The topic of gender diversity has been an age old one. Every human civilization has been challenged by the presence of two genders and mankind has tried to face this challenge by adopting various practices to deal with it. Many of these practices have been questionable and almost barbaric. But, these still seem to persist in subtle ways even in the modern day world and workplace. This post explores how organizations are attempting to tackle this topic.

Progress toward parity remains slow. In Western Europe, only 17 percent of executive-committee members are women, and women comprise just 32 percent of members of corporate boards for companies listed in Western Europe’s major market indexes. In the United States, the figures are 17 percent for executive committees and just under 19 percent for boards.

Source: Women Matter 2016: Reinventing the workplace to unlock the potential of gender diversity, McKinsey & Company¹

In a recent diversity study by Mercer (titled When Women Thrive Businesses Thrive) based on 178 submissions from 164 companies in 28 countries covering 1.7 million employees, Mercer explores this issue and proposes solutions. Three key facts emerged from Mercer’s data:²

1. Women continue to trail men in overall workforce participation and in representation at the professional through executive levels.
2. Current female hiring, promotion, and retention rates are insufficient to create gender equality over the next decade.
3. Current talent flows will move more women into top roles over the next decade, but not in North America.

As can be seen from the above research findings, the age old male domination in the workplace is very slow in disappearing. One wonders, if it is due to lack of real commitment among decision makers. Even those men who speak passionately about this subject don’t seem to have the will or power to accomplish much. Or, is it the resistance from the majority of men in the workplace. Can this issue be ever resolved? Though there are many more exceptions to the proverbial glass ceiling surfacing in the recent years, the journey to the state of “parity among genders” seems a very long one ahead.

 

Notes:

1. Sandrine Devillard, Alix de Zelicourt, Cecile Kossoff, and Sandra Sancier-Sultan, Reinventing the workplace for greater gender diversity, 2016 link
2. China Gorman, Gender Diversity in the Workplace: A Problem That Just Isn’t Improving, 2014  link

In a city like Toronto, where the visible minorities are the majority, cultural diversity stares everyone on the face. Without actively embracing it, workplaces will alienate employees, customers and business contacts. For every organization that comes to realize the need to actively address cultural diversity at the workplace, one cannot overstate the need for having a well thought out strategy. To design a successful strategy every organization has to give consideration to a few key areas. This post explores a couple of these areas.

a) Dress Code and Attire

There may be many reasons for people preferring to wear culturally specific styles in the workplace. Religious or cultural beliefs at times dictate individuals’s style and appearance. New immigrants may still be comfortable to wear certain styles they are traditionally familiar with. Younger minority professionals sometimes consciously appropriate specific styles as a matter of cultural pride. It has even become common for western fashion designers to co-opt other cultures’ styles and make them mainstream.

Among the famous corporate leaders who have openly spoke about this is, Indra Nooyi, the Indian-born chief executive of PepsiCo, who once went on a job interview wearing a sari and sometimes attends company functions in one. “Never hide what makes you,” Nooyi has said.¹

So, every organization should look at this issue and come up with dress codes, which are inclusive within limits of decency and professionalism.

b) Food Preferences

Everyone likes free food and employers have always used it as a tool to improve loyalty and team spirit. Social events with good food are always popular among workers and clients. However, while employing this initiative as good motivation tool, organizations have to give consideration for the growing diversity in the city and within the organization. Parties and get togethers which ignore this reality will suffer somewhat. Today’s workers have diverse dietary preferences which are making it increasingly challenging to create menus that satisfy all.²

Even though food will remain a challenging conundrum, organizations cannot ignore this subject.

 

Notes:

1. 1. Lisa Armstrong, How Ethnic Can You Be at Work?, Feb 15, 2011 link
   2. Mary Lynn Fayoumi, Diverse Dietary Preferences in the Workplace, September 25, 2018 link

In the modern day, ease of transportation and access to information have made all the major cities in every country magnets for migrants from various parts of the world. Lured by the prospects of peace, prosperity, education, or a fresh start, people from many cultures are moving to countries promising to fulfill their dreams.¹ On the other hand, business organizations are also branching out internationally to survive the volatility in the marketplace.

In order to thrive in this new world order, diversity in the workforce has become a great necessity. The key characteristics of workforce diversity include race, ethnicity, gender, age, religion, ability, and sexual orientation. A company that embraces diversity can broaden its skill base and become more competitive and innovative. Diversity in city populations and international presence of  organizations is the new reality.

Whether institutions are corporate entities in search of profits or charities focussed on non-profit philanthropy, there is no escape from this new reality of diversity. The personnel who are needed to run the institutions,  the clientele or customer base who are served and other institutions with which there is interdependency are all products of this diverse world. The individuals and institutions who adapt well to this new reality are assured of survival and success.

Our city, the Greater Toronto is a leading business capital in attracting and fostering people from every part of the world (Toronto Demographics). According to Prime Minister Justin Trudeau, “diversity is Canada’s strength”²  (Census Report) Canada is known as a multicultural nation that celebrates its historically diverse population.

Customers: Every institution depends for its existence on customers who are interested in goods and services supplied by it, whether the organizational motive is profit or not. Relevance to the customers is critical. Relevance to the customers can be maintained only by serving their unique needs. So, organizations have to ensure that their products and services, the channel for distribution, the customer interface all are diverse and serve the interests of the diverse market segments. One can see organizations, which cater to the diverse consumer base, succeeding in their efforts.

Employees: Employees will be attracted to organizations, which demonstrate sensitivity to the individual differences. Organizations which ensure that the workforce is well trained to engage the diverse marketplace will be better prepared to face this new reality and succeed.

The future belongs to the organizations and individuals who are ready to tackle diversity.

Notes:

(1) – Mary Ellen Guffey et al – Business Communication Process and Practice, Chapter 3 Intercultural Communication, page 72.

(2) – Antona Christus-Ranjan, 2018, Blog: DIVERSITY AND INCLUSION IN THE CANADIAN WORKFORCE link

Further Reading:

1.  Amazing Benefits of Cultural Diversity in the Workplace
2.  Diversity At Work Is Essential, And It’s Everyone’s Responsibility

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Good company in a journey makes the way seem shorter. — Izaak Walton