The following is a list of executives for discussion (or staff to ask).
5 minutes read
This story originally appeared on Ellevate
PricewaterhouseCoopers launched the Executive Action for Diversity and Inclusion in June 2017 with the signature of 175 CEOs (including Saradak companies such as Cisco, HP, Morgan Stanley and Wal-Mart). One of the main principles of the undertaking is that executive heads must sign and join diversity and pursue additional activities and cooperation. Today, this number has expanded to more than 500 CEOs of leading companies in the world. On Dec. 7, the CEO of Action asks that the CEOs discuss the understanding on the same day.
Related: How to motivate leaders to champion gender equality
When this debate turns into gender equality, what can they discuss?
Let us look at the current situation of gender diversity in the workplace and where we go from here.
The current situation of gender equality in the workplace
It will be 217 years to reach gender equality, 168 years in North America alone (United States and Canada). This is with the fact that women represent only 26 CEOs of Fortune 500 (fewer than 32 in 2017), and clearly we have a problem with gender equality in the workplace.
The lack of women at the executive level (and at the C-suite level in general) represents a larger gap in the pipeline: the gap in the first offer. Men are upgraded at a rate of 21 percent higher than women of the first promotion. Pipeline leakage early. So why do not women talk? They do; however, research shows that women punish him. It's not so easy to "just talk."
Of the 279 companies that participated in the study of women in the workplace in 2018, only 38 per cent identified gender-mainstreaming targets. It will be hard to imagine that these companies do not set targets for financial performance, so it is not surprising that 20% of staff feel that their company's commitment to gender equality is just an oral service.
The focus on wages, though important, is not enough. Based on the findings of Pipeline, the pay is a symptom rather than a disease. Payment is the quantitative representation of the value you put on your talent after initial value decisions such as performance and promotion.
Related: Men: Be the hero
Talk about sexual diversity in the workplace
If we want to have an explicit discussion on gender equality, let's begin by the fact that if you have only one woman in your pool, you will have no chance of getting the job.
Given our current situation, and that men hold the majority of leadership positions – 95 percent of Fortune 500 executives and 62 percent of managers – we have to talk to both men and seek to understand the different experiences women in the workforce.
Let's start with the commitment: the pledge. This is the first step. The second is living a pledge: putting commitment into action.
Let's go beyond simple representation numbers to understand deeper job statistics. This information will tell us how we can truly pledge our commitment. For example, on December 7th, the following is an initial list of executives to discuss (or ask employees):
- Who is really in line for the CEO's roles?
- How do women drop out of this pipeline (which may be why they talk only 8% of the time on corporate profit calls)?
- How can a woman employ a strategy of amplifying each other if she is the only woman in the room (which is likely to be the top of the escalator ladder)?
- When women break the glass ceiling, why are they often pushed to the glass shelf?
- Why do women face punishment when they become mothers, regardless of the fact that women are the breadwinners in 40 per cent of families with children (and the most productive employees throughout their careers)?
Related: How to address gender inequality in employment
Let us also ensure that questions are not only based on the experience of women in the workplace; gender equality is not synonymous with women's rights. We must include men and talk about how gender inequality affects their lives throughout their lives. The internal dialogue of gender norms begins at an early age and limits the future paths that men may choose for themselves, from following unconventional roles as parents living at home to identity coverage at work.
The detection and discussion of bias against women is a critical step in the move towards gender equality. Talks should be held on Dec. 7 on how diversity is not Everyone Again, to emerge as your own self-image to reduce the economic footprint of your company.
Gender equality is an opportunity for all.
The data suggest that turning talking into concrete action is not only the right thing to do, but the smart thing to do. Of Pipeline research across more than 4,000 companies in 29 countries, we found that for every 10 per cent increase in gender equality, there was a 1-2 per cent increase in revenue.
So, on December 7th, let's have a frank and honest discussion about diversity in the workplace, and how it does not hinder everyone. Then, let us commit ourselves to work and transparency in the pursuit of equality for all.
(By Katika Roy Roy is CEO and founder of the Denver-based Pipeline).