Why a gender-balanced system? Because it's 2018!

We've come a long way and yet, research shows (or just look around), that we've stagnated when it comes to gender equality. When Justin Trudeau put his 50/50% gender equal cabinet together in 2015, he was asked why ... his reply began with a simple "Because it's 2015." He declared, he committed and he delivered accordingly.

No doubt some will now want to rush to Wikipedia to see how things look now in the Canadian Ministry, three years later - here you go. in 2015 there were 15 women and 15 men, currently there are 17 women and 18 men. It's still incredibly balanced (compared to the realities in most other places). The "Because it's 2015" anecdote was recounted at a gender equal opportunity focused event I've attended recently at Swiss Re's Centre for Global Dialogue in Rüschlikon. Organized by Female Shift, the event offered plenty of strong food for thought.

Guido Schilling, whose Schilling Report has looked in detail at the executive boards of Switzerland's biggest companies for more than a decade now, was very clear in his assessment. He says that, for the last fifteen years, companies have been stepping in place when it comes to gender. So, a very sobering look back. On the bright side he says that, based on everything he sees now, the coming fifteen years will be years of true transformation and that, after those fifteen years, "the mission will be completed."

Robert Franken, a diversity-focused consultant, was quite provocative in saying that we should just stop with all these women-fostering programs. He doesn't like the term because for him it implies that there's something wrong with women, that they have to be fostered because something needs fixing. And that's rubbish, of course - it is our very differences that make diverse teams better. Franken argued that there is no point in "throwing more and more women at leadership roles" ... unless the system (the work environment) is changed. We all know that is hasn't changed. If you doubt that, just consider what's called the gender care gap ... when a family grows, the burden still remains with the woman. For the most part, who runs the extra-miles with teachers and studies and sports and doctors and house and food and and and ...? That's the system - good old patriarchy as we've known it for a few millennia - and it's up to governments and companies to change that.

I would love to see more 50/50 female/male ECs ... but for that to happen the system needs to change. As is, work environments are simply not equally desirable for both women and men. Top down, companies can make targeted commitments (here some examples by leaders of Swiss companies). Those will drive system change from the top. But there are simple things we can all embrace to change the system:

• Ask every man "Do you want to be part of the solution or part of the problem? If you want to be part of the solution - what are you willing to change as of right now?"
• Create new normalities - we can all create them and they can be understood as "micro changes" - we can all do our part. In meetings, make a consistent effort to ensure both women and men lead, both women and men take notes, both women and men are heard. In presentations, consistently act on gender balance. At conference - balanced panels only! No more "manels".
• Focus on the positive but don't forget to highlight the losses we have if we don't change "mono-cultures" at every level. We can point them out (always) and strive to be better.

You likely know the VUCA acronym - it stands for Volatility, Uncertainty, Complexity and Ambiguity ... that's the world we live in - the business environment will not become less VUCA. There are things we can do about it - and a key element in making us resilient to whatever VUCAs are thrown at us - is balanced teams that will weigh and decide at every level in far smarter ways ... now we just have to change the system ... I hope we don't have to explain a "why" to anyone anymore.

?I hope we can just say "Because it's 2018."