6 Things You Missed From SLAY Festival 2019
Warning: This article might leave you with a lot of FOMO. SLAY Festival went down on September 28 in Motherland Mogul history as the one that brought more madness! While you can now enjoy the best of the festival with the SLAY Festival 2019 Digital Pass, there are a couple of IRL moments you might have missed. Here is a list of everything you missed from #SLAYFestival2019. Anita Brows shared her secrets to the perfect look with Maybelline NY No one could stop the makeup enthusiasts who wanted to see The Makeup Surgeon at work. Anita Brows shared her secrets to creating the perfect brows at the Maybelline Beauty Masterclass. All attendees went home with exclusive Maybelline NY gift bags. Google helped 50 Motherland Moguls shoot their shot with mentors What would you ask if you got a chance to have lunch with your role model? Women Will, a Google initiative, gave 50 women the chance to connect and get advice from women in leadership across industries. Talk about a networking opportunity that will change your life! The initiative also powered the Redesign Stage which brought in panelists like Akah Nnani, Fisayo Fosudo, Lola Masha, and Onyeche Tifashe. Jemima Osunde gave fans a little bit of herself with Lux Jemima Osunde came glowed up and hung out with her fans at the Lux Meet & Greet. Fans raved over the exclusive gift bags designed with Jemima’s face and free samples of Lux Even Complexion. Motherland Moguls secured the bag… literally Motherland Moguls got a headstart on their personal and professional finances. FSDH powered the Refresh Stage and brought in their experts to share investment advice and help Motherland Moguls open new investment accounts. Get access to all Masterclasses from SLAY Festival 2019 Celebrities showed out for the fans If you wanted to show out on the ‘gram, SLAY Festival was the place to be. Celebrities who came for this year’s festival included Smart Money Arese, Chigurl. Dimma Umeh, Juliet Ibrahim, Osas Ighodaro, Deyemi Okanlawon, Akah Nnani, the cast of Men’s Club (Ayoola Ayolola, Baaj Adebule, Efa Iwara, Daniel Etim Effiong), Mama Burna and more. Imara Africa Consulting hooked up the VIP and Speakers lounge where all celebrities and influencers stayed. It. Was. Lit! SLAY Festival would be incomplete without the fun, food, and freebies! Foodies found their haven with Maggi Nigeria‘s free jollof rice bar. Moms kicked back knowing their babies were in good hands with The Baby Lounge. No music lover left Vaseline’s Karaoke session with ashy skin. Thrill-seeking Motherland Moguls enjoyed This Day’s funtopia featuring the bouncy castle. Molped got everyone hyped and competitive with the spinning wheel of freebies. Rexona had everyone swagged out and smelling right. MAX brought the ultimate photo booth for creating social media FOMO for that cool biker chick post. 54 Gene hooked it up with free reproductive health tests and educated attendees on the importance of early diagnosis in detecting cervical cancer. Feeling the FOMO? Experience SLAY Festival 2019 with your LIFETIME digital pass. Get it here.
GENDER PAY GAP: HOW TO NEGOTIATE THIS UP
The World Economic Forum Report 2017 states that women are paid less than men. This figure reflects the global amount and differences in the wages of men and women for the same work. Even men and women with equal qualifications earn differently. This phenomenon is highlighted now that more women are entering the job market. Why does this happen; Fewer women in top management position earning huge salaries More educated Men in the job market getting the high paying jobs Fear of sexual harassment Fear of termination Non-payment of domestic work done by women Cliques and Boys Club culture in most corporates Poor legislation and enforcement to ensure equality at the workplace The reasons may be varied but the net effect is that women earn less than men in the workplace. How can any woman climbing the corporate ladder ensure that this gap is reduced and eventually eliminated? The Corporate world is a typical example of “A MAN’S WORLD”. For a long time, women did not participate so the structures, rules, and culture are very male-centric. With the increase of women who have fought their way to top management how can they survive and thrive in this “Man’s World”? The main issue is CULTURE at the workplace that results in the Gender Gap. How can you manage and mitigate this when entering the job market? 1. Measure of performance The work culture of how output is measured is key. Work output should be based on results and not on hours spent. Using hours as a basis is not advantageous for women who may require time off to attend to children and family obligations. Women in Corporate positions should influence the matrix for assessment of performance to be more favorable to women. The measure should include the natural strengths of women e.g. customer retention, team cohesion, dispute resolution and sustainable growth. A reality is that after giving birth productivity is lower due to the natural hormonal response of our bodies to prioritize the child. This usually affects productivity. Perhaps, a different scale for 6 months (while breastfeeding) after pregnancy would help to equalize the scales further. Progressive jurisdictions provide extended maternity leave or flexible hours of up to 2 years without losing your job. 2. Flexible hours This is a strategy that can be used to ensure that women can contribute/work even while out of the office. Further, it allows the woman more balance in her life. This strategy however attractive should be used strategically as it can be used as a further tool to increase the gender wage gap. How? Women outside of mainstream job hours may be excluded from projects and decisions as they are not present. Until the culture of teleconferencing or virtual working is embraced fully, being in the office during work hours remains strategic. As a woman, you can negotiate times for meetings that are in tandem with your personal schedule. 3. Equal pay for same grade and qualifications The policy on job Grades should be based on responsibility and qualifications. For promotions, the name of employees should not be in the shortlisting process. Basically, the process should be purely merit-based. Further, policy on equal pay for the same grade and role should be implemented. A requirement to disclose salaries of co-workers could be a negotiated point. Another strategy is a cap on overtime as often women are not able to work overtime due to family life while their male counterparts can. 4. Promotion policy Negotiate the promotion policy to ensure progress/growth of the company. You can negotiate a promotion every 2 years based on appraisals. This is a sure way to ensure that you access the higher levels of management as years move forward. A maximum period to be in the same job group can also be a strategy to open up space for women in the top management. 5. Skills enhancement Skills enhancement and education incentives and opportunities should be included in the employment contracts. This allows women a chance to advance further and towards the higher job grades. This policy allows women to continued training on the job to increase their chances of being qualified for the top management jobs. 6. Boy’s club membership Women need to ensure that they can access all places that their male counterparts access to network and influence change e.g. private members clubs, sports clubs and golf clubs to name a few. Further, women need to network aggressively. For now, it may be a necessary affirmative action strategy to resort to GIRLS’ CLUB. Women need to support women in the corporate world. Influence is the catalyst for change. Women in top management need to be deliberate about getting influence and using it to get more women at the boardroom table. 7. Include the cost of domestic care While negotiating your pay, including the amount of support you will require to perform the domestic care while you are at work. Women do not include this cost of their time when negotiating pay and leave packages. This should be factored in. You may also negotiate Day Care facilities paid by the company or within the company facility. Many women say this is beneficial and could be a useful negotiation point. 8. Sexual Harassment The higher up the corporate ladder, the more acceptable sexual harassment is. Women are made to feel incompetent and unworthy when they complain of sexual harassment at such high levels. This causes many competent women to opt out of the corporate world due to this or accept to be passed over. It is important for there to be a clear sexual harassment policy. Further, there should be sensitization seminars often especially for top management to reinforce a positive culture. This can be a negotiation point for getting employment. 9. Gender training An awareness of gender issues including Gender Wage Gap allows for conversations, understanding and less resistance to gender mainstreaming strategies and policy. Negotiate this into the training schedule of the company to sensitize the team and