Abolition of all gender related stereotypes: 3. It means providing a safe avenue to routinely check in with women and men to ensure that gender exclusion is being addressed – using routine surveys, interview research, mediation and other organisational evaluations. Incivility “is a gateway drug to harassment” Segal says, and workplaces should strive to tame it, within the bounds of the law. That’s not the case when filling board seats, because board members are not classified as employees, Segal says, and there can be good financial reasons to include more women on corporate boards. Give girls the same jobs as what guys would do and when the job has been done amicably or even better that what the guy did, then anounce it to all fellow workmates and use the girl as an example to boast the moral amoung the girls in the workplace. They have to help bring other people along. Even if it is for the optics, when men see how their behaviour is sexist, they will be more conscious of it. Employers should also audit their payroll, and increase pay for women who have been short-changed. Laura Zelenko: Two years ago we began proactively increasing the number of female sources in our news coverage. Do you know how your organization can drive gender equality? Women should be encouraged to come forward and speak their mind: 14. (To avoid lawsuits, he suggests companies not admit any wrongdoing when doing so). Since we have a dearth of women in these positions, we made a priority this year to provide intensive editing training for 10 women holding various titles and sitting in a range of offices across the company. Of course, patriarchy must end, all genders must be entitled, we all must learn non-violent communication, and see the fine line between humour and deep-rooted sexism. Instead of waiting for female employees to report cases of sexism or harassment and consequently penalizing male employees, organizations need to prevent such instances. There’s a lot of work to do, but we’re moving in the right direction. She constantly struggled to prove herself in the face of discriminatory references from male colleagues such as “Sweety” and “Babe”. Strict policies against gender discrimination in the workplace: 11. Even when hiring an individual to the company the board should ensure that the sex of the person does not affect their decision at all because this is absolutely unethical. One in four women say they are subject to sexual harassment at work. Meredith is frequently sought out for her expertise in small business lending and financial management. The importance of such training is demonstrated by the results of a Unilever Study. Hence there should be strict punishments for such behaviors. No special privileges for men or women: 7. Is the training meant to improve general work practices and interaction between genders or address certain overarching behavioral patterns at the workplace? Discrimination on the basis of sex has strict legal implications, at the same time, however instead of merely worrying about the government taking action against them, companies should ensure that they have their own set of rules and have a zero tolerance policy when it comes to any of the workers harassing one another on the basis of gender issues in the workplace. How to Be More Open and Flexible in the Workplace? Workplaces should be a place where men and women want to work and feel rewarded and cared for with their work. For the work force to work as a comprehensive unit there should be uniform rules for people belonging to either sex. When companies have special rules for males or females then what they are doing is creating a clear demarcation between both the sexes and that is exactly where the differences creep in. Instead, every position should have a pay range, with the allowance for exceptions for special cases. It means providing a safe avenue to routinely check in with women and men to ensure that gender exclusion is being addressed – using routine surveys, interview research, mediation and other organisational evaluations. She says that if an organization wants to extract the very best from its employees, it must stay reflexive about gender and diversity matters. What can help? Take some time to learn about some of the major issues, such as inequality in the workplace and the cost of healthcare. 7 ways to improve employee job satisfaction, supporting a learner-led skill development program in a VUCA world, jobs in consumer durables and electronics, jobs in digital marketing and communication, product management and information technology. What is Gender Equality? And don’t ask candidates to explain multi-year gaps in their resumes, which are almost always due to family or illness. Here is a great case study from Bloomberg on what to do to … Previously it was believed that women were not fit to join the business world because they apparently lacked the skills as well as qualifications, however, now this backward thought process has been done away with and individuals are able to freely decide upon which career field they would like to become a part of. There are nearly 74.6 million women in the workforce. Gender dynamics work beyond individual perception, it requires in-depth, social scientific support. That means only 6.6% of the most profitable businesses are led by women. Henna Inam: What’s the best way to engage men? This Quartz story originally appeared on qz.com on June 22, 2016. It is a shared goal, a collective responsibility. In this 21st century business world, companies ensure that they leave behind their gender stereotypes as in this day and age, women in the workplace are equally capable as their male counterpart and whether it is in the field of technology, business, law, academics or even philosophy their hard work is yielding exceptional results.
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