Professional equality: 6 actions to achieve it

Professional equality between men and women: where are we in 2019? With 15% of women in the CAC40 COMEXs, 41% of women among managers, or 17% of women in management positions, we have not yet achieved professional equality between men and women. While things are progressing slowly, there is still a lot to do, especially on the business side, to really make a difference and reach 50/50. For 10 years, Talentis has supported major French and international groups in the development of gender diversity policies at all levels of the organization. Discover in video 6 actions that companies must take to achieve equality between men and women. Valérie Rocoplan, CEO of Talentis and professional coach : “Hello, it's March 8, 2019 and no, it's not Women's Day, it's International Women's Rights Day. Of course, as individuals, men or women, we want women's rights to be respected all over the world, regardless of the origin of the person. Let the rights of men and women be the same. Businesses and organizations, for their part, are also interested in gender diversity as a factor of performance, innovation and well-being at work. So what should businesses do to promote gender diversity in their organization?

‍

#1 Action n° 1 to promote professional equality between men and women: obtain the commitment of managers.

‍

It is good that one of the managers is convinced of the importance of diversity as a source of performance, commitment and innovation. But it takes more than one leader to engage the entire organization around this issue. How do you engage leaders on this issue? There are plenty of ways. Such as showing the numbers of gender diversity in the organization. But also show the figures of other organizations with similar activities, the comparison is often worth advice. I would recommend showing the numbers in terms of progression, showing the numbers as an observation between a symptom and a problem. Generally, people don't realize that there are so few women in a given job or so few women at such hierarchical levels. Numbers are already a great tool for action to raise real awareness.

‍

#2 Action No. 2 to promote professional equality between men and women: obtain a real “business case” from managers.

‍

That is, the answer to the question: “Why is our organization interested in gender diversity?” ” Is it to please women? Of course not. Is it a business topic? Yes. Is it a subject to appropriate the relevant factors that correspond to the satisfaction of our customers? Probably. Is it a matter of attracting and retaining talent? Maybe. In any case, it is very important for the company to know how to answer the question: “Why are we taking actions to promote diversity?

‍

#3 Action 3 to promote gender equality in the workplace: engage all employees, managers and managers on the subject of gender diversity.

‍

First of all, you have to show them that it is a real driver of organizational performance and employee engagement. There are then several ways to make employees aware of this subject. For example, by asking them the following questions:

• Why are the rights of men and women in the organization not always respected?
• Why is there still so much mainstream sexism?
• As an employee, how can I fight against discrimination on a daily basis?
• As a manager, how should I think when I recruit, when I promote, when I am faced with a male CV and a female CV?
• Am I clear about the biases and stereotypes that belong to me? We all have them. But have I cleaned my glasses and can I say yes I manage diversity fairly rather than unconsciously?

‍

Read also: 4 keys to promote diversity at work on a daily basis.

‍

#4 Action 4 to promote gender equality in the workplace: define specific objectives.

‍

We've talked about executive engagement, but it's obvious that any company that talks about gender diversity, without setting numerical goals, either in terms of results or in terms of annual progress, doesn't get much in terms of results. Unfortunately, it is a subject that, like sustainable development or like any subject that requires a profound change in culture, requires measurement and commitment to goals. So some people will say that this is called positive discrimination. Probably, but let's talk about success goals and progress goals instead. How many women do we want to reach in this field, how many men do we want to reach in a profession that is pro feminine? Diversity applies in every way. What are the goals in terms of the percentage of women recruited, in terms of the percentage of men in this type of job, in terms of the percentage of women managers? Some major groups are now daring to display “50/50 by 2020”, congratulations to LVMH!

‍

#5 Action No. 5 to promote professional equality between men and women: “encourage” managers around the diversity of their team.

‍

Here we are talking about their bonus which will be associated with their ability to have advanced the gender mix in their teams, in one direction or the other. Were there too many women and now there are more men? And vice versa. As leaders, managers are considered to promote the performance of their company when they play on diversity in general.

‍

#6 Action No. 6 to promote professional equality between men and women: “encourage” managers around the diversity of their team.

‍

Finally, exemplarity must be monitored on a daily basis in the company. Do we still accept remarks, behaviors, ways of doing things that are totally unacceptable? Do we sometimes see people having positions, postures, or remarks that are a bit unpleasant, without ever getting any feedback? It is obvious that exemplarity, challenge and confrontation will be very important elements in changing culture. Many companies today are setting up microlearning, training courses around ordinary sexism, around practices that are no longer OK. So go ahead, don't accept the difference in male/female treatment in businesses anymore. See you very soon! ”