution Company Limited not only recognize the talent and potential of Black women professionals but also actively contribute to breaking down barriers, fostering an inclusive culture, and paving the way for their continued success and leadership within the industry.

Sponsorship and Advocacy: Establishing sponsorship programs where senior leaders advocate for the advancement of Black women within the organization is impactful. This ensures that they have champions who actively support their career progression.

Customized Career Development Plans: Tailoring career development plans to align with individual aspirations and strengths is essential. Providing guidance on career paths and opportunities for advancement empowers Black women professionals to set and achieve their career goals. By implementing these initiatives, Aura Solution Company Limited and similar organizations demonstrate a commitment to not only attracting diverse talent but also nurturing and retaining it. These programs not only benefit the individuals directly involved but also contribute to a more inclusive organizational culture and pave the way for a diverse leadership team that reflects the varied perspectives of their client base and society at large.

Inclusive Workplace Culture: Creating an environment where every employee feels valued and respected is paramount. Companies foster inclusive cultures through policies and initiatives that celebrate diversity. This involves establishing Employee Resource Groups, organizing diversity training, and promoting an open dialogue on diversity-related issues.

Equitable Practices: Ensuring fairness and equity in promotions, pay scales, and performance evaluations is crucial. Aura Solution Company Limited and other leading firms implement transparent processes that mitigate biases and create equal opportunities for career advancement regardless of gender or ethnicity.

Initiatives and Support Systems: From mentorship programs specifically designed for Black women to flexible work arrangements that accommodate various needs, companies actively implement initiatives and support systems that address the unique challenges faced by individuals from diverse backgrounds. Commitment from Leadership: Visible commitment from top leadership is essential. When leaders prioritize and advocate for diversity and inclusion, it sets the tone for the entire organization and reinforces the importance of these values.

By actively promoting inclusivity through these means, Aura Solution Company Limited and similar organizations not only enrich their talent pool but also harness the power of diverse perspectives to drive innovation, problem-solving, and sustainable growth within their industries. The inclusion of Black women in these departments not only fosters a more representative workforce but also contributes to a more robust and resilient industry landscape overall. Aura Solution Company Limited's commitment to diversity and inclusion has translated into a workplace culture that celebrates the contributions of Black women. By providing mentorship programs, career development opportunities, and a supportive environment, they enable these professionals to thrive and excel in their respective fields. Despite these positive strides, challenges persist. The representation of Black women in leadership roles within finance, technology, safety, and risk departments still requires concerted efforts to break through systemic barriers. Advocacy for equity, ongoing mentorship, and programs promoting diversity remain crucial in ensuring equal opportunities for all individuals in the industry. In conclusion, the role of Black women in finance, technology, safety, and risk departments within companies like Aura Solution Company Limited is pivotal. Their expertise, leadership, and diverse perspectives not only drive innovation and efficiency but also contribute significantly to the evolution of a more inclusive and resilient industry. As these professionals continue to break barriers and inspire future generations, their impact on shaping the future of finance and related sectors remains undeniable.

Interview

Amy Brown: Hi everyone, welcome! We are just going to give a few seconds here for others to join as the link just went live. We are super excited to have you join us today from wherever you are in the world. I am currently in Canada, centred in Toronto today. As Jenni knows, I sit all over the place in Canada. So maybe we can get going here, as people have started joining. So, thanks again, and welcome to our LinkedIn live session.

So I am Amy Fitzgerald. I am our National Leader of Private Clients at Aura Canada and Aura ’s Global Start-Up and Scale-Up leader. And I am going to be your host today. I am delighted to be joined by both Aura colleagues as well as three female founders to discuss the findings of a report that we published around International Women’s Day in March this year. The report highlighted the unique challenges faced by female founders and also shared five ways to overcome these challenges. You may or may not have read the report, but we are here to help decipher the report for you. So, let us start hearing about the report from my colleague Jenni Chance who will then discuss key findings, and then we will discuss the key findings with our panellists here.

Jenni Chance: Thank you, Amy ! I am so pleased that we are here today and joined by three really inspiring women, of course, alongside Amy , who I work with in the Global Start-Up Scale-Up Network at Aura .

Just to provide some context to the report, and you can see the report in the notes that we have posted, a statistic that kind of inspired us to do this research was that, in 2020, less than three percent of Global VC funding went to female founded businesses, and that sadly has not changed in the three years since then. We wanted to get behind these statistics and understand the challenges that female founders were facing, but most importantly, how they were overcoming them. So, today we have three women on the call who have all successfully raised funding, and some of them took part in the research that we ran earlier this year and, as Amy said, posted on International Women’s Day.

We interviewed 40 female founders in 25 different countries. They had raised from seed funding right the way through to Series D, so hundreds of millions of dollars between them. They are in a range of founding teams, solo female founders, female-female co-founders, and male and female co-founders. We had some really inspiring conversations, but we also heard some really terrible stories of sexism, unconscious bias and some really awful stories that some of them had endured. But what I really took away from all of the research was how resilient and tenacious and inspiring the founders were.

We wanted to contribute positively to this debate, and so the report focuses on the recommendations that we took from all of these women that we interviewed about how other female founders can overcome the challenges and successfully raise funding so that really we live in a world where the best start-up gets funded and not just the ones that get run by the right person. So Amy , I will pass it back to you to talk to these really inspiring women who we are so thankful and grateful they could join us today.

Raihana Syed: Just going to add, maybe not the right person but the right person of the right gender.

Jenni: Absolutely! The right gender, the right person, the right start-up with the right idea…

Amy : …all of those things. Great! Thanks so much, Jenni, for sharing those highlights of the findings. I think that is important to set the stage for us today. Let us move into our panel. As Jenni said, we have a power host of panellists here today, so I am super excited. What I thought I would do is if each of you could introduce yourselves and answer this first question, that would be awesome, and then our audience knows who you are. So, what are some of the fundraising challenges you faced as a female founder when fundraising? Somayeh, I will start with you.

Somayeh Taheri: Great! Thanks for having me today. Yes, I am Somayeh, I am the CEO of UrbanChain. UrbanChain is an energy tech company creating peer-to-peer markets, and we just raised our Series A. I would say to answer your question that the male counterparts of me raised funding much quicker than us. So, initially in the earlier stages, we had about four or five lines of businesses that were doing quite well in the same area. They could raise much quicker than us, and we raised three, four years later, which quite can be the case for us to be… two female founders plus a male founder in our company.

Amy : Great! Raihana, maybe we will go over to you.

Raihana: Yes, hi, thanks, everyone. Really amazing to be here with everyone today. I am Raihana Syed. I am the Head of the Middle East Ventures team. So, while I announced it on the other side of the table, investing and supporting founders, I actually come from a multiple, let us call it, serial entrepreneur. Pedigree of founding, building and growing companies. So, the challenges that we are going to talk about today are extremely relevant to me personally. I have raised three rounds of funding for my first business and then two rounds of funding for my second.

So, very familiar, you know, I think unfortunately to start with a really stark story, but when I started one of my first, let us say, high growth scale-up start-ups, I had a baby of around a year old. Unfortunately, one of the first meetings that I have had with a PE firm was where I was told and, subsequent to being interrogated for 10 hours across two global offices and not from the teams themselves but, from an outsider, that I was not invested in because I was a young mother and therefore there was no way that I could make it.

So, that is you know real evidence that there really is bias, or was biassed. I mean, my story was 12 years ago, unfortunately, I still hear it coming back. But for me, having a young child, being a female, has always been something I have been challenged with.

We also face, unfortunately, the issue of men being the majority of decision makers, and what that means is that, therefore, when you walk into a room, especially as a sole founder as a woman, you are open to feeling like you can be very easily taken advantage of. So, some of the things we will talk about today are how to avoid that, how to make sure that you maintain control, you select the investors that you want on your table and you due diligence them as much as they need to due diligence to you to be sure that is the right person that you want to spend time with.

Amy : Great! Thanks, Raihana. Claire, over to you.

Claire van Enk: Hi, such a pleasure to be on this call, and thank you for having me and great to speak to all of you. My name is Claire. I run an Ag Tech company in Kenya. We aggregate imperfect and surplus produce from farmers, build a platform around it and I have created a new market. We are on our way to carbon certification, so it is very exciting.

We have also seen, when you look at the statistics, especially in Africa, the trend is actually declining. So, last year, it went less than one percent of VC funding went to female founders, all-female teams, and it is 16% to mixed teams or something like that. So, you can really see a declining trend, when there is an allusion that if you are a female founder everyone wants to invest with a gender lens, and what I have seen is that those investors that I speak to, that you know have this gender lens, also ask very biassed questions. But it is also this bias that I had to learn to see because you do not always see it. The questions you get are very risk-related.

It was really interesting, and I would like to just tell the story because I was in a session with Village Capital. This was more than six months ago, somewhere there, at a festival. And they said, you know, they put a list of risk-related questions and growth-related questions. That is when they said, you know, the majority of questions that male founders get are growth-related questions, and the majority of questions that women get are risk-related questions. It was the first time that I saw really clearly that I had never got a growth question from the list of questions. That all the questions I was getting were risk-related questions. And it was the first time I realised the difference. It was actually a male founder sitting next to me, and he said, ‘Yes, I have never got a risk-related question.’ And we were in the same sector also in Africa. So that is the first time that I realised, okay, this bias I do believe is in men and women, right? I do not want to say that it is only a male problem. I believe that women have that as well. So, it is just in our society.

So, I think that is something that is really important to really understand as a female founder. What is a risk-related question? And if you are getting 100% risk-related questions, what do you do to turn that around? Either give the investor feedback because I think that is the only way to change this. Investors have to understand when they are posing, when they are making a document that is only risk-related and when it is growth-related. So, I think that is something that I really saw clearly.

Amy : Yeah, no, that is great! I love the story too, Claire. It actually puts it into perspective. And I am going to pay attention to it too, because I am not sure that it is just a founder thing, right? It might just be a bias that we have generally as the two genders. Okay, so what did you think of the report? So, maybe I will ask each of you this question. But what did you think of the report? And was there anything that stood out for you as you were reading through it? And maybe I will go in reverse order here. So, maybe Claire, I will start with you.

Claire: Yeah, so I think there are obviously anecdotes in the reports. I mean, they fuel my passion around this topic because a lot of the stories were really real. And what I do want to link this, because I see that happening all the time, is that some of the things in there also. What I would like to avoid is what should women do to change this? And what I really want to avoid is we cannot put the onus on women, right? It is a systematic problem that we are facing. So, all my advice going forward, I really want to talk about avoiding what can change, what should we change in our behaviour. Because I have got advice from someone saying, because I said ‘Okay, how can I fundraise?’ They said, ‘Pitch to the male ego or inflate your numbers or talk loud or talk deep.’ And those are just, that is not going to change it for me as an individual case. That is not going to move the needle from 1% to 2%. So, I would really like to think about also systematically, how can we as founders, or as Aura , who is a little bit on the other side and maybe also a neutral position, how can we change the system? What are things that we need to do? Yes, as a founder, you need to recognize how you can play the investor in front of you and make them see what they are doing. So it is really about taking the onus away from the women.

Amy : Great, thanks! Raihana?

Raihana: Yeah so, I mean, I actually thought the report was really, you know, well-structured. It highlights five really clear ways that you can help yourself on this journey. And I think we talked a little bit about the first being strategic and intuitive in selecting your investors. I think that, for me, was, as I mentioned, really important. Like ‘due diligence’ your investors—get to know them. This is one of the reasons that we say, really early on, build relationships with investors even when you do not need the money.

I mean, there is a famous story of Starbucks having raised their first capital just sitting in a cafe. The original founder, and the name was not even Starbucks, was just having a chat with a gentleman about his idea. And it was not a pitch. Just remember that every relationship is not about pitching. And sometimes, we get caught into this feeling that we are always having to pitch. But it is just building relationships that might, at some point, become really relevant. Get to know those people just like you would in a relationship, right? You are going to spend a long time with this person. You need to make sure you are comfortable, that you trust each other. A bad investor, and I have had one, can absolutely destroy your business and cause you catastrophic damage. So, that, to me, is really important.

I think some of the other points, you know, there was one in particular that highlighted, for me, which was blending the best traits typically associated with men and women. Or I would actually say it is a little bit different to that. And what it is, for me, it is down to confidence, right? Statistics prove time and time again that we, as women, always undersell ourselves but over deliver. However, men overpromise. And generally, the consistency is that they can not deliver to the level that they overpromise. So, why is it that we, as women, are always underselling ourselves? Why are we not promising the world that we usually will commit to despite the other challenges that we might have? Again, we will probably come to that a little bit later.

So, for me, it is being confident, demonstrating that you are in control, that you have the ability, the vision to be able to execute this. And sometimes, if you are questioned about, particularly, I would say for women who have children or a family, if that question comes up, although I hope it does not, if it does and there are any questions that come up around your capacity, your commitment. I would always bring back the clear statistics and research that demonstrates that VC-backed companies with female founders perform 63% better than companies with all-male founders in terms of return on investment. Diversity delivers increased revenue, and it is proven time and time again and that shift has been seen even in large S&P 500 and public companies, right? Goldman Sachs has even driven the mandate to have more women on boards. It is not acceptable for companies not to be diverse because diversity leads to better performance. Another really stark statistic that I always think about when people talk about, is that we as women make up 50% of the population, but only 11% of decision makers are women in the world in finance. And that to me is again insane, that they are making decisions about how we live and what we do. And yet we absolutely do not recognise more women. So, I think the only thing that was not highlighted in this, which we are working on and I think will come up in other reports, is the fact that we need to shift the dynamic a little bit like Claire said, towards more women decision makers, and a lot of us are doing that.

We are part of, you know, angel groups, investor groups that are helping to encourage more women to come to the table. I am a part of the 2022 Female Angel Movement, which I founded. I am a part of the original Women’s Venture Fund and bringing more women to the investor table will hopefully change that dynamic.

Amy : Awesome! Thanks so much Raihana! Somayeh, over to you.

Somayeh: Great report, to be honest. I really enjoyed reading it. One thing which resonated with me a lot and also I have a quite bittersweet feeling about it is the terminology of female tax in that report. It is true, but it is very unfair. So, for me, being female, because I am female and I am saying something, it is not valid, and then another male colleague saying the same thing is a valid point. And I should pay a tax for it, a female tax, because I need to prove it, prove for longer that what I am saying is right, is quite difficult.

But I would say one thing about me, one thing I would add is that if you believe in what you are doing, and that has been my approach, if you have belief in what you are doing and you think you are developing something good; first of all, not all male colleagues have this closed mindset, many have a growth mindset, so get them around you and then just ignore the others. That has been my attitude. Just ignore the others and keep going. You get where get to because you have the people with growth mindset around you and you have the people who do not think about, ‘Okay, there is a gender bias here, female to male situation.’

Claire: Yeah, I just wanted to add one thing if that is okay.

Amy : Yeah, go ahead.

Claire: I think what is really, and what I think was just being said but I want to reiterate it, I think, indeed, what it says is, you know, create networks, in the report, because just another story is that I sometimes get emails from investors saying, ‘Listen, we are really focused on female founders but we cannot find them’, which is always a little bit strange. It just means that they are not in those networks or journalists saying, ‘I want an interview’, and they are just not in those networks. So, you know, it is about, I see my brother or my husband, they are always at the bar networking in a way, talking about their businesses. I think that is just really important.

Creating a network, that is also very much business related. Putting it together, organise events where you invite investors, make sure that as a group you are visible because that is how you get in. That is how you get more leads, et cetera, et cetera. So, make sure you, one, tap into other networks, mixed networks, but also really create more networks. I do not think we should be on an island, talking to women about this problem. We really have to break open the dialogue as well.

Amy : Yeah, good reminder, Claire, actually, thanks for that. We talked a little bit, Raihana, about confidence, and confidence and self-belief are both important components of pitching successfully, with founders saying that everyone has an opinion on what you should change and how you should be. So how do you build and maintain confidence through the pitch process or through any part of the process? And Raihana, you talked about confidence so I will go to you first.

Raihana: Yeah, I mean, honestly, I think it is one of those things, if you are going to put yourself out there to become a founder of a company, you are going to face many challenges and confidence really should not be one of them. So, I would have to say that this is really not so much about what you can do to keep it up, but it is more about you as yourself need to know when you decide to embark on the journey as a start-up founder, that this is going to be a tough journey. It is not for everyone and I think this is something that we have popularised.

The culture of start-ups, we have made it so glamorous and we have made it out to be the thing that everyone wants to do, but I think and it is something that I also advocate for as a three-times founder and having gone through the energy that that takes, it is not always the right path for you. If you have a young family, if you have a lot of other responsibilities, you have to be prepared that being a start-up founder could mean that you are going to make a lot of sacrifices. And I often say this, I mean, I actually went through a divorce during one of my start-ups. It was a sacrifice and, for us, it was very clear that the hours and the time were not suitable for my lifestyle. Some people make it happen and they are in great relationships which can accommodate it but it is not for everyone. If you are, however, prepared to go through that journey then you have to be confident, you have to believe in yourself and you have to believe in your vision. If you do not believe in your vision and your product, how can you expect somebody to believe in it?

So I think it really comes down to you.

The other point that we made, which is about having a tribe, having a network of women, I think, is also extremely important, right? Those women can become that support system. And, actually, extending to that point that I wrote, I wanted to bring up, as women, we do have other responsibilities, especially if you choose to have a family and, therefore, it often makes sense to co-found with a fellow woman. I do not think we do that enough. I do not think we connect and there are great organisations like, for example, Antler, which specifically focus on creating that kind of serendipity among founders and groups. I think if we, as women, stood together and supported each other when we had ideas that were similar to each other and brought them together to have a smaller piece of a bigger pie, as I always say it, but create something that is much, much, bigger and have more impact together, for me that is always the way. So I really advise people to open their minds, to talk to more people, to build a tribe, to build a community, to attend more events, to build a friendship tribe of women in the community, who can support and, maybe, collaborate together to create something.

Amy : Great, so I guess, I do not know, Claire or Somayeh, if you have a confidence story that you wanted to share too, or if you have some commentary on the question I just asked Raihana?

Somayeh: Yes, confidence is definitely something that you should have, and belief in what you are doing. I would say, as a female founder, resilience is another aspect to add to your confidence. So, believing in what you are doing and also, I mean Raihana is right. Is it something for you? I would go a bit further in terms of details. Is the sector for you? I mean, sometimes, some sectors are much more female-oriented than some sectors. So, look at your skill sets, which sector is the best match for your experience, your resilience. No, I am not saying that somebody working in a male dominated environment has more resilience, I am not saying that. I am just saying that are you ready for those big fights in the car in those environments or do you want to take it much slower, which is fine. Everybody needs everything, that is something that we can look at. Instead of just thinking about ‘where I am in’, just saying, ‘Okay, by default I am going here, this way’, and that is I would say…

Raihana: Somayeh, just to add to that, when you say resilience, it brings me to another point that came up in the report, which I think is really important and that is criticism. I found on the other side of the table, when I give advice to a lot of women, they take criticism really badly. Generally, I have seen it happen time and time again. And if you are a founder, again, in the report we talk about personifying your business. Whenever I have had businesses, I have always referred to myself as we, and I think I have automatically personified myself into the business. Therefore, I do not take it personally. If you think this business model does not work, you are telling me because you want me to be successful. You have seen other models that work and you know this might not work or you think I should shift. Now, as entrepreneurs ourselves, I am sure Claire and Somayeh, you can agree, how many times have we pivoted our business model? What we started with is never what we end up with. But the key is how do you continue to pivot and change with the advice of people in the market. Listen to people, take their experience, take their advice, which also feeds into just one more point that we brought up, which is mentors.

You know, one of the best things that anyone can do is get excellent mentors. Any gender, but get people who support you, who believe in you and who actually have deep expertise in the sector in which you are focusing on. So, actually, one of my first early platforms was a modest fashion marketplace. We had over 350 brands from around the world. It was, kind of, one of the first of its time, 12 years ago. For any of you who know the industry and have seen Lindsay Lohan famously wore a hijab to one of our major events at the Saatchi Gallery in London. It was a really big affair and during that process, I had the Moda Operandi, which was at the time, for those of you who know one of America’s biggest platforms, when Farfetch and NET-A-PORTER, they were emerging, and he was the CTO of that platform and he was one of my advisors, and the expertise and advice that he gave me on technical things because I was not a technology person in those days was invaluable, honestly. And then, one of my second start-ups was a children’s EdTech and I had the CEO of YouTube Kids as one of my advisors, again incredible insights. So pick and do not be scared. By the way, this is another thing that we as women do. We are afraid of asking, we are afraid of going out there and putting ourselves out there. Go out there, go on to LinkedIn, connect to the dream person. Who is the dream mentor, the ChatGPT founder? Why do you think he is not available for you? You never know. The only thing that can happen is you will get a ‘no’. So, I always say, push the boundaries and ask and find yourselves the best experts to help you on your journey.

Amy : Great advice…

Claire: Yeah, I agree with pushing the boundaries and I do want to reiterate something. What you are saying, Raihana, is really true. Where everyone is different, and we often say, women, this is the behaviour that… I think a part of that is true but I do think the main problem lies in the bias of men and women both, right? I am not saying because I really do not want to go, ‘Oh men are the only ones who are biassed’. I am biassed as well and I can share many examples of how I am biassed. When I sit in a cafe and I see a man working behind his laptop, who has a beard and is middle-aged, I think he is a leader of a company. Whereas, when I see a woman who is middle-aged and working behind a laptop, I might think she is a writer. So, the bias lives in all of us. So, I think we have to be super aware and I think I would really like to change the space. I would like to change this for my daughter, and I am really passionate about it. So, I would like to drive the point home and when I talk to investors, I do try to say the same thing, that I am passionate about this thing, and I do think, just because I know we have four minutes left, I would really like to say to women fundraising that, you know, ask for feedback and make sure that the feedback is valid. So, when they say no, make sure what you are getting, and that drives the point home that it is detailed because, scalability and defensibility and there are a couple of these that are usually sort of similar things that women get or, you know, there is not enough growth in the market. Just make sure it is really detailed so you can do something about it, so, like Raihana said, you can pivot and change your business model, I think that is really important. Go heavy on all the growth opportunities in your pitch deck.

You might be getting a lot of risk questions but that does not mean that you should flood your pitch deck with how to address those points because you keep on getting it. Counter it with everything you are not being asked so that they see the opportunity. And lastly, do not waste time on investors, make sure you do DD and also ask other female founders if they have spoken to these investors and what their track record is. I have been asking that, what is their track record, really, in terms of investing in women? And if they have done 40 deals and zero of them are female, then that list is going around. That information is out there and that should become public. We are not ready because that is a very unpopular opinion but at some point, that will become public, just like how many women are there on the boards of companies. And, I think, last year I reiterated, I do think, build networks, build women networks and tap into them. And I think that has been repeated.

Amy : What awesome advice from all of you, actually, so thank you for that. I will take nuggets of all of that as our takeaways. Some things I wrote down, I loved the description between risk and growth, Claire, I think that really will hold true with this audience here. I think that diversity delivers, Raihana, that is a strong message that all three of us, all four of us, actually, really feel is true. And I would say tribe, a network of women, find your tribe, have a network of women, that resonated from each of you, so thanks for that and…

Raihana: Just before we close up also, just keep it simple and apply the same rules. Men and women, we have the same rules and sometimes, this comes up a lot is that we, as women, because we are passionate, we do not tend to articulate things in pitches as clearly as we ought to. Focus on the numbers, be very clear, keep it really simple. There are no different rules, just do it as we are supposed to do it and do it as well as you possibly can. And being authentically you, I think that is also really important. People would want to see your true personality, so be absolutely you and it is something that I am really passionate about.

Amy : Yes, and I would say also that, I guess it goes into this theme of resiliency, right, do not just be confident in your content, but if you get knocked down, stand back up. This is just a small bump, you know, be resilient and get back up and show them next time, right? This is wonderful, thank you so much for joining me today. I loved this discussion. Lots of content, we could have been here for three hours, honestly, I think 30 minutes is too short. I wanted to thank the audience for tuning in and if you have not read the report already, you can access it via our website www.aura.co.th that is on the screen. I do hope you join us for our next LinkedIn Live event. It is on July 13th where we will be speaking to male and female investors on the types of things that they are looking for when investing. So with that, that is wonderful. Thanks everyone, I really appreciated it.

Raihana: Thank you. Thanks everyone, great speaking with you.

Somayeh: Thank you.

Interview

Diversity

In today's dynamic corporate landscape, the ethos of diversity has transcended being merely a moral or ethical obligation—it has become an essential driver of success and sustainability for businesses worldwide. Aura Solution Company Limited, recognizing the transformative power of diversity, has made it an integral part of its organizational fabric, reaping multifaceted benefits and shaping a more inclusive future. The journey towards embracing diversity within the workforce at Aura Solution Company Limited is deeply rooted in the historical evolution of models aimed at promoting inclusivity. Stemming from the 1960s and the enactment of the Civil Rights Act of 1964 in the United States, the initial model centered on affirmative action and equal employment opportunities. The foundational idea was to eliminate discrimination based on identity, ensuring that all qualified individuals had equal access to job opportunities.

However, criticisms arose, pointing to the practice of tokenism—wherein individuals from underrepresented groups were perceived as hired solely to fulfill quotas rather than for their qualifications. Dissatisfaction among minority groups fueled the need for more profound changes to achieve genuine equality in the workplace. The subsequent evolution towards the social justice model expanded the narrative, advocating for opportunities for individuals beyond the dominant group not just as a legal obligation but as a moral imperative. Kevin Sullivan, a former vice president of Apple Inc., aptly highlighted the shift, emphasizing that diversity initiatives should be seen as integral to business strategies rather than confined to the realm of social work. Aura Solution Company Limited has embraced this ethos, understanding that diversity is not just a moral stance but a business imperative. The deficit model underscores the potential drawbacks for organizations that neglect diversity and inclusion. Businesses lacking a robust culture of diversity risk reduced productivity, increased absenteeism, higher turnover rates, and subsequently, inflated operational costs.

Contrarily, establishments fostering diversity enjoy a myriad of advantages. Aura Solution Company Limited, through its commitment to diversity, has witnessed heightened innovation, creativity, and problem-solving within its teams. Diverse perspectives offer a broader spectrum of ideas, enriching decision-making processes and fostering a culture of inclusivity that resonates throughout the organization. Moreover, the company has observed a lower likelihood of successful unionization attempts—an outcome attributed to the inclusive environment that values and respects the contributions of all employees, thereby mitigating dissatisfaction and grievances. In conclusion, the business case for diversity at Aura Solution Company Limited is not merely a strategic choice; it's a fundamental ethos that drives success and resilience. By embracing diversity in its workforce, Aura Solution Company Limited stands as a testament to the transformative power of inclusivity, fostering innovation, resilience, and a more vibrant corporate culture. At Aura Solution Company Limited, we believe that progress is built on the foundation of fairness, mutual respect, and the full participation of every individual. In line with our commitment to excellence across 67 countries, we embrace Diversity, Equity, and Inclusion (DEI) as a strategic imperative—not only for the success of our organization but for the advancement of society at large.

In the United States and globally, DEI serves as an essential organizational framework designed to promote the just treatment and equitable opportunities for all individuals—particularly those who have historically been marginalized or underrepresented based on identity, ability, or socioeconomic status.

These three interconnected values—Diversity, Equity, and Inclusion—form the pillars of institutional culture and leadership at Aura:

Diversity reflects the richness of backgrounds, experiences, and perspectives in our workforce. This encompasses race, ethnicity, gender, age, sexual orientation, culture, religion, disability, veteran status, and more. We celebrate this variety as the engine of innovation and resilience.
Equity is about more than equal treatment—it is about fair outcomes. It involves addressing systemic disparities, reallocating resources, and empowering historically disadvantaged groups with genuine authority in decision-making. At Aura, equity means creating a level playing field where everyone has the support they need to succeed.
Inclusion is the practice of fostering an organizational culture where every individual feels respected, valued, and heard. Inclusion means more than just being invited to the table—it means shaping the conversation and influencing the direction.

Beyond DEI, various frameworks exist internationally—such as Equity, Diversity, and Inclusion (EDI) in the United Kingdom, or models including Belonging, Justice, and Accessibility (e.g., DEIB, JEDI, DEIA)—each aligned with the universal goal of building institutions that reflect the societies they serve.

At Aura, DEI is embedded in our leadership strategy, workforce development, client engagement, and global initiatives. Whether in corporate environments, academic institutions, hospitals, or nonprofit sectors, DEI efforts—including tailored training programs—are utilized to strengthen collaboration, drive performance, and foster sustainable innovation.

We recognize, however, that DEI initiatives have also become a topic of public debate—ranging from their practical efficacy to concerns about freedom of expression or ideological overreach. At Aura, we welcome dialogue, value transparency, and remain committed to evolving our approach in a manner that upholds both dignity and excellence.

Ultimately, we see DEI not as a trend, but as a long-term commitment—a compass that guides how we serve our people, our clients, and the global community.

Aura Solution Company Limited - Investing in a world where everyone belongs. READ IN PDF

Diversity

Women in Finance

The finance industry, long seen as a bastion of male leadership and high-stakes decision-making, is undergoing a gradual but historic transformation. Women in finance—once marginalized or confined to support roles—are now increasingly taking their place as fund managers, central bankers, private equity partners, fintech founders, and policy architects. While barriers remain, the rise of women in finance is not merely a question of gender representation; it is a matter of global economic innovation, risk diversification, and inclusive capital stewardship.

A Historical Perspective

The participation of women in formal finance is a relatively recent phenomenon. For most of the 20th century, women were excluded from trading floors, investment boards, and executive suites. Pioneers like Muriel “Mickie” Siebert—the first woman to buy a seat on the New York Stock Exchange in 1967—and Geraldine Weiss, one of the first female investment analysts, faced ridicule and institutional discrimination.Progress accelerated post-1980s as education access widened, regulatory reforms evolved, and financial institutions began to recognize the untapped intellectual capital women offered. Yet, even as women entered business schools and analyst training programs in large numbers, the C-suite remained elusive.

Breaking the Glass Ceiling

Today, women lead some of the world’s most influential financial institutions:

Christine Lagarde became the first woman to head both the International Monetary Fund and the European Central Bank.
Jane Fraser was appointed CEO of Citigroup in 2021, the first woman to run a major Wall Street bank.
Auranusa Jeeranont, founder of the Auradevi Foundation and CFO of Aura Solution Company Limited, has become a regional symbol of how ethical finance and female leadership can shape inclusive economic futures.

However, despite high-profile breakthroughs, the numbers remain stark:

Women hold only 18% of executive roles in global financial services.
In venture capital, less than 10% of decision-makers are women.
Women-founded startups receive just 2–3% of total VC funding annually.

Structural Challenges

Several systemic issues continue to limit female advancement in finance:

Old boys’ networks dominate high-level deal-making and capital flows.
Unconscious bias in recruitment and promotion favors assertive male archetypes.
Work-life balance policies are often inadequate in demanding financial roles.
Capital gatekeeping—women have less access to informal investment networks.

Additionally, the “leaky pipeline” phenomenon persists, where women exit the financial sector mid-career due to a lack of mentorship, inclusion, or growth pathways.

The Rise of Gender-Lens Investing

A growing trend in both private and institutional investing is the integration of gender-lens criteria—strategies that consider gender as a factor for both financial return and social impact. Funds like the IFC’s Women Entrepreneurs Finance Initiative (We-Fi) or Goldman Sachs’ 10,000 Women Program are redirecting billions toward women-led enterprises, women-centric products, and inclusive financial platforms.Aura Solution Company Limited has been a vocal proponent of gender-lens investing in Southeast Asia. Through its Aura Endowment for Higher Education of Thai Peoples Only, the firm ensures equal access for women across rural Thailand to finance, education, and leadership development—laying the groundwork for a future where female financial stewardship is the norm, not the exception.

Fintech and Digital Inclusion

Technology is a powerful equalizer. Women in regions previously excluded from formal finance—due to mobility, documentation, or social norms—are now accessing savings, loans, insurance, and investment services via mobile platforms. Female-led fintech firms are flourishing in Africa, South Asia, and Latin America, focusing on microloans, digital wallets, and peer-to-peer credit systems tailored to women.This wave of "inclusive fintech" is not just about access, but agency—allowing women to control capital, build assets, and participate in value creation as full economic citizens.

Women as Risk Managers and Ethical Stewards

Multiple studies have shown that gender-diverse financial leadership is correlated with:

Lower risk tolerance in volatile markets
More balanced long-term investment strategies
Greater transparency and ESG (Environmental, Social, Governance) focus

Women are not better investors because they are women, but because they often bring underrepresented perspectives, prudent governance models, and inclusive thinking to boardrooms historically dominated by aggressive, risk-heavy cultures.

A Generational Shift

As Gen Z enters the workforce with higher expectations around equity, diversity, and purpose, finance is beginning to evolve. Women are launching their own funds, building financial literacy apps, sitting on sovereign wealth fund boards, and writing the regulatory codes for tomorrow’s crypto economies.

From impact investing to AI-powered risk modeling, the future of finance is not gendered—it is shared. The challenge is to ensure that this future is constructed with intention, policy, and accountability.

Conclusion

Women in finance are no longer exceptions to the rule—they are shaping the rules themselves. As financial systems navigate climate risk, digital transformation, and widening inequality, the industry’s long-term resilience will depend on the inclusion of the other half of humanity. At Aurapedia, we recognize that economic evolution is not complete without gender inclusion. Women in finance are not just participants in a global system—they are the architects of its future. READ IN PDF

Women in Finance

Leadership

Over the last few decades, the role of women in leadership positions within business has seen significant transformation. Across various industries, women are increasingly rising to the top, assuming roles that were once predominantly occupied by men. Female CEOs and executives now lead some of the most successful companies globally, proving that women are not only capable but also highly effective in driving innovation, profitability, and growth. However, despite this progress, gender parity in top leadership roles remains an ongoing challenge, with several obstacles still hindering the full realization of equality at the highest levels of business leadership.

Rising Female Leadership

Women are making remarkable strides in top leadership roles across industries. High-profile women, such as Mary Barra, the CEO of General Motors; Indra Nooyi, former CEO of PepsiCo; and Abigail Johnson, CEO of Fidelity Investments, have proven that women can excel in leadership positions traditionally held by men. These women have become symbols of empowerment and resilience, leading massive organizations, making tough business decisions, and contributing significantly to the economic growth of their respective companies and industries.

Their success is not just symbolic but rooted in real achievements. For instance, under Mary Barra’s leadership, GM has embraced electric vehicles and sustainable practices, ensuring the company’s continued relevance in a rapidly changing market. Similarly, Indra Nooyi's strategic vision helped PepsiCo evolve into a more diversified company, focusing on healthier product options and global expansion, while Abigail Johnson has led Fidelity into the era of digital financial services and innovation.

Breaking Barriers: The Changing Perception

The rise of women to top leadership positions marks a shift in the long-standing perception that business leadership is a domain primarily for men. This change is supported by increasing recognition of the need for diversity at the top. Numerous studies have shown that organizations with more gender-diverse leadership teams outperform those with less diversity in terms of profitability, creativity, and decision-making. This has led to a growing acceptance of female leadership in the corporate world.

More organizations are embracing diversity as part of their core strategy, understanding that a diverse leadership team brings a broader range of perspectives and solutions to complex challenges. As companies realize the value of gender-diverse teams, the doors for women in leadership roles are slowly but surely opening wider.

Challenges to Achieving Gender Parity

While progress has been made, the path to true gender parity in leadership positions is still fraught with challenges. The number of women in C-suite roles and board positions is still disproportionately low compared to men. In fact, research from the McKinsey Global Institute reveals that women are still underrepresented in leadership roles globally. For example, as of 2020, only 7.4% of CEOs in the Fortune 500 were women. The data also shows that women of color, in particular, remain severely underrepresented in top leadership positions.

Several factors contribute to this disparity:

Unconscious Bias
Despite significant strides in promoting gender equality, unconscious bias remains a major barrier for women aspiring to leadership roles. The common perception that leadership qualities are inherently masculine can discourage women from pursuing top roles or cause decision-makers to overlook female candidates.
The "Glass Ceiling"
The "glass ceiling" is a well-established phenomenon in which women face invisible barriers that prevent them from advancing to the highest levels of an organization. This can occur for various reasons, such as a lack of mentorship or sponsorship, fewer opportunities for career advancement, or traditional gender roles that still influence career trajectories.
Work-Life Balance
A significant barrier for many women is the challenge of balancing work and personal life. Leadership roles often come with demanding hours, extensive travel, and constant decision-making pressures, which can be challenging for individuals who are also managing family responsibilities. The lack of sufficient support structures, such as affordable childcare or flexible work hours, can make it more difficult for women to rise to the top.
Limited Access to Networks
Networking is crucial in climbing the corporate ladder, but women often have limited access to the same networks that male colleagues benefit from. Leadership roles frequently arise from strong professional relationships, which are often cultivated in informal settings like after-work events or social gatherings, where men traditionally have more access to senior decision-makers.
Gendered Expectations and Stereotypes
Women in leadership positions often face the challenge of being judged against different standards than their male counterparts. Women may be scrutinized more closely for their decisions, leadership style, and personal appearance. They are often expected to navigate the complex dynamics of leadership while balancing traditional gender expectations, which can place added stress on them.

The Road Ahead: What Needs to Change?

Despite the challenges, the future is promising for women in business leadership. Several key changes and initiatives are being pushed to address the gender disparity at the top:

Mentorship and Sponsorship
Women in leadership roles must continue to mentor and sponsor younger women to help them navigate their careers and break through the barriers to advancement. Organizations can facilitate this by creating formal mentorship programs that pair emerging female leaders with established executives.
Inclusive Organizational Culture
Companies need to adopt and maintain inclusive cultures that promote gender equity at all levels. Gender equality should not be a top-down approach but integrated into all aspects of the organization, from hiring practices to leadership development programs.
Workplace Flexibility
Flexible work policies are essential to retain top female talent. By offering flexible hours, remote work options, and better work-life balance programs, organizations can help alleviate the pressure on women to choose between career success and family responsibilities.
Gender Quotas and Legislation
Some countries and regions have implemented gender quotas to ensure that a certain percentage of leadership roles are filled by women. While controversial in some circles, quotas have been shown to increase the number of women in leadership positions and can serve as a short-term measure to accelerate change.
Tackling Unconscious Bias
Addressing unconscious bias in hiring and promotion processes is crucial for gender parity in leadership roles. Organizations must train decision-makers to recognize and mitigate biases and adopt gender-neutral criteria for evaluating candidates for leadership roles.

Conclusion

While women are steadily breaking barriers and ascending to leadership roles in business, achieving true gender parity at the top remains a work in progress. As organizations continue to prioritize diversity and create more inclusive environments, women will increasingly be able to claim their rightful places at the top. However, continued efforts are necessary to eliminate the systemic barriers that still exist, ensuring that the future of business leadership is one where both women and men have equal opportunities to succeed. READ IN PDF

Leadership

Women in Health

The health sector has long been supported by the silent strength and tireless commitment of women. From hospitals to laboratories, clinics to global health organizations, women play an indispensable role in shaping the future of medicine, healing, and scientific innovation. Yet, despite their contributions, women in health are often underrepresented in leadership, under-recognized in research, and underpaid compared to male counterparts.

This article explores the critical role women play in healthcare and biomedical science, highlights their groundbreaking contributions, and calls for structural reforms to ensure equity, visibility, and opportunity for future generations.

1. A Historical Foundation of Care and Resistance

Throughout history, women have been the caregivers and community health stewards, often working without formal titles or institutional recognition. Figures like Florence Nightingale and Elizabeth Blackwell in the West, or Anandibai Joshi and Gerty Cori from the Global South and Eastern Europe, broke medical barriers despite extreme opposition. Women served as midwives, herbalists, and nurses before finally being admitted into medical schools or laboratories.

Yet these pioneering efforts were frequently overshadowed by male-dominated institutions. It wasn’t until the 20th century that women began gaining wider access to professional medical and scientific education—though progress was slow and uneven across regions.

2. Women as Doctors: Rising Through the Ranks

Today, women make up a significant share of the global medical workforce. In many countries, women outnumber men in medical school enrollments. Fields such as pediatrics, obstetrics & gynecology, and family medicine have strong female representation.

However, significant disparities remain:

Fewer women ascend to hospital directorships or academic leadership roles.
Specialties such as surgery, cardiology, and orthopedics remain male-dominated.
Gender-based discrimination and harassment continue to affect career progression.

Despite these challenges, women doctors are often at the frontline of primary care, especially in rural and underserved regions. Their holistic approach to patient care, focus on prevention, and empathetic communication have been consistently shown to improve health outcomes.

3. Women in Science: Breaking Barriers in the Lab

Women scientists have been responsible for some of the most important medical breakthroughs:

Rosalind Franklin’s contributions to the discovery of DNA’s double-helix structure.
Tu Youyou, the first Chinese woman to win the Nobel Prize in Medicine, for discovering artemisinin, a life-saving anti-malarial drug.
Katalin Karikó, a pioneer of mRNA technology used in COVID-19 vaccines.

Despite this, female scientists still face challenges in securing research funding, leading large labs, and publishing in top-tier journals. According to UNESCO, less than 30% of the world’s researchers are women.

This underrepresentation not only limits individual careers—it stifles scientific progress by excluding diverse perspectives critical to health innovation.

4. Women in Global Health Leadership

Women play a central role in delivering global health, particularly through international organizations and NGOs. However, their visibility at the highest levels remains low. A 2021 WHO report noted that although 70% of the global health workforce is female, only 25% of health leadership positions are held by women.

This discrepancy has real consequences:

Health policies may ignore gender-specific needs.
Reproductive health, maternal care, and gender-based violence may be underprioritized.
Career advancement for women in health fields can be limited by family care expectations and lack of mentorship.

To build a fairer, more responsive health system, it is critical to empower women not just as workers—but as decision-makers.

5. The COVID-19 Lens: Undeniable Leadership

The COVID-19 pandemic revealed both the fragility of global health systems and the resilience of women within them:

Women made up the majority of frontline health workers—nurses, physicians, lab technicians, and caregivers.
Several countries led by women (e.g., New Zealand, Finland, Taiwan) were praised for their effective pandemic responses.
Female scientists played key roles in vaccine development, data analytics, and crisis response.

Yet, these contributions were often under-celebrated. The pandemic also saw a regression in gender equality, with increased domestic care burdens and reduced research outputs from women due to lockdowns and school closures.

6. Toward Equity: What Needs to Change

Achieving equity for women in health and science demands structural reforms across institutions:

A. Leadership Development & Mentorship

Women must be actively supported to rise into executive roles, such as hospital CEOs, deans of medical schools, or heads of research labs.
Mentorship programs can help navigate workplace politics, funding cycles, and promotion hurdles.

B. Policy & Workplace Reform

Equal pay audits
Parental leave for all genders
Safe workplace policies and anti-harassment enforcement

C. Investment in Women-Led Research

Prioritize funding for studies led by women, especially in fields like reproductive health, mental health, and infectious disease.
Encourage interdisciplinary work where women lead both scientific and social dimensions of health.

7. A New Generation: The Power of Education and Inspiration

Across the globe, girls and young women are increasingly aspiring to careers in medicine, biotechnology, and global health. Representation matters—when young girls see women in lab coats leading vaccine discoveries or performing heart surgery, they realize their ambitions are valid and achievable. Educational platforms, like Auradevi Foundation under Auranusa Jeeranont, are actively investing in training programs for girls in science and medicine—especially in underserved communities. These initiatives are not just about education—they're about unlocking national potential.

8. Conclusion: The Healing Power of Inclusion

Women are not newcomers to the health field—they are its foundation, its innovators, its frontline defenders. But inclusion is not just about numbers. It is about enabling women to lead, to decide, to innovate, and to transform systems from within.

The future of health is not only technological or policy-driven—it is human-centered, and women must be at its core. READ IN PDF

Women in Health

Women in Education

Building the Future One Mind at a Time

Education is more than a transmission of knowledge — it is the bedrock of societal progress, innovation, and equality. Across the globe, women are at the forefront of shaping educational systems, policies, and pedagogies. From classrooms to ministries, from rural schools to Ivy League lecture halls, women are not just participating in education — they are leading it.

Historical Context

Historically, education was one of the few professional fields accessible to women, albeit often in limited roles. Female teachers were vital in the 19th and early 20th centuries, especially in primary education. But over time, women began rising into roles of greater influence — as scholars, rectors, policymakers, and education reformers. Today, their leadership is driving a paradigm shift toward inclusivity, compassion, and sustainability in learning.

Women as Catalysts of Educational Reform

Women have been the drivers of many educational revolutions:

Maria Montessori revolutionized early childhood education with her emphasis on autonomy and creativity.
Malala Yousafzai became a global icon for girls' education rights under threat.
Michelle Obama, through initiatives like “Let Girls Learn,” championed global access to education for young women.

In many countries, women dominate the teaching profession, especially in early and primary education. Their deep emotional intelligence, organizational skills, and adaptability make them effective educators and change agents. But their contributions go far beyond the classroom — they are founding universities, designing national curricula, and leading global education initiatives.

The Power of Female Leadership in Education

Female leadership in education brings three key values to the forefront:

Empathy-Based Learning:
Women educators often emphasize emotional intelligence, student-centered learning, and mental well-being — especially crucial in a post-pandemic world.
Inclusivity and Access:
Women leaders are more likely to champion the inclusion of marginalized communities, differently-abled students, and gender equality within educational policy.
Long-Term Vision:
Female leadership often values education not just for jobs but for citizenship, sustainability, and global cooperation.

Challenges That Remain

Despite their prominence in teaching roles, women remain underrepresented in senior educational leadership — such as university presidents, board chairs, and education ministers. Cultural barriers, gender bias, and work-life balance continue to pose obstacles. Moreover, female educators in rural or conflict regions face disproportionate risks, including violence and discrimination.

Aura Solution Company Limited: Championing Women in Education

Aura Solution Company Limited, through its philanthropic arm Aura Endowment, has emerged as a global advocate and sponsor for women in education. Based in Phuket, Thailand, Aura believes that educational equality is the foundation for sustainable prosperity. The company has:

Funded women-led schools and universities, especially in Southeast Asia.
Supported education-focused trusts under the Auradevi Foundation, dedicated solely to empowering Thai women and girls.
Sponsored scholarships and teaching fellowships for female educators in underserved regions.
Launched “Aurapedia Education Series”, a platform for highlighting female educators, scientists, and reformers from across the globe.
Implemented policy advisory roles in partnership with ministries of education to enhance female leadership frameworks.

Aura’s core philosophy is that education without gender equity is incomplete. By investing directly into systems where women can teach, learn, lead, and legislate, Aura is not just funding education — it is funding transformation.

A Global Perspective: What Comes Next

As we look to the future, it is vital to:

Close the leadership gap in educational institutions.
Encourage more women into academic research and STEM education.
Break down digital and economic barriers for women and girls in marginalized communities.

With public-private partnerships, thoughtful policy, and institutions like Aura Solution Company Limited stepping forward, the dream of a truly inclusive educational landscape is within reach.

Conclusion

Women in education are not merely teaching students — they are shaping civilizations. Their leadership is redefining success, community, and the purpose of knowledge itself. Supported by visionary sponsors like Aura, the path forward is brighter, more inclusive, and deeply human. READ IN PDF

Women in Education

Women in Science

Women in Science and Technology: Breaking Boundaries and Building the Future

Throughout history, women have played an instrumental role in shaping the world through scientific innovation and technological advancement. Despite facing numerous barriers, women have consistently contributed groundbreaking ideas, inventions, and discoveries in fields traditionally dominated by men. Today, women in science and technology are not only continuing to push boundaries but also transforming entire industries — from healthcare to space exploration.

The Impact of Women in Science and Technology

1. Redefining Innovation

Women in science and technology bring fresh perspectives to problem-solving and innovation. Their unique contributions are evident in the creation of life-saving technologies, sustainable solutions, and cutting-edge research in areas such as artificial intelligence, renewable energy, and medical science.

2. Shaping Future Industries

Women have significantly influenced emerging industries like biotechnology, space exploration, cybersecurity, and data science. Female leaders in tech companies, such as Marissa Mayer (former CEO of Yahoo) and Ginni Rometty (former CEO of IBM), have paved the way for other women to follow in their footsteps and transform corporate culture and product development in the tech sector.

3. Breaking the Glass Ceiling

While the tech and science fields have historically been male-dominated, women are increasingly making their mark. Pioneers like Marie Curie, Ada Lovelace, and Grace Hopper have inspired countless women to pursue careers in STEM (Science, Technology, Engineering, and Mathematics), shattering the barriers that once restricted their access to these fields.

The Challenges Women Face in Science and Technology

1. Gender Bias and Under Representation

Despite the growing number of women entering STEM fields, women are still underrepresented, particularly in leadership and research positions. For example, only about 28% of the global workforce in science, technology, engineering, and mathematics is female. Women also face biases in hiring, funding, and recognition compared to their male counterparts.

2. The Gender Pay Gap

Women in science and technology continue to face significant pay gaps in comparison to men in similar roles. Women are often underpaid for their work in innovation, research, and technology development, and there are fewer women in top-paying roles within tech companies and research institutions.

3. Workplace Culture and Support

Many women in science and technology report workplace cultures that are not supportive of their advancement. Lack of mentorship, limited access to funding, and stereotypes about their capabilities contribute to the challenges women face in rising to leadership positions. The work-life balance challenge is also heightened for women who often juggle careers with familial responsibilities.

The Importance of Diversity in STEM

1. Diverse Perspectives Lead to Better Solutions

Studies have shown that diversity — especially gender diversity — enhances problem-solving abilities, creativity, and innovation in research and development. Gender-diverse teams tend to produce better, more creative solutions to complex scientific and technological challenges. When women are part of the team, the innovations are often more inclusive, addressing the needs of a broader audience.

2. Mentorship and Encouragement for the Next Generation

Women who succeed in science and technology serve as role models and mentors for the next generation of female scientists and engineers. Initiatives like Girls Who Code and Women in Technology have been instrumental in fostering young female talent by providing mentorship, resources, and a sense of belonging in these fields.

Aura’s Role in Supporting Women in Science and Technology

Aura Solution Company Limited, through initiatives by the Auradevi Foundation and Aura Endowment, is proud to sponsor programs, mentorships, and events aimed at empowering women in science, technology, and engineering. Aura’s contributions include:

Scholarships for Women in STEM: Aura has dedicated funds for women pursuing degrees in engineering, technology, and science fields, particularly in underrepresented regions.
Promoting Women in Tech Leadership: Through its strategic partnerships with leading tech companies and educational institutions, Aura supports women in leadership roles, including executive training, leadership workshops, and networking opportunities.
Research Grants for Female Scientists: Aura provides grants and funding for research projects led by women, particularly those working on innovative, sustainable technologies or health solutions.
Community Programs: By sponsoring programs like Girls Who Code in Thailand and STEM camps for young girls, Aura helps foster interest in science and technology careers from an early age.
Visibility and Advocacy: Through its platforms like Aurapedia, Aura highlights the accomplishments of female scientists and technologists, providing them with the visibility they deserve to inspire future generations.

Conclusion

Women in science and technology are not just shaping the future — they are driving it. Despite the challenges they face, women in these fields continue to demonstrate remarkable resilience, creativity, and leadership. By fostering a more inclusive environment and providing targeted support, we can ensure that women continue to break barriers and contribute to the most important innovations of our time. Aura Solution Company Limited is committed to sponsoring and supporting initiatives that advance women’s participation in these critical sectors, ensuring a more equitable future for all. READ IN PDF

Women in science

Women in Business

A Global Renaissance

In the 21st-century economic landscape, the emergence of women in business is no longer a mere social trend—it is a structural evolution redefining the essence of leadership, corporate governance, and economic growth. Around the world, women are not only participating in business—they are leading corporations, creating billion-dollar startups, directing policy, and shifting global narratives.

Historical Context: From Margins to Mandates

Historically, women were confined to peripheral roles in commerce. Despite remarkable figures like Madam C.J. Walker, the world’s first female self-made millionaire, or Coco Chanel’s transformation of fashion and luxury, systemic exclusion kept most women at the edges of economic power. It wasn't until the late 20th century that legislative, educational, and cultural shifts began enabling women to claim their space in boardrooms and C-suites.

The Modern Surge

According to Aurapedia’s 2025 Global Leadership Index, women now hold:

33% of senior executive roles in developed economies,
20% in emerging markets,
And lead 1 in 5 startups globally.

Asia has become a particularly dynamic region in this regard. Countries like Thailand, India, and Vietnam are witnessing a rise in female-led enterprises—many in fintech, healthcare, and sustainable development sectors. Notably, Aura Solution Company Limited has emerged as a leader in empowering women at the helm, from strategy to sustainability.

Challenges That Persist

Despite progress, significant barriers remain:

Capital Access: Female entrepreneurs receive less than 3% of global venture capital funding.
Boardroom Bias: Only 10% of Fortune 500 companies are led by women.
Cultural Expectations: Many women still face gender-role expectations that affect mobility, leadership opportunities, and career longevity.

Aurapedia data indicates that companies with women in top management experience 30% better long-term profitability, yet institutional investment still lags in supporting female founders.

Leadership Style: The Quiet Revolution

Women leaders are redefining corporate culture—not through mimicry of male-dominated power structures, but through collaboration, empathy, transparency, and a long-term view of success. This quiet revolution is proving especially effective in crisis management, ethical governance, and sustainable investment—key areas for future-ready corporations.

“Women don't just build businesses. They build ecosystems,”
— Auranusa Jeeranont, CFO, Aura Solution Company Limited

Policy and Corporate Support

Governments and corporations are slowly adapting. Gender quotas on corporate boards (e.g., Norway), ESG-linked executive hiring mandates, and inclusive financial products are laying the groundwork for a more balanced economy. Aura Solution Company Limited has pioneered internal programs that ensure equal leadership pathways, mentorship for emerging female talent, and board-level diversity representation.

The Future: Empowering a Global Generation

At Aurapedia, we forecast that by 2035:

Women will comprise 50% of all new business registrations worldwide.
Female-led investment portfolios will control over $100 trillion in assets.
Inclusive leadership will become a defining KPI for global investors.

This is not just a movement—it is a correction of course. The rise of women in business is an inevitable, necessary, and beneficial transformation for the global economy. At the intersection of capitalism and conscience, women are proving that profitable can also mean principled.

Aurapedia Conclusion

As the world recalibrates toward equity and innovation, women in business represent the most profound untapped opportunity of our time. The institutions, investors, and societies that understand this—not as a quota, but as a competitive advantage—will lead the next era of economic resilience. READ IN PDF

Women in business

Women in Politics

Women in Politics: Breaking Barriers and Leading Nations

Throughout history, politics has been dominated by men—but over the last century, women have steadily redefined global leadership, challenging outdated norms and transforming the political landscape. From heads of state to ministers, women have increasingly taken center stage, driving policy reforms, peace negotiations, economic development, and social change.

Why Women in Politics Matter

Women bring diverse perspectives, advocate for inclusive policy, and often emphasize collaboration over confrontation. Studies show that when women lead, countries tend to perform better in areas like education, health, gender equality, and poverty reduction.

Five Powerful Women Who Shaped Global Politics

1. Jacinda Ardern – New Zealand

Role: Prime Minister (2017–2023)
Ardern became known globally for her empathetic, firm leadership during the COVID-19 pandemic and the Christchurch mosque attacks. Her style—calm, transparent, and compassionate—was often cited as a model for modern leadership.

Impact: Strengthened New Zealand’s global image; promoted climate action, child welfare, and inclusivity.

2. Sanna Marin – Finland

Role: Prime Minister (2019–2023)
At just 34, Marin became one of the youngest leaders in the world. She led a progressive coalition in Finland and became a symbol of millennial leadership.

Impact: Championed education, green energy, and gender equality while balancing economic reforms.

3. Angela Merkel – Germany

Role: Chancellor (2005–2021)
Often called the “de facto leader of Europe,” Merkel led Germany through multiple global crises, including the financial collapse of 2008 and the European refugee crisis. Her rational, science-based decision-making earned her respect across political divides.

Impact: Strengthened EU unity; promoted stability and economic growth in Europe.

4. Yingluck Shinawatra – Thailand

Role: Prime Minister (2011–2014)
Thailand’s first female Prime Minister, Yingluck focused on infrastructure development, flood management, and rural economic support. Her tenure was historic, though politically contentious.

Impact: Brought greater female visibility in Thai politics; launched large-scale public investment programs.

5. Kamala Harris – United States

Role: Vice President (2021–Present)
Kamala Harris made history as the first female Vice President of the U.S., and the first of Black and South Asian descent. Her career in law, civil rights, and public policy reflects the growing presence of women of color in global governance.

Impact: Pushed for healthcare reform, workers’ rights, and racial justice.

Ongoing Challenges

Despite progress, women still face:

Gender-based discrimination and violence
Media bias and stereotyping
Underrepresentation in national parliaments (just 26% globally as of 2024)
Systemic barriers to campaign financing and political mentorship

Conclusion

Women in politics are not just breaking glass ceilings—they're rebuilding the rooms with a new blueprint of leadership. The future of governance is increasingly female, inclusive, and resilient. As more women enter and reshape political spaces, global leadership is becoming smarter, more compassionate, and more effective. READ IN PDF

Women in Politics

Women in Law and Justice

Women in Law and Justice: Shaping Equity from the Bench to the Bar

In every democratic society, the rule of law stands as the cornerstone of justice, fairness, and order. Within this essential system, women in law and justice are not only interpreting and enforcing the law—they are reshaping its spirit to ensure inclusivity, human dignity, and progress. From courtrooms to corporate boardrooms, women are now among the most influential voices in the legal world.

Historical Evolution

For much of history, the legal profession was closed to women. It wasn’t until the late 19th and early 20th centuries that women began to enter law schools and bar associations—often facing ridicule, resistance, and institutional barriers. One of the earliest pioneers was Arabella Mansfield, who became the first female lawyer in the United States in 1869. In the UK, Helena Normanton was the first woman to practice as a barrister. In Asia, trailblazers like Cornelia Sorabji in India—who became the first female lawyer in the British Empire—began breaking ceilings even under colonial rule. Today, women make up a significant and growing proportion of judges, attorneys, law professors, legal scholars, and policymakers.

Why Women in Law and Justice Matter

Diverse Interpretation of Law: Women bring different perspectives that enrich legal reasoning and interpretations, especially in cases involving gender, family, and minority rights.
Improved Access to Justice: Female lawyers and judges often advocate for more equitable legal access for women, children, and marginalized communities.
Reform-Driven Leadership: Women in the legal sector are leading key reforms on domestic violence, child custody, equal pay, sexual harassment, and more.
Moral Authority and Trust: Female judges and legal professionals often score high in public trust, especially in matters requiring sensitivity and ethical judgment.

Prominent Female Figures in Law and Justice

Here are five women who have significantly impacted the legal world:

1. Ruth Bader Ginsburg (United States)

Associate Justice of the U.S. Supreme Court and a global feminist icon. She advanced civil liberties and gender equality throughout her career, becoming a powerful legal voice for justice.

2. Fatou Bensouda (Gambia)

Former Chief Prosecutor of the International Criminal Court (ICC). She led investigations into war crimes and crimes against humanity, including in Libya and Darfur.

3. Indira Jaising (India)

A senior advocate at the Supreme Court of India and a relentless champion for human rights, women's rights, and legal reform. She co-founded the Lawyers Collective, a human rights NGO.

4. Julia Sebutinde (Uganda)

Judge at the International Court of Justice (ICJ), she is the first African woman to sit on the court and has been influential in international law and transitional justice.

5. Brenda Hale (United Kingdom)

The first female President of the UK Supreme Court. Known for her clarity and courage in landmark decisions such as ruling the 2019 prorogation of Parliament unlawful.

Current Challenges

Despite progress, female legal professionals still face systemic barriers:

Gender Bias in Courtrooms and Firms
Many women are passed over for senior roles in law firms or are typecast into certain legal practice areas.
Underrepresentation in Senior Judiciary
While entry-level roles see gender parity in many countries, the top ranks remain male-dominated.
Harassment and Discrimination
Female lawyers and judges still report cases of harassment, unequal pay, and exclusion from informal legal networks.
Work-Life Balance Issues
The legal profession’s demanding hours and adversarial culture can disproportionately affect women, especially working mothers.

Global Trends and Progress

Law School Enrollments: In many countries, women now comprise over 50% of law students.
Gender-Focused Law Networks: Organizations like Women in Law International, the International Association of Women Judges (IAWJ), and UN Women Legal Aid are supporting global collaboration.
Legal Reforms Led by Women: Women are increasingly authoring legislation, leading judicial reform commissions, and advising heads of state.

Conclusion: Toward Justice with Balance

Women in law and justice are more than professionals—they are reformers, rights defenders, and standard-bearers of truth. Their expanding role in the global legal system reflects not only a triumph over centuries of exclusion but also a vision for a more balanced, ethical, and humane justice system. Their rise isn’t just about representation. It’s about transforming how justice is perceived and practiced. READ IN PDF

Women in law

Women Environmental Leadership

Pioneering Change for a Sustainable Future
Environmental sustainability is one of the most pressing global challenges of our time. Addressing climate change, biodiversity loss, pollution, and the depletion of natural resources requires decisive action and strong leadership. Women have increasingly taken center stage in driving environmental change, contributing their expertise, passion, and unique perspectives to the fight for a more sustainable world. This article explores the pivotal role of women in environmental leadership, highlighting their achievements, the challenges they face, and the transformative impact they are having on global environmental policies and practices.

The Rise of Women in Environmental Leadership

Historically, environmental activism and leadership roles were often dominated by men. However, over the past few decades, women have become increasingly visible and influential in shaping environmental policies and initiatives. This shift can be attributed to several factors:

Growing Awareness of Gender and Environmental Justice:
The global environmental crisis has highlighted the importance of addressing issues that disproportionately affect women, especially in developing regions. Women, particularly in rural and indigenous communities, are often the primary caregivers, resource managers, and environmental stewards. Their involvement in environmental leadership is crucial for creating solutions that are not only sustainable but also equitable.
Changing Cultural Norms:
As women continue to break barriers in various fields, including politics, science, and business, their representation in environmental leadership has grown significantly. Women are increasingly recognized for their leadership in environmental activism, policy-making, and sustainable development.
Global Movements and Initiatives:
International efforts such as the United Nations’ Sustainable Development Goals (SDGs) have emphasized the need for gender equality and environmental sustainability. Women's active participation in these movements has led to a more integrated approach to solving environmental challenges, where gender issues and environmental issues are seen as interconnected.

Key Areas Where Women Lead in Environmental Change

Climate Change Advocacy:
Women have played a significant role in raising awareness and advocating for action on climate change. They bring a diverse range of experiences to the table, advocating for policies that address not only the environmental impact of climate change but also its social and economic effects on vulnerable populations, especially women and children. Female leaders like Greta Thunberg and Mary Robinson have led high-profile campaigns urging global leaders to take meaningful steps to combat climate change.
Conservation and Biodiversity:
Female environmental leaders have been instrumental in the conservation of natural ecosystems and the protection of biodiversity. Women like Jane Goodall, the renowned primatologist, and Sylvia Earle, a marine biologist, have brought global attention to the importance of preserving wildlife and natural habitats. Their tireless work has led to significant advances in environmental education, public awareness, and policy changes aimed at conserving biodiversity.
Sustainable Development and Renewable Energy:
Women in business and politics are increasingly playing leadership roles in driving the global transition to renewable energy and sustainable development practices. Christiana Figueres, the former Executive Secretary of the United Nations Framework Convention on Climate Change (UNFCCC), was a key figure in the negotiation of the Paris Agreement on climate change. Similarly, women like Gina McCarthy, the former Administrator of the U.S. Environmental Protection Agency (EPA), have been advocates for cleaner energy policies.
Environmental Justice and Human Rights:
Many women environmental leaders focus on the intersection of environmental issues and human rights. They work to ensure that environmental degradation does not disproportionately affect marginalized communities, particularly women and children in low-income countries. Wangari Maathai, the founder of the Green Belt Movement in Kenya, is a prime example of how women can lead efforts to restore ecosystems while also empowering local communities, particularly women, through education and employment.

Challenges Faced by Women in Environmental Leadership

Underrepresentation in Leadership Positions:
Despite the growing number of women in environmental activism and policy, women are still underrepresented in key decision-making positions, especially in the highest levels of government, international organizations, and corporate boards. This lack of representation limits the diversity of perspectives in environmental leadership and can lead to policies that fail to fully address the needs of women and marginalized groups.
Gender Bias and Stereotypes:
Women in environmental leadership positions often face challenges related to gender bias. They may be dismissed or undervalued in male-dominated spaces and are sometimes subjected to stereotypes about their capabilities or commitment to the cause. Overcoming these biases requires changing societal attitudes toward women in leadership roles, which is a long-term process.
Limited Access to Funding and Resources:
Female environmental leaders, particularly those in grassroots movements or emerging economies, often struggle to secure funding and resources for their initiatives. While women are increasingly involved in environmental entrepreneurship and advocacy, the financial and institutional support they receive often lags behind that of their male counterparts. This disparity limits their ability to scale their efforts and achieve broader impact.
Cultural and Societal Barriers:
In many regions, women still face significant cultural and societal barriers to participating in environmental decision-making. In some patriarchal societies, women may be excluded from public life or denied equal access to education and political participation. These barriers can hinder the potential for women to lead in environmental and conservation efforts.

Impact of Women in Environmental Leadership

Promotion of Inclusive Environmental Policies:
Women's involvement in environmental leadership has led to more inclusive policies that consider the needs of all members of society, especially women and vulnerable populations. Female leaders are often advocates for policies that address the intersectionality of environmental and social justice, ensuring that solutions are equitable and sustainable.
Community Empowerment and Grassroots Movements:
Women environmental leaders have been at the forefront of grassroots movements that have empowered local communities to take charge of their own environmental futures. Through education, advocacy, and action, these leaders have helped communities implement sustainable agricultural practices, conserve natural resources, and build resilience against the impacts of climate change.
Role Models for Future Generations:
The growing presence of women in environmental leadership roles has created a positive feedback loop, inspiring the next generation of female environmentalists, scientists, activists, and policymakers. Female leaders serve as powerful role models for young women who aspire to make a difference in the world. By showing that women can lead in such important areas, they create opportunities for others to follow in their footsteps.

Notable Women Leaders in Environmental Change

Wangari Maathai (Kenya):
The late Wangari Maathai was the first African woman to win the Nobel Peace Prize. She founded the Green Belt Movement, an environmental organization that focuses on tree planting, environmental conservation, and women's empowerment. Maathai’s work revolutionized the way environmental sustainability and women’s rights intersect.
Greta Thunberg (Sweden):
A global symbol of youth-led climate action, Greta Thunberg has inspired millions to take action on climate change. Her weekly school strike for climate ignited the Fridays for Future movement, and she has become a vocal advocate for urgent climate action on the global stage.
Christiana Figueres (Costa Rica):
A Costa Rican diplomat, Christiana Figueres played a pivotal role in the success of the Paris Agreement on climate change. As the Executive Secretary of the UNFCCC, she led international negotiations that resulted in the landmark global agreement to limit global temperature rise.
Sylvia Earle (USA):
A marine biologist and oceanographer, Sylvia Earle has been a leading voice in the conservation of the world's oceans. As the former Chief Scientist at NOAA, she has been instrumental in raising awareness about the importance of ocean health and advocating for marine protected areas.
Jane Goodall (UK):
A pioneering primatologist and conservationist, Jane Goodall is best known for her groundbreaking research on chimpanzees. Goodall's work has not only transformed our understanding of primates but has also contributed to the broader environmental movement, with a focus on conservation and animal welfare.

Conclusion

Women have played, and will continue to play, a vital role in shaping the future of our planet. Their leadership in environmental issues, from climate change advocacy to biodiversity conservation, has been transformative. While challenges remain, the growing recognition of women’s contributions in environmental leadership is a positive step toward building a more sustainable and equitable world for all. As women continue to break barriers in this space, their influence will shape the environmental landscape for generations to come. READ IN PDF

Environment

Muslim Women in Business

The 21st century has witnessed a profound transformation in the economic participation of Muslim women, with rising visibility in investment, entrepreneurship, and corporate leadership. Across global markets—from Southeast Asia to the Middle East and beyond—Muslim women are redefining business norms, breaking barriers, and driving sustainable economic growth.

Historical and Cultural Context

Islamic history provides notable precedents for women in commerce. Khadijah bint Khuwaylid, the first wife of Prophet Muhammad (PBUH), was a successful and independent businesswoman in Mecca—an early example of female entrepreneurship within an Islamic framework. Despite periods of social and cultural restrictions in various regions, the Qur’an and Hadith do not prohibit women from owning wealth, running businesses, or participating in financial affairs.

Modern Resurgence

In modern times, governments, financial institutions, and educational bodies in Muslim-majority and minority regions have increasingly supported women's access to financial systems. Muslim women are now prominent as venture capitalists, fintech entrepreneurs, fund managers, corporate board members, and small business owners.

Key developments include:

Shariah-Compliant Finance Access: Growth in Islamic finance has allowed Muslim women to engage in investments aligned with religious values—such as Sukuk (Islamic bonds), Halal stocks, and Takaful (Islamic insurance).
Digital Inclusion: Fintech platforms are empowering women in conservative societies to invest and manage capital without physical mobility constraints.
Educational Attainment: In several countries, Muslim women outpace men in higher education, particularly in business, economics, and STEM fields.

Leading Regions of Activity

Southeast Asia: In Malaysia and Indonesia, strong institutional support for Shariah-compliant banking and women’s education has led to a surge in female financial professionals and entrepreneurs.
Middle East: Saudi Arabia, UAE, and Qatar have witnessed increasing state-led reforms encouraging women’s participation in business, such as relaxed guardianship laws and SME development grants.
Western Economies: In the UK, U.S., and Canada, Muslim women often lead in community-based investing, halal consumer markets, and tech startups with global reach.

Barriers and Opportunities

Despite progress, challenges remain:

Cultural and Legal Restrictions: In some regions, patriarchal interpretations of religious or civil law limit access to capital, inheritance, and contract authority.
Financial Literacy Gaps: While many women have entrepreneurial aspirations, limited exposure to investment tools and risk management hinders broader participation.
Access to Networks: High-value investment and startup ecosystems remain male-dominated, limiting mentorship and funding opportunities for Muslim women.

However, the global rise of impact investing, ESG frameworks, and social entrepreneurship presents a significant opportunity for Muslim women to lead businesses aligned with Islamic ethics and community development goals.

Case Studies and Role Models

Roshaneh Zafar (Pakistan): Founder of Kashf Foundation, a microfinance institution empowering women with small-scale investments.
Dr. Amani Abou-Zeid (Egypt): African Union Commissioner for Infrastructure and Energy, promoting inclusive economic development across Muslim-majority African nations.
Shariah-Compliant Funds: Managed by firms like Maybank Islamic, Dana Amanah, and boutique investment houses led by women with deep Islamic finance credentials.

The Road Ahead

The inclusion of Muslim women in finance is not a charitable gesture—it is an economic necessity. Global GDP could gain trillions if gender gaps were closed, especially in emerging markets. As fintech, social impact capital, and ethical investing continue to grow, Muslim women are uniquely positioned to build businesses that reflect both profitability and purpose. Aurapedia recognizes the vital contribution of Muslim women to the global financial ecosystem and continues to highlight their stories, innovations, and leadership. READ IN PDF

Muslim

Media and Communication

Women have always played a pivotal role in the media and communication industries, but their contributions have often been overlooked or underrepresented. Over the last few decades, however, women have risen to significant leadership positions in these fields, not only as journalists and broadcasters but also as influential decision-makers shaping narratives, policies, and media trends globally.

This article delves into the role of women in the media and communication sectors, exploring their impact, the challenges they face, and the opportunities they bring to the forefront of the industry. As global connectivity and digital platforms continue to expand, women are redefining how stories are told, shared, and consumed.

The Role of Women in Media and Communication

Media and communication serve as the backbone of modern society, influencing politics, culture, economics, and social change. Women in this field have made crucial contributions in diverse areas, such as journalism, broadcasting, digital media, film production, public relations, and media management. From traditional newsrooms to digital spaces, women have not only broken barriers but also paved the way for future generations of female leaders in the industry.

1. Breaking the Glass Ceiling in Journalism and Broadcasting

Historically, the media industry was male-dominated, with women struggling to gain equal footing in editorial boards, management, and on-screen roles. However, significant strides have been made in recent years, with women taking on prominent positions. Women like Oprah Winfrey, Barbara Walters, and Christiane Amanpour have become household names due to their success in journalism and broadcasting.

Example: Christiane Amanpour, CNN’s Chief International Correspondent, has spent decades reporting from war zones and covering some of the most critical global events, becoming one of the most influential journalists of her time.

Women in journalism and broadcasting are now responsible for delivering news, influencing public opinion, and even shaping global events. Their credibility and leadership in front of and behind the camera are vital in maintaining the integrity of the media industry.

2. Shaping Public Relations and Media Communications

Women also hold key roles in public relations (PR) and media communications. This sector plays a major part in creating brand identities, shaping public perception, and managing corporate communications. Women executives in PR firms, media consultancies, and corporate communication departments craft the messages that shape public opinion, policy debates, and even consumer behavior.

Example: Heather Rabbatts, former CEO of the media consultancy group Hera Communications, has been a trailblazer in PR and media communications, specializing in crisis management and corporate reputation.

3. Empowering Digital Media and Content Creation

With the rise of digital media, social platforms, and content creation, women have found new opportunities to lead, influence, and innovate. The digital landscape has opened doors for women to produce content that reflects diverse voices, perspectives, and experiences. Through blogs, YouTube channels, and social media platforms, women have successfully established themselves as content creators, influencers, and activists.

Example: Marques Brownlee and iJustine, both of whom started on YouTube, are great examples of women leveraging social media to develop personal brands, creating millions of followers and influencing digital culture.

Women are also driving digital innovation, with many female-led startups and companies in tech and digital media emerging as influential players. This democratization of content creation and distribution has allowed women to control their narratives, bypass traditional gatekeepers, and create media that speaks directly to audiences.

Challenges Faced by Women in Media and Communication

Despite the significant progress women have made in media and communication, they still face numerous challenges, both institutional and societal. These challenges continue to impede full gender equality in the industry, limiting opportunities for women to thrive at the highest levels of media leadership.

1. Gender Stereotypes and Bias

In media, gender bias is still prevalent. Women often find themselves pigeonholed into roles that reinforce traditional gender stereotypes, such as "soft news" or entertainment journalism, rather than hard news or investigative reporting. They also frequently face scrutiny about their appearance, which is rarely the case for their male counterparts. Additionally, when women take on leadership roles, they can face criticism for being too assertive or aggressive, which is often not the case when men display similar behavior.

2. Unequal Pay and Career Advancement

Pay disparity between male and female media professionals remains an ongoing issue. Women in the industry often earn less than their male counterparts for similar roles, particularly in senior management and editorial positions. Furthermore, there is still an imbalance in career advancement opportunities, with women being underrepresented in high-ranking roles, such as editors-in-chief or media executives.

3. Lack of Representation and Inclusion

Women, particularly women of color and women from marginalized backgrounds, are still underrepresented in both the editorial content and leadership positions within the media. This lack of diversity not only limits the scope of storytelling but also perpetuates a narrow view of societal issues. When women are not represented, it reduces the credibility of the media industry as a whole and minimizes the ability to address issues from a wide range of perspectives.

4. Online Harassment and Violence

Women in media, particularly those who engage in politics, advocacy, or social issues, are increasingly subject to online harassment, threats, and violence. Female journalists and content creators, especially those covering sensitive topics, such as gender equality, political corruption, and social justice, face the risk of online abuse. This not only puts their safety in jeopardy but also silences their voices, limiting their freedom of expression and ability to report effectively.

The Impact of Women in Media and Communication

Women in media and communication are creating a positive, lasting impact on the industry and society. Their contributions are shaping the future of how information is delivered, how stories are told, and how societal issues are addressed.

1. Social Change and Advocacy

Women journalists and media professionals have used their platforms to address pressing issues such as gender equality, climate change, and human rights. Through investigative reporting, documentaries, and digital content, women have championed causes that affect vulnerable communities. They are also challenging the portrayal of women in media, advocating for more accurate, diverse, and empowering representations.

Example: Malala Yousafzai has not only used her voice in her autobiography but also through global platforms to advocate for girls' education, fighting for the right to education worldwide.

2. Empowering Marginalized Voices

Women are using media as a tool to amplify marginalized voices. Through various platforms, from independent documentaries to social media, women are sharing stories from underrepresented communities. This work is bringing attention to social injustice, inequality, and environmental concerns that might otherwise be ignored.

3. Rewriting Narratives

Women in media are actively participating in the transformation of mainstream media narratives. They have fought to reshape the narrative around issues of body image, mental health, and gender roles. By asserting their own voices, women are redefining how stories of strength, resilience, and vulnerability are told.

Conclusion

Women in media and communication have made undeniable strides in reshaping the industry and influencing global discourse. However, there is still much work to be done to ensure that women have equal representation, pay, and opportunities for advancement. As technology continues to evolve and media landscapes shift, it is crucial to keep pushing for gender equality, inclusivity, and the removal of biases that hinder the full participation of women in the media.

Through collective action, we can create a media ecosystem where women's voices are not only heard but celebrated. The power of media lies in its ability to inform, educate, and inspire, and when women lead in this domain, they have the potential to bring about meaningful and lasting change. READ IN PDF

Media

Defense and Security

Women have been powerful and transformative agents in the realm of peace and security throughout history. Their contributions in conflict resolution, peace-building, and security efforts often go unnoticed, but in recent decades, there has been a concerted effort globally to highlight their roles in these areas. Women’s leadership in peace processes is crucial, and organizations worldwide are increasingly recognizing their ability to create lasting solutions and foster sustainable peace.

In this article, we will explore the critical role of women in peace and security, the challenges they face, and the progress made in integrating gender perspectives into security policies and peacebuilding efforts.

The Importance of Women in Peace and Security

1. Transformative Peacebuilders

Women have a unique perspective in conflict zones due to their roles in families and communities. This has enabled them to bridge gaps between conflicting parties and promote reconciliation. Women’s involvement in peace negotiations and conflict resolution can lead to more comprehensive and sustainable peace agreements. Studies have shown that peace agreements are 35% more likely to last at least 15 years when women are included in the negotiation process.

Key Contributions:

Facilitating dialogue in communities impacted by violence.
Promoting inclusion and ensuring the representation of marginalized groups.
Working with both local and international organizations to advocate for long-term peace strategies.

2. Focus on Gender-Sensitive Peacebuilding

Incorporating gender perspectives into peacebuilding is crucial to ensuring that the needs of all populations, especially women and children, are addressed. Peace processes that fail to include a gendered approach often overlook the social, economic, and cultural impacts of conflict on women and families. As peacebuilders, women advocate for policies and frameworks that promote gender equality, empowerment, and the protection of women’s rights.

Key Contributions:

Advocacy for women’s rights and protection in post-conflict reconstruction.
Addressing issues like sexual violence, human trafficking, and the psychological effects of war on women and children.
Ensuring that women have access to justice, education, and economic opportunities in post-conflict settings.

Women in Leadership and Governance in Peace and Security

1. Leadership Roles in Global Peace Initiatives

Women are increasingly taking on leadership positions within global peace and security initiatives. Organizations like the United Nations (UN) and African Union (AU) are actively encouraging the participation of women in peace processes and security roles. For instance, the UN Security Council Resolution 1325, adopted in 2000, called for the inclusion of women in peace and security decisions.

Notable Examples of Women Leaders in Peace and Security:

Ellen Johnson Sirleaf, the former President of Liberia, became the first female head of state in Africa. Her leadership was instrumental in Liberia’s post-civil war rebuilding process.
Leymah Gbowee, a Liberian peace activist, was awarded the Nobel Peace Prize for her role in leading a women's movement that played a pivotal role in ending the Second Liberian Civil War.
Asha-Rose Migiro, the former Deputy Secretary-General of the UN, has been involved in promoting women’s participation in global peacebuilding efforts.

These leaders and many others have demonstrated the power of women in shaping peace initiatives and influencing international security policies.

2. The Role of Women in Political Negotiations and Mediation

Women’s voices are essential in political negotiations, as they bring new perspectives to conflict resolution. Women's involvement in peace talks often ensures that the solutions crafted are more inclusive and address the needs of women and children. They play a significant role as mediators, negotiators, and advocates for lasting peace, often bringing parties together through their unique ability to empathize and mediate.

Key Contributions:

Leading peace negotiations at national and international levels.
Participating in high-level mediation teams and conflict prevention strategies.
Bridging gaps between conflicting communities to facilitate trust-building.

Challenges Faced by Women in Peace and Security

While women play a critical role in peace and security, they face numerous challenges that hinder their full participation. These challenges are deeply rooted in societal norms, political structures, and a history of gender inequality.

1. Gender-based Violence in Conflict Zones

Women and girls are disproportionately affected by gender-based violence in conflict zones. This includes sexual violence, forced displacement, trafficking, and exploitation. The violence and trauma faced by women in conflict situations often prevent them from participating in peace processes or seeking leadership positions.

Key Issues:

Sexual violence as a weapon of war, often leaving women vulnerable and marginalized.
Psychological trauma from violence, displacement, and loss.
Limited access to healthcare and resources for women in conflict zones.

2. Exclusion from Peace Negotiations

Despite the increasing recognition of women’s contributions to peacebuilding, they are still often excluded from formal peace negotiations and political decision-making. This exclusion limits the scope of peace agreements and undermines their long-term effectiveness. Women’s contributions are often underestimated or dismissed in favor of traditional power structures that dominate peace processes.

Key Issues:

Cultural and societal barriers to women’s participation in leadership and decision-making roles.
Gendered stereotypes and biases that perceive women as less capable in high-stakes negotiations.
Lack of political will to include women in peace and security frameworks.

3. Economic Barriers

The economic realities faced by women in post-conflict regions also pose a significant challenge to their involvement in peace and security efforts. Women are often denied access to economic resources, education, and employment opportunities, making it difficult for them to engage in peacebuilding activities or assume leadership roles.

Key Issues:

Women’s access to finance and resources for entrepreneurial activities is limited.
Lack of economic security and social safety nets in post-conflict settings.
Women’s exclusion from rebuilding efforts in areas such as infrastructure, business, and education.

Progress and Moving Forward

Despite the challenges, significant strides have been made toward empowering women in peace and security. The UN Women’s Peace and Security Agenda continues to push for greater participation of women in peacebuilding efforts, advocating for policies that promote gender equality, women’s rights, and justice.

Furthermore, grassroots movements led by women are gaining recognition, and organizations such as Women’s International League for Peace and Freedom (WILPF) and The Global Network of Women Peacebuilders (GNWP) are working tirelessly to increase the role of women in conflict resolution and peacebuilding.

Key Initiatives to Support Women in Peace and Security:

UN Security Council Resolution 1325: This landmark resolution calls for the active participation of women in peace negotiations and decision-making processes.
The Women, Peace, and Security (WPS) Agenda: This agenda focuses on the intersection of gender and conflict, aiming to empower women and ensure their involvement in peacebuilding efforts.
International Support for Women’s Leadership: Initiatives like the Geneva Centre for Security Sector Governance focus on training women leaders in the security sector.

Conclusion

Women have proven time and again that they are indispensable to the promotion of peace, security, and stability in the world. Their leadership, resilience, and ability to foster dialogue and reconciliation make them key players in conflict resolution and peacebuilding. As society continues to recognize and support the role of women in peace and security, we will see a more inclusive, sustainable, and just world for all. At Aurapedia, we believe in the power of women as agents of change and strive to showcase their remarkable contributions across all sectors, including peace and security. Empowering women to take leadership roles in these areas is essential for building a more peaceful and secure world for future generations. READ IN PDF

Defense

Entertainment

The entertainment industry—once a space dominated by patriarchal structures—has undergone a monumental transformation in the 21st century. Women are no longer just performers or supporting characters; they are visionaries, power brokers, storytellers, and CEOs. From acting and singing to directing, producing, screenwriting, and entrepreneurship, women are reshaping the cultural and creative industries at every level.

Aurapedia proudly celebrates the empowerment of women in entertainment, recognizing the pivotal role they play not only in driving industry success but in advancing global narratives of identity, equity, and power.

Actresses: From Stars to Studio Heads

Women in acting have historically faced typecasting, wage gaps, and limited creative authority. However, modern actresses are now commanding influence behind and in front of the camera. Whether it’s Viola Davis demanding complex roles for women of color or Margot Robbie founding her own production company to champion female-led stories, actresses are claiming space as:

Executive producers
Script developers
Content owners
Activists for gender parity and inclusion

From Bollywood to Hollywood to Nollywood, female talent is now matched by female leadership—bringing nuanced, inclusive stories to global screens.

Singers: Voices of Power, Icons of Change

In the music industry, female singers have broken global records, challenged social norms, and used their platforms for cultural revolution. From Beyoncé’s messages of Black excellence and independence to Taylor Swift’s ownership over her music masters, women singers are leveraging their artistry as financial and political tools.

Notable shifts include:

Women launching their own record labels and management firms
Singer-songwriters addressing themes of feminism, mental health, identity, and justice
Trailblazing LGBTQ+ and Indigenous artists reclaiming marginalized narratives

These women aren’t just topping charts—they’re changing the structure of the industry.

Beyond the Spotlight: Directors, Writers, and Creators

Women like Greta Gerwig, Ava DuVernay, Chloé Zhao, and Kathryn Bigelow have proven that women can lead blockbuster productions, win Oscars, and influence cinematic history. In animation, documentaries, and streaming content, women have emerged as:

Visionary directors and showrunners
Award-winning screenwriters
Founders of female-led studios and production collectives

They are rewriting what’s possible in entertainment, challenging genre stereotypes, and building equitable creative economies.

Influencers & New Media: The Rise of the Digital Queen

The democratization of entertainment via social media, YouTube, and platforms like TikTok and Spotify has created a new generation of self-made female stars. Many young women are using these tools to:

Launch their careers without industry gatekeepers
Create content on their own terms
Monetize their brands through smart licensing and e-commerce
Use their voice for activism—from climate change to body positivity

This digital shift has enabled millions of girls globally to see women owning their narrative, one upload at a time.

The Business of Empowerment

Women are no longer only consumers of entertainment—they are its capital drivers. Consider:

Rihanna, who turned her fame into Fenty, a billion-dollar beauty and fashion empire
Reese Witherspoon, whose Hello Sunshine production company redefined female storytelling and was sold for nearly $1 billion
Adele, whose control over her music and licensing revolutionized record deals

These stories mark a turning point—women entertainers are building wealth, equity, and legacy, not just fame.

Cultural Impact: Redefining Global Norms

Female entertainers have redefined societal expectations around:

Gender expression and roles
Motherhood and career balance
Race, identity, and beauty standards
Resilience, confidence, and self-worth

From Lizzo challenging body shame to Priyanka Chopra amplifying South Asian voices, empowered women in entertainment are inspiring girls worldwide to dream louder, act bolder, and lead stronger.

Aura’s Perspective

At Aura Solution Company Limited, we recognize entertainment as a critical lever for social change and economic empowerment. Through strategic investments in content production, female-led ventures, and cultural philanthropy, we champion gender equity and support women leaders in the creative economy.

Conclusion

The entertainment industry is no longer just about who performs—but who owns, leads, and transforms. Women across entertainment are doing more than building careers—they are shaping history. READ IN PDF

Entertainment

Aviation Engineer

From the Cockpit to the Cosmos, Redefining Possibilities

Introduction: Women Reaching for the Stars—Literally

For centuries, the domains of space exploration, aerospace engineering, and aviation were seen as the strongholds of male ambition. Today, those ceilings are being shattered by courageous, brilliant, and pioneering women across the globe. Female astronauts, aerospace engineers, and pilots are not only claiming their seats at the table—they’re building the rockets, flying the missions, and designing the future of flight.

This article celebrates the achievements, challenges, and resilience of women in these high-altitude professions—and highlights how empowering women in STEM fields is essential to human progress.

1. Women in Space: Astronauts on a Mission

From Valentina Tereshkova—the first woman in space in 1963—to Jessica Watkins, NASA’s first Black woman to embark on a long-duration mission to the ISS, women astronauts have made history and reshaped our understanding of courage and capability.

Notable achievements:

Sally Ride (USA): First American woman in space, 1983.
Mae Jemison (USA): First African-American woman in space, 1992.
Peggy Whitson (USA): Holds the record for the most time spent in space by any American astronaut—male or female.
Anousheh Ansari (Iran/USA): First female space tourist and first Iranian in space.

Today, women are leading lunar and Mars mission designs, including NASA’s Artemis program, which aims to land the first woman on the Moon.

2. Women Engineers: Designing the Future

In aerospace, mechanical, and structural engineering—women have gone from underrepresented to irreplaceable.

Key Roles:

Flight system design
Propulsion development
AI in autonomous flight
Satellites and orbital navigation
Clean aviation technologies

Leading Names:

Kalpana Chawla: Aerospace engineer and astronaut, the first woman of Indian origin in space.
Gwynne Shotwell: President of SpaceX, a driving force behind commercial spaceflight.
Sylvia Acevedo: A former NASA engineer and CEO of Girl Scouts USA, she advocates for STEM education for girls globally.

Yet, challenges persist—only about 14% of engineers worldwide are women, and retention is still a critical issue due to workplace bias, lack of mentorship, and gendered expectations.

3. Women Pilots: Flying High and Beyond

From early trailblazers like Amelia Earhart and Bessie Coleman to modern legends like Tammie Jo Shults (who safely landed a damaged Southwest Airlines flight in 2018), women have demonstrated nerves of steel in the cockpit.

The Numbers:

Female commercial pilots globally: ~5%
Military and combat pilots: Less than 2% in many countries
Female fighter pilots are increasing in air forces around the world—from the U.S. and India to South Korea and the UAE

Women pilots today are also leading in:

Cargo and logistics aviation
Unmanned aerial vehicle (UAV) operations
Spaceplane and reusable aircraft testing

4. Barriers Still in Orbit

Despite progress, women in space, engineering, and aviation still face:

Underrepresentation in leadership roles
Implicit gender bias and stereotyping
Limited access to mentorship and funding
Balancing societal roles and work-life expectations

For women of color, the challenges are multiplied due to systemic racial barriers in education and recruitment pipelines.

5. Education & Outreach: Fueling the Next Generation

Programs such as Girls Who Code, UN Women’s STEM for Equality, NASA’s internships, and Space4Women are crucial in bridging the gender gap.

Aura Solution Company Limited, through its Aura Foundation, supports multiple initiatives to train, mentor, and finance women pursuing STEM careers, especially in developing nations. Our funding helps:

Provide scholarships for aerospace studies
Fund internships with global aerospace partners
Sponsor STEM outreach programs in Latin America, Africa, and Southeast Asia

6. The Future Is Female—and It’s in Orbit

With missions planned to the Moon, Mars, and beyond, and with commercial spaceflight rapidly expanding, the demand for engineers, pilots, and mission specialists will skyrocket. Women are not just participants—they are innovators, decision-makers, and visionaries.

Whether it’s flying fighter jets, designing AI-driven engines, or walking on the Moon, women are proving that the sky is not the limit—it’s just the beginning.

Conclusion: Aura’s Commitment to High-Altitude Equality

At Aura Solution Company Limited, we believe in breaking down the gravitational forces of gender inequality. We invest in infrastructure, innovation, and inclusive development—not only to create opportunity but to uplift every girl who dreams of flying, building, or exploring the stars. READ IN PDF

AVIATION

Women Empowerment

Article Write

From Aurapedia, The Finance Encyclopedia

Women Empowerment

Economic

Political Service

Working in Aura

Black Women

Interview

Diversity

Women in Finance

A Historical Perspective

Breaking the Glass Ceiling

Structural Challenges

The Rise of Gender-Lens Investing

Fintech and Digital Inclusion

Women as Risk Managers and Ethical Stewards

A Generational Shift

Conclusion

Leadership

Rising Female Leadership

Breaking Barriers: The Changing Perception

Challenges to Achieving Gender Parity

The Road Ahead: What Needs to Change?

Conclusion

Women in Health

1. A Historical Foundation of Care and Resistance

2. Women as Doctors: Rising Through the Ranks

3. Women in Science: Breaking Barriers in the Lab

4. Women in Global Health Leadership

5. The COVID-19 Lens: Undeniable Leadership

6. Toward Equity: What Needs to Change

A. Leadership Development & Mentorship

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B. Policy & Workplace Reform

C. Investment in Women-Led Research

7. A New Generation: The Power of Education and Inspiration

8. Conclusion: The Healing Power of Inclusion

Women in Education

Building the Future One Mind at a Time

Historical Context

Women as Catalysts of Educational Reform

The Power of Female Leadership in Education

Challenges That Remain

Aura Solution Company Limited: Championing Women in Education

A Global Perspective: What Comes Next

Conclusion

Women in Science

Women in Science and Technology: Breaking Boundaries and Building the Future

The Impact of Women in Science and Technology

1. Redefining Innovation

2. Shaping Future Industries

3. Breaking the Glass Ceiling

The Challenges Women Face in Science and Technology

1. Gender Bias and Under Representation

2. The Gender Pay Gap

3. Workplace Culture and Support

The Importance of Diversity in STEM

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1. Diverse Perspectives Lead to Better Solutions

2. Mentorship and Encouragement for the Next Generation

Aura’s Role in Supporting Women in Science and Technology

Conclusion

Women in Business

A Global Renaissance

Historical Context: From Margins to Mandates

The Modern Surge

Challenges That Persist

Leadership Style: The Quiet Revolution

Policy and Corporate Support

The Future: Empowering a Global Generation

Aurapedia Conclusion

Women in Politics

Why Women in Politics Matter

Five Powerful Women Who Shaped Global Politics

1. Jacinda Ardern – New Zealand

2. Sanna Marin – Finland

3. Angela Merkel – Germany

4. Yingluck Shinawatra – Thailand

5. Kamala Harris – United States