The step beyond getting women into your organization is to help them reach leadership.
Women are getting in the door, but what happens once they are in the door? A quick look inside organizations struggling with the issue of developing women leaders can be instructive.
In 1950, the labor force participation rate of women in the US was around 34%. The US Department of Labor projects that by 2025, it will climb to nearly 60 percent.
The data is clear. Companies with women at the top perform better. In fact, companies with the most female officers have financial returns that are 34% better. Companies that are successful in moving more women into leadership roles take seven clear steps, which are outlined in ManpowerGroup’s Seven Steps to Conscious Inclusion report:
Change yourself first. Believe it or don’t bother. Change must be authentic. If not, people see it as a fad that’s here today, gone tomorrow.
The CEO needs to own the issue. Gender parity cannot be delegated to HR. For commitment to be authentic and aligned with business strategy, change must flow from the top and be demonstrated by the leadership team. HR can help support it.
Ask, why not? Instead of saying, “she doesn’t have the experience,” ask, “what do we need to make it work?” Challenge assumptions.
Hire people who value people. If we hire people who value people they will figure out how to optimize all human potential, including women. They will be open to strategies that support balancing the integration of work and home, measuring success on performance and quality of output, not presenteeism. They will support people to plan and manage for career ‘waves’ not ladders.
Promote a culture. Generic programs do not work. The last three decades prove this. Programs don’t change behaviors and don’t improve the numbers. They can even breed complacency, rewarding activity not the results. Accountability sits with senior leadership and decision makers to promote a culture of Conscious Inclusion.
Be explicit: women when and where? Simply increasing female representation will not shift the needle. Women and men must be represented at all levels and in every business unit. Leaders must know exactly where they need women to be. Looking at macro numbers is not enough; it results in “pink ghettos” instead of P&L and staff roles.
Set outcomes. In business, it is about outcomes and what you want to achieve. Every hiring and promotion decision can be justified but if that isn’t moving closer towards the tipping point then Conscious Inclusion and gender parity just won't happen. Articulate a talent legacy - how things will change and what it will look like by when. Plan for it as if it were a strategic business priority or investment. Change takes time, focus and discipline.
It may seem like a challenging to-do list. But anything with a worthwhile outcome has always been hard work.
“To Err is Human; to Forgive, Divine.” - Alexander Pope
We all make mistakes. Recognize that missteps may occur along the DEIB journey. If you're called out for a microaggression or an act of exclusion, respond with compassion, concern, and humility. Make a sincere effort to listen and understand, apologize genuinely, and avoid making the situation about yourself. This compassionate response fosters a culture of learning and growth. Know that growing pains are part of the process. If you make a mistake and are quick to right the wrongs, you can build an open, transparent, and more trusting environment where we know mistakes will be made and forgiveness can be doled out.
Set targets and track progress
Hold your company accountable by setting measurable targets and regularly tracking progress. Senior decision-makers should receive frequent updates on DEIB efforts, including employee experience and engagement levels. If you don’t already have one, appointing a senior-level officer to oversee and direct DEIB initiatives, education, and training ensures that inclusion remains a priority. Implementing at the C-Suite level will show that an organization is taking seriously its role in holding everyone, from the top down, accountable.
While these aforementioned tips represent a small fraction of the ways you can make a difference in the lives of our LGBTQIA+ colleagues, you should also take the initiative to conduct research and educate yourself.
A good place to start is with the United Nations Human Rights Office's Standards of Conduct. This is an invaluable resource that provides guidance on supporting LGBTQIA+ rights in the workplace, marketplace, and community. This collaborative effort by numerous companies across sectors ensures a comprehensive understanding of best practices.
At ManpowerGroup, we firmly believe that businesses play a pivotal role in driving positive societal change. By intentionally creating diverse and inclusive workplaces, organizations can attract top talent and foster innovation. Supporting our LGBTQIA+ colleagues year-round goes beyond symbolism, generating tangible benefits for individuals and the bottom line. Together, we can build a future where everyone feels valued, respected, and empowered. Let us embrace diversity, celebrate authenticity, and continue championing inclusivity every day of the year.
