In an era defined by rapid technological advancements, groundbreaking discoveries, and instantaneous global communication, the staggering prediction that gender parity is not just slow and uneven but that it will still take 132 years to close the gap is an urgent call to action for global leaders.
This stark assessment in the World Economic Forum’s (WEF) ‘Global Gender Gap Report of 2022’ underscores the fact that despite gender equality reforms in many countries and innovative efforts in the private and public sectors, there still remains a critical need to dismantle age-old societal and cultural barriers, challenge biases, and forge a new path forward towards a more inclusive, equitable future. The WEF report further notes that as crises compound, women's workforce outcomes suffer, and the risk of global gender parity backsliding further intensifies.
It is imperative that we, as a global society, demand more than incremental progress; and instead call for progress that we can see and feel in our lifetime. We should boldly envision and relentlessly pursue a world where gender parity is not a distant aspiration, but an achievable reality. Are you willing to wait five generations to challenge traditional social conventions? We owe it to all who came before us, and all who will come after us, to seize this opportunity to transform our societies and workplaces and usher in an era of gender equality.
This week, Deloitte Global released its annual report, ‘Women at Work 2023: A Global Outlook’ which highlights several critical aspects of women's experiences in the workplace that have either not improved or, in some cases, have worsened. Women’s experiences can be marred by non-inclusive behaviors, a lack of flexibility, and a fear of adverse career impacts that prevent them from showing up as their whole selves. In fact, more women worldwide left their jobs in the last 12 months than in 2021 and 2020 combined, citing a lack of flexibility among the top reasons.
The time is now to take bold action and affect real change. Deloitte Global’s recent report has identified a group of “Gender Equality Leaders” – organizations that have created genuinely inclusive cultures that support women’s careers, promote well-being, and foster inclusion. Gender Equality Leaders set women up to thrive, and in turn, result in women who are more engaged and have higher levels of well-being and job satisfaction. When organizations prioritize improving women’s experiences in the workplace, they can unlock new opportunities for organizational growth and societal progress, further accelerating the timeline to gender parity. Yet, our research shows that just a staggering five percent of women view their employers as leaders in gender equality.
The question then becomes, how do we grow that number? How do we realize gender parity in our lifetime? As is often the case, meaningful transformation starts with one’s own sphere of influence. Leaders should adopt a new mindset – one that has the power to make an impact. They should see themselves as champions of gender parity and take actions that can inspire their organizations to follow suit. Shelley Zalis, CEO of The Female Quotient, recently noted, “The pressure is on, and the time is right for real change. We call this the Flipping Point. It’s the perfect moment to rewrite the rules and design a workplace that is equitable for all. We must turn plans into action.” Three transformational tenets have emerged from Deloitte Global’s research that could help gender equality leaders on their journey to create lasting change.
Purpose: Embed gender parity as a core value
A strong sense of purpose can help define your organization’s mission and embedding inclusivity as a core value can have far-reaching impacts. Establishing a clear vision that articulates a commitment to equality can also create a sense of urgency for achieving it. Organizations that champion gender parity serve as role models for others and can use their influence to advocate for policies that promote equality. Purpose-driven organizations can inspire their workforce to contribute to a larger cause, fostering a sense of belonging and motivation. They create wholly inclusive and respectful environments where women feel supported when addressing non-inclusive actions – a key aspect found in Deloitte’s research.
Additionally, organizations with equality at their core, tend to attract and retain top talent, creating a more competitive and skilled workforce. In turn, economically empowering women helps reduce the gender pay gap and contributes to a more equitable society.
Accountability: Turn plans into action through measurable goals and milestones
Turning plans into action is a critical component of driving real change and for that, organizations need accountability. Setting measurable, time-bound goals that can make an impact and tracking progress towards those goals can help organizations continuously improve by identifying areas of success, as well as those that need added consideration and improvement. These goals should focus on specific areas of gender inequality and encourage creative and innovative solutions that promote equal pay and increasing women in leadership roles. Actions such as enabling and embedding a flexible work approach can often make a significant impact for women as they manage the various demands of work and life.
Accountability also encompasses communicating progress on your goals. For example, Deloitte US releases an annual Diversity, Equity, and Inclusion (DEI) Transparency Report that shares insights on our DEI data and progress to date on our goals for fostering an inclusive workplace culture. Open communication and dialogue, as well as transparent decision making can go a long way towards building trust and engagement in your workforce and setting the stage for a fair, unbiased environment that promotes equal opportunities for all.
Sponsorship and Allyship: Move beyond mentorship to model inclusive behaviors
Mentorship receives a great deal of well-deserved attention in the conversation around creating equality. However, to be an inclusive leader includes moving beyond mentorship to sponsorship and allyship which can provide the essential support, resources, and opportunities that can create more inclusive work environments, promote diversity in leadership, and inspire broader cultural shifts towards gender equality.
As a sponsor, leaders use their political capital to advocate for and support the career advancement of women. As an ally, they can speak up to challenge biases, address inequalities, and create a supportive work environment. In both disciplines, leaders should understand where bias is showing up, listen to diverse voices, and commit their time, energy, and influence to open doors and create opportunities for women to develop and progress their careers at a preferable pace – which is essential for driving change. Leaders can also leverage their organization’s influence to advocate for gender equality externally and collaborate with others in their ecosystem to drive change in the communities they serve.
We truly believe that gender parity is attainable within our lifetime, but the clock is ticking. With bold action and courage of conviction, we can work together to transform gender parity from an aspiration to a reality; one that doesn’t require 132 years to realize. By embedding inclusivity at the core of our organizations, holding ourselves accountable to ambitious equality goals, and championing the power of sponsorship and allyship, we can all serve as Gender Equality Leaders and seize the opportunity to create a more just, equitable, and prosperous world for all within our lifetime.
