Gender inequality and the extraordinary vortex of change: why now is the time to cultivate belonging in business

Whilst it’s fair to say that the events of this year have impacted all of us in different ways, a deep powerful consciousness and support for those that have been disproportionately affected remains absolutely vital. After decades of progress in the world of work, women are now facing new challenges and significant setbacks as a direct result of Covid-19. The pandemic has proven to be a tipping point, disrupting the workplace in ways we’ve never experienced before and making it much harder for women to feel seen, heard, and supported.

 I recently spoke to the #TalentVoices team at LinkedIn about the impact Covid-19 has had, and may continue to have, on gender equality.

Why Covid-19 disproportionately affects women

The current health crisis has turned workplaces upside down, with many employees struggling to carry out their roles to the best of their abilities. As the boundaries between work and home life totally blur more with each passing day, people are literally being swallowed up by a more intense, “always on” working culture. Facing very real concerns about their family’s health and finances, fatigue, depression and burnout are becoming a serious threat – and yet we keep working. 

This pandemic has intensified the challenges already faced by women. According to McKinsey’s Women in the Workplace study for 2020, women – particularly women from minority backgrounds – are more likely to have been laid off or furloughed this year. As I have illustrated in a series of articles earlier this year, more time and tension at home has also seen a depressingly steep rise in domestic violence; UK Home Secretary Priti Patel reported a 25% spike in calls to helplines. These seemingly disparate factors are connected. Women who are able to get on at work and gain financial independence have more options when it comes to extracting themselves from unhappy or even dangerous situations, and women who are supported at home are more likely to succeed at work. Add extra “mum” responsibilities and reduced support into the mix and it’s easy to see why women are struggling to make themselves heard at work. Maintaining visibility is a real problem.

Remote working technology and the importance of human touch 

While there are obvious pros and cons to the level of connection we now have with our devices, it has also had a fascinating impact on ways in which we communicate within our organisations. 

Microsoft has reported that the equally sized tiles on Teams video calls are actually having a levelling influence, digitally flattening old hierarchical structures that empower otherwise quiet members of the group to take the stage. It’s vital that leaders introduce structures that give people the freedom to engage in different ways. The support that teams require will shift and change as the situation evolves; what worked in our first lockdown, may not work now. Mixing things up and getting creative with wellbeing and self-care solutions can reassure people that organisational support is an ongoing necessity, and not a quick fix that will be abandoned after the initial shock of change. Ultimately, it’s on leaders to listen and understand the unique challenges of the individual. 

Finding opportunity

The best organisations are already supporting women in the workforce with the reinforcements and resources they need to flourish in the new world of work. It’s important to communicate to one another that there is an opportunity to make positive changes in the on-going journey to close the inequality gap between men and women. There have been truly inspiring moments of breakthrough leadership, as female role models like Jacinda Ardern and Angela Merkel have responded with real empathy in times of remarkable uncertainty. 

I was recently on the panel of a webinar where the Head of Unilever explained how their organisation had worked to achieve a 50/50 split in the boardroom. This is the kind of example that we can look to for motivation in such difficult times. I know from my time at IBM that ‘if you can see it, you can be it’, and whilst this is more of a challenge in remote settings, it is more important than ever to broadcast your positive culture stories through both internal and external communications. Visibility is key. These kinds of organisations encourage women to achieve as much as they can at all times by ensuring their commitment to equality is ingrained in an honest and sustainable way, with real programmes and aspirational targets that people relish the challenge of working towards.

Taking action

My conversations with my mentees during this time have unearthed some interesting issues – I am always surprised to hear how often male colleagues take credit for women’s ideas.

When faced with problems like this, I think it’s important to recognise the actions we can take ourselves to nip them in the bud. While it’s ultimately down to leaders to drive this cultural shift from within their organisations, there are a number of ways women can help themselves in striking a better balance, and in doing so, finding their place.

Here’s my top three:

1)   Find yourself a mutual mentor

Whether it’s a long-standing colleague, new-starter or peer you simply look up to, approach someone who is different to you – or with a greater understanding of something you find uncomfortable – to connect with on a practical level. Have the difficult conversations you need to have to grow and learn together. 

2)   Give yourself the time to ‘relearn’

 So many familiar ways of working have now been lost. Presenting to teams via conference calls, for example, is an entirely different skill. Reading the room to ensure you include and engage people demands a fresh approach. Similarly, managing people remotely will vary hugely based on the individual. It’s therefore vital that you take a step back to evaluate and nurture these skills.

In this recent webinar for alumni from the Women's Directorship Programme, a JV between

Meraki and HKU Business School, plus the 30% Club Hong Kong Chapter, we discussed how all leaders are needing to re-learn leadership skills - tech and life skills - as we lead businesses out of this vortex of change, not only from the pandemic, but also climate change, deep inclusion issues & a new technology epoch.

3)   Make the most of the state of change

This is the perfect time to reassess your position, and where you want to be – not just in five years’ time, but 12 months down the line. You have the opportunity to carve out your own unique niche and put plans in place to work towards your personal and professional goals. As businesses react to better serve the ever-changing demands of clients, so too could your role for the better.

Conclusion

While we’re all ‘in this together’, leaders across the spectrum must not only consider the impact of Covid on business processes, but on the underrepresented groups that help drive them. Employers must embrace skills-based hiring, and not just rely on experience, to build a more diverse and dynamic work environment. A growth mindset, active listening, empathy and kindness are part of the critical enrichment process for self-love and self-help, for both employers, and employees. True diversity and inclusion – and the open conversation we continue to elevate around these issues – can only help us all feel a sense of connection at a time when we’ve never been more physically apart.

Are you a leader paving the way to a fairer working world?

Comment with your thoughts below using the hashtag #TalentVoices