By Silke Rathbone
It may seem to many an obvious policy ensuring inclusivity when it comes to gender diversity in the workplace. But, unfortunately, many employees find themselves excluded without their employers even being aware of their discomfort and unhappiness.
Hiring a good mix of males, females, nonbinary, and transgender employees is not enough nowadays. You have to consider a few factors with inclusivity and gender diversity.
As the owner of your business, you need to look at the bigger picture, the wider possible scenario.
Yes, you need to ensure there is a fair and equitable representation of people of all genders, but you also need to ensure:
Share your inclusivity and gender diversity stories through the Standard Bank Top Women Awards
Embracing the value of a diverse workforce starts at the recruitment stage. Knowing that each gender brings their own strengths and skills to the party can open up your eyes to the possibilities. Not only their strengths and skills but their varied creative viewpoints too.
Focus on:
Even if you know that your current workforce does not fit the bill in terms of fair representation, you can still put some policies in place to guide and educate.
Promotional Policies
What are your processes for promoting someone? How does your merit system work? And is there any chance someone’s gender could be considered during these processes? If you feel there may be, you may need to address your policies in a hurry.
Meeting Management
When meetings are arranged and implemented, are all genders addressed the same? When someone has an idea or opinion, are they heard fairly, regardless of gender?
Organised Events
When putting events or launches together, are you sensitive to the type of themes you’re using, the venues, and the topics? All can make a difference to how someone perceives them, and very quickly, you can offend without realising it.
Constant Unconscious Bias-Training
Very often, it is a simple training process for existing staff which can assist everyone in understanding just what a gender-diverse workforce can look like
Exit Interviews
Learn from your exit interviews. Be brave enough to ask what worked and what didn’t from every employee leaving your service.
Labour Excel specialises in offering a variety of Labour Law and HR Solutions. Silke Rathbone, one of the Principal Partners, has crafted and honed her skill set and assists corporates and individuals along the Labour journey to ensure they understand what is required of them at all levels.