Diversity and inclusion (D&I) in the workplace is critical to create a positive and supportive work environment that benefits all employees. According to the report “The Uncovering Blind Spots: Outlook on Diversity, Inclusion, and Belonging (DI&B) in Indian Workplaces, almost 77% of employers believe that not emphasising DI&B can have a detrimental effect on organisational performance. Additionally, other reports also propose that gender-diverse companies are 30% more likely to financially outperform organisations with low diversity representation.
In recent years, there has been an incremental progress in creating a gender inclusive workforce across companies. This is attributed to the introduction of new employee-friendly policies and the different commitments to establishing an inclusive environment that is free from discrimination. However, the recent pandemic saw millions of women who were out of the workforce due to many reasons like family obligations, work-life balance, etc. that basically denote we are not doing enough for them. Women, in particular, have historically faced challenges in the workplace that hold them back from climbing up the corporate ladder. Despite making up nearly half of the global workforce, women continue to face significant barriers in achieving gender equality, such as unequal pay, underrepresentation in leadership positions, and workplace discrimination.
According to a report by McKinsey & Company, companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians. A company that has set the policy framework for diversity, equity, and inclusion in the workplace is more likely to attract a diverse talent pool. Sustainable policies for women in the workplace increase their morale and contentment, which in turn, increases the productivity of the company. This increased support for women accelerates the talent pipeline for female representation, thereby redefining leadership and reimagining the workplace in terms of how organisations support and empower women.
Women are the future. Some of the steps undertaken to support women in the workplace include:
The first step in any inclusion policy in the company is to recognise the problems that exist in the company, especially those that are faced by women in the workforce. This way, a company can efficiently achieve its goal of creating an inclusive and safe work environment. Supporting women in the workplace requires dedication to not only framing but also implementing policies right from the top of the chain, i.e., the leadership level, to the shopfloor level. This will help in optimising the diverse workforce, which will contribute significantly towards the goals of the organisation. It not only aids in the innovation and productivity of the company but also enhances the corporate image and brand value of the company.
Moreover, different companies like Crompton have a holistic approach and organisational structure in enabling policies in key areas, which can be a catalyst for bringing women to the forefront of the workplace. These include:
Equal Opportunities in Recruitment: The entire process of recruitment should be gender agnostic. Women should get equal opportunities in hiring, pay, and promotions. A company can ensure this by creating an unbiased evaluation system that promotes gender diversity.
Flexible Work Arrangements – Women often face challenges when it comes to balancing work and family. Companies can offer part-time or work-from-home options so that women can manage their responsibilities. This helps companies retain female talent that would have left their jobs otherwise.
Creating a Culture of Respect – This includes respecting every individual, supporting each other, and creating a feeling of being valued in the workplace. Companies can create a culture of respect for women in the workplace by providing diversity training to their employees and encouraging and including women in the decision-making process.
CMO – Crompton Greaves Consumer Electricals Ltd.
Supporting Women on the Shopfloor Level- With many women breaking out of the traditional roles of a homemaker to join the corporate workforce, few are seeking chances to work at the manufacturing level. Hence, it is important to create a work environment with the right policies that support the culture and attitude towards women in the factories. This may involve implementing policies such as diversity and inclusion training programs, basic safety & hygienic infrastructure for day to day working, and recruiting efforts that target female candidates.
Gender-balanced narrative in advertising: It is crucial to ensure that women are accurately represented in advertisements. This means avoiding stereotypes and promoting a diverse range of women in different roles and settings. Advertisers should also consider the impact their ads have on society and work to promote positive messages that empower women and show them in an equal capacity.
