Gender equality is an essential component of a fair and just society, and because what happens in the world of work is a major catalyst for change in the broader population, ensuring that gender equality is woven into the DNA of their organizational culture is increasingly becoming a priority for many businesses. However, building a company culture where true gender equality exists requires concerted and ongoing efforts from business leaders.
Some key ways to promote gender equality include establishing policies and procedures that address pay equity, family leave and workplace flexibility. Below, 15 Forbes Coaches Council members share these and other tips for prioritizing gender equality in the workplace. Follow their recommendations to build a more supportive, inclusive workplace environment that helps attract and retain top talent of all genders while creating a strong cultural foundation of diversity and understanding.
Members pictured from left to right.
Photos courtesy of the individual members.1. Acknowledge Gender Bias In Your Company
Recognize that decades of research show that gender inequality and bias persist. Take evidence-based, concrete steps to address specific problems, including bias in hiring, the “broken rung” in leadership pipelines, the “mommy penalty,” the gender wage gap and others. Develop concrete metrics and targets for improvement and include them in performance evaluations for leaders at all levels. - Brandy Simula, Brandy L. Simula Coaching and Consulting
2. Bring In Diverse Teams And Offer Equal Opportunities
Businesses can build organizational cultures that promote gender equality by hiring and retaining diverse teams and providing equal advancement opportunities. Policies, procedures and practices must exist to support, actively promote and protect gender equality while encouraging open dialogue and understanding. These actions will truly foster a culture supportive of all genders in the workplace. - Tinna Jackson, Jackson Consulting Group, LLC
3. Make It A Focus Of Conversation On A Consistent Basis
Whether it’s in team meetings, town halls or one-on-one conversations, ensure you are living your values around true gender equality daily. Most organizations will do workshops or team training, which are beneficial; however, do not make it a one-and-done conversation. Focus on developing habits that will support long-lasting change. - Bryan Powell, Executive Coaching Space
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4. Remember That It’s About Actions
It’s about actions, not “culture,” words or statements. Businesses that want to promote equality should evaluate their data, operations and processes to make sure they are equal. No amount of cultural work or ideas will compensate for an organization that doesn’t actually have equality in place. - Krista Neher, Boot Camp Digital
5. Reward Valued Behaviors And Ask For Feedback
Organizational culture is largely shaped by the behaviors rewarded. Employees must witness leaders taking action on the things they say they value. Therefore, if you want true gender equality, then make sure your policies, developmental opportunities, recognition and promotions all support this mindset. Finally, check in with employees and ask, “Where are we getting things wrong on gender equality?” - Justin Patton, justinpatton.com
6. Create Fair Policies For Career Development
Gender equality begins with putting the right person in place, establishing policies that are inclusive and ensuring your career development roadmaps are fair and consistent. Promote, upskill and recognize the talent that you currently have, and ensure that you’re partnering with nonprofit organizations that can support your future staffing needs. - Jay Garcia, Jay Garcia Group
7. Make It A Leadership Performance Metric
As a woman leader now executive coach for men and women, we are moving words around. Volumes of research. Let's stop talking and take action. Make it a leadership performance measure and hold people accountable, period. We keep measuring and pondering little Band-Aid actions. It starts at the top and must be a strategic objective embedded into business strategy—not a snap-on platitude. - Jodie Charlop, Exceleration Partners
8. Have Regular Training On Gender Equality
Integrate it seamlessly into your current monthly or quarterly training. Running some big workshops loudly will get your team’s attention, but it will also set some people off if it seems extreme. Just integrate and encourage gradually instead of screaming from the mountaintops. That way, it doesn’t feel like emergency surgery on a patient who is critical. Doing this should build a sensitive culture. - John M. O’Connor, Career Pro Inc.
9. Implement Clear Policies And Procedures
Business owners can take several steps to build organizational cultures that promote true gender equality and make it a reality by creating, nurturing and enabling the right environment, implementing clear policies and procedures and promoting open, transparent and honest communication. This empowers the company to establish real inclusion and equity and holds leaders accountable for tangible outcomes and results. - Dr. Flo Falayi, Korn Ferry
10. Practice What You Preach As A Leader
Effectively establishing a culture has to start from the top. The CEO should be the role model for their direct reports, who then model the behaviors for their direct reports, and so on. Policies within the company, including compensation policies, need to support the new culture and reward those who adopt the new behaviors. When you practice what you preach, your organization will follow. - Dennis Kight, it works! LLC
11. Use Data To Address Disparities In Your Workplace
Start by reviewing current data on diversity within your organization—from there, you can implement actions that address the disparities. Three meaningful solutions that are often overlooked are offering flexible work arrangements that accommodate parents and caregivers; establishing mentorship programs that develop the careers of women and other underrepresented groups; and creating a diverse leadership team. - Savannah Rayat, Rayat Leadership Coaching
12. Listen, Observe And Create Shared Meaning
Diversity and equality rest on building our generative capacity for listening deeply and making shared meaning collectively. Culture is not something that can be imposed; it is co-generated and evolving. We need to train to improve our capacity for observation, too: What are the artifacts that our culture produces? When we observe with care, we can ask deeper questions and develop more powerful answers. - Alessandra Marazzi, Alessandra Marazzi GmbH
13. Show Companywide Appreciation For Diversity
Gender equality comes from diversity appreciation. When organizations are open to diversity—welcoming various kinds of differences as possibilities and defining them as the richness of their company’s worlds—they become really attractive to employees, and their support naturally emerges. This can be a step-by-step process, and it requires leaders’ effort to consequently appreciate diversity and support it. - Dominik Szot, MIA
14. Get Clear On What The Culture Must Look Like
Creating a culture that promotes gender equality begins with leaders identifying where their culture currently is, uncovering the “why” that is driving the current culture, and then getting crystal clear on what their culture must look like (in this instance, in terms of gender equality). The clarity around what the culture must look like provides a solid blueprint to create a legacy-inspired culture. - Dr. Mike Smith, John Mattone Global
15. Stop Branding People Based On Gender
First, consciously stop branding based on gender. Instead of referring to someone as a female employee or woman leader, focus on their role. Second, create robust processes that encourage equality and transparency. For example, establish criteria for project selection based on credibility and experience and keep the process open and transparent. Third, audit processes regularly to evaluate the fairness quotient. - Priya Kartik, Enspire Academy
