Loud & Lifted

<p>Why do so many women work harder… and still end up underpaid?</p><p>In this episode, Betsy sits down with Bhavana Smith, founder of Until There Are Nine, to talk about negotiation, self-advocacy, promotions, and the quiet ways women are taught to stay grateful instead of ask for more. Bhavana shares the personal experience that changed everything for her — a job conversation that led to an almost 70% increase in salary and sparked the mission behind her work helping women advocate for the pay and recognition they’ve earned.</p><p>She explains why the gender pay gap is not always about one big obvious moment, but often a pattern: women not negotiating, not understanding pay ranges, not speaking up early enough, or assuming good work will naturally lead to better compensation. Betsy and Bhavana also unpack the role managers play, why timing matters more than people realize, and how visibility across an organization impacts promotions and raises.</p><p><strong>You’ll Learn</strong></p><ul><li>Why women often advocate well for everyone except themselves</li><li> How timing and company context can make or break the conversation</li><li> Why raises and promotions are often decided before review season</li><li> How to build visibility without feeling like you’re bragging</li><li>Why companies need clearer compensation strategy and transparency</li><li>How to make a fact-based case for more money and growth</li></ul><p></p><p><strong>Links</strong></p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://www.untiltherearenine.com/">Until There Are Nine</a></p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://www.loudandliftedpodcast.com/">Loud &amp; Lifted Podcast</a></p>

<p>High-performing women are wired to fix things fast. But when something isn’t working, we often default to: “It’s me. I need to try harder.”</p><p>In this Quick Lift, we are breaking down three takeaways from the conversation with Kehla G that will help you step back, quiet the noise, and make decisions that feel clear—not chaotic.</p><p><strong>Quick Lift Takeaways: </strong></p><p>■ <strong>Orientation:</strong> Step back and look at the whole ecosystem before you “fix” anything </p><p>■ <strong>Coherence:</strong> The answer is often subtraction—simplify the sequence and reconnect the system</p><p> ■ <strong>Intuition + Precision:</strong> Intuition needs space; precision keeps it clean (“do less, say less”)</p><p><strong>Try this this week:</strong></p><ul><li>Orientation Reset (2 min): What am I assuming? What else could be true?</li><li>Subtraction Challenge: Remove one layer (meeting, platform, project, over-explaining)</li><li>48-hour Quiet the Noise Experiment: Unfollow, unsubscribe, remove an app, or stop doom scrolling</li></ul><p></p><p>Links</p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://www.loudandliftedpodcast.com/stop-forcing-it-intuition-precision-orientation-for-women-in-leadership/">Full episode with Kehla G </a></p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://www.kehlag.com/">More about Kehla G</a></p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://loud-lifted.kit.com/profile/links">Loud &amp; Lifted newsletter sign up </a></p>

<p>Kehla G joins us for a real-talk conversation on what it looks like to lead (and build) when the pressure is real—without spiraling into more hustle, more noise, and more “I must not be enough.”</p><p>We talk about orientation (where you’re standing when you try to solve a problem), why the solution is often taking things away, and how to reconnect with your intuition by clearing the mental and digital clutter.</p><p>Kehla also breaks down Human Design + Gene Keys in a way that actually makes sense for corporate women who already know tools like DISC and StrengthsFinder—and want a deeper, steadier kind of self-trust.</p><p></p><p><strong>You’ll Learn / We Cover</strong></p><p>■ Why “trust your gut” isn’t helpful without <em>space</em> to actually hear it</p><p>■ How to quiet outside noise (and the internal noise you’ve learned to live with)</p><p>■ What coherence really feels like—and how to know when you’re <em>not</em> in it</p><p>■ Precision as a power move: doing less, saying less, choosing smarter</p><p>■ A practical way to make decisions that feel like <em>you</em> (not chaotic, not forced)</p><p>■ Why success (and survival) isn’t one-dimensional—and how a holistic lens helps leaders</p><p></p><p><strong>Links</strong></p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://www.kehlag.com/">Kehla G website</a></p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://www.instagram.com/kehlag/">Kehla G Instagram</a></p><p>Free gift! <a target="_blank" rel="noopener noreferrer nofollow" href="https://www.kehlag.com/yourbusinessreoriented">Your Business Reoriented</a></p><p>Previous podcast mentioned: <a target="_blank" rel="noopener noreferrer nofollow" href="https://pod.link/1456420158/episode/a2VobGFnLnBvZGJlYW4uY29tLzIzOGJlYmViLWVkZTAtMzNlMS04MDM0LWQ1M2RjMzgxOWVlMA">Beyond Personality Test: The Power of Human Design and Teams</a></p><p></p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://www.instagram.com/loudandliftedpodcast/">Loud &amp; Lifted Instagram</a></p><p><a target="_blank" rel="noopener noreferrer nofollow" href="https://loud-lifted.kit.com/profile/links">Sign up for the Loud &amp; Lifted Newsletter</a></p>

<p><strong>Overview :</strong> This is your Quick Lift recap of the conversation with Dr. Amy Diehl—focused on <em>glass walls</em>: the hidden barriers that block women’s access to opportunity, influence, and leadership in ways that aren’t always obvious (until you’re the one hitting them).</p><p>We cover the six gender bias barriers from <em>Glass Walls</em>—from “default male privilege” and constrained expectations, to the more overt stuff like hostility—plus what leaders and allies can do to actually change the environment.</p><p><strong>We cover:</strong></p><ul><li>The 6 bias barriers and how they show up in real workplace moments</li><li>Why “insufficient support” is a system problem (not a personal flaw)</li><li>How devaluation and hostility can quietly shape promotion paths</li><li>What to do as a leader: language, processes, and accountability moves</li></ul><p><strong>Action steps:</strong></p><ul><li><strong>Leaders:</strong> In your next talent discussion, ask: <em>“What evidence are we using—would we say this the same way about a man?”</em></li><li><strong>Allies:</strong> If she’s not in the room, be the one who <em>names the miss</em> (“We’re holding her to a different standard.”).</li><li><strong>Women:</strong> Track patterns (credit, feedback, access) and bring data + a clear ask to your manager.</li></ul><p><strong>Resources:</strong></p><ul><li><a target="_blank" rel="noopener noreferrer nofollow" href="https://amzn.to/4kPgCbE"><em>Purchase Glass Walls</em> </a></li><li><a target="_blank" rel="noopener noreferrer nofollow" href="https://amy-diehl.com/">Amy Diehl’s website + tools</a></li></ul><p></p>

<p>You’ve heard of glass ceilings—but what if the bigger career blocker is glass walls? In this conversation, researcher and author Dr. Amy Diehl explains why women often don’t just hit barriers at the top… they hit invisible walls every direction they turn—blocking access to roles, relationships, and real influence.</p><p>Amy breaks down the six glass walls from her book Glass Walls and shares practical ways leaders, allies, and women can respond—without pretending bias is “all in your head.”</p><p></p><p>In this episode, you’ll learn:</p><ul><li>Why glass walls can be more limiting than glass ceilings (and why they’re harder to spot)</li><li>The 6 glass walls that make up workplace gender bias:<ul><li>Male privilege</li><li>Disproportionate constraints</li><li>Insufficient support</li><li>Devaluation</li><li>Hostility</li><li>Acquiescence</li></ul></li><li>What “he-peating” is (and how allies can interrupt it in real time)</li><li>How women get trapped in the “too confident vs. not confident enough” double bind</li><li>Why women get disproportionately stuck doing “office housework” (and what leaders should change)</li><li>The “Flip it to test it” bias check you can use immediately</li><li>How to depersonalize bias, build support, and keep options on the table so you’re never stuck</li></ul><p>Links &amp; Resources:</p><ul><li><a target="_blank" rel="noopener noreferrer nofollow" href="https://amy-diehl.com/">Amy Diehl website</a></li><li>Book: <a target="_blank" rel="noopener noreferrer nofollow" href="https://amzn.to/4aKBJaN">Glass Walls</a></li></ul><p>Follow / Connect:</p><ul><li>Follow: <a target="_blank" rel="noopener noreferrer nofollow" href="https://www.instagram.com/amydiehlphd/">Amy Diehl</a></li><li>Follow: <a target="_blank" rel="noopener noreferrer nofollow" href="https://www.instagram.com/loudandliftedpodcast/">Loud &amp; Lifted</a></li></ul>