Stanley David and Associates’ Post

One of the projects that I last worked on as a DEIB consultant was a workshop on gender. We are still very far from equity for women in the workplace as the gender pay gap has closed at snails pace. My thinking is that gender diversity and equity should also include acknowledgment and inclusion of gender-diverse employees or people with trans experience; there's a growing number of Gen Z and Gen Y people identifying as non-binary. And therefore now is a right time to expand beyond the dominant binary divide that has dominated the gender agenda. This article by Dr Robin C Ladwig (PhD) suggests two key roles of people managers to elevate inclusion: - upskill people managers to nurture an inclusive work environment for diverse people to thrive to their best potential and expand the workplace dialogue beyond the gender binary to be inclusive of gender-diverse people. - managers need to create a safe environment where people can speak up and share ideas in healthy team environment and having a trusted relationship between employee and manager

HR News outlines five key steps to foster an inclusive organizational culture for women. This article provides actionable advice for businesses looking to support gender diversity and equality in the workplace. Explore the comprehensive strategies to enhance inclusivity on the link below. #Inclusion #GenderEquality #HR

In order to foster a welcoming atmosphere where all employees, regardless of gender, feel valued and at ease, businesses must prioritize providing learning and development opportunities. It is important for employers to grasp the situation and manage it appropriately in order to create a welcoming and motivating workplace. #DEI #Diversity #Inclusion #Equity #InclusionWins Embracing diversity: Empowering an inclusive workforce

How to change your culture "Creating an inclusive company culture for women requires a multifaceted approach, encompassing leadership development, destigmatising policies, and education on gender equality. By taking these steps, organisations can contribute not only to gender equality but also to enhanced creativity and innovation." As strides toward gender equality progress, the journey to foster inclusivity within organisations remains ongoing. https://lnkd.in/e7a6tvTU

Breaking Down Gender Biases in Management-Level Recruitment Diversity and inclusion are increasingly recognized as essential components of successful organizations. However, despite efforts to promote equality, gender biases persist, particularly in the recruitment process. From perceptions of behavior to communication styles, stereotypes often influence how women and men are evaluated in hiring decisions. Let's explore some common gender biases in recruitment and their impact on workplace dynamics. Stubborn vs. Determined and Decisive: Women are often perceived as stubborn when they stand firm on their beliefs or decisions, while men are viewed as determined and decisive in similar situations. Intuitive vs. Analytical and Data-Driven: Women are frequently labelled as intuitive, relying on gut feelings or emotions in decision-making, whereas men are praised for being analytical and data-driven. Emotional vs. Stable and Even-Tempered: Women are often judged as emotional or overly sensitive, whereas men are seen as stable and even-tempered. Impulsive vs. Planful: Women may be labelled as impulsive when they act quickly or take risks, whereas men are viewed as planful and strategic. Difficult vs. Bold: Women who assert themselves or advocate for their ideas may be labelled as difficult, while men are praised for being bold and assertive. Imaginative vs. Practical: Women are often associated with creativity and imagination, whereas men are perceived as practical and logical. Arrogant vs. Self-Confident: Women who exude confidence may be labelled as arrogant, whereas men are seen as self-assured and confident. Timid vs. Cautious: Women who approach situations with caution may be viewed as timid or indecisive, while men are perceived as cautious and prudent. These biases can lead to women being overlooked for leadership roles, or be seen as less competent than their male counterparts, undervalue women problem-solving abilities, stress-resistance, decision-making abilities, strategic thinking, credibility and authority in their workplaces. Addressing gender biases in recruitment requires a concerted effort from organizations to challenge stereotypes, promote diversity, and create inclusive environments. By including high level validity tools in the recruitment process, such as Hogan Assessment Systems, companies can attract and retain top talent regardless of gender, and foster a culture of equality, respect, and opportunity for all. #hoganassessments #leadership #genderequality #genderdiversity #alexanderhughes

"Inclusion is not only about numbers, but about creating an environment built on belonging" This piece just scratches the surface of the equity discussion but there are two key takeaways: 👥 Nothing will change if men are not a part of the conversation on how gender equity can be advanced 🛗 Inclusion doesn't just mean giving others a seat at the table, it means asking what meals should be served at the table, or even being open to feedback that the table needs to be dismantled in its entirety https://lnkd.in/e2dcpZSu

As more organisations recognise the potential of 𝐠𝐞𝐧𝐝𝐞𝐫 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲, the need to appoint more women in 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐫𝐨𝐥𝐞𝐬 becomes crucial for firms looking to strive in the global business arena. Research by 𝐏𝐫𝐨𝐟. liqun Wei shows the gender diversity in 𝐭𝐨𝐩 𝐦𝐚𝐧𝐚��𝐞𝐦𝐞𝐧𝐭 𝐭𝐞𝐚𝐦𝐬 can support critical business strategies for sustainable development. Let’s see how ▶ https://bit.ly/3PkAPIx #Gender #GenderDiversity #Leadership #Management #Research #Global #ResearchSight #Performance #hkbu #hkbubus #hkbubusinessschool #hkbubusiness

Increased women representation fuels profits and productivity. 🚀 So, smart organisations are tackling pipeline issues NOW. In Powrsuit fashion #action, we share five gender equity practices (with links and resources) to get off on the right foot in 2024. Pass it along! 1️⃣ Hire for diversity (check yourself!) 2️⃣ Fix the broken rung (women fall behind from the first step) 3️⃣ Boost L&D opportunities (because it's an investment) 4️⃣ Create an actual meritocracy (over a mirrortocracy) 5️⃣ Solve the gender pay gap (today) #diversityandinclusion #leadership #genderequity #meritocracy https://lnkd.in/gMPt68RE?

Despite #HR has intensified the focus on gender diversity the road ahead remain long and investor’s expectations towards #CEO’s are increasing. I found interesting but unfortunately not surprising this latest McKinsey & Company research, data shows that entry level is nearing gender balance but women remains strongly underrepresented in leadership positions. #Recruitment is not enough, Gender balance may take very long to achieve! Is urgently needed for HR prioritise #Diversity and #Inclusion roles (Dave Ulrich model) driving 🔝 5️⃣ priorities: 1. #Retaining and #promoting diverse talent; 2.#Developing #Leadership #Mentorship programs that can growth diverse talent; 3.#Implementing #flexible HR policies (remotework) to ensure a more diverse and inclusive workplace; 4. #investing in #culture and #trainings to break bias; 5. #creating transition to and from parental leave;