? EDITOR ’ S QUESTION //
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MANAGERS MUST RECOGNISE AND
UNDERSTAND GENDER ISSUES , BE RESPECTFUL OF DIFFERENT RELIGIONS AND CULTURES , AND BE EMPATHETIC IN ADDRESSING DISABILITY AND AGE .
C reating an inclusive work environment is increasingly important for employees . According to recent research by Indeed , almost half ( 48 %) of girls aged between 16 and 18 would rule out working for an organisation with a gender pay gap against women – while only 32 % of boys saw pay equality as a requirement .
Since 2017 , the government authorised mandatory gender pay gap reporting and is currently in discussions to make ethnic pay gap reporting compulsory too . But representation doesn ’ t stop there .
A BCG report found that among Fortune 500 companies , only 24 CEOs are women , three are black , three are openly gay and one is a lesbian . Representation matters , so improving diversity in leadership positions is critical to strengthen diversity in the rest of the organisation . It ’ s about time managers prioritise diversity , equity and inclusion ( DEI ) in the workplace .
DEI training
Education is paramount . Training managers on DEI and unconscious bias will help them create more inclusive environments for their teams . Managers must recognise and understand gender issues , be respectful of different religions and cultures , and be empathetic in addressing disability and age . DEI can be present in the workplace in various ways , but it lies with managers to make employees feel comfortable with who they are while they work .
Teaching managers to be more inclusive when it comes to recruitment will significantly help to improve DEI in the workplace . This training should include ensuring that all employees working in the same role are paid equally to minimise any risk of pay gaps . Where gender or ethnicity pay gaps exist , employees feel devalued by their organisation and managers risk losing exceptional talent .
Ensuring employees receive DEI and unconscious bias training is also crucial , so they know how to use inclusive language when communicating with colleagues , customers and suppliers .
Workplace culture
Treating employees equally – regardless of their background – is vital . It is a manager ’ s responsibility to build a culture that allows this . For example , following stringent internal policies if bullying or harassment occurs ensuring that employees are well-aware that inappropriate behaviour will be not tolerated and will be dealt with swiftly . Managers should have regular one-to-ones , where employees feel comfortable speaking to them about any issues they have in private .
Managers might also create a DEI team , supporting the leadership team to promote inclusiveness in the workplace and celebrate different festivities such as PRIDE month or a religious holiday . Managers should regularly ask their teams for feedback to ensure transparency and hire more inclusively during the recruitment process . Offering flexible working to their employees is highly beneficial in improving employee engagement . Flexibility allows employees to work around their personal commitments such as school runs or even employees working far from the office , giving them more work-life balance .
DARREN HOCKLEY , MANAGING DIRECTOR AT DELTANET INTERNATIONAL
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