By Lucy Grimwade
Like many posts I have seen over the last few weeks - I am not overly enthused by this years International Women's Day theme of 'Embrace Equity'.
But, I get where they are coming from.
To start with, I particular don't like the body action of women hugging themselves. I think it makes us look small.
Perhaps a Yoga warrior pose would have been more fitting?
But the real truth is, I am uncomfortable with how some businesses think it is ok to do the bare minimum on one day out of 365 and then say 'we support our women.'
I am equally slightly miffed with the concept of equity, when I think we should be looking more towards justice.
😶 Eek! I feel you. Justice is such a strong word to use. Especially in this context - right?
And if it is making you feel awkward, then read on.
What is Equity vs Justice?
In essence, equity recognises that each person is different with different circumstances, and then allocates the right resources and opportunities (etc) needed to reach an equal outcome.
Great ✅
Whereas justice, in this concept of empowering women (but not limited to), recognises that the system is broken and needs to be fixed.
Even better 🥳
Because it is addressing the grass roots of systemic sexism, challenges that cookie cutter approach and will help build the right resources, that will create loads of diverse opportunities, which will lead to that equal outcome.
Below visually represents the meanings perfectly ⬇️
In many industry, specifically tech - inequality is evident. Whereas some resources may be available, the opportunities are most certainly not.
We know this.
The system is broken. Meaning, it's a male dominated field (cookie cutter) and access to certain resources and opportunities are not available to women.
And this is what needs to change.
I see equity building a foundation for justice.
The success of a workplace as well as industries (like tech) hinges on an inclusive and equitable experience.
In order to do so, organisations need to understand what it takes to create an equitable and fair workplace.
What we all do now, isn't enough.
Hiring more women isn't the answer.
And (for example) offering mat-leave as a benefit, doesn't make you competitive.
Listen, I'm not saying anything you haven't heard before.
So, here are nine suggestions.
To build equity we can't think of it as equality where we try to do and give everything the same.
We also can't keep separating ourselves from the wider picture.
This is something that we have been doing for years with little progress.
So, let's start:
1) Checking on our bias.
We all have a bias that is hardwired into us from when we were growing up or from environments we have been in. Start making a conscious effort in capturing those moments when you are bias - understand where it comes from and do the work to change it.
2) Being an Ally.
Allyship is about learning from others. It's not jumping to conclusions or assuming what people need. Take the time to ask the questions and actively listen to women in your worlds - What are the asks? What do they need? What does success look like?
3) Educating ourselves.
Learning, and in some cases, unlearning, is an essential ask when it comes to knocking down barriers. To start with, here are 3 resources to explore.
Being more equitable shouldn’t end with educating yourself, but it is an important place to start.
4) Reviewing pay transparency.
The subject of the gender pay gap is nothing new – it has been dominating headlines and holding businesses accountable for the last few years.
"Pay transparency — also known as salary transparency or wage transparency — is the practice of openly communicating information about compensation with employees and candidates. This can look a little different at each company." - read more here.
5) Listening to learn, not to give advice.
When you start falling into solution mode aka advice trap you are actually solving the wrong problem. This is because you believe that the first challenge that’s mentioned is the real challenge, when it rarely is. Thus, you are then proposing mediocre solution that are either unhelpful or unsustainable.
Listen to learn.
Not to respond.
6) Driving awareness.
"The first thing that any organization should do is research the history of workplace equity to understand why the concept is so important. Look at studies on workplace equity and talk to experts.
Workers who are interested in improving equity in the workplace should work together to talk to others about the importance of the concept. Leaders should lead by example and show their support for DEIB initiatives. Without an awareness of where you’re starting from, it’s hard to set goals for where you’d like to go." - Read more here
7) Implementing a company wide education programmes.
"By investing in a workforce education program, you’re providing your marginalized employees with a potentially life-changing resource that enables them to advance their careers and grow with your company. Fair education is the key to an equitable future in the workplace." - Read more here
You know what would make this even better? Making it mandatory across all industries... starts writing a letter to local MP
8) Eliminating bias in recruitment decisions.
Here is something you can implement from Monday:
Anonymise CVs.
An anonymised CV hides or disguises some of the candidate's personal information such as name and address. Why? well, this information tends to play a part in bias and compromise in the recruitment process.
9) Holding individuals/teams accountable for discriminatory behaviors.
This goes beyond policy and procedure.
And without sound like something you would see on the train. If something doesn't look right to you: report it.
Then action must always be taken!
It doesn't have be disciplinaries (depending on the circumstance) - it could be an action of education. See point 8.
It's change
And people find change hard. I get it.
Manroop Khela, Chief Transformation Officer at Santander UK said: ‘the hardest thing is getting people comfortable with being uncomfortable...’
So... let me leave you with a challenge: Pick one suggestion out of the nine. Work on that for a month - then come back to me, let me know how you got on.
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