Gender Diversity Management System in the Workplace
Andrew tapped his fingers on his desk. He gazed through the window as he thought of the disaster that lurked above his head. After the board of directors approved his proposed flextime project, it simply failed. Andrew proposed this project to cease the high turnover rate of females within his organization. At the very beginning, the system worked perfectly well. Everyone was excited about it.
As the HR Director, Andrew proposed the Flextime system. It aimed to support employees, especially females, to have a proper work-life balance. The system gave employees the freedom to choose their eight working hours' start and end timing. Employees enthusiastically filled in their preferred timing slot. However, after one month of endorsement, females started resigning again.
When talking to a couple of them, it turned out that females who left the office early missed meetings and had complaining colleagues who had to fill in for their absence later during the day. The system failure was apparent. Andrew risked his job, despite his work on the board's plan of workplace diversity.
The above example shows an effort towards Gender Diversity management. Andrew did make a sincere effort. However, he failed.
How then should organizations create Gender Diversity Management systems?
Creating an entire system is at the heart of gender diversity and equality. Let's explore a solid strategy that could help you build a diverse culture1.
1
Corporate Strategy and Culture
Gender Diversity Management (GDM) needs to be applicable and felt by employees. Banners around the workplace will not do a good job. GDM needs to be intertwined within the culture and reflected within the Strategy. Employees need to be able to touch the concept and know well how to apply it. To achieve this, GDM needs to be within the value system of the organization as well as its mission. Moreover, it needs to be reflected within the performance appraisal evaluations.
Management
"It is as equally important to have role models, for the company to get the right messaging and to increase the visibility of women, etc. We shouldn't forget though that men also have to live up to stereotypes which can be positive or negative." Tina Paillet FRICS-First female Chair of RICS in Europe2
Managerial titles imply responsibility, and when it comes to gender equality and diversity, management has a huge responsibility to act as role models. Leadership determines the organizational culture tone. Therefore, they are entitled to push the entire culture towards diversity acceptance and equality management. Using gender-neutral terms is one of the most straightforward actions to promote gender equality. For example, instead of "maternity leave," it could be referred to as "parental leave." Updating written policies and procedures follow those same terms to unify what's written to what's spoken. Being aware as a manager of gender biases helps managers combat such biases. It is the leadership role to raise awareness and help overcome those biases either through training, mentoring, or coaching. Several actions need adoption, yet, they all need management support; otherwise, culture and strategy will not complete each other. Instead, as Peter Drucker puts it: culture will eat strategy for breakfast.3
Operations
Operations refer to the fields that are action-based. Recruitment, Retention, and Career Advancement processes are vital for gender diversity and promoting equality. It is essential to review the recruitment process to ensure it does not include any conscious or unconscious biases. However, after ensuring women are on board, it is of equal importance to ensure their retention. Moreover, making sure they get the deserved equal opportunities for career advancement.
Reviewing the three processes requires lots of analysis, such as checking the overall representation of females in the workplace and checking the percentage of females in various departments. Checking the absence rates of female employees is of equal importance, the female turnover rate and percentage of return from parental leave. It is vital as well to check the ratio of women in the organization holding leadership positions. In short, a deep, thorough analysis needs to take place to update the processes above mentioned accordingly.
Corporate Communication
Corporate communication refers to communicating all organization's efforts and actions in gender diversity, whether inside – to employees, or outside – to stakeholders. Sharing efforts and progress promotes the organization and enhances the brand image internally and externally. Some actions in this domain include ensuring that corporate communication addresses both men and women equally. The organization needs to promote its objectives and activities on gender diversity. Gender Diversity Role Models need to be known and used as allies to the gender diversity case. Organizing speeches, events, inviting role models from the organization and outside to attend and share their experience could benefit the organization and its brand.
Control
Control refers to monitoring the gender diversity management actions and efforts. It is essential to follow up on progress and evaluate the results of gender diversity management actions. Following the evaluation and monitoring, it is equally vital to report those results, promote them, and discuss them during meetings.
We have discussed an entire strategy that helps organizations build and develop a culture that respects gender diversity. Let's explore together the benefits of such a culture of diversity and equality.
1Understanding GDM-5 strategic layers towards a diverse workforce, Accessed 20 July 2021, https://econowin.org/projects/gender-diversity-management/approach/#5
2RICS, Inspirational role models on gender diversity, 17 Oct 2018, Accessed 20 July 2021, https://www.rics.org/de/news-insight/latest-news/news-opinion/inspirational-role-models-on-gender-diversity/
3Terra, How to Promote Gender Equality at Work as a Manager, 27 Apr 2018, Jenny Keller 2018, Accessed 20 July 2021, https://www.terrastaffinggroup.com/resources/blog/promote-gender-equality/
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