Deeds not words - 4 lessons from the Suffragettes

On Sunday June 10, women across the UK marched together, in Edinburgh, Cardiff, Belfast and London. They were celebrating the 100-year anniversary of the first women getting the vote.

The march was organised as part of the 1914-1918 World War One remembrance program as a work of art. It was promoted online and through funding partnerships across the UK. Bringing activists together to honor the brave women who campaigned for female suffrage. Political franchise was granted, in part, to some women, in 1918.

The Suffragette and Suffragist leaders had encouraged women to step into traditionally male jobs as World War One called more men to the front line. This left jobs vacant. With no alternative, women were hired. They kept the country running.

The nation was grateful at the end of the war. The female workforce was mature in the face of adversity. Female workers were granted credibility.

1 Momentum will be maintained until all are treated equally

In the 1860s UK Liberal MP John Stuart Mill was the first MP to call for voting rights to be extended to women. It took over 50 years for some women to get the vote. In 1928 all women over 21 got the right to vote, alongside their male peers.

100 years later we are still fighting for equality from the #MeToo campaign and the Gender Pay Gap row to gender balanced corporate boards.

2 Deeds not Words

Corporate leaders clamor to speak out as to why inclusion is important. From banks like NatWest, who sponsored the June 10 march, to thought leaders McKinsey, all businesses exalt the benefits of a diverse and inclusive workplace. Yet, tone from the top is not always reflected in day to day operations. As we saw with the BBC pay row, business reputations can be lost if words and deeds are not aligned. 

3 Everyone benefits from inclusion

Just as the nation benefited from the female workforce in World War one, so will wider society with a more inclusive workforce today. Helena Morrisey, in her recent publication, a good time to be a girl, lays out the business case for inclusion.

Which organisation leader will say no to: greater profitability, increased efficacy, higher productivity, a happier workforce, a more engaged team, an improved return on investment, higher yields and dividends, and more sales?

4 Hearts and minds had to be won

Attitudes towards women changed during the Great War. Today, attitudes towards women need to change further.

Appointing a token woman into a chauvinistic environment will only set her up to fail. The underlying causes of bias and bad behavior need to be addressed.

A swim lane process of multiple change programs is needed

If you want to assess how inclusive you workforce is or look at recruiting and retaining underrepresented minorities – please inMail me.