October 21, 2025 • 15 mins
This week, I’m calling out what the gender pay gap really represents: and it’s not a few cents on the dollar. It’s a power gap that has quietly stripped women of wealth, visibility, and recognition for decades. I unpack why women in both corporate and entrepreneurial spaces keep getting excluded from positions of influence, how “equal pay for equal work” misses the point entirely, and why midlife women are waking up to a system designed to profit from their silence. This episode dives into leadership, authority, and what it takes to step outside the system and start architecting your own. Caution: It may trigger you into rebellion.
Love what you heard? Let’s stay connected!
Subscribe to my newsletter for bold insights on leadership, strategy, and building your legacy — straight to your inbox every week.
Follow me on LinkedIn for more no-nonsense advice on leading with power and purpose.
And if you’re ready to dive even deeper, grab a copy of my book Bite-Sized Blasphemy and ignite your inner fire to do life and business your way.
The Business Blasphemy Podcast is sponsored by NYSH Strategic and Sarah Khan Out Loud.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_00 (00:03):
Welcome to the business class to make this week
question.
Take your choice to the onlinebusiness space and the reference
with which they're helping.
I'm your host they're coming.
Speaker, strategic and BSlisting that.
Join me each week in which wecan launch the norms, trends,
and overall bullshit status quoof entrepreneurship to uncover
what it really takes to buildthe business that you want to
build in a way that honors you,your life, and your vision for
(00:26):
what's possible, and maybe pissoff a few gurus along the way.
So if you're ready to commitbusiness blasphemy, let's do it.
Hello, hello, blasphemers.
Welcome to Business Blasphemy,where we encourage bold women to
cut through the bullshit andclaim what they want without
apology or compromise.
I'm Sarah Kahn, speaker,leadership strategist, and
(00:48):
business advisor, and yourblasphemous host.
Let's get to it.
I am really, really pissed offtoday.
I read an article about thegender pay gap.
Now, before you say Sarah, I'man entrepreneur, this applies to
you just as much as anybody in atraditional role.
So let's start with a numberthat is really, really easy to
(01:09):
overlook, but honestly,impossible to ignore when you
understand what it means.
81 cents.
(01:29):
That is down from 83 cents in2023, and that was down from 84
cents in 2022.
And if you're thinking, okay,Sarah, um, but I'm not American,
I'm Canadian, well, guess what?
In 2022, women in Canada earned84 cents for every dollar a man
earned.
And that was based on the mediumhourly wages of women and men
(01:50):
aged 15 or older.
So in 2022, we were only earning84 cents compared to the dollar
high school kids working atMcDonald's were making.
And in 2024, yeah, that bumpedup to like 89 cents for every
dollar.
But when you think about thefact that in 1997, the year I
(02:10):
graduated with my first degree,we were only making 81 cents.
So in all that time, we've onlygone up eight cents on the
dollar.
On paper, it's a few cents.
In practice, it's a system thatis in decline.
For the first time in 25 years,the gender pay gap is widening.
(02:35):
And over a lifetime, that tinydifference adds up to hundreds
of thousands of dollars in lostearnings, in lost savings, and
the ability to invest.
And that's the problem.
We've been taught to see this asan accounting problem, a dollar
and cents discrepancy that wecan close with enough mentorship
(02:55):
or salary negotiation workshopsor confidence coaching.
But the truth is the pay gap wasnever about money.
It's never been about money.
It's about power.
It's about who gets it and who'sdenied it.
And who is told to feel gratefuljust to be at the table.
(03:19):
I'm gonna give you three guesseson who that is.
We've been shouting the slogan,equal pay for equal work for
fucking decades, because itsounds fair.
It sounds like progress, butit's not.
Women don't just earn lessbecause they're paid less for
the same job.
They earn less because they arestrategically excluded from all
(03:42):
of the pathways to higherearning roles.
And it starts very early in yourcareer.
That broken rung, right?
We've heard about the brokenrung on the ladder.
That broken rung at the firstpromotion, where women get
passed over for management, thatcreates a chain reaction that
compounds over an entire career.
And by midlife, that missingrung has turned into like, well,
(04:04):
a whole fucking missing floor,right?
There's fewer leadershippositions, there fewer, there's
fewer equity opportunities,there's fewer networks that
actually open doors to thoseopportunities.
And this isn't just aboutcorporate life.
Like I said, it's it's the samein entrepreneurship.
Women are overrepresented inunderpaid sectors, coaching,
creative services, caregivingindustries.
(04:27):
Why?
Because we've been socialized toserve, not to scale.
I mean, I've told this storyhere a number of times, right?
And I know that most women outthere have a similar story that
you are getting excellentreviews in your workplace,
right?
You are you are the top-ratedemployee, employee of the month,
flavor of the month, whatever.
But for some reason, you neverget promoted.
(04:48):
You keep being overlooked forthat position.
Nine out of 10 times it goes toa guy.
Usually someone who'sunderqualified, less qualified
than you.
In entrepreneurship, I've seenthis so, so often.
You have someone who is anincredibly competent business
owner who really wants people toachieve their goals.
And so they keep their prices,quote unquote, accessible until
(05:11):
you realize that your clientsare actually out-earning you,
right?
We've all been there.
I've been there.
Because what are we told?
Don't charge too much.
I mean, now the rhetoric haschanged, and now it's like high
ticket this and high ticketthat.
But again, we are not, we're notsetting people up for success.
We're yelling at women to raiseyour prices because charge your
worth, but then we're not givingthem the infrastructure to
(05:33):
actually deliver on the type ofquality that those high-ticket
prices demand.
So it's no different inentrepreneurship.
Because then what that does isit hinders her ability to
consistently make that level ofrevenue.
And when we treat the pay gap asa performance issue, we ignore
the system designed to profitfrom women's underrecognition.
(05:56):
Look around the entrepreneurialspace.
We have so many women who areabsolutely freaking amazing at
what they do.
And yet when you Googletop-rated coaches, it's usually
men.
But let's talk about whatunderrecognition throughout your
career looks like once you hitmidlife.
And if you're still thinkingmidlife is like, you know, 55
plus, no, midlife starts at 35.
(06:18):
Sorry to burst your bubble.
When you think about the averageage of a woman in the US or in
Canada, midlife is 35.
Sorry, not sorry.
But at this stage, you know,particularly when you're like in
your 40s and 50s, most womenhave tons of receipts, right?
They've done the work, they'vecarried teams, they've mentored
(06:39):
the up-and-comers, they've madeother people look really, really
good.
And yet somewhere between your40s and your 50s, you realize
the math doesn't math anymore.
You have worked twice as hard,you've played by every rule, and
you're still not seeing areturn.
The gap in your bank account ismirrored by a gap in your
recognition.
You can actually see thecorrelation.
And the titles that you werepromised years ago, if you just
(07:02):
worked harder, were more of ateam player, stayed late, blah,
blah, blah, the person who gotit instead is still asking for
your fucking advice.
I shared on the podcast lastweek a story about how I was
instrumental in the developmentof an entire new division for a
business that I worked at.
And it was an incrediblysuccessful venture.
And when I presented it to thesenior leadership team and they
(07:23):
were like, yes, let's make thisa permanent part of our
organization, they handedleadership of that division over
to somebody else, somebody whowas not even involved in it,
like at all.
So not only didn't I get to leadit, but I wasn't credited for it
in the least.
You can go on their website andlook.
My name isn't anywhere to beseen.
And if you've built a business,you've probably done the same
(07:43):
thing in a different costume,undercharging, over-delivering,
or outsourcing your authority tosomeone else's playbook.
I had a post the other day abouthow so many people are working
with coaches and the coachsteals their IP.
Their coach steals what they'redoing.
But because the coach has alittle bit of visibility in
clout, nobody says anything.
(08:04):
And they, you know, they runwith it because people know
them.
And the person who is thebrilliance behind that, they're
like, okay, well, what can I doabout it?
And we're told to just overlookit.
It's fine, it doesn't matter.
You know, because no one candeliver it like you.
And yeah, that may be true, butit still fucking sucks.
And it's usually somebody who isprivileged in some way, who has
(08:26):
the finances and the resourcesand the capacity that most of us
don't, whether it's by marriageor association or the networks
or the people that they'reassociated with, their patrons.
Like there is so much dirtyhappening behind the scenes that
most people don't know about.
And this is not the episode totalk about it.
But anyway, I digress.
(08:47):
The gender pay gap.
It's not just about wage gap,it's a wealth gap, it's a
visibility gap.
And really, at the at the apexof it, it's a power gap.
And by the time you reach your40s, those gaps don't just
affect our finances, they affecthow we see ourselves.
(09:07):
They shape what we believe ispossible for our next steps.
The entire economy depends onwomen absorbing costs that never
show up on a PL, right?
The cost of childcare, uh theunpaid labor of caregiving, the
emotional labor of managingfamilies and teams and
(09:28):
relationships.
The countless times you've said,it's fine, I'll handle it.
Don't worry about it, I've gotit.
Every one of those moments hasan economic value and a human
toll.
I remember years ago, I wasworking for a telecommunications
company.
And my older daughter, who wasvery young at the time, she's
maybe three or four, shedeveloped whooping cough and
(09:50):
obviously had to stay home.
She couldn't go to daycare.
So I had arranged to be able todo all my work from home so that
I could care for her.
First of all, they designed thesystem, our laptops and
everything with, you know,secure fobs or dongles.
I can't even remember thetechnology, but there was a
secure way to log into ourservers that allowed people to
be able to work from home.
(10:10):
The men on the team did it allthe time.
They were mobile constantly.
The sheer act of me asking forthis opportunity was met with so
much, like, ugh, what aninconvenience.
They did it.
They gave it to me.
I worked from home for thatentire week.
I made all of my meetings, Imade sure that all of my reports
were in on time.
Like my work did not suffer.
And I went back to work thefollowing week after my daughter
(10:31):
was better.
The director calls me into heroffice, her office, and she
says, you know, you weren'treally at work last week because
you were caregiving for yourchild.
So we're gonna have to dock yourpay for five days.
I shit you not.
And I know there are tons of youout there who have experienced
(10:52):
similar things, where you wereexpected to deliver work while
caring for someone at home, oryou had to choose family over
career because the system leftyou with no real choice.
I mean, we call these choices,but they're not choices when the
structure makes literally everyalternative impossible.
We saw it during COVID.
(11:13):
So when women opt out, and I sayopt out in quotation marks, it's
not because they lack ambition.
We see it with women who go onmaternity leave.
Do I have a child?
Do I not have a child?
Because when I come back, I'mnot gonna have the same
opportunities I had before.
People are gonna think I don't,I'm not ambitious, that I'm not
a go-getter.
But we're not opting out.
(11:33):
It's a choice that we've beenforced to make because there are
no viable alternatives.
So it's not a lack of ambition.
It's exhaustion.
Exhaustion from paying thefucking price for the ambition
in a world that keepsdiscounting it over and over and
over.
So I want us to change theconversation.
(11:55):
You cannot close a power gap bystaying inside it.
You have to step out of it.
You have to decide that yourenergy and your authority and
your ambition are assets, notliabilities.
That is what I mean when I talkabout restructuring your
leadership.
Stop negotiating inside a systemthat profits from you being
(12:20):
silent.
Start building systems thatactually sustain and elevate
your power.
So, what does that look like inreality?
That might mean redesigning yourrole at work, renegotiating your
role at work, not just your pay,so that you are in a position
where your strategic value isimpossible to ignore.
(12:41):
And you may be thinking, okay,so so what does that mean?
Like applying for there's noroles out there.
No, go and speak to the personin charge and tell them this is
what you need.
If you're an entrepreneur, itmight mean rewriting your
business model so that yourexpertise drives your revenue,
not your time.
This is something I help womendo in my Firestarter advisory.
We center everything, we anchorit in your expertise and your
(13:02):
authority.
I mean, ultimately, this allmight look like redefining what
success even looks like for youin this chapter of your life.
I worked with a woman recentlywho is incredibly successful,
but she was tired of having toprove it.
We redesigned what everythingactually meant in terms of
success for her.
(13:23):
She scaled back and she'senjoying work so much more now.
And when I say scale back, Idon't mean she stopped doing
things, but she scaled downinstead of scaling up.
Look, at the end of the day,true equity is not equal pay for
equal work.
That is the bare fuckingminimum.
True equity means equal accessto power, equal access to
(13:44):
recognition, and to decisionmaking.
It means the wisdom and thecreativity and the resilience
that women have been quietlydeploying for frigging decades
are recognized as leadershipcapital.
When women are able to lead fromtheir full identity, not just
the acceptable parts of it, theydon't just change their own
outcomes, they change the entireoperating system for everybody
(14:08):
who's watching.
They build an entirely newmodel.
And that is why this momentmatters.
That is why 81 cents meanssomething.
The data isn't just a warning,it's a call to stop subsidizing
systems that were never builtfor us and to figure out how we
can start architecting thestructures that will sustain us
(14:30):
in the future.
So when you hear 81 cents on thedollar, don't reduce it to a
statistic.
See it for what it fucking is.
A symptom of a power imbalancethat has been normalized for
generations.
And then I want you to askyourself the harder question:
where are you still working forequality when what you actually
(14:52):
deserve is sovereignty?
Because closing this gap isn'tabout asking for fairness, it's
about reclaiming our authorityand our value.
Once you claim your authority,it does not shrink back.
You just need to stop pretendingthat the game was ever fair.
Because our success does notdeserve all of this frickin' BS.
(15:17):
I'll talk to you next week.
That's it for this week.
Thanks for listening to theBusiness Blasphemy Podcast.
We'll be back next week with anew episode, but in the
meantime, help assist her out bysubscribing, and if you're
feeling extra sassy, rating thispodcast.
And don't forget to share thepodcast with others.
Head over to BusinessBlasphemyPodcast.com to connect with us
and learn more.
(15:38):
Thanks for listening.
And remember, you can havesuccess without the BS.
Welcome to the business class to make this week
question.
Take your choice to the onlinebusiness space and the reference
with which they're helping.
I'm your host they're coming.
Speaker, strategic and BSlisting that.
Join me each week in which wecan launch the norms, trends,
and overall bullshit status quoof entrepreneurship to uncover
what it really takes to buildthe business that you want to
build in a way that honors you,your life, and your vision for
(00:26):
what's possible, and maybe pissoff a few gurus along the way.
So if you're ready to commitbusiness blasphemy, let's do it.
Hello, hello, blasphemers.
Welcome to Business Blasphemy,where we encourage bold women to
cut through the bullshit andclaim what they want without
apology or compromise.
I'm Sarah Kahn, speaker,leadership strategist, and
(00:48):
business advisor, and yourblasphemous host.
Let's get to it.
I am really, really pissed offtoday.
I read an article about thegender pay gap.
Now, before you say Sarah, I'man entrepreneur, this applies to
you just as much as anybody in atraditional role.
So let's start with a numberthat is really, really easy to
(01:09):
overlook, but honestly,impossible to ignore when you
understand what it means.
81 cents.
(01:29):
That is down from 83 cents in2023, and that was down from 84
cents in 2022.
And if you're thinking, okay,Sarah, um, but I'm not American,
I'm Canadian, well, guess what?
In 2022, women in Canada earned84 cents for every dollar a man
earned.
And that was based on the mediumhourly wages of women and men
(01:50):
aged 15 or older.
So in 2022, we were only earning84 cents compared to the dollar
high school kids working atMcDonald's were making.
And in 2024, yeah, that bumpedup to like 89 cents for every
dollar.
But when you think about thefact that in 1997, the year I
(02:10):
graduated with my first degree,we were only making 81 cents.
So in all that time, we've onlygone up eight cents on the
dollar.
On paper, it's a few cents.
In practice, it's a system thatis in decline.
For the first time in 25 years,the gender pay gap is widening.
(02:35):
And over a lifetime, that tinydifference adds up to hundreds
of thousands of dollars in lostearnings, in lost savings, and
the ability to invest.
And that's the problem.
We've been taught to see this asan accounting problem, a dollar
and cents discrepancy that wecan close with enough mentorship
(02:55):
or salary negotiation workshopsor confidence coaching.
But the truth is the pay gap wasnever about money.
It's never been about money.
It's about power.
It's about who gets it and who'sdenied it.
And who is told to feel gratefuljust to be at the table.
(03:19):
I'm gonna give you three guesseson who that is.
We've been shouting the slogan,equal pay for equal work for
fucking decades, because itsounds fair.
It sounds like progress, butit's not.
Women don't just earn lessbecause they're paid less for
the same job.
They earn less because they arestrategically excluded from all
(03:42):
of the pathways to higherearning roles.
And it starts very early in yourcareer.
That broken rung, right?
We've heard about the brokenrung on the ladder.
That broken rung at the firstpromotion, where women get
passed over for management, thatcreates a chain reaction that
compounds over an entire career.
And by midlife, that missingrung has turned into like, well,
(04:04):
a whole fucking missing floor,right?
There's fewer leadershippositions, there fewer, there's
fewer equity opportunities,there's fewer networks that
actually open doors to thoseopportunities.
And this isn't just aboutcorporate life.
Like I said, it's it's the samein entrepreneurship.
Women are overrepresented inunderpaid sectors, coaching,
creative services, caregivingindustries.
(04:27):
Why?
Because we've been socialized toserve, not to scale.
I mean, I've told this storyhere a number of times, right?
And I know that most women outthere have a similar story that
you are getting excellentreviews in your workplace,
right?
You are you are the top-ratedemployee, employee of the month,
flavor of the month, whatever.
But for some reason, you neverget promoted.
(04:48):
You keep being overlooked forthat position.
Nine out of 10 times it goes toa guy.
Usually someone who'sunderqualified, less qualified
than you.
In entrepreneurship, I've seenthis so, so often.
You have someone who is anincredibly competent business
owner who really wants people toachieve their goals.
And so they keep their prices,quote unquote, accessible until
(05:11):
you realize that your clientsare actually out-earning you,
right?
We've all been there.
I've been there.
Because what are we told?
Don't charge too much.
I mean, now the rhetoric haschanged, and now it's like high
ticket this and high ticketthat.
But again, we are not, we're notsetting people up for success.
We're yelling at women to raiseyour prices because charge your
worth, but then we're not givingthem the infrastructure to
(05:33):
actually deliver on the type ofquality that those high-ticket
prices demand.
So it's no different inentrepreneurship.
Because then what that does isit hinders her ability to
consistently make that level ofrevenue.
And when we treat the pay gap asa performance issue, we ignore
the system designed to profitfrom women's underrecognition.
(05:56):
Look around the entrepreneurialspace.
We have so many women who areabsolutely freaking amazing at
what they do.
And yet when you Googletop-rated coaches, it's usually
men.
But let's talk about whatunderrecognition throughout your
career looks like once you hitmidlife.
And if you're still thinkingmidlife is like, you know, 55
plus, no, midlife starts at 35.
(06:18):
Sorry to burst your bubble.
When you think about the averageage of a woman in the US or in
Canada, midlife is 35.
Sorry, not sorry.
But at this stage, you know,particularly when you're like in
your 40s and 50s, most womenhave tons of receipts, right?
They've done the work, they'vecarried teams, they've mentored
(06:39):
the up-and-comers, they've madeother people look really, really
good.
And yet somewhere between your40s and your 50s, you realize
the math doesn't math anymore.
You have worked twice as hard,you've played by every rule, and
you're still not seeing areturn.
The gap in your bank account ismirrored by a gap in your
recognition.
You can actually see thecorrelation.
And the titles that you werepromised years ago, if you just
(07:02):
worked harder, were more of ateam player, stayed late, blah,
blah, blah, the person who gotit instead is still asking for
your fucking advice.
I shared on the podcast lastweek a story about how I was
instrumental in the developmentof an entire new division for a
business that I worked at.
And it was an incrediblysuccessful venture.
And when I presented it to thesenior leadership team and they
(07:23):
were like, yes, let's make thisa permanent part of our
organization, they handedleadership of that division over
to somebody else, somebody whowas not even involved in it,
like at all.
So not only didn't I get to leadit, but I wasn't credited for it
in the least.
You can go on their website andlook.
My name isn't anywhere to beseen.
And if you've built a business,you've probably done the same
(07:43):
thing in a different costume,undercharging, over-delivering,
or outsourcing your authority tosomeone else's playbook.
I had a post the other day abouthow so many people are working
with coaches and the coachsteals their IP.
Their coach steals what they'redoing.
But because the coach has alittle bit of visibility in
clout, nobody says anything.
(08:04):
And they, you know, they runwith it because people know
them.
And the person who is thebrilliance behind that, they're
like, okay, well, what can I doabout it?
And we're told to just overlookit.
It's fine, it doesn't matter.
You know, because no one candeliver it like you.
And yeah, that may be true, butit still fucking sucks.
And it's usually somebody who isprivileged in some way, who has
(08:26):
the finances and the resourcesand the capacity that most of us
don't, whether it's by marriageor association or the networks
or the people that they'reassociated with, their patrons.
Like there is so much dirtyhappening behind the scenes that
most people don't know about.
And this is not the episode totalk about it.
But anyway, I digress.
(08:47):
The gender pay gap.
It's not just about wage gap,it's a wealth gap, it's a
visibility gap.
And really, at the at the apexof it, it's a power gap.
And by the time you reach your40s, those gaps don't just
affect our finances, they affecthow we see ourselves.
(09:07):
They shape what we believe ispossible for our next steps.
The entire economy depends onwomen absorbing costs that never
show up on a PL, right?
The cost of childcare, uh theunpaid labor of caregiving, the
emotional labor of managingfamilies and teams and
(09:28):
relationships.
The countless times you've said,it's fine, I'll handle it.
Don't worry about it, I've gotit.
Every one of those moments hasan economic value and a human
toll.
I remember years ago, I wasworking for a telecommunications
company.
And my older daughter, who wasvery young at the time, she's
maybe three or four, shedeveloped whooping cough and
(09:50):
obviously had to stay home.
She couldn't go to daycare.
So I had arranged to be able todo all my work from home so that
I could care for her.
First of all, they designed thesystem, our laptops and
everything with, you know,secure fobs or dongles.
I can't even remember thetechnology, but there was a
secure way to log into ourservers that allowed people to
be able to work from home.
(10:10):
The men on the team did it allthe time.
They were mobile constantly.
The sheer act of me asking forthis opportunity was met with so
much, like, ugh, what aninconvenience.
They did it.
They gave it to me.
I worked from home for thatentire week.
I made all of my meetings, Imade sure that all of my reports
were in on time.
Like my work did not suffer.
And I went back to work thefollowing week after my daughter
(10:31):
was better.
The director calls me into heroffice, her office, and she
says, you know, you weren'treally at work last week because
you were caregiving for yourchild.
So we're gonna have to dock yourpay for five days.
I shit you not.
And I know there are tons of youout there who have experienced
(10:52):
similar things, where you wereexpected to deliver work while
caring for someone at home, oryou had to choose family over
career because the system leftyou with no real choice.
I mean, we call these choices,but they're not choices when the
structure makes literally everyalternative impossible.
We saw it during COVID.
(11:13):
So when women opt out, and I sayopt out in quotation marks, it's
not because they lack ambition.
We see it with women who go onmaternity leave.
Do I have a child?
Do I not have a child?
Because when I come back, I'mnot gonna have the same
opportunities I had before.
People are gonna think I don't,I'm not ambitious, that I'm not
a go-getter.
But we're not opting out.
(11:33):
It's a choice that we've beenforced to make because there are
no viable alternatives.
So it's not a lack of ambition.
It's exhaustion.
Exhaustion from paying thefucking price for the ambition
in a world that keepsdiscounting it over and over and
over.
So I want us to change theconversation.
(11:55):
You cannot close a power gap bystaying inside it.
You have to step out of it.
You have to decide that yourenergy and your authority and
your ambition are assets, notliabilities.
That is what I mean when I talkabout restructuring your
leadership.
Stop negotiating inside a systemthat profits from you being
(12:20):
silent.
Start building systems thatactually sustain and elevate
your power.
So, what does that look like inreality?
That might mean redesigning yourrole at work, renegotiating your
role at work, not just your pay,so that you are in a position
where your strategic value isimpossible to ignore.
(12:41):
And you may be thinking, okay,so so what does that mean?
Like applying for there's noroles out there.
No, go and speak to the personin charge and tell them this is
what you need.
If you're an entrepreneur, itmight mean rewriting your
business model so that yourexpertise drives your revenue,
not your time.
This is something I help womendo in my Firestarter advisory.
We center everything, we anchorit in your expertise and your
(13:02):
authority.
I mean, ultimately, this allmight look like redefining what
success even looks like for youin this chapter of your life.
I worked with a woman recentlywho is incredibly successful,
but she was tired of having toprove it.
We redesigned what everythingactually meant in terms of
success for her.
(13:23):
She scaled back and she'senjoying work so much more now.
And when I say scale back, Idon't mean she stopped doing
things, but she scaled downinstead of scaling up.
Look, at the end of the day,true equity is not equal pay for
equal work.
That is the bare fuckingminimum.
True equity means equal accessto power, equal access to
(13:44):
recognition, and to decisionmaking.
It means the wisdom and thecreativity and the resilience
that women have been quietlydeploying for frigging decades
are recognized as leadershipcapital.
When women are able to lead fromtheir full identity, not just
the acceptable parts of it, theydon't just change their own
outcomes, they change the entireoperating system for everybody
(14:08):
who's watching.
They build an entirely newmodel.
And that is why this momentmatters.
That is why 81 cents meanssomething.
The data isn't just a warning,it's a call to stop subsidizing
systems that were never builtfor us and to figure out how we
can start architecting thestructures that will sustain us
(14:30):
in the future.
So when you hear 81 cents on thedollar, don't reduce it to a
statistic.
See it for what it fucking is.
A symptom of a power imbalancethat has been normalized for
generations.
And then I want you to askyourself the harder question:
where are you still working forequality when what you actually
(14:52):
deserve is sovereignty?
Because closing this gap isn'tabout asking for fairness, it's
about reclaiming our authorityand our value.
Once you claim your authority,it does not shrink back.
You just need to stop pretendingthat the game was ever fair.
Because our success does notdeserve all of this frickin' BS.
(15:17):
I'll talk to you next week.
That's it for this week.
Thanks for listening to theBusiness Blasphemy Podcast.
We'll be back next week with anew episode, but in the
meantime, help assist her out bysubscribing, and if you're
feeling extra sassy, rating thispodcast.
And don't forget to share thepodcast with others.
Head over to BusinessBlasphemyPodcast.com to connect with us
and learn more.
(15:38):
Thanks for listening.
And remember, you can havesuccess without the BS.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com
CrimeLess: Hillbilly Heist
It’s 1996 in rural North Carolina, and an oddball crew makes history when they pull off America’s third largest cash heist. But it’s all downhill from there. Join host Johnny Knoxville as he unspools a wild and woolly tale about a group of regular ‘ol folks who risked it all for a chance at a better life. CrimeLess: Hillbilly Heist answers the question: what would you do with 17.3 million dollars? The answer includes diamond rings, mansions, velvet Elvis paintings, plus a run for the border, murder-for-hire-plots, and FBI busts.