Bringing gender equity to the forefront

Whitney Wolfe Herd, the founder of Bumble, focuses on building a workplace that empowers women. 82% of Bumble’s workforce is formed by women and most of them are a part of the C-suite. This has not only shot up the growth of the organization but has also prioritized the perspective of women in strategizing their service.?

CCL’s research on gender equity shows that organizations with a gender-diverse workforce increase job satisfaction, and organizational dedication, reduce burnout and enhance meaningful work. Gender equality and equity can be better understood when the focus shifts to how they operate and how biases shape their world. Creating an inclusive mindset and elevating behaviors make for an equitable work culture. Here is how a difference in mindset can propel change.

Reveals relevant opportunities

Articulating and identifying how genders, cultures and values influence others helps in evaluating workplace dynamics. Once these external and internal influential factors are identified, leaders can explore how they can uplift and empower employees in their organizations.

Furthermore, strategies can be developed for the very purpose of spotting opportunities by identifying factors that can drive desired outcomes.

Elevates equity

Context plays a major role in elevating equity. Analyzing years of organizational trends helps leaders acknowledge societal inequities that lead to inequality. Recognizing these barriers will lead to setting goals that steer organizations toward greater equity. This will serve as a foundation for inclusivity initiatives.

Activates diversity

Acknowledging the differences and similarities activates diversity. Embracing diversity gives the opportunity to explore the various perspectives, approaches and ideas people have to share. Diverse backgrounds of employees can educate and provide first-hand experience of new perspectives to others.

Leads inclusivity

Inclusion addresses the crux of the traditional problem - it is not an obligatory action. It involves building policies and practices that envision and act upon goals differently. This is possible only when bias is mitigated and differences are acknowledged.

Employing inclusion, equity and equality requires an intentional approach that can lead to real change.

What are the actions we take leading up to that?

Changing the dialogue

Changing the dialogue and how we converse with others at work fosters a deeper understanding in interpersonal relationships. Mutual understanding develops a culture of shared respect. The more you know, the more you can collaborate and innovate effectively.

Establishing networks across boundaries

Establishing networks across boundaries by embracing differences and diversity brings about new connections. Many networks may be overutilized while many may be isolated. Diverting attention to underutilized networks can reduce isolation.

Network analysis also helps in understanding how restricting networks due to unintentional bias can prevent inclusion. Taking intentional action toward reducing inclusion will reduce the impact of inequity in the organization.

Utilizing mentoring and coaching programs

Building a culture of learning by introducing coaching programs will allow all employees to expand their skill sets. Inclusion requires equal participation. Making mentoring and coaching accessible tools can help employees find their forte. A highly-skilled team can come together this way to create an impact.

Analyzing talent practices

Recruiters in any organization have to reflect on their talent practices and reform them. Their recruitment practices may inadvertently reduce the chances of building a diverse workforce they can benefit from. All practices must be scrutinized to ensure that the organization is welcoming to all candidates. If they identify any factors that can be preventing people from joining, they must reform them.

Employees can thrive in an organization only when its culture supports their upliftment. Leaders have to be proactive in taking prompt action toward creating a culture of equality, equity and inclusion.?