Diversity, equity and inclusion have become a priority for companies. We all know that differences enrich us and we cannot gain competitive advantage by looking through a single lens. Although diversity, equity and inclusion (DEI) policies are being created with sensitivity, a discrimination as old as human history still remains on the agenda: Sexist attitudes towards women
While gender inequality reduces the performance of female employees, it also undermines the company’s DEI policies.
How is sexism diagnosed?
There are many visible and invisible forms of gender inequality in the workplace: Unequal pay, inequality in promotions, cases of sexual harassment, women being treated as emotionally ‘sensitive’ and even ignored. What’s more, sexist language and sexist jokes are commonplace in the corporate atmosphere.
During job interviews, single women are asked whether they will get married soon, married and childless women’s child plans are taken as a criterion in interviews; women are left in the second plan in situations that require travelling, and dozens of other examples…
It is not possible for the world economy to catch up with the dreamed momentum unless a working life is built in which women are not fully involved.
Numbers support equality
According to PWC’s ‘Women in Working Life Index’ progress towards gender equality at work in OECD (Organization for Economic Co-operation and Development) countries has been alarmingly slow over the last 10 years. According to OECD data, equalising labour force participation across the OECD average could boost potential Gross Domestic Product (GDP) growth per capita by an additional 0.23 percentage points per year. And this could lead to an overall 9.2 percent increase in GDP per capita over the baseline forecast for 2060.
The prosperity of companies, societies and the economy depends on the rapid realisation of gender equality initiatives.
So what should decision makers do in this regard?
Discrimination within an organisation based on language, religion, race, gender, whatever the reason, negatively affects corporate culture. The elimination of a sexist and discriminatory culture is only possible with the ‘decisive steps’ of decision-makers.
Recommendations to eliminate sexism and discrimination
- In order to build a company culture with zero tolerance for gender discrimination, you should start with the leaders. The development of leadership staff on DEI, especially on sexism, has a direct impact on company culture.
- Analyse the number of women in leadership roles. If this number is low, analyse the reasons. Using the Moodivation DEI questionnaire, reveal your diversity, equity and inclusion score.
- Establish a project group on diversity, equity and inclusion and seek consultancy if necessary. With the support of the consultant, this group should organise diversity, equity and inclusion projects within the company and monitor their progress.
- Ensure that the project team specifically analyses unintentional sexist behaviour during recruitment.
- Make sure that your female and maternal/expectant employees are provided with the flexibility they need.
- Make arrangements for men to support their partners during labour and childcare.
- Keep communication channels open to support employees who experience discrimination in the workplace and ensure that everyone is aware of it.
- Train employees on their legal rights against any form of discrimination and ensure that these rights are clearly stated in the company handbook.
- Make the work of the project team visible. Even turn it into a campaign.
Equity and fairness for employee engagement
Sexism is the most common form of discrimination in the world. This type of discrimination, which predominantly female employees suffer, naturally threatens employee engagement. Whatever the reason, knowing that some people in your company are discriminated against undermines trust in your company, even if it seems to benefit you. However, trust is the most important driver of an employee’s willing participation in their work, that is, engagement.
What is Moodivation’s response to sexism and discrimination?
Moodivation is a unique tool that facilitates and enables seamless communication within the company. The fact that employees can freely provide feedback on any issue is of great benefit for decision-makers to take action. With our employee engagement surveys, you can clearly see in which areas employees have worries and question marks. The DEI survey, which we prepared together with academics who are experts in the field, enables you to see the overall picture. During the progress of your DEI project, you can repeat the survey, make updates, change the method if necessary, and obtain healthy results. More importantly; Moodivation enables your employees to communicate freely. Employees can express their thoughts and feelings by using the option to remain anonymous which can allow you to get real feedbacks and take necessary actions before problems grow.