Hi! Welcome to our newest outlet for unfiltered conversations that you actually want to read. The FQ Newsletter is your space for real workplace insights, advice, untold stories, and candid happy hour chats with the people who’ve made it.
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WHAT’S ON DECK
Tell Me More: The State of Women’s Mental Health
Troublemaker Spotlight: Zara Mirza, Chief Brand Officer at TIAA
Dear FQ: Navigating Neurodiversity at Work
Poll the Pack: What’s Getting in the Way of More Self Advocacy?
TELL ME MORE
Simone Biles moved forward by taking a step back — and showed all of us that it is completely ok
When Simone Biles stepped away from the spotlight to prioritize her personal well-being over her career, over 60% of women in the U.S. followed suit, taking action to better their mental health. She moved forward by taking a step back, and showed women that taking charge of their mental health is the key to truly thriving.
“We have to focus on ourselves, because, at the end of the day, we’re human, too. So, we have to protect our mind and our body, rather than just go out there and do what the world wants us to do.” –Simone Biles
Inspired by Simone, The Female Quotient partnered with Suzy to better understand the state of women’s mental health, from the biggest stress drivers to what companies can do to best support them. Together, we surveyed 1,000 women in August 2024 – and found that women report higher stress levels than men.
But… what’s stressing us?
Financial uncertainty. Almost half (47%) of women named financial concerns as a primary source of worry in their lives, making it the most common stressor.
Physical health. Or, really, lack thereof. Poor health (40%) and lack of sleep (36%) are among the top stressors. Women – especially those pregnant or in caregiver roles – also reported disproportionately high levels of anxiety caused by the pandemic.
Current events. Over a third of women (36%) cited the broader political climate (70%), economic uncertainty (63%), and the recent elections (60%).
So, what can we do about it?
Mental health is a team sport (Captain Biles for president), and companies need to be game to play.
Education education education edu…
Do enough companies have proactive approaches to mental health, or is it more reactive? When companies proactively provide the environment and conditions for all employees to thrive, stress levels go down. This change won’t happen overnight or with one email to HR. It will come from consistently asking for the benefits, flexibility, and conscientious environments that make people happier, healthier, and, as a result, better assets to any team.
A few examples?
On average American mothers only receive 10 weeks of paid leave, and the U.S. is one of the few countries that still does not have a federal leave policy. How can we expect women to thrive without the most basic benefits? Case in point: Hong Kong extended maternity leave by four weeks. Shocker: Postpartum depression cases dropped by 22%.
A flexible work environment is necessary to lead healthy, balanced lives. While we need connection and collaboration with colleagues, we also need functional family schedules. It’s up to leaders to reset old practices to be more fair and dynamic, and to better reflect the nature of work we do today rather than how it was done decades ago.
Companies who encourage taking vacation reap the benefits. Time off—guilt-free—helps avoid burnout. We often think that resting or taking a break is a waste of time but in fact, the opposite is true. Rest is critical not only for our health but for our productivity and creativity too! It’s good for you. It’s good for your team. It’s good for business.
Normalize the conversation around mental health
When Simone Biles returned to the Olympics in Paris this past summer, she came back stronger than ever, adding an additional 3 gold medals and 1 silver to her mantle, making her the most decorated gymnast in history.
And while most women have individual strategies for coping with stress, this is a community problem with a shared solution: companies should be on top of changing social attitudes, proactively providing resources and education, and ensuring that they fully understand what mental health looks like to every employee.
Thank you, Simone, for this gold medal lesson.
Full insights from our survey with Suzy are available here.
TROUBLEMAKER SPOTLIGHT
Zara Mirza, Chief Brand Officer of TIAA gets real with us
Meet Zara Mirza, the powerhouse Chief Brand Officer at TIAA. Zara’s not only transforming brands – she's rewriting the playbook on audience connection. With a career that's taken her from spirits to tech, Zara's brings her signature blend of creativity and strategy to the world of finance, proving that when women lead, innovation follows.
FQ: What’s the worst career advice you’ve gotten?
ZM: Don’t ask for that specific salary amount. You’ll be seen as greedy… ridiculous!
What’s the best piece of non-obvious career advice you’ve gotten?
Don't ask your girlfriends for salary advice because you're all underpaid. Go and ask men at the equivalent position.
What was a “heartbeat moment” for you in your career?
I had a late miscarriage towards the end of my time at Bacardi and it really shook me up. Of course, I can bullshit the empty space on my resume for any recruiter that “I wanted to try the entrepreneurial route.” But the real reason was that I was absolutely devastated and heartbroken. I wanted to prioritize my life around family, not work.
You just received the marketing version of an Emmy award. Who are the three people you’re thanking that aren’t at your current gig?
Mike Dolan, the global CEO of Publicis while I was there because he transformed my whole career.
My husband, always, but particularly while I was a strategic consultant. I was questioning my sense of identity, and every single day, my husband told me I was the fucking shit.
Linda Boff at GE. Going in, I thought I should get a big corporate job with great healthcare. My husband was diagnosed with leukemia, and I wanted to take a big job so that he’d never have to. Then I met Linda Boff (CMO of GE), and I was like, “Oh, my God! This is just somebody whose energy I want to be around. I'll do anything for her.”
Where have you caused trouble?
Every. Single. Job. Because, on paper, I'm never qualified. There’s no better troublemaker than me.
DEAR FQ
Your burning career questions answered
Amber Coleman-Mortley of The Female Quotient weighs in:
First of all, a huge congratulations on your promotion! While your “backpacks” (neurodiversity) can present unique challenges, they also offer unique strengths.
Self-awareness is key, and it seems like you're very aware! Identify situations or tasks that tend to overwhelm you and find opportunities to create a plan of action when you are feeling stressed, triggered, or overwhelmed.
If you feel safe, talk to your colleagues and bosses about your "backpacks" and how they might affect your work. Clear communication and setting realistic expectations can be a great way to bring your bosses in on how you show up at work.
Think about how you can connect with others in your organization or online who share similar experiences. You never know how sharing your story can help someone else!
What tools can help?
A strong community is the greatest tool we could have.
Practicing self-care and accessing the resources available through your job - PTO, health insurance, talking to a mental health professional, and other services - are critical. Also, investigate how time management platforms, assistive tech, AI, and other apps can support your goals and collaboration.
And remember, you are an asset! Embracing neurodiversity in the workplace is not just a matter of inclusivity; it's a strategic advantage. Companies that foster a neurodiverse environment, appreciating the unique perspectives and talents of individuals with diverse neurological conditions, are often more innovative and creative.
P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.
POLL THE PACK
If only Simone Biles were running more companies…
In all seriousness, this poll reflects the need for more education and awareness not just at work, but in conversations with healthcare providers and even what we see online. Everyone deserves to be heard and have access to environments, resources, and information that allow them to thrive. We can never stop advocating for ourselves and for future generations if we want these numbers to change. Now, let’s get to work.
We love having you as part of our community. Together, we’ll elevate remarkable women, and drive change toward equality across industries. This is the power of the pack.
Xo
The FQ