Breaking the Diversity Mold: Why Inclusion is the Key to Gender Equality in the Workplace

Challenging the Status Quo and Promoting Collaboration Between Majorities and Minorities for a More Inclusive Future

International Women's Day (IWD) events have become a common occurrence in many companies and communities, with a range of discussions on topics from leadership to technology, entrepreneurship, and investments.

However, if you attended any of these events, you may have noticed a lack of male participation. This is because conversations about diversity are often targeted at minorities, rather than being balanced between genders.

In this article, we discuss some of the reasons why this still happens and the changes needed to advance inclusion in the workplace.

Only diversity groups are brought into discussions about the topic

I have seen more and more IWD events welcoming men, but the majority still target women. Some women believe that they still need space to discuss issues and support each other and that exclusive events, groups, and associations are the best ways to achieve it.

Men don't feel comfortable discussing gender inequality

Discussing gender inequality and bias before a large audience at events dedicated to the topic can be intimidating for men if they don't have a formed opinion about the topic. It may be easier for them to have such conversations in 'safe' environments - smaller groups with gender balance.

Fortunately, I believe this is changing. I recently interviewed a former CFO and COO (male) who spoke eloquently about the importance of diversity and inclusion as a means to improve an organization's bottom line. He mentioned that there's a need to understand and serve a diverse set of customers. To enable that you need diverse teams across the organization. He also stated that diversity goes beyond demographics - different backgrounds and viewpoints are key to driving innovation.

Diversity & Inclusion conversations need to be balanced

Discussions about gender inequality inside and outside the corporate arena should have equal gender participation. Women will just be able to have a seat at the table, achieve equal pay, have career opportunities, and the appropriate mentorship if men and women in leadership collaborate for that.

Those inclusive conversations will also open the eyes of participants to unconscious bias. Sheryl Sandberg mentions in her book Lean In, that men in traditional marriages, with wives working at home, tend to view women in the workplace as less qualified to succeed. This unconscious belief might lead to delays in women's promotions.

It has been proven that diversity improves a company's financial results, so this is not only about reputation. All my experiences working with diverse teams lead to creative solutions with great results for the company and clients.

Improving inclusion is key to unlocking the power of diversity

Many companies have been focused on increasing gender diversity in the workplace with great progress, but there's still work to be done regarding inclusion. So women get a seat at the table and equal opportunity to contribute without being judged by their leadership style.

Lean In, articles and publications about the topic have changed my perception of gender inequality. I used to believe that, as I have been treated respectfully and I feel heard in male-dominated environments, I probably have had similar opportunities to male colleagues. Now I understand that I face bias quite often, and that may have affected my career progress.

Promoting diversity, equity, and inclusion in the workplace is critical to fostering innovation and achieving gender equality. As a seasoned expert in Diversity, Equity, and Inclusion (DEI) initiatives, I am committed to working with organizations and non-profits to unlock the power of diverse talent and provide mentorship opportunities for underrepresented groups.

With my advisory services at Type A Performance, I can help you drive DEI initiatives and create a more inclusive culture where everyone has a voice at the table. Let's work together to promote collaboration across diverse individuals for a brighter and more inclusive future.