Focussing on a Robust Pipeline, not just the Storyline
Leanne Mair
Accelerating Gender Equity in Financial Services | PE, Startup/ Scale up & Family Office Advisory | Best-Selling Author
While it is great to see that organisations are increasingly recognising the benefits of a truly equitable workforce, by developing targets, metrics and tangible actions, one of the unintentional consequences as a result of gender equality, is that we bypass gender equity, discriminating against women with intersectional identities. This perpetuates the existing social norms, meaning the voices and experiences that need to be most amplified, are those that are most ignored.
Learning about organisations' commitment to women in leadership is always great, but what about the rest of the pipeline? And how is focussing on gender equity a differentiator?
The focus of gender equality is that women will have parity with men, but how is this achievable if there is no parity amongst women themselves?
Part of closing the experience chasm starts with recognising the importance of intra-gender equity and the intersection of the way a woman’s career develops coupled with the impact on her ability to successfully navigate the workplace, due to her hierarchical position.
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Gender equality will lead companies to focus on recruiting in order to show a gender-balanced workplace, whereas the catalyst for gender equity is retention. This means taking a systemic approach to fix the workplace, whether it be from an intra-gender pay gap or a general employee experience perspective, which is crucial in understanding fundamental differences.
Defining the issues that have the most impact on a business — identifying, refining, and assessing their most “material” ?culture and governance issues which helps shape sustainability strategy, prioritise activities, and ensure that strategy, messaging, execution and reporting are aligned.
Guiding our clients in this paradigm shift moving towards gender equity ensures that their strategy is well established, integrating considerations across the value chain, which help them protect and create value by, for example, improving the employee experience, centring the voices and experiences of those most impacted, which then improves operational efficiency, stimulating product innovation, driving gender equity and reducing employee turnover.
Taking this approach means that organisations can help all parts of the pipeline rather than just spending most time and resources on leadership only.
Global Marketing Strategist | Transforming Brands & Driving Global Growth | Expert in Digital Innovation, Stakeholder Engagement & Scalable Campaigns | Board Advisor & Visionary Marketing Leader
2 年What a great post, just read it now thank you! I completely agree that achieving gender equity and equality requires looking at the entire lifecycle of female employees. It's essential to focus on all aspects of the pipeline, from recruitment to promotion and leadership opportunities. creating a culture that values diversity and inclusion requires a commitment from everyone within the organization. By prioritizing gender equity and equality and taking meaningful action to support female employees throughout their careers, companies can build stronger, more successful teams. -----Establish clear goals and metrics to track progress toward gender equity and make sure leadership is held accountable for achieving these goals.
Event Director at CTG Intelligence
2 年Doesn't 'equity' mean ownership or fractional ownership whereas 'equitable' means fair? I don't know if the equality vs equity debate is the real debate... aren't we striving for an 'equitable' solution not equality of outcome / equity?
Supporting start up and SME businesses in Northern Ireland to grow and succeed.
2 年A really valid point, Leanne. Thank you for this post. I work for a recruitment agency called OLLMOO and we're working to close that gender gap by offering mentorship, support and job opportunities for women in leading global organisations who proactively want to take inequality in the workplace. I'd love if anyone seeing this post could check us out on this monumental day (it's also our birthday). https://www.dhirubhai.net/feed/update/urn:li:activity:7039156308578553856 Thank you for making your voice heard, Leanne.