Navigating Bias in Project Management as a Woman

I've been told I'm 𝘁𝗼𝗼 𝗱𝗶𝗿𝗲𝗰𝘁, 𝗲𝘃𝗲𝗻 𝗮𝗴𝗴𝗿𝗲𝘀𝘀𝗶𝘃𝗲. I've been told I'm 𝘁𝗼𝗼 𝗻𝗶𝗰𝗲. Being an assertive female leader in the corporate world is nearly impossible. Gender bias works against us. We face criticism when we deviate from traditional feminine norms (agreeable, nurturing, passive). While I felt if I were a man my "directness" wouldn't have been an issue, I made a conscious effort to be more mindful of how I communicated. I thought, “Surely people will be receptive to this lighter approach that still gets my message across.” Soon after I got feedback that I was too nice. — I felt torn in two. Damned if I do, damned if I don’t. I felt like I was walking on eggshells. — I’m not alone. Gender bias is prevalent throughout an employee’s journey, including during performance reviews and conversations. Research by Shelley Correll of Stanford University highlights that 𝘄𝗼𝗺𝗲𝗻 𝗼𝗳𝘁𝗲𝗻 𝗿𝗲𝗰𝗲𝗶𝘃𝗲 𝘃𝗮𝗴𝘂𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗳𝗼𝗰𝘂𝘀𝗲𝗱 𝗼𝗻 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘁𝘆 𝘁𝗿𝗮𝗶𝘁𝘀, while men receive more specific, performance-related feedback. — Here are 5 actionable strategies that helped me break through this bias: 1. Advocate for Objective Metrics - Align on clear, objective goals - For measurable goals, gain access to data 2. Document Your Achievements - Record accomplishments weekly and monthly - Share objective successes regularly and during reviews 3. Build Champions - Cultivate relationships with influential colleagues - Equip champions to speak on your behalf and advocate for you - Identify male allies that will champion you 4. Promote (Unconscious) Bias Training - Speak with HR and promote regular training to build awareness - If you have capacity, offer to support the initiative 5. Seek a Mentor or Coach - Identify a mentor or coach outside of your organization - Leverage their insights and experiences to achieve your career goals - Build confidence with your mentor/coach as a sounding board Breaking through this bias isn’t easy. You can navigate getting biased feedback with more confidence using these tools. I’m rooting for you! — Find it helpful? ♻️ Repost to help another leader in your network and follow Del Nakhi for more.

What happens when productivity “hacks” don’t work for you—not because you’re not trying, but because the system rewards those with privilege with the best opportunities? I was grateful to speak with the incredible Alan Henry, PMP for his NYT article exploring what success looks like when you're being assigned office “housework” while others take the “glamour work.” If you’ve ever been asked to order lunch *again*, or told to “just help out” while others build their portfolios *again*, you’ll see yourself in this. For so many women of colour, the idea that we can “just say no” or “ask for what we need” doesn’t align with the risks we face—being labeled aggressive, difficult, or not a team player. In the article––from 2019 but I know even more relevant now––I shared strategies that I’ve seen work: 🪷 Track your asks: Record who’s getting the high-profile opportunities, and who’s being “voluntold” for the rest. 🪷 Name bias when safe: A quiet sidebar with your manager can sometimes create more awareness than confrontation. 🪷 Protect your energy: If your instinct says nothing will change, trust it. 🪷 Celebrate your wins: Share your impact. And surround yourself with people who remind you of your worth. Lists like this can make it seem easy, and this is NOT easy. Unfortunately, it is necessary. Because while (and until) systems change, we need to support each other in navigating the realities of bias and unequal expectations at work. That is so central to my research now––the idea that we can only rise when we band together, in solidarity, share opportunities and uncompete. Have you been on the receiving end of office housework while others were fast-tracked to leadership? What helped you speak up—or opt out? Link to Alan’s full article in the comments. It's a gift link, so it's free to read! Image alt text: How to Succeed When You’re Marginalized or Discriminated Against at Work

"Speak up, but watch your tone."  "Be assertive, but smile while doing it."  “Stand your ground, but make sure to be likable." Ladies, sound familiar? 🤨 In honor of #womenshistorymonth, I want to explore this theme. These contradictory expectations create a maddening tightrope that women in business must walk daily. While men are often rewarded for assertive behavior as being "passionate," women exhibiting identical behaviors are labeled "emotional" or worse. 🎾 Remember Serena Williams at the 2018 U.S. Open? When challenging the umpire's call, she was penalized a game - something rarely seen in Grand Slam matches. Meanwhile, tennis "bad boys" McEnroe and Connors reminded us they'd done far worse without comparable consequences. Let's talk about what's really happening: 👉🏻 Gender stereotypes prescribe men to be dominating, while expecting women to be warm and nurturing, even in competitive or leadership roles. When women breach these stereotypes, they face what researchers call an "assertiveness penalty." A 2008 study revealed that "men received a boost in perceived status after expressing anger," while "women were accorded lower status, lower wages, and seen as less competent." So how do women navigate this unfair landscape? 1. Understand your communication style through assessments like DISC or Myers-Briggs 2. Master your triggers - that "amygdala hijack" that can derail conversations 3. Frame your statements - "Because I feel strongly about (patient safety), I'm going to speak very directly" 4. Cultivate allies who can step in to support To all women who have been called "aggressive" when being honest and direct: You probably weren't. The other person might have been intimidated. 💡You deserve to shine your light, even if it casts a big shadow. ⚡Correction: The world needs you to shine your light. Period. What has helped you find your voice in spaces designed to silence it? #womenleaders #genderbias #communicationskills #professionaladvice #doublestandards #serenawilliams

Here’s a story I recently heard from a woman executive coaching client, and my advice for her. I’m posting it here because I know it will resonate with many women. It’s a common challenge. “A colleague—someone who’s known me for decades—assumes he knows me inside out. His narrative? Built on fragments of ‘observations’, spun from threads of opinion and confirmation bias. In truth, what he “knows” about me wouldn’t fill a thimble.” 📌 Here's My Advice: 1. Empower Your Narrative: Define yourself by your truths, not by the stories others tell about you. Own your achievements and highlight your unique strengths. 2. Challenge Assumptions Actively: Engage in open dialogue to dismantle misconceptions. Use facts, figures, and results-driven narratives to underscore your professional identity. 3. Seek Allies: Cultivate a network of peers who understand your value and can support your vision. Collaboration with informed colleagues enhances credibility. 4. Stay Resilient: Opinions based on bias can echo in boardrooms, but resilience is key. Continue to show up with authenticity and confidence in your capabilities. 5. Mentor and Advocate: Influence change by mentoring the next generation of women leaders. Share experiences and educate others about the nuances of bias in professional settings. Remember, as women leaders, our stories deserve to be told accurately and with respect. Empower yourself, challenge biases, and shape your professional legacy on your terms. #WomenInLeadership #BreakingTheBias #Empowerment #ExecutiveLeadership #WomenInBusiness #LinkedInWisdom

She was called "bossy" for the same behavior that made him CEO. This double standard is costing brilliant women their careers. A woman in my network reached out frustrated last week. She'd been passed over for promotion again. The feedback? Her leadership style was "too aggressive" and she needed to "tone it down." Meanwhile, her male peer who joined the same month just got promoted to VP. His leadership style? "Decisive and results-driven." Same behaviors. Same results. Completely different labels. 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗿𝗲𝘃𝗲𝗮𝗹𝘀: 📊 Women face backlash for assertive behavior that men get praised for. 📊 We're 25% less likely to ask for specific salary amounts. 📊 The same actions get labeled differently based on gender. 𝟯 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵-𝗯𝗮𝗰𝗸𝗲𝗱 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗸: ✅ 𝗧𝗵𝗲 "𝗔𝗺𝗽𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆": Obama's female staffers used this successfully, when one woman made a point, others repeated it and credited her. Build allies who will amplify your contributions. ✅ 𝗨𝘀𝗲 𝘁𝗵𝗲 "𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲 𝗙𝗿𝗮𝗺𝗲": Research shows women succeed when framing requests as benefiting the team. Say "This would help our team achieve..." instead of "I want..." ✅ 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝘁𝗵𝗲 "𝗣𝗼𝘄𝗲𝗿 𝗣𝗮𝘂𝘀𝗲": Studies show women interrupt themselves and speak hesitantly. Count to three before responding to pushback, silence projects confidence. The system isn't neutral. But with the right strategies, we can advance despite the double standards we face. I have 4 more research-backed strategies that have helped hundreds of women in our community navigate workplace bias successfully. Comment GUIDE below and I'll send you the complete guide with specific scripts and examples. What labels have you encountered when advocating for yourself? ♻️ Share this if someone in your network needs it. #WomenInLeadership #GenderBias #WorkplaceStrategy #CareerAdvancement #Leadership

9 Brutal career truths I wish I knew in my 30s (Here's what nobody tells you) 50% of women leave Tech before age 35. Women aren't failing to lead.  They're fighting invisible battles daily. These battles show up as:  - Exhausting self-doubt  - Constant second-guessing  - The pressure to prove yourself But here's the thing:  These challenges aren't your imagination.  They're systemic barriers you can learn to navigate strategically. Here are some brutal career truths for women: (And how you can overcome them) 1. Feeling Invisible in Male-Dominated Rooms → Your ideas get overlooked in meetings and discussions → Build allies to echo and elevate your input 2. Pressure to 'Fit In' Over Standing Out → You dim your light to avoid making others uncomfortable → Let your values guide how you show up and honour what sets you apart 3. Navigating Unconscious Bias in Decisions → Key opportunities pass you by without clear reason → Create visibility by sharing outcomes and seeking sponsorship 4. Limited Role Models at the Top → You can't find leaders who look like you → Seek out mentors, even outside of your organization 5. Constantly Proving Competence → Your expertise gets questioned more than your peers → Document your contributions and share them intentionally 6. Balancing Assertiveness Without Being Labeled → Your directness gets misread as aggression → Practice assertiveness that aligns with empathy 7. Struggling to Secure Leadership Roles → Your proven results don't translate to promotions → Find sponsors who will advocate for your advancement 8. Work-Life Balance Guilt → You feel pulled between career success and personal peace → Create boundaries that protect your energy and growth 9. Imposter Syndrome in High-Stakes Projects → You question your abilities despite proven success → Focus on your impact rather than internal doubts Facing these barriers isn’t easy. But you do have the power to overcome them with grace. Which truth resonates most with your journey? Share below 👇 📩 If you enjoyed this content, you might like my newsletter here: https://lnkd.in/g6PUXtCc P.S. If you need support navigating these challenges, my DM is open for you. ___ ♻️ Repost to support women navigating workplace barriers. 🔔 Follow me Rachel Park for more posts on career & wellbeing.

Being a woman of color in tech today means navigating barriers that most people don’t see, or acknowledge: ❌ Not being recognized or promoted despite exceptional performance. ❌ Lacking sponsors to advocate for your growth. ❌ Being overlooked for not being the loudest voice in the room. ❌ Battling imposter syndrome fueled by biases and societal pressures. ❌ Feeling judged for being an immigrant or having an accent. And if you are wondering if this is real - they are. Because I have experienced these challenges myself, and these are the same challenges people have shared with me - challenges they go through daily. Unfortunately, the recent wave of anti-DEI rhetoric doesn’t help and is a stark reminder of how fragile progress can feel. Here’s the hard truth: we can’t fix the system overnight. But we can take meaningful steps to advocate for ourselves, grow our careers, and create spaces where we can thrive. Here are four strategies that have helped me- and the women I’ve worked with - navigate these challenges: 1️⃣ Find supportive environments  Your work environment and the people around you shape your career more than you might realize. And it’s not worth your time to work for a company where you constantly feel undervalued. 💡 Tips you can use: During interviews, ask to meet potential teammates and leaders. Pay attention to how they communicate and whether they align with your values. Also, find companies whose leadership is composed of people from diverse backgrounds. 2️⃣ Overcome imposter syndrome Imposter syndrome thrives when we internalize the biases and pressures around us. But your voice and perspective matter - now more than ever. 💡 Tips you can use: Keep a “wins journal” to track accomplishments, feedback, and moments of impact. It’s a powerful tool when self-doubt creeps in. Reframe self-doubt: Remember, imposter syndrome often affects high-achievers - it’s a sign of growth, not failure. 3️⃣ Advocate for your work Visibility isn’t just about being seen - it’s about making sure your work has the impact it deserves. Advocacy starts with sharing your contributions and amplifying others. 💡 Tips you can use: Advocate to get high-impact projects. Do them well and share updates and socialize your work in meetings, Slack, or email - but focus on outcomes and the value it can add to others, not on bragging. Advocate for others. Praise your colleagues publicly and be the example you want to see. Finally, say yes to stretch projects, even if they intimidate you. The learning is worth it. Seek out workshops, coaches/mentors, peer groups, and circles to expand your skills. Surround yourself with supportive, smart, conscientious people. Practice stepping into discomfort one step at a time. The road ahead isn’t easy, but let's support each other. 👉 What is something that's worked best for you? #WomenInTech #ProductMarketing #CareerGrowth #DEI #Empowerment

"You're doing a great job. You 𝘫𝘶𝘴𝘵 need more executive presence." 🤦🏻♀️ Oh, okay. Let me just go buy some from the store. Maybe it’s on sale next to gravitas and leadership aura? 🔍 Research shows that women and especially women of colour are disproportionately given vague, subjective feedback instead of clear, actionable guidance. Stuck in their career navigating foggy directions like: "Work on your presence." "Be more confident." "Find a mentor." Let's fix that. 🚫 5 Common Career Staller Feedback & What to Say Instead 🚫 1️⃣ Don't Say ❌ 𝐘𝐨𝐮 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐛𝐞 𝐦𝐨𝐫𝐞 𝐜𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭. Lacks specificity, making it challenging to address. 👉Say ✅ I’d love to see you take the lead in client meetings. Your insights are valuable—let’s work on amplifying your voice in those spaces. ↳ 𝘐𝘮𝘱𝘢𝘤𝘵: 𝘌𝘯𝘤𝘰𝘶𝘳𝘢𝘨𝘦𝘴 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘢𝘯𝘥 𝘱𝘳𝘰𝘷𝘪𝘥𝘦𝘴 𝘢 𝘴𝘱𝘦𝘤𝘪𝘧𝘪𝘤 𝘢𝘤𝘵𝘪𝘰𝘯. 2️⃣ Don't Say ❌ 𝐘𝐨𝐮 𝐬𝐡𝐨𝐮𝐥𝐝 𝐰𝐨𝐫𝐤 𝐨𝐧 𝐲𝐨𝐮𝐫 𝐩𝐫𝐞𝐬𝐞𝐧𝐜𝐞. Ambiguous, leaving the individual unsure of what's lacking. 👉Say ✅ Your expertise is valuable—enhancing your presentation skills can increase your impact in executive meetings. ↳ 𝘐𝘮𝘱𝘢𝘤𝘵: 𝘍𝘰𝘤𝘶𝘴𝘦𝘴 𝘰𝘯 𝘢 𝘴𝘱𝘦𝘤𝘪𝘧𝘪𝘤 𝘴𝘬𝘪𝘭𝘭 𝘵𝘩𝘢𝘵 𝘤𝘢𝘯 𝘣𝘦 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘦𝘥. 3️⃣ Don't Say ❌ 𝐘𝐨𝐮 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐟𝐢𝐧𝐝 𝐚 𝐦𝐞𝐧𝐭𝐨𝐫. Delays advancement without clear reasoning. 👉Say ✅ Identifying key leaders who can sponsor you for larger opportunities will be beneficial. Let’s work on building those connections. ↳ 𝘐𝘮𝘱𝘢𝘤𝘵: 𝘔𝘰𝘷𝘦𝘴 𝘣𝘦𝘺𝘰𝘯𝘥 𝘮𝘦𝘯𝘵𝘰𝘳𝘴𝘩𝘪𝘱 𝘵𝘰 𝘢𝘤𝘵𝘪𝘷𝘦 𝘴𝘱𝘰𝘯𝘴𝘰𝘳𝘴𝘩𝘪𝘱. 4️⃣ Don't Say ❌ 𝐘𝐨𝐮 𝐧𝐞𝐞𝐝 𝐦𝐨𝐫𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞. Vague on what specific experience is required. 👉Say ✅ Gaining experience in 𝐛𝐮𝐝𝐠𝐞𝐭 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 will prepare you for this role. Let’s assign you a project to develop that skill. ↳ 𝘐𝘮𝘱𝘢𝘤𝘵: 𝘗𝘳𝘰𝘷𝘪𝘥𝘦𝘴 𝘢 𝘤𝘭𝘦𝘢𝘳, 𝘢𝘤𝘵𝘪𝘰𝘯𝘢𝘣𝘭𝘦 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵 𝘴𝘵𝘦𝘱. 5️⃣ Don't Say ❌ 𝐘𝐨𝐮’𝐫𝐞 𝐧𝐨𝐭 𝐪𝐮𝐢𝐭𝐞 𝐫𝐞𝐚𝐝𝐲 𝐟𝐨𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐲𝐞𝐭. Provides no guidance on areas needing development. 👉Say ✅ "To prepare for leadership roles, consider leading cross-functional projects. Let’s create a development plan together. ↳ 𝘐𝘮𝘱𝘢𝘤𝘵: 𝘖𝘧𝘧𝘦𝘳𝘴 𝘢 𝘤𝘭𝘦𝘢𝘳 𝘱𝘢𝘵𝘩𝘸𝘢𝘺 𝘵𝘰 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱. Leaders—your words shape careers. The difference between “not yet” and “you’re next” is the clarity of the feedback you give. Give the roadmap—not roadblocks. What is a clear and actionable feedback that you have received that make a difference in your leadership progression? Koon Executive Coach #careerhackwithkoon DM 👉1:1 coaching 👉Leadership Training Program 👉Keynote speaker/panelist

A concept that came up in coaching yesterday was the double-bind. I've spoken previously about the glass cliff, the glass ceiling, and similar terms that are helpful in giving language to inequities faced by women & women of colour in the workplace. As someone who has been labelled as 'combative' by a previous manager, it's exhausting & frustrating AF trying to navigate layers of unspoken expectations and biases while striving to remain true to oneself and succeed professionally. The double bind for women of colour is where they encounter conflicting demands or expectations that place them in a no-win situation. Here are some ways this shows up - 🎤 Assertiveness vs. Likability: there is a risk of being perceived as aggressive or abrasive. This can sometimes lead to unfair backlash that other colleagues may not face. On the other hand, if one chooses to be more reserved to avoid negative perceptions, they may seem to struggle showcasing their leadership qualities. 🎤 Professionalism vs. Authenticity: Bringing your 'whole selves' to work and highlighting cultural identities is encouraged, but this can sometimes result in facing microaggressions, tokenism or feeling like one doesn't quite fit in with the company's culture. On the flip side, downplaying cultural identity to fit in may leave them feeling disconnected and inauthentic, impacting their job satisfaction and performance. 🎤 Competence vs. Approachability: In a predominantly white or male-dominated work environment, the pressure to prove competence while also being approachable can be overwhelming. While showcasing high competence is essential, it can inadvertently intimidate colleagues (aka tall poppy syndrome) and lead to social isolation. On the other hand, focusing on being approachable and accommodating may undervalue their competence, causing them to miss out on career opportunities. 🎤 Diversity Advocate vs. Professional Identity: women of color are often expected to take on this role (often unpaid) in the workplace. This can sometimes overshadow their professional skills and career aspirations. Striking a balance between advocating for diversity and focusing on their career path can be a difficult task, as they may face criticism for not fully embracing the role. 🎤 Visibility vs. Scrutiny: The yardstick is not the same for women in leadership! While being visible is important for serving as role models, it can also subject them to higher levels of scrutiny and criticism compared to their peers. This increased scrutiny may lead them to avoid visibility, resulting in missed opportunities for career advancement. Have you faced similar experiences? How did you navigate the same? #GenderEquality #Inclusion #genderEquity #InclusionAtWork #InclusiveWorkplaces #DoubleBind #WomenOfColour

"𝐖𝐡𝐨 𝐢𝐬 𝐓𝐡𝐚𝐭 𝐘𝐨𝐮𝐧𝐠 𝐆𝐢𝐫𝐥 𝐋𝐞𝐚𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐌𝐞𝐞𝐭𝐢𝐧𝐠? 𝐎𝐯𝐞𝐫𝐜𝐨𝐦𝐢𝐧𝐠 𝐁𝐢𝐚𝐬 𝐚𝐧𝐝 𝐁𝐞𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐁𝐞𝐬𝐭 𝐒𝐞𝐥𝐟" Have you ever been in a situation where people question your credibility and capability just because of your appearance? Where you look different from the norm for your job or position? Here are some reflections and advice from my own experiences: 1. 𝐀𝐩𝐩𝐞𝐚𝐫𝐚𝐧𝐜𝐞 𝐁𝐢𝐚𝐬: People often judge based on appearance—whether it’s because you’re a young woman, wearing a scarf, or simply don’t fit the typical image of someone in your role. This can happen not only when leading meetings but also when you’re a speaker at high-level meetings or important global events like COP. 2. 𝐖𝐡𝐚𝐭 𝐂𝐚𝐧 𝐘𝐨𝐮 𝐃𝐨? Honestly, there’s not much you can do to change their perception at first. You can’t grow a beard to look older, change your gender, or alter your core principles and appearance to fit others’ expectations. 3. 𝐒𝐭𝐚𝐲 𝐓𝐫𝐮𝐞 𝐭𝐨 𝐘𝐨𝐮𝐫𝐬𝐞𝐥𝐟: Keep being the best version of yourself. Focus on doing your job well, and let your work speak for itself. 4. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐘𝐨𝐮𝐫 𝐂𝐫𝐞𝐝𝐞𝐧𝐭𝐢𝐚𝐥𝐬:  Sometimes, you may need to state your credentials and experience upfront. Let others know that you have the mandate from your leaders, the experience, and the knowledge required for the job. This isn’t about bragging, but about setting the context so people understand you’re fully capable. 5. 𝐓𝐫𝐮𝐬𝐭 𝐭𝐡𝐞 𝐏𝐫𝐨𝐜𝐞𝐬𝐬:  Continue doing what you do best, and trust that your work will eventually earn you the respect and trust you deserve. Don’t let biases bring you down. Stay motivated, confident, and focused on your goals. Tagging few important people in this post Pak Deputy Jodi Mahardi, Ibu Fam Wee Wei, Diofanny Swandrina Putri, Alex Milward, DAS Brad Crabtree and Rizky Muhammad Kahfie. Whether you’re leading a meeting or speaking at global events like COP, the best way to overcome stereotypes and biases is to consistently deliver excellent work and remain true to who you are. #Leadership #DiversityAndInclusion #BiasInTheWorkplace #StayTrueToYourself #CareerGrowth #WomenInLeadership #TrustTheProcess #COP28