women in business
No matter what it is, become Ready for Next!
Research suggests women are the fastest growing demographic of entrepreneurs, globally and yet they are still less likely than men to pursue starting a business, largely because of social norms and stereotypes.
Spotlight
We asked Cindy Reid-Shelton, Ready for Next Partner and head of Strategic Development (Canada) to reflect on her experiences as an entrepreneur and leader and what her hopes are for the future of women in business.
We asked her four questions ranging from What is one thing you would like to see change for women in your field? to What is one aspect of where you are currently in your career that brings you joy? Read her answers here.
featured content
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featured resource
The Higher They Rise
From being ostracized or penalized because of success, to being told their ambition is annoying or makes superiors look bad, women are actively being punished for expressing interest in and pursuing success.
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featured course
Women’s Jumpstart Bundle
Take the self-paced Jumpstart Your Exit Planning Practice program and join other women who are like-minded. Hear stories and share experiences to put your plans into place and make goals realities.
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featured event
3 Myths about Diversity & Inclusion
Innovative Insights presented by Felicia Johnson exposed the 3 Myths about Diversity and Inclusion. The session highlighted why more successful, sustainable and innovative workplaces include diversity and inclusion.
women in business
RFN Academy’s Women in Business community is tailored towards meeting the specific needs of women entrepreneurs, at all stages of their journey.
Our private learning community is a forum for businesswomen to connect and share their personal experiences with one another. Gain insight on the various aspects of being a successful business owner through educational courses, useful tools and resources and one-on-one mentorship.
Women Mentoring WOmen
Mentorship programs can significantly improve promotion and retention rates for minority men and women – 15% to 38% compared to non-mentored employees, according to a 2016 study put out by Cornell University.
While all of us can stand to learn from each other, sometimes it’s preferable to seek guidance from someone whose experiences reflect our own. Both Cindy and Julie are passionate about helping other women in business succeed.
A 2019 study found women are 63% less likely than men to obtain external financing for their entrepreneurial endeavors simply because of their gender.
Differences = strength
Businesses with strong diversity and inclusivity strategies are proven to have stronger business results, higher employee satisfaction and better talent pool selection.
According to Quantum Workplace, “Cognitive diversity drives innovation by up to 20%.” If your business or your client’s business relies on innovation and creative solutions, diversity could be the magic sauce.
RFN Academy is proud to partner with the Gatson Group, a woman-run and owned diversity and inclusion consulting firm offering certified diversity training and strategic consulting. Learn more.
purse strings
Born from the desire to help women make sound financial decisions, Purse Strings is an organization devoted to bridging the gap between women and financial professionals. By offering free online tools and resources, this mother-daughter run consulting business is ensuring women have access to professionals who will treat them with respect and dignity and provide solutions suited to their unique situations.
poised for exit - the podcast
The Poised for Exit podcast, hosted by Certified Exit Planning Advisor, Julie Keyes is for entrepreneurs, business leaders and professional advisors who support business owners. This podcast is an informative resource featuring people who are entrepreneurs and who support their goals.
Each week Julie has a conversation with people who are themselves business owners, leaders or fellow professionals who serve business owner clients. In under 30-minutes, Julie and her guest discuss topics ranging from culture to employee ownership and family transition planning to contingency planning.