The focus on gender equality in the past fifty years has shown us that creating a diverse and inclusive culture requires continual focus and support from all levels. We know that indirect discrimination and unfair treatment arises from unconscious biases and attitudes embedded in an organisation’s culture and decision making processes. We are committed to helping our clients solve this problem and based on our efforts so far we have found these strategies disrupt institutional inertia around stereotypes and biases:
Findings from our latest research clearly show that traditional stereotypes associated with gender or life stage are well and truly out of date. To be a magnet to the modern talent pool, organisations must offer opportunities for career progression, flexible work arrangements and a culture of work life balance. This means organisations need to align their recruitment and diversity strategies to be a more attractive employer of choice and fully leverage growing talent pools.
There is an ever increasing demand from customers, stakeholders and employees is that an organisation’s workforce reflects the society in which it operates. This requires a level of transparency and trust to stand up to scrutiny from any and all parties. Reflect on these questions below to gain insights into your organisation’s starting point:
Equal pay has been and will continue to be a concern for both men and women. For Executive Boards and Corporate Governance this raises a potentially costly and brand damaging risk since the payout on equal pay liability claims can be business crippling. It is therefore critical to have well defined processes and procedures embedded into how your people work supported by an open and inclusive culture so that potential issues are raised and addressed internally.