Join us as we shine a spotlight on five inspiring women-owned businesses. From unique handmade creations to innovative services, these enterprises showcase the diversity, resilience, and creativity of women in the business world.

Championing the Cause for the Holidays

Celebrate the season of giving by exploring the diverse and impactful stories of women-owned businesses! Some of our favorite women-owned businesses that are perfect for supporting during the holiday season include: 

• The Little Market by Lauren Conrad and Hannah Skvarla:

• • A nonprofit fair-trade shop that offers handcrafted goods made by artisans around the world, empowering women in underserved communities.

• Little Seed Farm by Eileen Ray:

• • A family-owned farm and beauty brand producing natural skincare and soap products, prioritizing sustainability and eco-friendly practices.

• P.F. Candle Co. by Kristen Pumphrey:

• • An independent fragrance brand hand-pouring soy wax candles and producing small-batch home fragrance goods in Los Angeles.

• Maison Miru by Trisha Okubo:

• • A jewelry brand specializing in minimalist and versatile pieces, including earrings, necklaces, and rings, perfect for gifting.

• Hard Work Jewelry by Victoria Samayoa:

• • Wearable jewelry handcrafted in Ventura, California including necklaces, rings, bracelets, chains, and more. 

This holiday season, by choosing to support women-owned businesses, you’re not just finding unique and thoughtful gifts, but also making a meaningful impact in promoting gender equity and helping women entrepreneurs thrive! 

Women-owned businesses often face unique challenges and barriers. By choosing to support them, you contribute to their economic independence, helping women achieve financial stability and success! 

Want to learn more about how we can help with advertising for women-owned businesses? Feel free to reach out to our team or visit our S.H.E. Matters page to learn more. 

The post S.H.E. Matters: 5 Women-Owned Businesses to Support This Holiday Season appeared first on Mad Men Marketing.

From navigating the complexities of gender dynamics to shattering the glass ceiling, their journey is fraught with obstacles, yet rich with opportunities. Here, we shed light on these challenges, celebrate the triumphs, and offer actionable strategies to empower and support women in marketing! 

Supporting Women in the Modern Marketing Industry 

Women in the modern marketing industry face significant challenges, including the gender pay gap, where they often earn less than their male counterparts for similar roles. Another major hurdle is the limited representation in leadership positions, which restricts their career advancement and access to influential role models. 

Additionally, balancing demanding professional responsibilities with personal and family life often leads to work-life imbalance. These challenges are further exacerbated by gender bias and stereotyping, where women’s skills and ideas may be undervalued in a predominantly male industry.

Empowering and supporting women in marketing involves key strategies like ensuring equitable pay to address the gender pay gap and developing inclusive leadership programs to encourage advancement into higher roles. Flexible work arrangements are crucial for balancing professional and personal life, helping to prevent burnout! 

It’s also important to foster a workplace culture that actively challenges gender biases and stereotypes. Providing mentorship and networking opportunities tailored for women can offer additional support, enabling them to navigate industry challenges and excel in their careers. 

She Always Matters in the Workplace 

The support and empowerment of women in the workplace is not just a matter of equity but also a catalyst for broader organizational success and innovation. Women bring unique perspectives, skills, and creativity that are invaluable in the dynamic landscape of modern industries. By actively working to dismantle barriers and foster an inclusive environment, organizations uplift women and enhance their overall performance and adaptability! 

Empowering women leads to a more diverse and robust workforce, driving forward-thinking solutions and fostering a culture of mutual respect and collaboration. Ultimately, when women thrive, the entire workplace benefits, paving the way for a more equitable and prosperous future for all.

Want to learn more? Feel free to reach out to our team or visit our S.H.E. Matters page! 

The post S.H.E. Matters: The Role of Women in the Marketing Industry appeared first on Mad Men Marketing.

Join us as we explore 10 standout women-owned businesses that are not only prospering but also making a significant impact in the community. 

Women Trailblazers in Jacksonville Business 

Explore Jacksonville’s business scene, where ten women entrepreneurs stand out with their innovative and spirited ventures: 

Mixed Fillings Pie Shop: Local pie shop in the heart of the Riverside neighborhood owned by Chef Natasha Burton! It’s celebrated for its innovative and delicious sweet and savory pies. 

1928 Cuban Bistro: Where flavor meets tradition. Serving authentic Cuban fare with a contemporary twist! Owned by Rebecca Gonzalez – a Cuban-American mother of three. 

The Antibride: Wedding planning and floral design for a one-of-a-kind celebration! Owned by Calli Webb and located in the heart of the Murray Hill neighborhood. 

Levity Interiors: Vintage furniture shop and design services located in historic Avondale! Owned and operated by Levity E. Tomkinson. 

Spruce Jax: Plant shop, bar, and mercantile! Located in Jacksonville Beach and owned by Ida Uffelman. The perfect spot to grab a drink and snag a beautiful houseplant! 

Emory Clothing: Modern and fun clothing boutique in Avondale that carries a huge variety of indie clothing brands! 

Culhane’s Irish Pub: Modern Irish pub owned by sisters Lynda, Michelle, Mary Jane, and Áine! These native Irish sisters strive to bring the unique flavors of Ireland to their customers. 

Alewife: A community-focused establishment in the heart of Five Points serving up various selections of handcrafted ales and lagers! 

Community Loaves: A locally-owned bakery serving up pastries, coffee, sandwiches, and more in a beautiful historic home located in Murray Hill! 

BB’s Restaurant & Bar: A groovy culinary experience located in historic San Marco! Serving up innovative American cuisine and a dessert selection you don’t want to miss. 

Lighting the Way for Future Female Entrepreneurs

Recognizing and celebrating the vibrant, women-led business scene in Jacksonville offers a glimpse into a world where innovation, community, and delicious flavors converge! 

From delectable pies to the hearty allure of Cuban cuisine, the diversity and innovation within these businesses not only elevate the city’s commercial and culinary landscapes but also carve out spaces where inspiration, community, and leadership coalesce. 

Want to share your favorite women-owned businesses with us? Feel free to reach out to our team or visit our S.H.E. Matters page!  

The post S.H.E. Matters: 10 Women-Owned Businesses in Jacksonville appeared first on Mad Men Marketing.

There, she challenged the status quo of both the scientific community and societal expectations of women, carving her own path in an otherwise male-dominated field. It’s an inspirational journey through the life of a woman who showed the world that indeed, she matters. 

The Notable Work of Dr. Jane Goodall 

In her early career, young Jane Goodall set sail from her native England to Kenya. Upon arriving, she sought out Dr. Louis Leakey, the famed paleontologist and anthropologist, convinced that he could guide her toward her dream of working with animals. 

Impressed by her knowledge and passion, Leakey saw in Goodall someone who could help him answer fundamental questions about humankind’s closest relatives: the great apes. Despite Goodall’s lack of formal scientific training, Leakey entrusted her with a groundbreaking study of wild chimpanzees in Gombe Stream National Park, Tanzania. 

Some of Goodall’s most profound discoveries and scientific contributions include: 

• Chimpanzee Social Structure: Goodall’s research provided insights into the social lives of chimpanzees, including the complexity of family relationships, hierarchies, and interactions.
• Meat-Eating Behavior: She documented that contrary to prevailing belief, chimpanzees are not strictly vegetarian and do engage in hunting and meat-eating behaviors.
• Chimpanzee Emotions: Her work showed that chimpanzees have emotional lives, capable of expressing joy, sorrow, and even mourning, changing our understanding of the emotional complexity of non-human animals.
• Long-Term Field Research: Her commitment to longitudinal study in Gombe Stream National Park is considered one of the longest and most detailed studies of a non-human species.
• Conservation Efforts: Founded the Jane Goodall Institute in 1977, which plays a crucial role in conservation, education, and advocacy for primates and their habitats.
• United Nations Messenger of Peace: Appointed in 2002, Goodall uses this platform to spread her conservation and humanitarian messages globally.

Blazing The Trail For Others To Follow 

The story of Jane Goodall is not just a tale of a woman who ventured into the wilderness to study our closest animal relatives; it is the narrative of a trailblazer who defied societal norms and prejudices to carve out her own space in the world of science.

Her work set the stage for generations of women who dare to dream big in the fields of primatology, ethology, anthropology, and beyond. As she herself has said, “What you do makes a difference, and you have to decide what kind of difference you want to make.” 

Want to share your own success story? Feel free to reach out to our team or visit our S.H.E. Matters page! 

The post S.H.E. Matters: The Success Story of Dr. Jane Goodall appeared first on Mad Men Marketing.

While the concept is not exclusive to women, the disparities that persist in today’s professional landscape make it especially critical for women to recognize the signs, understand the underlying issues, and take proactive steps to prevent burnout.

Cracking The Glass Ceiling, But At What Cost? 

What exactly is burnout? According to the Mayo Clinic website, “Job burnout is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.” 

As stated by the World Health Organization, burnout is characterized by these three dimensions:

• Feelings of energy depletion or exhaustion 
• Increased feelings of cynicism or negativity towards one’s job
• Reduced professional efficacy 

Work stress for women often extends beyond the typical pressures of job performance and deadlines. Many women face the additional strain of gender biases, unequal pay, and the emotional labor of balancing workplace responsibilities with domestic roles. 

These unique stressors can compound over time, making women more susceptible to burnout. The lack of supportive workplace policies, such as flexible work hours and parental leave, can further exacerbate this stress, leading to emotional exhaustion, depersonalization, and a reduced sense of personal accomplishment — the key markers of burnout.

Is There A Way to Avoid Burnout?

Avoiding workplace burnout is a multi-faceted endeavor that involves personal, organizational, and systemic approaches. On an individual level, there are ways that women can reduce their chances of experiencing burnout! 

These include: 

• Prioritizing self-care: set boundaries, take breaks, and try exercising for short periods daily
• Managing your workload: delegate tasks, clarify expectations, and batch similar tasks
• Fostering healthy relationships: seek support from loved ones, communicate openly, and seek a mentor 
• Advocating for systemic change: push for fair policies and challenge gender biases 
• Practice healthy emotions: be mindful of your emotions, experiment with meditation, and keep track of your accomplishments 

While some of these tactics are general, they can be particularly impactful for women who may face additional pressures and biases in the workplace. The goal is to create a holistic approach to work-life that respects your time, values your emotional well-being, and contributes to your professional success.

Do you have any tips for avoiding burnout? Let us know! 

Feel free to reach out to our team or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned for more S.H.E. Matters content! 

The post S.H.E. Matters: Unpacking the Burnout Baggage appeared first on Mad Men Marketing.

That being said, while the suffrage movement was a milestone for women’s rights, we must also acknowledge that it did not fully encompass the experiences of all women.

Here’s why we must keep the concept of intersectionality in mind as we celebrate this holiday:

The History of Women’s Equality Day

Women’s Equality Day was designated as a national holiday in 1973, created in order to recognize the hard-fought battle for women’s suffrage in 1920. Mere days prior, on August 18, Congress officially ratified the 19th Amendment, which solidified the right of most American women the right vote.

That being said, it only represented one step towards equality for all women.

Black women and women of color were still facing significant barriers to voting, as well as employment, education, and other opportunities. In fact, it wouldn’t be until 1965 — a full 45 years later — that Black women would be granted the same voting rights.

All About Intersectionality

As we celebrate Women’s Equality Day, it’s crucial to recognize the importance of intersectionality in our understanding and advocacy for gender equality.

Intersectionality, a term coined by Kimberlé Crenshaw, reminds us that women’s experiences are not homogeneous and are significantly influenced by other aspects of their identities such as race, class, sexual orientation, and disability status.

Recognizing intersectionality ensures that we don’t just fight for the equality of women in a monolithic sense, but that we advocate for all women, acknowledging and addressing the unique challenges faced by those who belong to multiple marginalized groups.

In this way, intersectionality enriches our understanding of women’s rights and helps us build a more inclusive and equitable society.

S.H.E. Matters During and Beyond Women’s Equality Day

Employers must consider the ways in which various systems of oppression can impact their employees.

The pay gap, for example, is not simply an issue of gender; it is influenced by race and ethnicity, as well as other factors. Understanding these intersections is crucial when working to create an equitable workplace.

Overall, Women’s Equality Day is an important reminder of the progress that has been made over the years, but it is also an opportunity to analyze the work that still needs to be done to achieve true equality.

But what do you think? We’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post The History of Women’s Equality Day and Why Intersectionality is Still Important appeared first on Mad Men Marketing.

As employers or business owners, it’s vital to address this issue for the economic security of your female employees.

Let’s take a look at the long-term effects of the gender pay gap on women’s retirement savings and the steps that businesses can take…

Lower retirement savings mean lower Social Security benefits

The gender pay gap means women are paid less during their working years, resulting in lower retirement savings than their male counterparts. Since  Social Security payments are based on an employee’s income during their working years, a lower salary would result in a lower benefit amount.

This issue would also result in women having a smaller retirement nest egg to rely on during their retirement years.

Longer life expectancies

Women, on average, live longer than men. According to Harvard Health, “57% of all those ages 65 and older are female. … The average lifespan is about 5 years longer for women than men in the U.S., and about 7 years longer worldwide.”

Due to these longer life expectancies, women have higher medical expenses, living expenses, and caregiver expenses, which, combined with lower retirement savings, often result in greater financial insecurity later in life.

Lack of retirement plan access

Women face an additional challenge as they are often employed in small businesses that don’t offer retirement plans like 401(k) and pensions.

In fact, “About 50% of women ages 55 to 66 have no personal retirement savings, compared to 47% of men,” as reported by the U.S. Census Bureau. The lack of retirement plan access means that women have to be even more proactive about saving for retirement.

Other factors

Women face additional challenges in saving for retirement due to factors such as career interruptions, taking time off for caregiving, and other responsibilities. These challenges result in women earning less from work, saving less for retirement, and relying more on Social Security in retirement.

What employers and business owners can do

Simply put, businesses can address these issues by implementing transparent compensation policies and practices. This step would ensure that all employees are paid equitably, regardless of gender.

Additionally, offering retirement plans like 401(k) programs can improve access to retirement planning for all employees in the company. Employers can also support career development opportunities for women, to improve their earnings and increase their ability to save for their retirement years.

But what do you think? Are you a woman with a unique perspective on saving for retirement or a business owner that offers these kinds of benefits? We’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters After She Retires: Long-Term Effects of the Gender Pay Gap on Women’s Retirement Savings appeared first on Mad Men Marketing.

The benefits of having a diverse team are significant and go far beyond inclusion and fairness; it creates an environment that fosters innovation and creativity through the collaboration of different perspectives and ideas.

In this blog post, we will explore some of the best practices for promoting diversity and equality in your workplace.

#1 — Develop a Diversity, Equity, and Inclusion Plan

Creating an effective Diversity, Equity, and Inclusion (DEI) plan is the first step toward building a more inclusive workplace. Developing a comprehensive and data-driven DEI plan requires a thorough assessment of your organization’s current diversity landscape.

Overall, it involves creating a long-term strategy that encompasses current and future initiatives within the organization.

This plan should focus on creating an inclusive workplace by identifying diverse talent, providing employee education, and creating an environment that encourages innovation and creativity through diversity.

#2 — Address Unconscious Bias

Unconscious bias is a type of bias that is inherent in the human psyche.

In this case, “Unconscious gender bias is defined as unintentional and automatic mental associations based on gender, stemming from traditions, norms, values, culture and/or experience,” the International Labour Organization (ILO) explains. “Automatic associations feed into decision-making, enabling a quick assessment of an individual according to gender and gender stereotypes.”

Addressing the hidden unconscious biases is one of the best practices for promoting diversity and inclusion objectives in the workplace. Employees need to undergo continuous training on recognizing, identifying, and addressing these biases in the workplace to ensure equal opportunity for all employees.

#3 — Foster a Culture of Inclusivity

To create a culture of inclusivity that values and incorporates diverse perspectives, it is essential to prioritize inclusivity as a shared value in all aspects of the organization.

Make sure to integrate policies that are sensitive to the diversity of your workforce.

For example, you may include flexible work arrangements, equal pay for equal work, and maternity and paternity leave, among other policies. This helps to attract, retain and promote diverse talent within the organization.

#4 — Promote Career Advancements Opportunities

To create a culture that values diversity, it is essential to provide equal opportunities for all employees — regardless of gender — to advance their careers. This helps to encourage engagement and promotes diversity throughout the organization.

Simply put, the inclusion of a range of employees at the executive and senior management levels can help promote an inclusive environment at every level of the work environment. In some cases, instituting blind screening processes may help even the playing field.

“By hiding certain characteristics like age, gender, ethnicity, or level of education, you can remove the different cognitive biases that creep up when reading a resume,” Glassdoor explains. “Blind hiring helps us eliminate some of the initial preconceived notions that we might have about candidates (e.g. the candidate’s names) and helps us focus on the applicant’s qualifications and skills.”

#5 — Be Accountable

It is critical for organizations to promote accountability in creating a diverse and inclusive work environment. Data-driven measurements or system assessments should be conducted regularly to ensure that the organization is meeting its intended objectives.

This measurement will help identify the progress of the organization and highlight areas that require improvement. The feedback must be transparent, and corrective action should be taken when teams fail to meet diversity objectives.

When all is said and done, creating a diverse and inclusive workplace is about more than just promoting diversity and equity; it’s about fostering innovation and creating an environment that attracts, retains, and develops diverse talent.

But what do you think? Do you lead or work for a workplace that has implemented any or all of the aforementioned strategies? We’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post (S.H.E. Matters) Creating an Inclusive Workplace: 5 Best Practices for Promoting Diversity and Equality appeared first on Mad Men Marketing.

But what about those who have made it past this barrier, only to face another incredible hurdle?

In this blog post, we will explore what the glass cliff is and how it affects female executives today, with a particular focus on Linda Yaccarino’s recent appointment as CEO of Twitter following Elon Musk’s short-lived and tumultuous tenure at the helm.

What is the Glass Cliff?

Built off the concept of the glass ceiling, “The glass cliff refers to the phenomenon whereby women (and members of other minority groups, such as those based on race or disability) are over-represented in leadership positions that are risky and precarious,” as explained by the University of Exeter.

This phenomenon was first identified by University of Exeter colleagues Michelle Ryan and Alex Haslam in 2003 after they studied the appointment of female CEOs within the FTSE 100.

Specifically, they discovered that companies were more likely to appoint a female CEO during times of economic crisis or when the company was at risk of failure.

This finding demonstrates that women and minority employees can be unfairly placed in positions of greater responsibility without proper support or preparation, thus leaving them more likely to fail than their white male counterparts.

Some arguments point to the fact that this allows companies to appoint a woman as a scapegoat should she be unable to pull the business out of a downward spiral, all while gaining praise for their “diversity efforts.” They are then free to appoint another male CEO without much backlash.

Others, however, argue that there is insubstantial research into and evidence supporting this phenomenon, thereby dubbing it the “glass cliff myth.”

(Allegedly) Witnessing the Glass Cliff in Real Time

Why is the glass cliff relevant today? Simple: After Elon Musk announced that advertising executive Linda Yaccarino would take over as the new CEO of Twitter — following an onslaught of perceived business blunders by Musk himself — the glass cliff debate resurfaced.

“In addition to Yaccarino, Ellen Pao’s appointment at Reddit, Mary Barra at GM, Carly Fiorina at HP and Marissa Mayer at Yahoo are often cited examples of women promoted to top management at distressed companies,” as reported by Forbes.

This is especially notable given the rarity of female executives in tech, let alone at Twitter in specific.

Since taking the helm at Twitter, Musk has been scrutinized for firing top company executives, enacting mass layoffs (roughly 80% of the company workforce), upsetting the existing verification systems, and enacting overall changes that led many prominent advertisers to pull away from the platform entirely.

Following a slew of criticism and a self-promoted Twitter poll through which he asked his followers if he “should step down as the head of Twitter,” Musk promised to appoint a new CEO who would oversee the platform’s business operations.

Enter: former NBCUniversal ad chief Yaccarino.

“She is exactly what Twitter needs to start rebuilding advertiser trust, bring back big advertisers and really start improving Twitter’s ad business,” Insider Intelligence analyst Jasmine Enberg told AP News. “That said, there are still a lot of challenges and Yaccarino is going to have her hands full from day one.”

As a result, many have been left wondering: Did Musk leave Yaccarino teetering on the edge of a glass cliff at Twitter HQ?

SHE Matters — Even If She Teeters On the Edge

But what do you think?

Do you think Yaccarino is facing a glass cliff? Or do you know another woman placed in a similar position who overcame and conquered at the edge?

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post ​​S.H.E. Matters: Exploring the Glass Cliff Phenomenon and Twitter appeared first on Mad Men Marketing.

This issue has long-reaching implications for individuals, our economy, and our society at large. But in this particular blog post, we’ll look at the Age Gap: an intersection of gender and age that underscores these disparities in the workplace.

Let’s explore what it is, how it works, and more…

What Are the Basics of the Age Gap?

As women progress in their careers, they encounter even greater disparities in wages compared to their male counterparts.

Thus, as the wage gap widens as they age, women in their retirement years are left with significantly less financial security than men.

“Earnings gaps represent a prime reason why women, especially widows and divorced women or those who never married, experience higher rates of poverty in old age than men,” as explained by the Center for American Progress (CAP).

We can see this growing wage gap at the intersection of age and gender as illustrated by the U.S. Department of Labor’s research:

• Ages 16 to 19: 10% gap
• Ages 20 to 24: 7.1% gap
• Ages 25 to 34: 9.8% gap
• Ages 34 to 44: 17.9% gap
• Ages 45 to 54: 20.8% gap
• Ages 55 to 64: 22.2% gap
• Ages 65 and Over: 26.9% gap

How Does the Age Gap Work?

One reason the wage gap is exacerbated over a woman’s lifetime is because of the tendency for women to be overlooked for promotions and leadership positions, even when they possess the same skills and experience as their male colleagues.

Additionally, gender stereotypes and biases can lead to a devaluation of traditionally female-dominated roles, resulting in lower salaries for women working in these fields.

Another factor that contributes to the wage gap for older women is the impact of caregiving responsibilities on their careers — often referred to as “the motherhood penalty” in most familial cases.

Women are more likely to take time off from work to care for family members, which can interrupt their career trajectories and result in lower earnings over time. Moreover, women who do return to work after a break for caregiving responsibilities may face challenges in finding equal pay and opportunities for advancement.

But with that all in mind, when are women most likely to begin feeling the effects of this age gap?

“After around 40, women’s wage growth plateaus and then drops off earlier than men’s,” according to the Economic Policy Institute (EPI). “This holds true when measuring the gap using median weekly earnings of full-time wage and salary workers”

She Matters Today… and Tomorrow

It is imperative that we recognize and address the persistent wage gap for women, especially as they grow older. A fair and equitable workplace benefits not only individual women, but also the larger economy and society.

Efforts to close the wage gap must take into account the nuanced and complex factors that contribute to it, including occupational segregation, unconscious biases, and discrimination.

By doing so, we can promote equal pay for all workers, regardless of gender.

But what do you think? Are you a female worker who is already feeling the impacts of all the aforementioned? Or do you have another point of view on the age gap? We’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters: Counting Dollars Through the Years With the Age Gap appeared first on Mad Men Marketing.