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4 Ways Your HR Team Can Boost Gender Equality in the Workplace

The world is progressing at a rapid pace, with so many technological innovations and scientific breakthroughs. But even with all these, we are, unfortunately, still lacking in terms of gender equality and acceptance, most notably in the workplace. Dr. Vincent Roscigno, a professor of sociology from The Ohio State University, writes that psychological biases are the root of inequality. These are present when employees subscribe to gender stereotypes, which, in turn, breed discrimination in the workplace. It’s high time businesses started pushing for gender equality, so this article will be tackling its importance and tips on how to achieve it.

The Need for Gender Equality

Gender inequality can manifest in multiple ways. The most common instance is the gender pay gap. On average, women only make $0.81 for every $1 a man makes — and this ratio is even worse for women of color and those with disabilities. There are also opportunity and leadership gaps. Many industries, such as the tech industry, are male-dominated, which can dissuade women from entering the tech workforce and limit their participation in creating products and services for women.

To achieve gender equality, companies must not bar individuals from the same pay or the same opportunities simply because of their gender identity. This not only pushes for a fairer workplace, but also a more efficient one. Dr. Leilani Carver-Madalon, an assistant professor on the online master’s in strategic communication and leadership program at Maryville University, points out that gender equality is pretty good for business, too. Plenty of studies have shown that being fairer to women in the workplace is good for a business’s bottom line, and for the economy more generally. “For example, companies for whom at least 30% of the leaders are women can expect a 15% boost to profitability on average versus similar companies with no female leaders,” she stated in a report on The Hill. “There’s also a link between companies with more women in leadership and stronger share price performance. And equal pay would add an extra $512.6 billion to the economy.” Other studies have revealed that a diverse workforce is more accepting of “outside the box” ideas. This brings in a sizable influx of information from all kinds of perspectives, giving the company more opportunities for innovation.

But, of course, diversity is only effective if there is gender equality. Here are four things you can do to progress towards a fairer, more inclusive workplace:

1. Keep your job descriptions gender-neutral

Apart from ensuring that your job offer lists the necessary skills and certifications, it’s also important to keep the language gender-neutral. You can opt to use the singular “them” rather than “he” for pronouns. This ensures that you don’t discourage non-male candidates.

2. Involve more people in the interview process

To ensure that an applicant’s interview is considered from different perspectives, put together a diverse panel — ideally with employees of different standing, people of color, and, of course, different genders. Their feedback after the interview gives recruiters a more holistic view of the applicant.

3. Arrange company-wide gender sensitivity programs

To get rid of gender inequality in the workplace, employees must first be aware of it. Arrange workshops to educate the workforce of the pitfalls of gender stereotyping and unconscious bias. Also, be sure to promote skills like critical thinking, empathy, and understanding. DD Haines, our very own office manager here at EBR Consulting, highlights empathy as a soft skill that companies should start requiring. This is especially important in male-dominated workplaces, as women in these sectors might feel uncomfortable for being the “odd one out.” A little empathy goes a long way in making minority co-workers feel at ease.

4. Make a conscious effort to build a more diverse workforce

Companies need to be proactive in building a diverse employee base. This means being open to hiring different workers — men, women, and non-binary individuals alike. This creates more opportunities to learn about people from all walks of life, encouraging employees to be more open and less likely to hinge their beliefs on gender stereotypes. It paints an appealing picture of representation in the workplace and, like what was discussed earlier, can bring a lot of good to a company.

Take these four recommendations to heart, and you’ll be well on your way to a more gender-equal workplace. If you need assistance with the hiring process, do check out our recruitment services here at EBR Consulting.

 

 

Authored by: Jeanelle Byron

Written for: ebrhrexperts.com

EBR Consulting is pleased to present this guest blog by Jeanelle Byron.

 

DD Haines
Networking – Soft Skill #3

Until March of 2020, this was the definition of networking:  Business networking is the process of establishing a mutually beneficial relationship with other business people and potential clients or customers.  It still is – but how we go about it has changed drastically and will continue to evolve as we work our way through and past the current pandemic.

In my book; The Insider Guide to Your Dream Career: Mastering Your Job Search in the Digital Age, I discuss networking how-to’s and when-to’s.  It’s pretty simple; you start by getting out there, meeting people, and exchanging information about yourselves.  The next step is being of service in some way to the people you have met, because you know someone they need to meet or you know of someone who provides a service they need, or you know the Hiring Manager of the company they want to go to work for.  Please note that I said –“be of service to them”, because that is the important part.  If your networking goal is to create a list of those who can do stuff for you – you have the wrong attitude and the folks in your network will soon realize that you aren’t helping them, but using them – and drop you.

The hard part of networking prior to Covid-19 was “getting out there”.  Now it’s nearly impossible.  There’s one place where good networking is still possible – it’s just closer to home.

Off the top of your head, can you name someone who works with you who knows how to draft an advertisement for a magazine?  Who has contacts at the nearest college? Who has experience in recruiting and hiring?  If you don’t know this much about your co-workers – you should.

Networking among co-workers should be considered as important as networking in the community.  Have you thought about starting the next Zoom meeting with an exercise where everyone tells one odd talent they have?  That’s networking – because now you have a source you didn’t have before!

You never know when you’re going to need help doing your job.  Most of the time, your company will not be able to afford to hire outside experts.  Who you know can really be as important as what you know.  “It’s great to be able to say: ”I don’t know the answer to this, but I know who will”.

To start your in-house networking, create a list of contacts throughout your company and throughout your industry. Strive to reach beyond your immediate circle.  Reach out to those you don’t already know with a short message that contains your “elevator speech”, why you are interested in them and how you can help them.  If they respond positively, be sure to stay in touch with them – even if it’s just short emails that contain an article they might be interested in or a comment about a recent achievement of theirs.  You don’t know them well enough to pass on the current joke – so leave that to your closest friends!

Your goal is not to have many, many contacts, it’s to have contacts that you can be useful to and who can be of use to you.

DD Haines
Empathy- Soft Skill Article #2

Empathy is a word that many people define incorrectly.  Simply, it means “the ability to understand and share the feelings of another.”  It is rarely listed first on a list of soft skills – but maybe it should be.

“The ability to temporarily take up residence in someone else’s perspective frees you from your own narrow thoughts and snap judgments. It neutralizes your hard feelings and imbues you with a softer approach to disputes and difficult employees”. (Forbes – Workplace Empathy Packs A Powerful Punch: Discover The Jaw-dropping Results, by Bryan Robinson, Ph.D.)

Some believe that the ability to be empathetic is a natural one.  You’re either born with it, or you’re not. This is not the case.  You can develop this ability by thinking things through differently.  For instance, someone you work with has suddenly (in your estimation) become hard to get along with.  They snap when they become frustrated and become emotional over what seem to you to be minor issues.  Before you started working on your empathy, what would you have done?  Maybe snap back; go to your boss about the behavior; begin to leave that person off your team?  No, you are increasing your empathy – so instead, you look back to when this behavior started and try to discover the cause.

What do you find? This co-worker has elderly parents who have just moved in with her, both are infirm, and she has suddenly become a caregiver.  Rather than go home after a stressful day and relax, she goes home to feed and bathe both parents and then tend to the many normal home duties she has. Her stress level has multiplied enormously.

What do you do?

Number 1 – how would you cope if it were you?  What would you need from your co-workers?  This requires some thought because before your empathy raising efforts – you would have said you” don’t want anything from your co-workers, and they do not need to know about my stress.”  Don’t confuse empathy with pity, either.  It’s making an effort to understand how this co-worker feels and reacting in a manner that supports rather than ignores or denigrates the feeling.

To let your empathy kick in, start by taking a deep breath. Answering a snappy remark with one of your own is counter-productive, shuffling your feet, and looking at the floor when she suddenly tears up is also counter-productive.  Calm replies, maybe tell the group to take a five-minute break, or just a light pat on the shoulder can show your empathy without damaging your position as a leader or co-worker.

Where else can you show your empathy?  If you know this person needs to be home by 6:00 pm every day, try not to schedule her for later, and if you have to – give her plenty of advance notice.  As a co-worker, don’t be offended when she grabs her stuff and rushes out the door at the exact quitting time, you know why.

Sometimes you don’t know why – the co-worker doesn’t talk about her private life, and that’s OK.  Practice your empathy by noticing behavior, and rather than read something less than flattering into it, deal with it fairly.

As a manager, you may have to ask an employee about a certain behavior.  That’s part of your job!  Remember to be fair, not judgmental.  Just because you think you could handle her issues better doesn’t mean she does not deserve your support.  That’s empathy again, rather than treating with contempt, you treat with understanding.

It’s not always easy to tell if the behavior you observe in others is empathy in action, so it could be difficult find someone to model your behavior on.  If you are comfortable in their company, it’s a good bet that they are empathetic.

DD Haines
Time Management – Soft Skill Article #1

Today, you are a manager choosing between two internal candidates for a position in your department.

Candidate #1 and Candidate #2 both have the same hard skills and have the same amount of service time with the company.  So how do you choose? Let’s look at the soft skills that each one has.

What are the most wanted soft skills?

  • Communication and Collaboration
  • Time Management
  • Networking
  • Empathy
  • Critical Thinking

Candidate #1 has these skills to one degree or another, except for Time Management. Candidate #2 has all the skills.  Who’s going to get the job? If you said Candidate #2, you are correct.

Why is Time Management so important – and how can you tell if your Time Management skills are lacking?

Time Management simply means you are on time – or a little bit early – all the time.  It means that your work is turned in on time, and if it is going to be late for any reason – your boss knows why and what you are doing to correct the problem.  If you work with a team, you know how important it is that each member completes their work on time because if they don’t the entire project is late and the entire team suffers.

Take a hard look at your work performance.

  • Are you usually 5-10 minutes late coming in to work?
  • Do you have a hard time getting started on a project, thereby finding yourself up against a hard deadline and working all night?
  • When the team checks in for updates, do you have any?
  • Do you often find yourself going to your supervisor and asking for help to finish a task?

If you’re answering yes, or sometimes; you have a habit that needs to be broken.  Being late is a habit and being on time is a habit, so you can change.

“All bad habits start slowly and gradually and before you know you have the habit, the habit has you.”

-Zig Ziglar

There are many well-known ways to break a habit.  Start with saying “I don’t come to work late”. Ask yourself what triggers your tardy button.  Do you oversleep because you don’t get enough rest?  Are you late leaving the house because you couldn’t find something to wear? (Although in these Covid-19 days that may not be a problem!)  What gets in the way of being on time?

Getting to work on time should be the easiest habit to form.  Getting your work done on time is going to take more work, but you can do it! Any assigned task has a deadline.  Estimate how long you need to get the task done, break the task into segments, assign a deadline for each segment and check yourself every day to see how you are doing. If you see that there is a barrier to finishing on time, immediately let your boss know. Again – what triggers your late button?  Not everyone is a self-starter, but when you have a task to accomplish, you should be able to complete it in a timely manner.  This requires being hard on yourself – no break until you finish that days’ segment, when you finish, you get to get up and walk around for 5 minutes.  Keep reminding yourself that the ultimate goal is to be known as someone who is always on time – with everything.

“When someone can get work done in a timely manner, they immediately become more valuable,” said Steven Page, vice president of digital strategy at data and digital marketing services agency Giant Partners.  “Also, your employer will want to give you important work to do because you can have an optimal turnaround time.”

DD Haines

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