Gender inequality in the workplace is a pervasive issue that has continued to thrive. Understanding this problem is of vital importance in developing effective gender inequality programs designed to promote gender equality and safeguard human rights.
Three Benefits of Gender Diversity in the Workplace
In an increasingly globalized and interconnected business environment, gender diversity in workplaces is not just a matter of principle, but also an economic necessity. A business that supports gender diversity is more likely to reap numerous benefits such as higher return on investment (ROI), innovation and creativity, and enhanced company reputation. Conversely, businesses which do not prioritize gender diversity face certain challenges.
Boosting Inclusion: How Gender Workplace Diversity Drives Success
In today's diverse and interconnected world, fostering an inclusive and balanced workplace has many benefits. Not only is it morally right to ensure equal representation and opportunities regardless of gender, but it's also a clear business advantage. From technology giants like Google paving the path to inclusivity, small startups and traditional firms alike can gain insight and direction in their journey towards gender diversity. Today we are taking an in-depth look into the nuances of gender diversity, its importance, and its impact on a business's success. We discuss several strategies followed by successful corporates to create an inclusive environment and unravel research findings linking gender diversity to economic benefits and innovation.
Women in the Workplace 2022
The 2022 Women in the Workplace report was released in mid-October and many of us have seen the big findings from the report hitting the headlines. While the talent pipeline has been suffering from a “broken rung” for a while, and the representation of women took a hit during the pandemic as women left the workforce, we’re now seeing more senior-level women leave their current organizations for companies that are more supportive.
When they leave, they take not only their talent but also much of the drive and effort behind creating those supportive work environments which are also increasingly more important to younger talent.
What do we do about it? My short answer is, let’s structure our organizations in a way that empowers managers to make a difference. Let’s set our managers up for success so they can set their direct reports up for success.
Understanding the Allyship Gap for Women of Color
In February, we celebrated Black History Month, and in March, we celebrated Women’s History Month. As we come off two months celebrating distinct identities, it is important to take a moment to revisit the experiences of individuals who face double discrimination as a result of intersectional identities. In the 2021 Women in the Workplace report, the trend continues that women of color, and specifically Black women tend to face more microaggressions than white women or an aggregate of all women.
What Effective Inclusion Efforts Look Like
In our recent posts breaking down the 2021 Women in the Workplace Report we’ve focused both on key findings and recommendations to address burnout through boundary setting. This month we turn our attention to the recommendations focused on advancing Diversity, Equity and Inclusion (DEI) through intentional training.
The report finds that the overall number of employees receiving training related to DEI is increasing, but there are key steps to take to ensure that training is actionable in order to drive change and increase inclusion within the organization.
Critical Boundary Setting: Organizations, Managers, Individuals
“As companies embrace flexibility, they also need to set clear boundaries”
The 2021 Women in the Workplace report summarizes this key recommendation so clearly. Pre-pandemic, boundaries were important, but to an extent some of them were ‘built in’ to our daily lives—the commute to the office, closing up the computer at the end of the workday, a peek at email on your phone but a response saved for tomorrow.
With all of the changes COVID-19 has brought, burnout is one that we have talked about extensively in the past two years. As we face yet another period of transition (back to the office, no wait—back to remote) it is a critical time to revisit the boundaries that organizations can set to create a sustainable flexible workforce that can readily adapt to the seemingly endless change and uncertainty.
Women in the Workplace 2021
In anticipation of the 2021 Women in the Workplace report, which was published in September, I was prepared for more bad news. Specifically I was preparing myself for a dramatic reduction in the representation of women in the corporate pipeline. After all, millions of women have left the workforce since the start of the pandemic. However, this year I was also surprised—more positively—to find that representation of women was still able to improve despite the challenges the pandemic has brought.
Women + Burnout: A Conversation with Dr. Casen of Drugless Doctors
We’ve been talking a lot about burnout recently—from our review of the 2020 Women in the Workplace report, a deep dive on what organizations can do to retain their female talent, and our new workshop topics on Navigating and Managing Burnout.
Last week I had the opportunity to speak with Dr. Casen DeMaria of Drugless Doctors on this topic. As a chiropractor, Dr. Casen works with many women and helps them to identify the gaps and challenges they may be facing, finding the right place to begin and helping her patients get their gusto back.
What I'm Reading: Women in the Workplace 2019
Each year, we eagerly anticipate the release of the annual Women in the Workplace study conducted by LeanIn.org and McKinsey and Company. This year, the report’s fifth year, was no different. There are often new themes and new lenses on the topics of representation, bias, and how to mitigate unequal treatment in the workplace. Our big takeaway this year is a concept coined The Broken Rung.
thankful
What I'm Listening To: Katie's Crib Podcast
How Women at Nike Changed Everything, and What It Should Mean to Your Organization
August Book Club: A Uterus Is a Feature, Not a Bug
Key Lessons From The 2018 Forbes Women’s Summit
Through the Lens of Motherhood: Returning to Work
Through the Lens of Motherhood
Dress for Success
How to Bring Your Whole Self to Work and Life
Work-life balance. That ever-elusive goal we are all working towards achieving. We hear all the time at our women’s initiatives workshops how this obsessive pursuit can be exhausting, frustrating and alienating. What we at Gild have come to realize is this: We are not alone. Successful women in workplaces everywhere struggle to find the right balance. We have to ask ourselves, does it even exist?
Why Workplace Gender Diversity Matters
Most managers, executives, and organizations agree that gender diversity is a great idea, but not all will follow through and take the steps that are necessary to improve gender parity. Here at Gild, we believe that diversity, and more specifically gender diversity, matters and we have first hand experienced the power of women in the workplace.