By Sherif Attar
In a world of ever-changing ambiguity and uncertainty, executives have to face two challenges: excellent performance and people development. Where many managers think those endeavours are “competing”, this author believes they are “completing”. GET DOWN TO BUSINESS argues.
Workplace’s dirty little secret!
Recent headlines have been littered with numerous stories of sexual harassment, gender discrimination, and rape. Google. Uber. Silicon Valley. Fox News. Hundreds of accusations against filmmakers. Taylor Swift allegedly being groped by radio host David Mueller. Sadly, sexual harassment is so pervasive that we sometimes don’t see it!
Gender inequality in the workplace has gotten better over the years, but it’s still a far cry from giving men and women equal opportunities.
Despicable men often use their power to take sexual advantage of women who simply want to advance their careers. This puts women in an incredibly difficult place. They are forced to decide whether to ignore inappropriate behavior or risk their reputation and career by confronting or speaking out against someone who has a much more powerful position. Many women choose to ignore inappropriate behaviour, which makes these despicable men think they can get away with it. It’s turned into a disgusting cycle. It’s hard to know where to start fixing such a big problem, but a good place to focus is gender equality in the workforce.
If more women hold positions of power and earn similar wages as men, the power balance will shift, and sexual harassment would decrease.
We need to start by questioning the status quo. Shockingly, nearly 50% of men think that when just one in ten senior leaders of their company is a woman, that’s enough. Nearly as remarkable is that roughly a third of women agree.
Surveys show that men and women have very disparate perspectives on that progress:
My company is doing what it takes to improve gender diversity.
– Men: 63% agree
– Women: 49% agree
My company often or always addresses disrespectful behavior toward women quickly.
– Men: 55% agree
– Women: 34% agree
If we can change how we think about gender inequality, progress can move quicker than the current pace.
So, what can Human Resources do to correct this injustice?
- Make a zero-tolerance policy on sexual harassment and gender inequality part of corporate culture.
- Make a compelling business case for gender diversity and link it to business results and employee engagement.
- Help women feel comfortable coming forward so that instances of harassment are reported.
- Safeguard that all incidences are documented. Be as specific and detailed as possible.
- Check the company handbook and policy. If company policies are lacking, update it.
- Recognise that managers may need more training to properly address issues.
- Support coworkers who have experienced harassment.
- Publicly share your experience using the hashtag #MeToo. The more women who do so the better.
No company can afford to leave top talent left out, ignored, and treated unfairly. Everyone deserves a fair chance, regardless of his or her gender, race, values, background, or beliefs.
Source: LeanIn.Org and McKinsey & Co.
For questions or suggestions, please send your comments.
Sherif Attar, an independent management consultant/trainer and organisation development authority, delivers seminars in the US, Europe, Middle East and the Far East.
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