In December, I challenged CanCon readers to make 2012 the year we change corporate culture. As I wrote that, my colleague, Sylvia Apostolidis, alarmed and angry after watching the powerful documentary Miss Representation, was deciding what she could do to change some of the media images that mould our broader culture. After realizing that she wasn’t going to change the advertising industry single-handedly, she looked around her own world and found a place she could make a difference. In today’s CanCon, Sylvia shares her path from awareness to outrage to action.

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I viewed the documentary Miss Representation when it first aired in October, 2011 and was overwhelmed with emotions—outrage, frustration, and sadness at the unfair portrait of women painted by popular media and culture. How can it be that media’s portrayal of women is more sensationalized and extreme today than it was twenty-five years ago, when I first studied the topic during an undergrad Sociology class? Why is it that the media continues to devalue, degrade and trivialize women? How is that okay?

This film was a powerful reminder that it’s NOT okay and, like thousands around the world, I felt compelled to take action.

My first reaction? Stop the bus! Rally the troops! Speak to senior leaders in this highly competitive industry—surely they will understand they have a moral obligation to use the power of media for the betterment of society. That portraying women as confident and capable, rather than trivializing them in stereotypical roles and as sexual objects, will lead to stronger economies, families, and communities.

I wanted to Change Things NOW!!

Then the realities of this insurmountable goal set in. I decided to harness my skyrocketing emotions and make change where I could: in my home and community. I told everyone I knew about the film, including the school principal at my boys’ school who (also blown away!) purchased the educational curriculum from Miss Representation.

As parents to four-year-old twin boys, my husband and I recognize our responsibility to raise them to value girls as their equals, teach them to, for example, use the term “mail carrier” instead of “mailman”, and break free of limiting masculine norms in favour of emotional and self awareness. It’s not easy. The messaging they receive on gender roles is, at this young age, already overwhelming, despite the fact that their exposure to mass media is quite limited. At the age of four, their choices are already shrinking … for a boy can’t like the colour pink, can he?

Teaching our children to think critically and question the bombardment of harmful media messages on gender roles is, along with my work at Catalyst, how I hope to make a difference. Next month I will be introducing Miss Representation to the teachers at my sons’ elementary school, encouraging and supporting them to build awareness and educate the young minds of today for the future of tomorrow.

I am excited to be making a difference—perhaps not as grandiose as I originally thought, but nonetheless a solid foot forward.

During the past little while, one of my favourite discussion groups considered the role of collaboration in effective leadership, the ways that our communications styles affect our careers, the value of volunteer experience, and the gender pay gap (did you realize that women in the United States lose out on approximately $380,000 over the course of their careers?).

The group also helped connect mentors and mentees, and offered suggestions for diversity and women’s leadership resources in Asia-Pacific.

Wow! What a range of subjects, interests, and perspectives!

The group, of course, is the Catalyst LinkedIn group, where more than 1,000 members are now dropping in to exchange opinions, to seek information, and, sometimes, to spark inspiration. Occasionally, someone introduces a topic such as the “strong woman” movies we identified during last year’s Film Festival Season.

And, in the Canadian tradition of embracing communication and connection, 150 plus members are Canadian friends and members of Catalyst. They’re enthusiastically expanding the conversation with each other and with Catalyst staff.

Why not join us? You can start by dropping by to see what the group is talking about. I promise, you’ll find something that piques your interest!

By Ilene H. Lang, Deborah Gillis and Deepali Bagati

Earlier this month, we met with CEOs of Indian companies to discuss the importance of expanding opportunities for women and business in India Inc. Women currently make up 36 percent of the Indian labor force, yet 67 percent of Indian employers are struggling to fill jobs. One solution to this talent crunch: educated and ambitious Indian women.

CEOs across Mumbai, Delhi, and Bangalore shared with us inspiring, and effective, ways in which they’re shifting their organizations’ cultures to ensure that all talent is valued. One CEO talked about “leading by example.” He has taken action and asked each member of his leadership team to mentor three women, while he personally mentors five!

Another CEO talked about consciously changing the way he viewed women—namely, by thinking of them as natural leaders. Once he started from the assumption that women were born to lead, it helped him to confront and shatter biases and stereotypes about women that he grew up with.

Finally, a CEO talked about changing the default question at his company, so that when women are considering a new role with bigger responsibility, they are not asked, “why would you want to do this job,” but instead, “why wouldn’t you want to do this job?”

Actions like these are clearing a path for the success of talented, and ambitious, Indian women. Gender gaps exist in India, but we’ve discovered on this trip that many companies understand how women can fuel India Inc. And they are acting on it—an inspiring model for senior leaders in India, and around the world.