As far as the importance of social corporate factors go, gender equality and equal employment opportunity (covering diverse discrimination factors such as age, ethnicity, color and national origin, disability, sexual preference, etc.) are among the principal frontrunners in today’s race to understand why certain companies thrive in our ever-competitive business environment and others don’t. From historical rarity to common sense goal not so long ago, over the last decade both gender equality and equal employment opportunity have become a precondition to address such key elements as governance, advancement opportunity, decision-making, corporate development and, ultimately, success, forever expanding the scope of a firm’s skill and creativity pool.
Here’s a few things you can easily tackle (at least conceptually, for starters) to get your firm on the right track…
Alas, on oh so many levels!
Rethink and Modify Hiring Practices to Increase Diversity
Expanding the applicant pool, for starters. It is no secret by now that more inclusive and diverse work environments are systematically outperforming those that are not, i.e., dominated by a single sex or ethnicity. Moreover, firms dominated by a single factor tend to go out into the market to find that it is a whole lot more diverse than they are… so how about all those industries where understanding your client’s needs and putting yourself in their shoes is paramount? Oh, wait, that’s all of them.
Consider and Grant Leadership Roles Based on Diversity
Rush Equal Pay
Consider Unconscious Biases
Apply Effective Policies against Workplace Harassment and Offenses