Inspiring Inclusion: Why Gender Equality Needs a Broader Lens in 2024.
Kaemorine Prendergast
Business Psychologist |Executive Coach |EDI Practitioner| Leadership Development
It’s International Women’s Day and the theme for this year is ‘Inspire Inclusion’, The fight for gender equity has seen significant strides, but 2024 reveals a crucial truth: achieving parity requires acknowledging the matrixed web of identities women navigate. One of the most notable advancements in the discourse of gender equity is the acknowledgment of intersectionality. The recognition that gender intersects with other aspects of identity, such as race, non-visible disabilities, neurodiversity, and others, has led to a more comprehensive and nuanced understanding of inequality, and the challenges women face. It's not just about men versus women; it's about understanding and dismantling the barriers faced by women using the overarching lenses of intersectionality to enrich our understanding of inclusion. Despite progress, disparities persist, particularly in certain sectors of work. However, amidst these challenges, the benefits of inclusion shine brightly, illuminating a path towards a more equitable future.
Exclusion's Heavy Cost
Imagine a brilliant Black woman with dyslexia struggling to break into a male-dominated tech industry. Her race, gender, and neurodiversity each present hurdles, creating a steeper climb than her white male counterparts. This isn't hypothetical. Studies show women of colour face a double-bind, often paid less than both white men and white women. Women with disabilities are woefully underemployed, and neurodiverse women can struggle in traditional work environments.
Focus on the Persistent Gaps
While progress is undeniable, some sectors remain stubbornly unequal and continue to grapple with gender inequality. Despite strides towards gender parity, industries such as technology, finance, STEM, construction, manufacturing, and transportation still face disparities and see significant underrepresentation of women. Globally, women, especially those from marginalised racial and ethnic groups, continue to be underrepresented in leadership positions and face barriers to advancement.[i] While women represent a significant portion of the entry-level workforce, they face hurdles in progressing to senior positions. This creates a "leaky pipeline" where female talent is lost throughout the career ladder. The scarcity of women in senior positions within the financial sector creates a lack of role models for aspiring female professionals. This can make it difficult for women to envision themselves achieving similar success [ii].
Exclusion leads to missed opportunities, reduced productivity, and perpetuates inequalities, costing both individuals, the organisation, and society.
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Inclusion's Brilliance
By embracing inclusion, we unlock a wealth of talent and innovation. A company that champions accessibility, creating an environment where all individuals feel respected, valued, and supported; allows a neurodiverse woman to showcase her unique skills, and talents, at a benefit to the company. To inspire true inclusion, it is essential to address systemic barriers and promote policies that support diversity and equity. This includes implementing inclusive hiring practices, providing training on bias and incivilities in the workplace, and fostering a culture of respect and acceptance. Additionally, creating support networks and mentorship programmes can empower individuals from underrepresented groups to thrive in their careers. Inclusive workplaces embrace diverse perspectives and experiences by promoting collaboration, creativity, and innovation that engender psychological safety.
When women and other minoritized individuals within an organisation are empowered and supported, their unique perspectives drive creativity and problem-solving, benefiting their teams and the organisation; indeed, companies with above-average diversity on their management teams reported innovation revenue that was 19 percentage points higher than that of companies with below-average leadership diversity, [iii]
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The Call to Action
Inspiring inclusion requires action. Businesses must implement diversity and inclusion that move beyond single-issue approaches. Typically, organisations have taken a sequential approach to inclusion, starting with gender, then on to race, then sexual orientation, then disability and age, etc. Sequential inclusion typically starts at the power centre and works its way out to the most "acceptable" feature. Multi-dimensionality highlights how multiple marginalised identities intersect and create unique experiences, and it approaches inclusion from the perspective that these experiences cannot be addressed separately. 2024 presents an opportunity: to move beyond a narrow definition of gender equality and celebrate the full spectrum of women's experiences. By dismantling the walls of exclusion and fostering true inclusion, we unlock the potential of all women, driving innovation, progress, and a more equitable future.