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Five crucial lessons to build inclusive workplaces for women to thrive
Determining what inclusivity really means to the workforce, especially to women employees, and designing a strategic approach to inclusion will hold the organisation in good stead
Image: Shutterstock
Covid-19 disrupted the world of work, amplified socio-economic, race, and gender inequities, and revealed many startling facts about women in the workforce. Data shows that women have lost more jobs than men, and the inequality at home has made women mentally, emotionally, and physically more vulnerable. It’s also believed that women will be more likely to experience long-term setbacks in workforce participation and income, as we make a move towards recovery.
The gendered implications of this crisis make it imperative for organisational leaders to prioritise inclusion right now, more than ever before. Organisations today need to be smarter and empathetic, by seeking input from a wide range of under-represented groups and voices, especially of women. According to a recent report, nearly 82 percent of women surveyed, said their lives have been negatively disrupted by the pandemic; about 70 percent of women who have experienced these disruptions are concerned that their career growth may be limited as a result.
Covid-19 ushered in circumstances under which, the way women work and live have drastically changed. It also brought with it unprecedented pressures that re-wrote the rules of work-life balance. As Stephen Frost says, “Unless you consciously include, you will unconsciously exclude.” So how are organisations gearing up to this challenge and supporting women employees?
Here are five crucial diversity and inclusion lessons to build inclusive workplaces for women to thrive:
Multiple studies and reports have highlighted how the feeling of being included enhances employee productivity and promotes an innovative mindset. This mindset is found to be six times higher at workplaces that have truly inclusive cultures. If you had to do the math, an innovative mindset, if raised by 10 percent worldwide, the global GDP could increase by up to $8 trillion by 2028. Bringing in more women in leadership roles can shape the culture of the organisation to be more empowering and create a sense of belongingness. Overcoming conscious and unconscious biases in recruitment processes, promotions, pay hikes, performance management systems, and leadership development programs would significantly increase the organisation’s ability to create a truly inclusive culture. And the time to embark on that journey is now.
The writer is Vice President, Human Resources at Epsilon – India & APAC