Issue link: https://www.ifoldsflip.com/i/1481841
Empowered Health Charlotte enjoys working with women to have a self-empowered, healthy, vibrant, and balanced lifestyle that allows them to experience their work and personal life with more joy and ease. As a wellness coach for over 25 years, she combines her background and expertise in whole food nutrition, ear candling, and alternative healing perspectives to help you discover simple daily habits that restore balance from digestive concerns, allergies, and candida-related issues. Charlotte Carreira, wellness coach 831-688-1858 Her free consultation identifies a few small actions to ease the overwhelm and create clarity toward enhanced wellness. www.Radiant-Wellness.com wellnesscoaches@sbcglobal.net Amelia Escalante - Office Manager Amelia has been with Rejuvenate Medi-Spa & Wellness for over 2 years. In that time she has overseen the doubling of business year over year and expansion of the family of injectors from 2 to 5. Each of these injectors could have their own profile as they are successful women in their own right! In addition, she has relocated the office to Capitola and helped to expand the service line while maintaining "Best of Santa Cruz" and a 5 star Google rating. 1595 38th Ave., Capitola 831-226-2108 www.rejuvenatemedi-spa.com Jacki Truhitte 831-460-9696 Supersilver.com Jacki Truhitte has strong ties to the community as she was born and raised in Santa Cruz, and graduated from Santa Cruz High. Jacki has always had an ambitious and creative spirit that helped motivate her to pursue entrepreneurship. At the young age of 20, she became the owner of Super Silver. Since then, she has expanded the Santa Cruz store to its current location on Pacific Avenue and opened branches in the Capitola Mall, Capitola Village, Old Town Sacramento, and the online store, Supersilver.com. She is a proud mother of two wonderful boys and enjoys gardening and sourcing amazing new jewelry for the business. Kathy Oliver 831-722-4694 Kathy@oliverpm.com Cal Dre Lic#01116175 Kathy Oliver - Owner Oliver Property Management 2022 - President of Santa Cruz County Association of REALTORS Kathy is the Broker/Co-Owner of Oliver Property Management with her twin sister Jennifer. She has been involved in the real estate field since 1983, when her father hired her on to the family business. Since then, Broker Kathy traveled up the ranks through hard work, never-ending education and tireless commitment and is heavily involved in the property management field. This week Kathy will be traveling down South to represent Santa Cruz County at the California State conference in Long Beach. The knowledge she brings back from these meetings is valuable as she is the current President for the Santa Cruz County Association of REALTORS. Since COVID19, Kathy has been involved in numerous committees and community outreach in getting the word out with the ever changing landlord tenant laws. She is committed to help protect both the landlord and the tenant to maintain fair housing in the community and is a strong advocate at the state level. Hometown Service with World Class Knowledge is the company mission and Kathy's mantra. Women In Business Women are vital com- ponents of the global workforce. Despite the contributions of women, Pew Research Center's analysis of median hourly wages of both full- and part-time workers indicates that women earn less than their male counterparts - even when they're doing the same work and have the same educational backgrounds. The gender gap has remained relatively stable in the United States over the last 15 years, with women earning 84 percent of what men earned in 2020. Estimates indicate it would take a woman an extra 42 days of work to earn as much as a male colleague. Salary negotiations can be intimidating for any employee. But for women already at an earnings deficit, such negotiations can be even more difficult. Here are some tips to make salary negotiations go more smoothly. Speak up It would seem that any promotion would automatically come with a pay raise, but this is not always the case. When the time comes to consider taking a pro- motion, it is important to have a salary number in mind. Saying nothing may not earn you a raise, or your boss may not give you what you believe you deserve. Do your research Some jobs come with a standard pay rate across the board. These include government and civil service jobs, union jobs, or hourly positions. However, you can deter- mine if a job is negotiable by researching data on sites such as Payscale and Glassdoor to figure out what positions are worth. Arming yourself with information makes you ready to present data supporting your salary demands. Don't be afraid to ask Even if an offer seems acceptable, it is alright to ask for more money, according to The Balance: Careers. A company may actually increase the base pay or offer other perks such as larger bonuses, stock options or full 401(k) matching. Avoid "Imposter syn- drome" Thoughts, beliefs and feelings can hold you back, especially when it comes to salary negoti- ations. Most profession- als at some point in time experience what's often referred to as "Imposter syndrome." This is a name given by a team of psychologists in 1978 that referred to peo- ple who had difficulty acknowledging their achievements, although their peers respected them. Doubting capa- bilities, worrying about someone calling your skills "fake" or dis- counting your achieve- ments are symptoms of imposter syndrome. Comparing yourself to others - especially those who are more advanced - may lead to uneas- iness as well. Focus more positively on what Navigating a salary negotiation you do at work and be proud of what you have achieved. This will help you sit more confidently in front of employers ne- gotiating for your benefit. Workers need to ad- vocate for themselves and ask for salaries they believe are commensu- rate with their skill levels and positions. It can be daunting to negotiate for a better salary, but there are many ways to simplify such negotiations. Metro Stock photo Double-burden syndrome is a daily concern for many women and may have been exacerbated due to work-from-home direc- tives and social-distancing measures instituted during the COVID-19 pandemic. Double-burden syndrome refers to the workload faced by people - tradi- tionally women - who not only earn money through regular employment but also are responsible for unpaid domestic labor. Nowadays, it often refers to the challenges many women face when trying to balance household responsibilities/ childcare and employment. Traditional gender roles once accepted by society have become more re- laxed in recent years, and by and large both spous- es now work. Statistics Canada says dual-income families have doubled in the country between 1976 and 2015. Data from the U.S. Bureau of Labor Statistics indicates that among married-couple families with children in 2019, 97.5 percent had at least one employed par- ent, and 64.2 percent had both parents employed. Despite the fact that both parents now work in many households, there is still a disparity in the number of hours contributed to work around the house - with women taking on a larger percentage. COVID-19 has not made the situation any easier. According to Women's Web, a parenting and ca- reer resource for women, the lockdown has quadru- pled women's workloads, whether they have careers or not. In addition to hold- ing down full- or part-time salaried jobs, women are juggling home schooling, spouses' remote working and caring for a house- hold that is spending an increased amount of time at home. A recent survey by Pink Ladder, a comprehen- sive career enhancement resource for women, indi- cates that four in 10 wom- en are facing high levels of anxiety and stress from current work-from-home situations, as many women have been expected to take on increased workloads from the office and also tackle a greater number of chores at home. Coping with double-bur- den syndrome involves various strategies that It's Double-Burden Syndrome women can try as they attempt to find greater balance. · Speak with managers about changing shifts. Managers may be recep- tive to switching shifts to make accommodations for household responsibilities and childcare needs. · Scale back hours, if pos- sible. If work is causing excessive stress, motiva- tion is dwindling and/or home needs are suffering, this may be a case for decreasing work hours. Fathers should consider this as well, especially if they earn less than their spouses. · Attempt to compartmen- talize professional life from personal life, especially when working from home. Definitive lines between work time and home time may need to be drawn. This may require not doing laundry during work hours and not answering work calls during personal hours. · Recognize there is no need to aspire to perfection. Recognizing that perfec- tion is an unattainable goal because it doesn't exist can diminish feelings of stress and dejection. These strategies may help ease the effects of dou- ble-burden syndrome. By Metro Create By Metro Create