Despite the consistent evidence that proves the connection and relation between inclusive and diverse workspace and performance and profitability, the entire world of business has been unsuccessful in leveling the gender equity field.
Women add to half population of the workforce. But they are mostly less likely to have leadership positions in an organization. According to a recent study, there is disparity amongst the executive teams; on average, women hold 23% of the executive roles. However, out of this 23%, barely 7% are in the line roles instead of the other roles that have less power to make decisions within a business.
Creating an Inclusive and Diverse Workspace
An inclusive and diverse workspace goes way beyond the representation of gender. However, it is a good point for starting, especially because the women-led organizations and teams are about 17% likely to be confident about creating inclusive culture successfully.
Below are a few ways of developing a bias-free and inclusive process:
Develop a Bias-Free and Inclusive Process of Hiring
Inclusivity of gender should be incorporated in the process of hiring. Careful considerations need to be done while the description of the wording job, shortlisting of candidates, and training of the hiring managers. Slack which is a message application company, has made an excellent start to the end. The agency employs reviews of blind code that wipe out candidates’ identifiers for ensuring unbiased evaluations of the candidates.
The recruitment advertisements and career web page should be designed to reflect the organization’s vision for embracing the inclusivity of gender. You may use the method of interviewing to address the gender-related issues of candidates. It could make the prospective employees feel welcome, valued as well as secure.
Walk and Talk
Focus on the organization’s stance on the gender-neutral and inclusive workplace in the internal and external communication systems. You should follow rigorous enforcement of the policies of zero tolerance for harassment and discrimination at the workplace. GM is a perfect example of this. It has been recently voted as one of the world’s best companies when it is about gender equality. It’s the only company that has a woman CEO and an equal number of people on board. Apart from offering a flexible work environment and clear policies about sexual discrimination, it’s one of the three global organizations for implementing equality of pay at different levels.
Prepare an Inclusive Physical Space at Work
The significance of creating a physical workspace that creates a gender-neutral environment is overlooked. Setting up the toilets based on gender equality, particular space of office should be designed for the nursing and the expectant mothers. It is also vital to ensure safe and sound commutation. These are some of the workplace initiatives of design that could be implemented easily. One good example of this is Jet.com, where the staff gathers inputs from the employees to understand what it would be to see at the workplace to make it gender-inclusive.
Turn the Leaders Into the Agents of Change
According to recent research, it has been proved that the organizations which spearhead the movement of gender equality movement have leaders and CEOs who’re committed to it. The leaders can turn into the agents of change and role models who drive healthy interpersonal dynamics, which lay the founding stone for innovation. For example, Cisco attributes the ongoing technological innovations to the rich and diverse leader’s team, which comprises about 50% women. The management teams can reflect true inclusivity by promoting women in the leadership role and including women in executive panels, moving from the panels or all-male members’ panels. It could be pretty encouraging for females who are just beginning their careers.
Concentrate More on Transparency and Equal Opportunity for All
It’s quite imperative to consider the blatant prejudices and even the subtle biases that hinder inclusivity. Exercising care with the help of gender-neutral pronouns offers parental privileges and benefits for males and females. It enables flexibility and pay parity for helping the women overcome the penalty of motherhood. You need to consider the example of Genpact and their “returning moms” programs that offer daycare facilities, flexible work schedules, etc. Thoughtful reworking policies could also help promote the desired behavior and offer an equal playfield for everyone. For example, encouraging males to adopt flexible workplace practices for helping with child care may influence females’ progression.
Foster Inclusive Development and Training Programs
Diversity of gender training helps the employees understand how the inclusivity of gender may have a positive impact on the dynamics of the workplace, including client relations and a better team. Periodic developmental interventions and coaching help everyone build the proper sensitivity and mindset for being practical and playing their roles well while also helping the co-workers and external partners flourish in their careers.
There are numerous ways of creating an inclusive and diverse workspace. It’s high time for every organization to implement some of these methods to increase women’s participation in the workforce.