How can we create gender-inclusive workplaces?

As businesses try to recover from the pandemic's consequences, they must also embrace the future of work environments, which will be gender-inclusive.

“Gender inclusivity” is not just merely increasing the presence of women in an organization or achieving equitable pay. It is about eliminating any form of bias that will inhibit the performance and growth of employees because of their gender. It involves creating a work environment with effective policies that are proactive, transformative, and measurable, enabling people to participate equally and thrive equally. This also entails nurturing a culture committed to the support, safety, and acceptance of people, regardless of their gender.

According to the Global Gender Gap report 2021, the gap in Economic Participation and Opportunity is the second largest of four key gaps tracked by the index. While 58% of this gap has been closed, the report estimates that it would take another 267.6 years to close. Insights from a McKinsey report show that the global economy can generate an additional USD 12 trillion by putting women on par with their male counterparts in the labor markets. Gender inclusivity in the workplace is imperative for business success. An effective diversity and inclusion action plan can bring several benefits to an organization like access to a diverse talent pool, better financial performance, higher levels of social sensitivity, collaboration, a balanced workplace, etc.

Here are a few ways in which organizations can promote a gender inclusive workplace:

  1. Leadership commitment to building an inclusive culture: Research by McKinsey proves that companies spearheading the gender equality movement have CEOs and leaders, committed to it. Top-level leaders must act as role models and walk-the-talk’ by taking pride in highlighting the organization’s stance on an inclusive and gender-neutral workplace.
  2. Develop an inclusive and bias-free hiring process: Gender equality begins right from the stage of the hiring and recruiting process. Careful consideration must be given while wording job descriptions, shortlisting candidates, and training hiring managers to make potential employees feel secure, welcome, and valued. Ensure the tone on the career page is free of discrimination and bias.
  3. Improve gender equality awareness in the workplace: Conduct continuous gender inclusion training programs including LGBTQ+, so that employees respect, support, and uplift each other regardless of their identity. Training should be mandatory for everybody, including those who help decide promotions, pay increases, and candidate appointments.
  4. Focus on equal opportunity and transparency: Review all HR policies and thoughtfully rework to provide an equal and level playing field for all by using gender-neutral pronouns. Senior managers must empower women and every other individual that falls under the gender and sexual minority category. Equal learning & development opportunities must be provided.
  5. Design an inclusive physical workspace:Set up gender-friendly toilets, special office spaces designed for expectant and nursing mothers, and ensure safe last-mile commute, to make the workspace inclusive.
  6. Create strict anti-harassment policies: Strict anti-harassment policies, including those for the LGBTQ+ community, need to be in place to ensure that no employee is mistreated, disrespected, exploited, harassed, or discriminated. Offering Employee Resource Groups (ERGs) provides a safe space for people to let down their guard and share experiences. 
  7. Have women mentor men: Another way to improve gender equality in the workplace is by letting women mentor men. It could generate more empathy, more co-operation and just more willingness to see each other as people.

 

To conclude, we are all about diversity: – our experiences, our background, our views, the way we speak, dress, and look. Diversity encourages new ideas, opinions, and perspectives, and only when all these diversities are included, respected, and valued, can there be a true inclusive spirit at the workplace. When employees aren’t afraid to be true to who they are, they bring more creative and authentic energy to their roles and ultimately strive for pushing your business to even greater heights.

lalitha shetty

[author title=”Written by” image=”http://”]Lalitha M Shetty, Associate Vice President – Human Resources, Omega Healthcare Management Services [/author]

 

Disclaimer: The views expressed in this article are those of the author and do not necessarily reflect the views of ET Edge Insights, its management, or its members

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