Women In Crypto Space Makes It More Versatile Sector Now

According to a recent report, nearly 15% of the Bitcoin traders are women, powerfully portraying the gender disparity that prevails in the space of digital currency. Nonetheless, there are several reasons to be optimistic now. Another report indicates that among those who are aiming to make investments in crypto, 40% are women. Many women in crypto space are making a big impact in high profile positions across the digital currency sector and this portrayal will be important for imposing alterations at each level of the industry.

In 2022, new research showed that there is still a long way to go before we find gender parity in the blockchain and crypto space. As per the WEF April Global Gender Gap Report, it will take close to 135.6 years to shut the gender gap because of the Covid-19 pandemic.

However, this has not stopped these women who used crypto and blockchain technology to handle a complete range of social issues that ranges from the education of girls in developing nations to the wealth gap in the black communities in the US. In no specific order, these 10 women in crypto space are changing the world their way.

10 Women In Crypto Space For A Better Tomorrow
So, where should women begin to overcome the intimidation factor and enter this dynamic space? First things first, let us acknowledge one crucial fact. Crypto requires women as much as women require crypto.

Women in crypto space hold more wealth presently than ever in history. Decentralized finance cannot become a global phenomenon without 50 percent of the global population on board. As diversity, inclusion, and equity continue to frame the zeitgeist, women throughout demographics receive bargaining power. More and more entities have identified the deep value of creating a workforce that represents the broader population.

Women in crypto organizations are more likely to be empowered to form their own schedule, in comparison to other finance verticals. Along with that, women across the globe can use crypto to make payments, collect income, and transfer funds. This is all without associating with exclusive or alienating financial institutions. With that let us look at all the women in crypto space that are engraving their footprints in this space. Other than that you will also find many female Bitcoin investors on Instagram.

1. Tavonia Evans
The first among this list of women in crypto space is Tavonia Evans. She is the lead engineer and founder of GUAP Coin, which she formed to help close the wealth disparity and support black-owned businesses in the US. So GUAP Coin is a female founded cryptocurrency. Despite being hospitalized with COVID-19 and encountering sweeping funding cuts, Evans states that her business achieved more this year than ever before. In an interview, she said

“We’ve onboarded hundreds of women of color into the Masternode space, an area of crypto that is largely male-dominated.”

She further said that,

“We’ve sparked awareness about crypto among a population with less access and education in crypto and finance — and we continue to do so.”

This year, the entity onboarded its first brick-and-mortar merchants. It also released the xGUAP wrapper on Binance Smart Chain.

2. Lisa Wade
Lisa Wade was the 2021 recipient of Blockchain Australia’s Gender and Diversity Leader of the Year award, which identified her work towards women and LGBTIQ+ people in the blockchain space. She is a very famous female crypto influencer.

She founded NEOMI, which is an investing ecosystem that links charity entrepreneurs searching to raise capital with investors who are looking for authentic impact investments. Wade explained in an interview:

“NEOMI has a lens on our theory of change, which supports LGBTI and female entrepreneurs.”

Wade is also the chair of NAB Pride and pioneered the Australian bank’s “Rainbow Women ” initiative, which offers LGBTIQ+ women an area to speak about problems that are holding them back on the development of a career in the finance space. She also carried on her work in environmental activism, co-creating a blockchain initiative known as the Project Carbon which tokenizes voluntary carbon credits.

3. Olayinka Odeniran
Olayinka Odeniran is the Chairwoman and founder of the Black Women Blockchain Council (BWBC), which is operating toward raising the number of black female blockchain developers to half a million by 2030. Over the last year, the BWBC partnered with blockchain software entity Consensys to help African people across the globe get associated with crypto.

She also released a room on social audio app Clubhouse known as “What The Hell is Blockchain” and a community site where the members can network and learn about everything from NFTs (Non Fungible Tokens) to DAOs (decentralized autonomous organizations). In case this was not keeping her busy enough, she also launched a social impact NFT collection CyberMermaid via ocean conservation non-profit The Dope Sea.

In 2022, Odeniran aims to host a month-long event for Women’s History Month and launch the latest program to teach African women about blockchain and NFTs.

4. Maliha Abidi
Maliha Abidi is a Pakistani-American author and also an internationally acclaimed visual artist. She released ‘Women Rise NFTs’ this year. The collection of 10,000 NFTs portrays diverse women from across the globe that include artists, scientists, activists, and coders.

The collection has been shown on the front page of Rarible and at DCentral Miami. Abidi also had an artist residency during Art Basel in Miami.

As per Abidi, so far, 2,350 NFTs from the collection that amounted to more than 150 Ether (ETH), nearly $591,000, have been sold to 1,200 unique purchasers that include some big names like Gary Vee and Randi Zuckerberg. 10 percent of the total profits from the project is planned to be donated to charities that support children and women. The major project of Abidi for next year will be the formation of the first metaverse school in the world for marginalized children from across the globe.

5. Lavinia Osbourne
Lavinia Osbourne is the host and founder of Women in Blockchain Talks (WiBT), which is a female-led educational channel in the UK where women can network and also learn about blockchain. She told in an interview that,

“Getting started in this revolutionary space is key to change and adoption, so Women in Blockchain Talks wants to make this as easy as possible for people — women and marginalized groups in particular — to do just that.”

This year, WiBT released the 50k women into Blockchain by 2023 campaign, which Osbourne illustrated will,

“Show that blockchain is for everyone as well as highlight the different pathways to get involved in the space.”

6. Jen Greyson
Jen Greyson is a Utah-based advocate of the empowerment of women via digital currency and a board member for KBA (Kerala Blockchain Academy) in India.

KBA trains women in blockchain and STEM to become leaders in the area. In 2021, it introduced various latest blockchain courses that include two free foundation programs. The Academy trained nearly 7,000 students this year, with more than 6,000 students enrolling into the foundation programs in less than four months. She said in an interview that,

“The blockchain training program aimed to equip start-ups and individuals with the requisite knowledge, skills, and attitude needed to crack into the sector. Greyson added further. While my home state of Utah is languishing in even getting computers in every school for every student, across the globe, KBA did this in 2021 while navigating a pandemic.”

7. Manasi Vora
In May 2021, Manasia Vora co-founded the Komorebi Collective on Syndicate, turning the first investment DAO aimed at funding non-binary and female crypto founders.

She also founded the non-profit Women in Blockchain (WIB), which focuses on offering a space for women to teach each other about crypto and blockchain. She said,

“We aim to connect women to thought leaders in this space to inspire, collaborate and encourage others. Crypto is about shared abundance and shared ownership. But this isn’t possible if the underrepresented communities are not included in the building, in the design, in the decision-making!”

8. Roya Mahboob
Roya Mahboob is not only an internationally-known activist but she was also one of the very few female tech CEOs in Afghanistan before being forced to flee in September 2021 when the Taliban took over control of the nation.

She is the CEO and founder of ACSC (Afghan Citadel Software Company), where more than half the employees are women. Because many Afghan women are unable to avail a traditional bank account, she pays her employees in BTC. In an August interview, she said,

“If young people can learn about computers, they can learn about Bitcoin. And now everybody wants to learn how to access Bitcoin. They need to.”

9. Cleve Mesidor
Cleve Mesidor is the author of My Quest for Justice in Politics & Crypto, and also a former appointee of the Obama administration. She was assigned as a public policy adviser at Blockchain Association in March 2021 and is a Mayoral Appointee for the DC Innovations and Technology Inclusion Council. She also founded the National Policy Network of Women of Color in Blockchain, and LOGOS, which is a social platform on the blockchain for activists.

10. Alakanani Itireleng
The last women in crypto space are none other than Alakanani Itireleng. The Botswana “Bitcoin Lady” Alakanani Itireleng is the CEO of the Satoshi Centre, which teaches members of her community on how they can earn money from blockchain and crypto technology. The self-funded center is in the developing stage as an incubator where startups will be able to network with potential sponsors or mentors.

She has campaigned for the Bank of Botswana to administer and legitimize Bitcoin as a legal currency and is also creating a local crypto wallet that will be able to directly connect to normal ATMs.

Sales Presentations That Actually Work in Today’s Market

The quality of your sales presentation will determine the chances of success in any selling situation. There are few areas of sales training with more misinformation than the presentation. Forget about working on a slick presentation, practicing your pitch, learning long speeches filled with all the technical details. Here are the five keys to great sales presentations. I know that if you will use them, the interest shown by your prospects will rise dramatically and so will your closes and sales. Remember that the key to closing is doing a presentation that leads to a sale.

Customized For Each Customer

To be effective, your presentation should be customized to your customer. Forget about learning one pitch and using it all the time. How do you customize it? By asking enough questions that you know what this particular customer wants, needs and fears. Only then are you ready to present, so ask questions first and sell later. This becomes selling not telling and it works with today’s customers. People today will not politely sit through a presentation that doesn’t interest them. Throw away your flip books and charts and talk to the customer about things that they told you they want to hear.

Benefits Not Features

If a young man sees a great looking woman walking down the street, is he thinking, “I’ll bet she has a great liver?” Not likely, because we all want the benefits not the features. The reason features are taught in sales training is that much sales training comes from or is paid for by manufacturers and creators. They are proud of the products and services they have created and can’t wait to tell you all the details. Like livers, valves, size of steel, actuarial tables and more probably will not raise a customer to the boiling point. If a customer is interested in the technical, by all means, use it. However, realize that people buy benefits not technical information. For example, most people want to know their new home will keep their family “warm on the coldest winter night” as opposed to what the insulation is made of and how it is installed. Make sure everything you say is about the benefits for the customer. Presentations that focus on the company fail. Things such as “we are number 1 in the state”. “we invented it first”, “we’re a family company” and “our founder built this company from scratch” may not be of interest to most customers.

Trial Closes

When you present any benefit, always end with a question, not a statement. Weak salespeople say, “This computer has dual processors and a titanium bus board”. Stronger salespeople say, “this computer is the fastest available to get your work done faster and without crashes. Is that the kind of stability your company is looking for?” If you end every point with a question, every time the customer says “yes”, you are closer to the sale and you know you are on the right track.

Know Your Product/Service

Even though I have stated that people do not buy the technical, there is an important use for product knowledge. You need to know your product inside and out so you can customize a presentation to your customers. If you only know the 8 main points about your product, you won’t have much room for customization. If you know lots of exclusive features and benefits, you will be able to raise the buying temperature of many more prospects.

Keep Your Eye On The Sale

Remember that everything you say takes you closer to the sale or farther away. Be careful what path you go down in any presentation. Anything you talk about that is not pointing out a benefit you know your customer is interested in is taking you away from the sale. Think before you speak and be sure every word is taking you closer to the sale by raising the customers’ interest.

Salespeople often concentrate on the close but the truth is that great presentations make the close easy. You may already be a better closer than you think. You may be able to raise your sales by improving following these steps to better presentations.

Negotiate the Pay Rise You Want

Never negotiate early

If you are at the first interview stage and it is clear that there will be final selection interviews never let yourself be drawn into negotiations on wages, terms and conditions. The chances are that you will not even be talking to the person who has the power to agree rates. You will not be negotiating from a position of strength since there are still many possible candidates. Negotiations should only begin when you have been made a job offer and the company has only one or two likely reserve candidates. At this stage it will be clear to everyone that you are the best choice candidate for the job and people expect to pay more for quality and results. If you are the only suitable candidate then you are in a much stronger situation, since the company would have to repeat the costly recruitment exercise to find an alternative candidate.

If for any reason the interviewer starts to negotiate terms at interview ask if you are being offered the job. If not, do not be drawn into negotiations on salary or terms and conditions. You should not attempt to set a price before you are sure that the interviewer wants the goods. Continue to sell yourself in terms of what you can bring to the job. Until you are sure that the employer is ready to offer you a job you will be negotiating from a position of weakness. Also there is a danger that you will price yourself out of the job, before the interviewer has met all the candidates. Stall the interviewer by saying that you would like to discuss the requirements of the job in detail and would prefer to discuss terms later. Concentrate instead on performing well at interview and let the employer return to you as the best candidate at a later stage.

Do you really want the job?

Before you accept the offer of employment you need to consider a number of factors. Do you have the details of all the conditions of employment? You need to be aware of the total remuneration package including basic salary, scheduled overtime, shift premium, bonus schemes, pensions, company car or driving allowances, subsidised travel or canteen facilities, crèche facilities, product or service discounts, and other employee benefits. How does the total package compare with your current earnings? The offer should be in excess of your current earnings. You should negotiate for a differential of about 10 per cent over current earnings. You should have worked out your total earnings package in advance of the interview so that you know what you are aiming for. Remember that there are tax advantages in receiving certain benefits rather than a higher basic salary.

As well as the actual salary being offered you should ask about the upper and lower level of the salary range for that job. Ask how many increments there are and how long it takes to progress from one level to the next. Ask if salary review is based on performance appraisal, and if a recognised system is used or an ad-hoc arrangement. Find out what type of pension is on offer, and what contributions if any you would have to pay, and whether or not it is index linked to inflation. Get advice on whether or not it is better than average. Ask about the performance of previous bonus schemes.

If the offer is not better than your current package you would need to have a good reason for accepting it such as better prospects of promotion. Other conditions of work may also have an influence on your decision. These might include flexible working arrangements such as flexi-time, job-sharing, teleworking or working windows.

Be careful not to lose out because of the timing of the move. For instance your current employer may be about to make an annual pay rise settlement, while your new employer may have already settled, and your offer already includes this rise. In this case the new job needs to be compared with the amount you would receive in your existing job with the pay rise added on.

How does the rate of pay compare with competitors? How does the job compare with other jobs for which you are currently applying? If you expect to hear from another employer soon, you might be better to stall the company by asking for more time to consider. Alternatively you could say that you need to finish up some important task with your current employer before leaving.

Do you really understand the implications of taking the job? Is there anything that you should get the employer to clarify before accepting the offer? If the interviewer is going to be your superior in the new job, do you feel comfortable with the idea of working for him? Will you be happy in the new environment? Do you think you can do the work? Will you enjoy the work? Do you think you will fit in with the company culture? Will it be challenging enough? Will it make the most of your talents, skills and experience? Will there be scope for learning? Will the job hold your interest? Will you have responsibility for making key decisions and recommendations? Do the hours of work fit in with family commitments? Can either be altered to suit? Does the job offer a reasonable chance of progression within the firm? Does the job fit into a logical career progression path?

You should write a list of pros and cons for accepting the job rather than remaining in your current position or accepting a position elsewhere. Do not allow the employer to hurry you into making a decision. It is reasonable enough to ask for two days to consider the offer. After all it is just as important to the employer that you are happy enough with your choice to stay in the job.

Discussing the terms

Never, ever, accept the employers opening offer. It will represent the minimum that they would like to pay you. It will almost certainly be less than they are paying other people in similar jobs, and less than they have budgeted for the position. They will expect to have to pay more than the opening offer, and this is why they will offer less than they have budgeted. It is up to you to get them to pay what you are worth.

If you would like the job, but are unhappy with the terms then you should consider negotiating an improvement on terms rather than immediately turning down the job. After all the employer feels that you are the best person for the job, so he should expect to pay the market rate. If the total package is less than what you are currently earning you should point this out. Ask for a meeting to discuss the issue. Be clear about what you want, and justify your demands. Do not be concerned about negotiating for more. Most employers have some latitude in what they are prepared to pay, particularly if they are a small or private company, or if they do not have agreed union rates or rigid pay structures. Most employers will expect you to look after your own interests by seeking a better deal, particularly if you are being hired for a job in which you will have to negotiate on behalf of the company. This also applies for those seeking management positions. So by setting a higher price you are increasing your current and future status within the firm.

Rules of the negotiating game

The first rule of the negotiating game is that anything goes. Do not expect the company to be fair and honest with you. The majority of companies will offer as little as possible. They will mislead you on the amount available. They will tell you that you are overpricing yourself. They will try to put you under pressure. They will threaten to withdraw the offer. They will do anything to get you to sign on the dotted line as soon as possible for as little as possible. In short, if you let them, they will screw you.

This may seem unfair to you, but they have a business to run which involves maximising profits by minimising costs amongst other things. So they will minimise the cost of labour wherever possible.

You must make the interviewer think that you are negotiating from a position of strength. To do this employ the following tactics:

- never sound anxious to get the job, say that you would like the job on the right terms
- concentrate on the savings you can bring to the firm by your professionalism
- never make the opening bid, force the employer to name a reasonable price, then bid him upwards
- remind the interviewer that you both know that you are the best person for the job
- express surprise that the firm would be prepared to spend so much money on an expensive recruitment exercise, only to make a poor offer
- use silence effectively when made the offer
- say that you do not think the firm would expect you to settle for less than the going market rate
- relate the offer to your current package if it is not high enough, but beware that this may be setting a ceiling
- hint at offers from elsewhere

Naming your price

Do not name your price until the interviewer has made an opening offer. Whoever makes the opening offer will be negotiating from a position of weakness. So continually knock the ball back into the employers court by asking them to make an opening offer.

Employers will pay as little as they can get away with, so you need to show the true value of your contribution to the firm. If you do not ask for the correct rate you are unlikely to be offered it. You should make yourself aware of the going market rates for a job. The amount being paid by firms will vary from a lower rate to a higher rate. You should place yourself on the upper part of the scale. Your exact location will depend on your experience. If you have a lot of experience and qualifications you should by looking for about 85%+ of the upper limit. You can always revise your first request downwards if the employer offers less. If the employer accepts your first request immediately you will know that you have under priced yourself. There is little point in asking for more cash. The only saving tactic is to say that you would now like to discuss the benefits package. Then ask for more in terms of bonuses or other privileges.

If the employer makes an opening offer that is too low, the best initial ploy is to let him sweat it out by remaining silent as long as possible. He may well crack and improve the offer without you needing to say anything. If he waits you out say that you feel that the job involves sufficient responsibility and accountability to justify a higher salary. Point out that you will work hard and efficiently and that you intend to make significant savings for the company that will more than cover the cost of your salary. Let the employer know that it is the ‘fair market value’ that you are seeking. This will let him know that you will be a target from his competitors.

If you are getting nowhere on basic salary ask the employer if he can improve on other benefits. If applying for a management position you may be able to get some productivity or efficiency bonuses included in the package. You may be able to convince the employer that this will be a self-financing incentive. Do not be fobbed off by the employer promising to look at the issue after a period of service. Get him to state the level of increase and a definite period, such as five per cent on completion of satisfactory six month probation period. Get the agreement in writing, and have someone from the company sign it. If you don’t the employer will find plenty of reasons for not honouring his promise.

The conditional offer

Occasionally you may be made a conditional offer of employment. You are offered the job on condition of meeting certain terms. This might include the successful outcome of a medical, receipt of satisfactory references, proof of qualifications, work permits, etc. Treat such offers with caution. Do not give in your notice to your current employer until you have received and accepted in writing a firm written offer of employment.

Accepting the offer

Before accepting a job offer make sure you get the complete offer in writing from the company. If you negotiate a verbal offer do not accept immediately. Say that you would like to accept but you would like time to consider the offer and talk it over with your spouse. Ask the employer to put the offer, including the total pay and conditions package, in writing. The written offer may be accompanied by a contract of employment for you to sign and return. The offer should contain the following information:

1. The details of both parties to the agreement.
2. Job location, including department.
3. Job title and type of work.
4. Hours of work., length of week and holiday entitlement.
5. Pay and conditions, including basic pay, overtime bonuses, shift allowances, commissions, productivity bonuses, etc. Details of method and frequency of payment should be given.
6. Relocation allowances if applicable.
7. Any terms relating to incapacity to work, such as sick pay and pension plans.
8. Other benefits such as travel allowances, health cover,retirement plan, company car, etc.
9. The system for promotions and annual rises.
10. Starting date.
11. Induction details.
12. Details of any probation period.
13. Request for you to confirm your acceptance of the offer.
14. Notice required to terminate the contract by both parties.
15. Details of disciplinary and grievance procedures.
16. A job description.

Once you receive the written offer and have taken a day or two to reflect on the total package you should send a brief letter of acceptance to the firm so that they are sure of your commitment. Thank them for the offer, confirm your start date and say that you are looking forward to starting the job. Once you have formally accepted the offer in this manner it is very difficult for the company to withdraw the offer. Sometimes the firm will send you a contract of employment to sign in advance of your starting date. You should sign and return this with your letter of offer. Most firms will get you to sign the contract at induction when all the detailed terms and conditions of the job have been explained.