[necovek]

While I sympathise with the industry problem, and generally dislike focus on gender for my very accomplished colleagues, I don't see any proposal here.

1. It claims these initiatives help in early career, but seem patronising later on. How and why this mindset shift happens in the beholders is something we can explore: is it about not focusing on gender that would be enough?

2. What are "men in leadership" to do other than having these gender-specific awards removed/renamed on top of developing intrinsic fairness in evaluating and supporting talent?

Don't get me wrong, noticing issues without a proposal is just fine! It's only opening these questions for me, as I would hate to lose that early career support (would rather extend it to more people), but wonder how we can best extend this to mid- and late-career too.