Breaking diversity barriers

Breaking diversity barriers

DESPITE SOCIAL MOVEMENTS LIKE ‘OK BOOMER’ AND THE ‘THE GRETA EFFECT’ INFLUENCING MANY CHANGES IN SOCIETY, GENDER IMBALANCE AND DIVERSITY REMAINS A KEY ISSUE IN WIDER BRITISH SOCIETY. ACCORDING TO THE LATEST WORLD ECONOMIC FORUM (WEF), THE UK HAD FALLEN SIX PLACES IN THE GLOBAL RANKINGS FOR GENDER EQUALITY, DROPPING FROM 15TH MOST EQUAL NATION IN THE WORLD TO 21ST.

Although it might seem like we’re more aware of gender equality, thanks to awareness days like ‘International Women’s Day’ and ‘Equal Pay Day’, perception alone isn’t enough to make a monumental impact. People need to be convinced in order to act, and shown what’s outside of their own reality. After all, women make up half of the world’s population so we shouldn’t still be considered a minority.

A marathon, not a sprint

Like with any big social movement, gender and equality issues are no quick-fix and we can’t expect to tackle equality across all edges of society at once. It can take time and many different resources to persuade the masses, however, one place where we can be influential and push for change is the workplace. And as HR leaders, it is and should be our responsibility to encourage gender equality in all areas of the company.

We’re currently living in the ‘human age’ where experience is everything and companies are prioritising trust, transparency and purpose to help the organisation grow. In tandem to this, future generations also want accountability and meaning when it comes to their employer and a large part of that is being transparent about topics like diversity. Besides, when it comes to matters like hiring, Millennials and Gen Z have shown that diversity matters more to them than ability, further emphasizing the need to encourage diversity in the workplace.

 Don’t just recruit your way out

The first thought that may come to mind when it comes to building a more diverse workforce is to simply hire more women. But it’s not as easy as that. And if we’re already setting a certain precedent when hiring, then we’re setting a bias towards female candidates which defeats the point. Furthermore, if you’re finding that you’re receiving more male than female applicants then it might be the case that your job adverts are putting women off from applying from the offset. Assessing your current hiring processes and identifying potential messaging issues or processes that stifle diversity can help to overcome this.

To find out more go to: https://www.thehrdirector.com/features/diversity-and-equality/breaking-diversity-barriers/