Leadership Strategies for Promoting Gender Equity Through Open Culture

Leadership plays a crucial role in creating an environment that fosters gender equity and supports an open culture where mistakes are seen as opportunities for learning. By establishing an organisational culture that embraces mistakes as a natural part of growth, leaders can pave the way for a more inclusive and equitable workplace.

Traditionally, mistakes have been viewed negatively, often leading to fear of judgment or criticism. However, when leaders promote a culture that values open discussion and learning from errors, it encourages individuals at all levels to take risks and engage in meaningful conversations. This shift can drive progress and innovation while also helping to break down barriers to equity.

To achieve gender equity, leaders must strike a balance between two extremes: shielding individuals from the consequences of their mistakes (mollycoddling) and harshly punishing them for every misstep (policing). Neither approach is conducive to learning and growth. Instead, leaders should foster an environment that promotes open dialogue and provides support for continuous improvement.

Creating a culture that supports learning from mistakes can empower individuals to challenge the status quo, take on new initiatives, and engage in discussions about equity and both the individual and organisational accountability needed to take action.

When leaders embrace a culture that recognizes mistakes as opportunities for growth, it sends a powerful message about the importance of equity and inclusivity and sets the organisational tone.

To achieve an open culture that supports gender equity and values learning from mistakes, leaders can follow these key principles:

Promote Psychological Safety: Cultivate an environment where individuals feel safe to express their opinions, ask questions, and share their mistakes without fear of judgment or reprisal.

Encourage Open Dialogue: Foster transparent and open communication channels where team members at all levels can discuss challenges and learnings openly.

Model Inclusive Leadership: Lead by example by showing vulnerability and openness to learning from your own mistakes. This encourages others to do the same.

Provide Resources and Support: Offer access to training, mentorship, and professional development opportunities that empower individuals to learn and grow.

Recognize and Celebrate Growth: Acknowledge efforts and progress made by team members in their personal and professional development, regardless of the outcome.

Set Clear Expectations and Boundaries: Establish clear guidelines for acceptable risk-taking and mistake management to ensure a balance between learning and accountability.

Sponsor, Champion & Empower Gender Equity Initiatives: Actively support and advocate for programs and policies that promote gender equity within the organisation, as well as providing strategic and budgetary support.

Maintain Consistency and Fairness: Ensure that policies and practices are applied consistently across all levels of the organisation to build trust and accountability. This requires actively delving into accountability metrics within leadership objectives and developing some if they are missing.

Measure and Monitor Progress: Track key performance indicators related to gender equity and organisational culture to identify areas for improvement and celebrate successes.

By taking some of these steps, leaders can start create a ripple that will change their culture and get everyone involved in learning about and dismantling systemic barriers.

Leanne Mair is the Founder and CEO of Benefactum Consulting , a consultancy focussed on accelerating gender equity in the workplace and the Founder of The Sororum, a social enterprise dedicated to supporting first-generation female professionals moving into the workplace.

Leanne was named a LinkedIn Top Voice for Gender Equity 2023 and continues to shine a light on the topic.

Get of copy of Leanne's book here: Closing the Gap: How to Include Black Women in Any Gender Equity Strategy