How do organisations make lasting change after the tokenism of International Women’s Day?

So companies have all been very vocal about supporting International Women’s Day. Tokenism and hypocrisy at it’s best. So if workplaces are serious about helping women what do they need to do?

Firstly, engage in internal networks. Larger companies will have gender equality and women’s groups within them, but often, they are left to get on with things without budgets or authority to make lasting change. Engage with these groups and be open to discussion, and be ready to make changes that will feel uncomfortable at first.

If these networks don’t exist, create them- but include men and policy makers. Allyship is fundamental to change.  According to a recent Guardian article, a third of men think feminism does more harm than good- does this mean they aren’t aware of the bias women face or does it mean they misunderstand feminism? Either way, we must engage everyone in these discussions.

Recognise talent, sadly lack of self-esteem is one of the key elements that hold women back (that’s a long story I don’t have time to tell now). Until the day that women can self-promote as confidently as men, it is important that organisations recognise potential and nurture it, create supportive mentoring and sponsorship for women

Offer extensive personal development and coaching to boost women’s confidence, if they have the skills but not the confidence companies are losing a huge pool of potential talent.  Remember- stats show female leaders outperform males at the top in 15 out of 16 categories!

Have conversations about the trajectory of women’s careers, yes, there might be a few years where some women take a step back but our careers last 35-40 years, how can organisations prevent a few years damaging the whole career of a woman? Look at how women can remain engaged in the professional and social life of work, even when on reduced hours or leave.

Look at your paternity policies and family friendly time management

Look at how are organisations designing job posts. Is the language gender neutral or is it promoting the outdated concept of ‘think manager, think male’?

Oh yeah, and pay us the same as our male counterparts. That would be a good start.

If you’d like to have a more in-depth conversation about this, my email is vicki@thewellbeingfocus.co.uk