In recent years, business leaders all over the world have started to see the merits of introducing diversity in the workplace. From bettering innovation to improved financial performance the advantages are innumerable. Against this backdrop, many corporations in India have made a headway in recruiting more women employees into their workforce. Consequently, gender diversity has gained visible momentum in the country. However, this long journey is far from over.
Today, many companies measure and announce their advancing gender ratios. While measuring the gender gap is a positive step towards progress, addressing it is far more complex. Even as leaders make conscious efforts to plug this gap, inculcating a culture of women-friendly policies, enabling them to sustain and thrive will be a comprehensive approach that goes beyond just hiring them.
Developing an environment which makes every employee feel welcomed, valued, and heard, regardless of their gender is key. Here are my views on how organizations can successfully nurture a culture of inclusivity and drive lasting change.
Providing Equal Opportunities for Growth
As I mentioned earlier, recruitment is where most organizations start embracing workplace gender diversity, but it is vital that they go beyond to increase the scope. Even today, the number of female employees, especially in leadership roles are lesser compared to those in junior or mid-level roles. Most of the time they are overlooked for a particular position in favour of their male colleagues. Organizations must focus on developing a structure that gives them an equal opportunity to be considered or promoted based on their performance.
Ensuring Equal Pay
Until gender pay gaps are eliminated, workplace inequality will continue to perpetuate. It is crucial that progressive employers create a culture of transparency at the organization that ensures both men and women are compensated based on their role at the company, and not basis their gender.
Offering Flexibility
A recent study by McKinsey found that women employees who can choose to work in the arrangement they prefer are less burned out, happier in their jobs, and much less likely to consider leaving their companies[1]. By offering greater flexibility on work hours and choice on workplace, Mashreq Global Network (MGN) India has attracted and retained a diverse workforce from across the globe. Eliminating travel and fixed 9-5 schedules have helped us open the doors to a more supportive culture and a diverse workforce.
Head of Human Resources,
Mashreq Global Network, India.
Addressing Unconscious Biases
Unconscious biases can lead to systemic barriers that hinder all efforts towards diversity. While there is no universal method to combat gender bias in the workplace, implementing robust hiring and performance management practices, as well as putting in place leadership development programs, can go a long way in bridging the gender gap.
Supporting women’s return to work
Returning to work after a long absence can be intimidating for most people. For women, the challenge is steeper. Return ship programs address this challenge and enable women to restart their careers in a meaningful way, regardless of the reasons of their absence. These well-structured training programs are designed to ensure that the woman’s transition into work is a smooth and empowering one wherein they are able to regain confidence, acquire new skills, and receive hands-on training. All this while allowing employers to streamline their efforts towards gender diversity.
Mashreq Global Network is on a journey of relentless commitment and persistence to establish a workforce of equal representation, and subsequently increase women representation in our workforce today. Through our initiatives, we will continue to strive towards creating a workplace unhindered by gender-based barriers or biases and we look forward to fostering an environment wherein women have equal opportunities, equal representation, and equal voices.
[1] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace
