Coming Soon: 30% Club Podcast

Q&A WITH CAROLINE NAHAS, OUR LATEST 30% CLUB SCHOLAR

 

Q: Caroline, give us an overview of your career path to date.

 

A: I am a global Finance professional with solid background in FP&A, Business Development, and Investor Relations. I am recognized for innovative problem solving, self-motivation, and  an inquisitive approach, exceeding goals in deadline-driven and cost-containing  environments.  

 

I started my career at Edenred, a French company (former Accord Group) specialized in  prepaid corporate services. I then joined Deloitte as a consultant for strategy and operations.  In 2012, I joined Hidrovias do Brasil, a fluvial transportation company managed by few private  equities – among which Blackstone and Patria Investimentos. I was responsible for structuring  and leading the FP&A/IR function and processes to adapt them to the organizational growth  from startup to operational company.  

 

Finally, in 2019, I joined Mondelēz as a Finance Manager for the North America Region to  support the structuring and expansion of the External Manufacturing department; in February 2021 I moved to the Procurement and Commodities department to support Mondelēz for risk  management of Commodities and Forex volatility.  

Over my career, I have experienced different environments, ranging from start-up to  recognized companies with fully established processes. 

 

I know this award carries many opportunities and responsibilities. The most important is to define how I will carry this accomplishment forth in my career, and how can I support others in building their own path.

Caroline Nahas, 30% Club Scholar

Why do you want to study your chosen course? 

 

This industry and market diversity present in my professional trajectory provided me with the  ability to adapt across different business cultures and leadership styles. As I am always  seeking to grow and develop, I constantly challenge ways of working and, most importantly, my personal approaches to business discussions. Now I want to bring this skillset to the next  level.  

 

Working in fast moving environments, the ability to manoeuvre through uncertainty is key.  Through this course I am aiming to acquire analytical toolsets that will make me more effective  in bringing innovative solutions and harness soft skills that would enable me to navigate and  bring value to my organization.

 

What are you hoping it will lead to? 

 

Since I started working in finance, my career goal was and remains to professionally pursue growth to achieve my lifelong aspiration to hold a CFO role within a multinational company. Experiencing Chicago Booth EMBA will provide me with the knowledge and the enriching exchanges with peers and faculty members that will help me to accelerate my career. I am confident it will strengthen my foundation skills to achieve my professional ambition. 

 

Why did you apply to the scholarship? 

 

Chicago Booth and the 30% Club partnered to offer this scholarship to support high potential  female students. I was fortunate to be granted to this award and be part of the 30% Club, among other amazing female candidates.  

 

I know this award carries many opportunities and responsibilities. and feel confident to strive  for them. Most important is to define how I will carry this accomplishment forth in my career,  and how can I support others in building their own path. 

 

What encouragement would you give to anyone considering applying for a 30% Club  scholarship? 

 

I believe it is an accomplishment to be admitted into a leading business school and gain the  opportunity to advance one’s career.  

 

I have no doubt that all admitted candidates can rely on their own strengths and have the  confidence to work for their professional and personal aspirations. Applying to become part of  the 30% Club is a major step towards achieving them as it will provide the opportunity to be  part of initiatives on career advancement and enhance networking & exchanging opportunities.

Where we are

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Meet our new 30% Club Scholar

Q&A WITH CAROLINE NAHAS, OUR LATEST 30% CLUB SCHOLAR

 

Q: Caroline, give us an overview of your career path to date.

 

A: I am a global Finance professional with solid background in FP&A, Business Development, and Investor Relations. I am recognized for innovative problem solving, self-motivation, and  an inquisitive approach, exceeding goals in deadline-driven and cost-containing  environments.  

 

I started my career at Edenred, a French company (former Accord Group) specialized in  prepaid corporate services. I then joined Deloitte as a consultant for strategy and operations.  In 2012, I joined Hidrovias do Brasil, a fluvial transportation company managed by few private  equities – among which Blackstone and Patria Investimentos. I was responsible for structuring  and leading the FP&A/IR function and processes to adapt them to the organizational growth  from startup to operational company.  

 

Finally, in 2019, I joined Mondelēz as a Finance Manager for the North America Region to  support the structuring and expansion of the External Manufacturing department; in February 2021 I moved to the Procurement and Commodities department to support Mondelēz for risk  management of Commodities and Forex volatility.  

Over my career, I have experienced different environments, ranging from start-up to  recognized companies with fully established processes. 

 

I know this award carries many opportunities and responsibilities. The most important is to define how I will carry this accomplishment forth in my career, and how can I support others in building their own path.

Caroline Nahas, 30% Club Scholar

Why do you want to study your chosen course? 

 

This industry and market diversity present in my professional trajectory provided me with the  ability to adapt across different business cultures and leadership styles. As I am always  seeking to grow and develop, I constantly challenge ways of working and, most importantly, my personal approaches to business discussions. Now I want to bring this skillset to the next  level.  

 

Working in fast moving environments, the ability to manoeuvre through uncertainty is key.  Through this course I am aiming to acquire analytical toolsets that will make me more effective  in bringing innovative solutions and harness soft skills that would enable me to navigate and  bring value to my organization.

 

What are you hoping it will lead to? 

 

Since I started working in finance, my career goal was and remains to professionally pursue growth to achieve my lifelong aspiration to hold a CFO role within a multinational company. Experiencing Chicago Booth EMBA will provide me with the knowledge and the enriching exchanges with peers and faculty members that will help me to accelerate my career. I am confident it will strengthen my foundation skills to achieve my professional ambition. 

 

Why did you apply to the scholarship? 

 

Chicago Booth and the 30% Club partnered to offer this scholarship to support high potential  female students. I was fortunate to be granted to this award and be part of the 30% Club, among other amazing female candidates.  

 

I know this award carries many opportunities and responsibilities. and feel confident to strive  for them. Most important is to define how I will carry this accomplishment forth in my career,  and how can I support others in building their own path. 

 

What encouragement would you give to anyone considering applying for a 30% Club  scholarship? 

 

I believe it is an accomplishment to be admitted into a leading business school and gain the  opportunity to advance one’s career.  

 

I have no doubt that all admitted candidates can rely on their own strengths and have the  confidence to work for their professional and personal aspirations. Applying to become part of  the 30% Club is a major step towards achieving them as it will provide the opportunity to be  part of initiatives on career advancement and enhance networking & exchanging opportunities.

Where we are

Nulla vulputate, mi at efficitur cursus, turpis elit suscipit mauris, ac varius dui enim in sapien. Cras ut tincidunt sem. Nunc porttitor in nulla et sodales. Suspendisse bibendum ac dolor vitae tincidunt. Sed leo leo, pharetra id feugiat nec. Cras ut tincidunt sem.

Meet our Mentees

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Nulla vulputate, mi at efficitur cursus, turpis elit suscipit mauris, ac varius dui enim in sapien. Cras ut tincidunt sem. Nunc porttitor in nulla et sodales. Suspendisse bibendum ac dolor vitae tincidunt. Sed leo leo, pharetra id feugiat nec.

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Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque urna dolor, ullamcorper varius mi ut, dignissim volutpat tortor. Sed sed nibh ex.

Nunc sed velit dignissim sodales. Mi eget mauris pharetra et. Vulputate sapien nec sagittis aliquam malesuada bibendum. Cras pulvinar mattis nunc sed blandit. Tortor at auctor urna nunc id cursus metus aliquam eleifend.

Placerat In Egestas Erat Imperdiet Sed Euismod Nisi Porta.

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque urna dolor, ullamcorper varius mi ut, dignissim volutpat tortor. Sed sed nibh ex.

Nunc sed velit dignissim sodales. Mi eget mauris pharetra et. Vulputate sapien nec sagittis aliquam malesuada bibendum. Cras pulvinar mattis nunc sed blandit. Tortor at auctor urna nunc id cursus metus aliquam eleifend.

Placerat In Egestas Erat Imperdiet Sed Euismod Nisi Porta.

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Pellentesque urna dolor, ullamcorper varius mi ut, dignissim volutpat tortor. Sed sed nibh ex.

Nunc sed velit dignissim sodales. Mi eget mauris pharetra et. Vulputate sapien nec sagittis aliquam malesuada bibendum. Cras pulvinar mattis nunc sed blandit. Tortor at auctor urna nunc id cursus metus aliquam eleifend.

30% Club Malaysia launched its first newsletter

The 30% Club Malaysia is very excited to launch its first newsletter.


Each month we will share news and events that have taken place as well as future engagements of 30% Club Malaysia.


We look forward to seeing all of you at these events as we build that collective voice for Diversity, Equity & Inclusion.

Crafting Board Profiles for Success: CnetG Asia’s Board Profile Writing Masterclass for Mentees

A well-crafted board resume that clearly shows the value the board aspiring candidate brings to the organisation, increases the chances of an appointment as board director.


With this in mind, twenty participants of the mentees from the Board Mentoring Scheme of the 30% Club Malaysia recently participated in the Board Profile Writing Masterclass, which was organised by CnetG Asia, a key strategic partner of the 30% Club Malaysia.


Raj Kumar Paramanathan, the Managing Partner of CnetG Asia who ran the session single-handedly, brings to the table more than two decades of experience in executive search. 


He shared that a board resume differs from a typical executive resume in that it highlights more of the successes or accomplishments from the angle of corporate governance, strategy, and P&L management.


“The Top 1/3 of the resume is termed as the “prime real estate”, wherein candidates should use this section to describe the expertise and value they bring to the organisation. It is key to provide context and specifics instead of broad statements to highlight their expertise and competencies,” he said.


During the two-hour event, participants learned an interesting angle about gender bias in resumes; Raj Kumar cited that studies have shown that female candidates tend to use collaborative words in their resumes compared to male candidates who use more action verbs.


The session included interactive Q&A discussions as well as specific extracts of participants’ own resumes including demonstrations by Raj Kumar of eye-opening and catching “Before” and “After” effects by applying the techniques as shared during the session.


In the next posting, we will share some of the feedback from the participants about the session and future improvements to the Board Mentoring Scheme.


30% Club Malaysia and Heriot-Watt University announces scholarship

The 30% Club Malaysia and Edinburgh Business School, Heriot-Watt University are pleased to announce that they are awarding one full scholarship for the part-time MBA programme at the Heriot-Watt University Malaysia campus to ONE entrepreneurial woman.

In addition, TWO partial fee scholarships of 30% will be offered under the same scholarship programme. The conditions are: 

The candidate must have received and accepted an unconditional offer of a place on the full or part-time MBA programme and paid the deposit before a scholarship application can be submitted.

Amount of award
One placement for a full tuition fee waiver of RM58,050.
Two placements for a 30% fee waiver of the full tuition fee.

Successful applicants would commence the two-year programme in September 2021 or January 2022. In the video, you can hear from Laura Sanchez, an oil and gas executive who completed her MBA on campus in Malaysia.

Important dates to note:
Opening date: 15 June 2021
Closing date: 15 December 2021 (Midnight, Malaysian time)

For more information, please read here

 

Mentee Circle holds its first Fireside Chat with Velesto Energy

  •  

Early this week the MenteeCircle from the 30% Club Malaysia Board Mentoring Scheme held a Fireside Chat on “Board Diversity, Sustainability, and Governance”. 


About 100 participants including the mentees from the six cohorts attended the virtual event, to learn from the guest speaker, Rohaizad Darus of Velesto Energy Berhad, speaking passionately about the topic. 


The event started off with an opening address by Tan Sri Zarinah Anwar, Founding Chair of 30% Club Malaysia. She said that Velesto is indeed leading by example, as women directors currently represent 44% of Velesto’s board.


The company, Velesto Energy Berhad which has been included and has scored highly in the FTSE4 Good Bursa Malaysia Index (which rates a company’s ability to manage its ESG issues) is also in the top quartile of Tier 1 for Sustainability Disclosures to Bursa Malaysia. 


On this note, one of the questions that Savita Saigal, the moderator of the Fireside Chat posed:


“It has been and, in some instances, still a challenge for corporations to convince their stakeholders to invest in Sustainability agenda as this requires a financial commitment, planning, and manhours. Stakeholders being profit-driven would rather plow back into the business. 


Therefore, do share with us how Sustainability was introduced into Velesto and what were the challenges you faced with your stakeholders?”


In reply, Rohaizad had elaborated, into three parts


Lead and Manage
– Velesto is fortunate to have Government-related funds (who are our major shareholders), so Sustainability and Governance are part of the business emphasis.

– Convincing the management (top to bottom).

– Building a robust infrastructure to implement the company’s value system and deploying standard practices such as iLEAP, QHSE focus, including implementing cost savings programmes and CSR initiatives.


These approaches have made it easier for the company and people to accept. Having said that, we still face some challenges.


Challenges
– Staff were unfamiliar with the new Sustainability concept and were confused with existing practices, 

– Costs and operations issues compounded 

– Over expectations and concerns on reporting requirements 


Overcoming the Challenges
– Optimised on communication with our staffs at various stages – meetings, townhalls, formal and informal;  

– Continued to allocate budget, albeit at a smaller scale to maintain momentum; 

– Convinced the Operations team on the benefits of Sustainability and its impact on everyone 

-Prioritised on what can be achieved first and managed expectations where necessary   

– Gradually embraced reporting requirements

– Shared experiences with the rest of the world


The Fireside Chat is the second event by the Mentee Circle, a networking group that helps foster better collaboration among mentees and enhances the visibility of board-ready candidates. 

Mentee Circle holds its first virtual panel discussion – Owning Your Board Journey

The Mentee Circle from the 30% Club Malaysia Board Mentoring Scheme recently held a virtual panel discussion entitled Owning Your Board Journey.


Fifty participants were glued to the screen to listen to the panelists speak on their experiences and challenges on being board members.


Some of the memorable quotes from the session were –


“Never underestimate the power of connection/network. Being a board member can be challenging. Always keep learning and equip yourself with knowledge in corporate governance. Do network with industry experts to build a robust eco-system,” –

Ilham Sunhaji (MBA).


“You are allowed to make mistakes. Learn from them. Move On,” – Maheswari G Kanniah.


“One must be confident that the Board is the right one for you. Do some research on the company and assess the types of risks that one is willing to take,” another pointer -Maheswari G Kanniah.


“To get on board, it is important to get your CV right. State what are you bringing to the board, especially strategy and oversight experience”- Frances P.

The sharing session was moderated by Sujatha Sekhar Naik.


This is the first event that was initiated by the Mentee Circle, a networking group that helps foster better collaboration among mentees.


30% Club Malaysia Unveils Mentee Circle

The 30% Club Malaysia through its Board Mentoring Scheme unveiled a mentee networking group, the Mentee Circle.

 

Interestingly, the idea behind the MenteeCircle came from the graduating mentees themselves, with the goal of building an ecosystem of board ready women.

 

At the virtual launch earlier today its founding chair Tan Sri Zarinah said the Mentee Circle is a useful forum to enable one to connect and network, to share experiences & learn from each other & to initiate programmes that will enhance one’s visibility as aspiring directors.

 

The Mentee Circle aims:

      1. To foster connection & collaboration among mentees within the cohort during & post the 9-month mentoring period;

     

    1.  2. To promote knowledge sharing through relevant events within the mentee community, as well as with selected mentors & corporate leaders;

     

    1. 3. To provide a platform to raise the visibility and enhance the visibility of board-ready candidates. 

     

    1. The Mentee Circle has lined-up a series of planned activities for this year & all 30% Club Malaysia mentees are invited to participate.

     

    The two health crises facing Black people in Canada: COVID and Racism

    A conversation with Sané Dube on the two health crises facing Black people in Canada: COVID and Racism

    By Stephania Varalli

     

    By early April, just a few weeks after COVID-19 was officially declared a pandemic, the headlines started appearing: Black people were experiencing an increased risk of infection, hospitalization, and death from the virus. 

     

    The stats were coming from the US and the UK, because we weren’t collecting race-based COVID data in Canada — despite awareness of the risks for Black communities, community members sounding the alarm, and supporting evidence by way of overlapping COVID and census data. 

     

    As Black Lives Matter protests erupted globally at the end of May in response to the killing of George Floyd, accelerating calls from Black community health leaders in Canada to have anti-Black racism declared a health crisis — mainstream discussions were still asking, “Is Canada racist?” 

     

    Sané Dube has been advocating for greater visibility and action with respect to the connection between race and health. Currently the Policy and Government Relations Lead, with a focus on Black health, at the Alliance for Healthier Communities, she has worked in community development, health promotion, research, and strategic policy development. 

     

    I spoke with Sané about the link between anti-Blackness and the severity of COVID among Black people in Canada, the distinctly Canadian blind spot that serves to halt progress on the issue, and what we could be doing differently to dismantle systemic racism in healthcare. 

     

    This interview has been edited for length. 

     

     


    Statistics are showing that Black people are more likely to die from COVID — but while the numbers are making the headlines, not everyone is gaining an understanding of why this is happening. Can we start there? 

     

    Health is about a lot more than being able to walk into a doctor’s office or being able to walk into a healthcare facility. Health is really influenced by a range of factors and the environments we live in. Social determinants of health can be understood as the conditions that you live, work, and play in — it’s really a combination of the social and economic factors that impact your health.

     

    Housing, for example, impacts health in very significant ways in terms of stability. We know that people who are unhoused or are experiencing homelessness tend to have worse health outcomes than people who have stability and don’t have to worry about housing. These social determinants of health are really looking at health with a much broader view than just through the ability to see a doctor, nurse or healthcare provider. They’re looking at the everyday things in someone’s life that can either help their health or lead to deterioration of their health.

     

     

    Early on in the pandemic, when first called upon to collect race-based data with respect to COVID, Dr. David Williams, Chief Medical Officer of Health for Ontario, responded that statistics based on race aren’t collected in Canada unless certain groups are found to have risk factors — which seems to completely ignore the existence of social determinants of health. 

     

    That moment was really shocking. At the same time that Ontario was saying we won’t collect the data, we were seeing really striking statistics coming out of the United States and also the United Kingdom. We now know that in the US, Black people are five times more likely to be hospitalized and more than twice as likely to face fatal outcomes from COVID, compared to white Americans. 

     

    We know that in Ontario it’s the same story. At the time when Dr.Williams made this comment, we were already seeing the impact of COVID on some communities. It was really disappointing to hear.

     

    There was a lot of rallying, there was a lot of mobilization — I think people were pushing back against this thing that often happens in Canada, where we try and make invisible the way that systemic racism and structural inequality impact the most marginalized and vulnerable in our communities. We often get, ‘We’re not the same as the US,’ which invisibilizes the harm that Black, racialized and Indigenous people experience in this country. 

     

     


    The efforts made by advocacy groups eventually led to 
    the Ontario government changing course on the collection of race-based data for COVID, which is certainly a win. But to put that in perspective — this can’t be the first time this conversation was happening, right? 

     

    You’re right. This is not new. People have been calling for this for literally decades. I was looking at something today — someone showed me a committee that had been put together in 1998, asking for the collection of this data. I think that this happened to be a window of opportunity because of the devastation that we have seen with COVID.

     

    Data is collected in Ontario for other sectors. Education collects data by race. Justice also does. And there was a discussion, around 2017, to collect the data for health, but at the time the ministry said that there are lots of privacy concerns. I don’t think in calling for more data collection now, people are saying we should not be mindful of privacy. It’s also important to say that the collection of the data is not the end goal — but having the data means we have better tools to dismantle what causes harm.

     

    “This call was partly pushback saying, no, things are really awful, and this is not an issue just in the US. Even in Canada, Black people are dying, Indigenous people are dying, because of what happens with policing, because there isn’t a recognition of the ways that racism leads to death, or racism leads to us getting less services than other people, or getting care that just isn’t good enough. “

     

    You were a signatory on thejoint statement calling for anti-Black racism to be declared a public health crisis. Can you share what led to its release on June 1, and what were the main goals of this joint effort?

     

    You’ll remember that in the same week in the US, we had just seen the killing of George Floyd and Tony McDade, and we were talking about the killing of Breonna Taylor. Then in Canada, that same week, we had seen Regis Korchinski-Paquet, an Afro-Indigenous woman, fall to her death in police presence. There have been two other deaths in Ontario under similar circumstances. In New Brunswick, we had just seen Rodney Levi, an Indigenous man, killed by an RCMP officer, and Chantel Moore, who was also Indigenous, killed by police who were called in to respond to a mental health and wellness check.

     

    All these things were happening in Canada, and our Premier was asked about systemic racism, and his response at that time was that ‘we’re not as bad as the US’ — the premier did later reverse this, but in that moment it had the effect of minimizing the violence Black and Indigenous communities were facing.  

     

    This call was partly pushback saying, no, things are really awful, and this is not an issue just in the US. Even in Canada, Black people are dying, Indigenous people are dying, because of what happens with policing, because there isn’t a recognition of the ways that racism leads to death, or racism leads to us getting less services than other people, or getting care that just isn’t good enough. Racism leads to our communities being underfunded, so that in the social sector, the health sector, our communities receive less. That ends up influencing our health.

     

    With the declaration of anti-Black racism as a public health crisis, we were calling for it to be seen that racism was impacting people’s lives. It was a push to make things visible, and to then have the system be accountable for the ways that people are harmed. Declaring something a public health crisis shows urgency, that this is a critical issue that demands a response. It ensures health resources are designated, and there’s planning for the appropriate resources to be put in place, as well as accountability, infrastructure, and mechanisms for the system. 

     

     


    A lot of the mainstream media stories have focused on the mortality rate of COVID being higher for Black people. What’s not making the headlines that should be, with respect to Black communities and health? What about mental health? 

     

    When that question comes up, my first thought is always, how do you talk about this in a way that doesn’t pathologize Black people? Anti-Black racism, anti-Indigeneity has done so much harm and continues to do so much harm. White supremacy does so much harm to our people, and yet we often talk about mental health in a way that somehow again places the harms of these huge, unrelenting systems at the feet of Black people, without holding the system accountable for the distress that it causes to our people. What I would really like us to ask is, ‘What does this system do to Black people and in what way is it not accountable?’ 

     

    I’ll give the example of healthcare workers who are dying in Ontario. Most have been personal support workers, many of them Black and racialized. It’s caused tremendous distress to their families, especially the circumstances under which they have died. I think that even the system has not held itself accountable for the way that it’s contributed to those deaths.

     

    Earlier on in the pandemic, Chief Medical Officer of Health, David Williams, was asked about personal protective equipment for personal support workers. He initially did not name them as essential workers, or prioritize access to equipment for them. Then personal support workers started dying, and there’s no apology for the way that they have been treated, there is no acknowledgement of the way that the system has failed them. Instead, when you read about their death, it’s almost framed like they are responsible for what systemic and structural issues have done to them.

     

     

    Is there a way we can tell these stories differently, so that they are contributing to positive change?

     

    We need to be able to tell these stories in a way that also holds the system and these structures accountable for the harm that they do to people.

     

    With Regis Korchinski-Paquet, for example, I think we have to ask, as a 29-year-old young woman, what other support had she received to that point? Had she been able to find care that was culturally appropriate and that understood her very specific cultural issues that she was bringing? If she hadn’t, then why isn’t there more of an effort, even as we discuss her case, to talk about funding for mental health programs that are designed by and for marginalized communities, so that people can get the care that they need?

    Even with Chantel Moore, I think that there just hasn’t been as much useful conversation talking about the way that policing continues to be part of the colonial project in Canada. It again goes back to that accountability. So much of the media coverage in Canada has been focused on the question, is there systemic racism? — which is just a distraction, and it takes away from what people are going through. 

     

    And while we’re wasting time asking if there’s systemic racism, people’s lives are still being negatively impacted. People are still not getting the care that they need in Toronto’s  North West to deal with a deadly pandemic. While we’re asking, ‘Is there systemic racism in prisons?’, people who are Black and Indigenous — who are also overrepresented in prison populations — are not getting all the supplies that they need to deal with COVID, even though they are at some of the highest risk because of the condition that people in prisons live under.

     

     


    Has the conversation around racism and health evolved at all, as a result of the pandemic?

     

    I think that we are having conversations right now in 2020 under COVID that we weren’t having in 2018, which is great. But it would be naive not to look at the ways that already white supremacy is mutating and working to keep the status quo in place. I think there’s a lot of words that are being put out, but I don’t know that most of them are turning into actual work.

     

     

    You have written about how anti-Blackness is a health crisis that deserves more than lip-service. Is there anything that gives you hope for change in what’s happening now? 

     

    This is a question that we also see a lot in Canadian media. I think that hope is a critical part of resistance; hope is a critical part of being able to remake a world where we can live better. I think that often what happens when people are asked to be hopeful, is minimization of the very real pain that people are in and the difficulty of this moment. So I don’t usually answer that question, ‘what gives you hope?’ But what I do say is that I recognize hope is a critical part of resistance.

     

     

    Throughout the pandemic we’ve heard the phrase “We’re all in this together” — but are we? Looking closer, the impact of COVID-19 is not equal for all. The 30% Club Canada and Women of Influence are partnering on Unmasked — a series that amplifies the voices of community leaders, sharing unique challenges and thoughts on how we can build a better, more inclusive future.