Embracing Equity: The Key to a Thriving Workplace

Happy International Women's Day, everyone! As someone who has been working in the tech industry for many years as a people leader and coach, I've seen first hand the positive impact that promoting and working on equity can have on organisations.

I'll be honest: it is not always easy - but the truly good things never are! Achieving equity in the workplace requires a sustained effort and commitment from everyone - just saying that you are committed is not enough. One of the things that can frustrate us at Cogo, is the concept of 'greenwashing' and the same kind of reference can be used when thinking about equity - saying you are doing it is not the same as actually doing it. There are still systemic barriers that prevent women and other underrepresented groups from advancing in their careers - hence real dedication, the ability to acknowledge what you need to improve on, and how, is vital.

In saying all that though, I am also here to tell you that the hard work is worth it. When companies prioritise equity, everyone benefits. Women are able to advance in their careers, contribute their unique perspectives and skills, and feel valued and supported in the workplace. Men also benefit, as they are able to work in more diverse and inclusive environments, learn from their colleagues' experiences and perspectives, and contribute to a more innovative and successful company culture.  And as a nice aside, many articles have discussed and confirmed that companies that have a true commitment to equity - do better.

So, what are some strategies that I think work in promoting equity in the workplace? First and foremost, it’s gotta start at the top. Leaders need to acknowledge the importance of equity, realise when it’s not there and then make it a priority. Take action, appropriate to the business but also appropriate to the affected people, to address the systemic barriers that prevent underrepresented groups from advancing in their careers.

Strategies can include:

Education and coaching: people must be educated and coached on issues related to equity, such as unconscious bias, microaggressions, and harassment. This can be done through workshops, training sessions, via company values, and through ongoing education initiatives. There is more and more content online that can be accessed free too.

Promoting transparency: Companies must be transparent about their diversity and equity initiatives, and regularly report on their progress. This helps hold them accountable and signals to employees that equity is a priority. It also avoids that comparison with the concept of ‘greenwashing’.

Listening and learning: Companies must actively listen to and learn from their people, particularly those from underrepresented groups. This means creating a variety of safe spaces for people that suit their needs (1:1s, committees etc.) so they can comfortably share their experiences and concerns, and then take action based on their feedback. And if you don't know how to take action? Asking the people giving you feedback is a bloody good start.

We’ve made a LOT of progress towards gender equity in the workplace, but there is still much work to be done. Let's all commit ourselves to promoting equity and creating a workplace where everyone can thrive - everyone deserves it.

#internationalwomensday_global #womenintech #embraceequity