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Posted by on Mar 23, 2017 in Gender Inclusion | 0 comments

Why Women at the Workplace are Still Being Targeted

Why Women at the Workplace are Still Being Targeted

Two weeks ago Members of Parliament in UK debated on imposing a ban on mandatory workplace high heels. Last week, the premier of British Columbia, Canada pledged to end the same rule for women in the workplace. Isn’t it quite astonishing that such a rule still exists despite the forward steps women have made in the corporate world? And it’s not just about high heels. The dress code for women outlined by employers is quite elaborate and detailed. There are specific rules that insist on wearing non-opaque tights, have hair with “no visible roots,” and maintain “regularly re-applied” makeup. All this is specified in the dress code of a well-established organization in a progressive society. Makes you wonder what we’ll uncover if we were to take a peek at the dress codes of companies in emerging markets? And why is it that there are such needless specifics targeted towards women? In the past two years there’s been much global debate highlighting the issue of remuneration and pay rates for...

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Posted by on Oct 18, 2016 in Gender Inclusion |

Why Women Need To Be Speaking Up In Meetings

Why Women Need To Be Speaking Up In Meetings

During my meetings with clients I’ve often sat at tables with individuals from various demographics representing their companies. They’ve been men, women, senior management, middle tier managers, team members and so on. Unless I’m in a meeting with predominately women, I’ve often felt that men do most of the talking. I did some reading on this and found that it’s not just something I’ve observed, but generally women aren’t speaking up in meetings as much as they ought to. What’s more interesting is that the same is happening in internal meetings within the company. Women participate in the meeting but seldom do they contribute to it. There could be several reasons why this has been happening. It could be they haven’t overcome their shy personalities and hence choose to silently participate in the meeting. Maybe they were told by their managers to listen and learn and so they didn’t contribute much. Or maybe it’s because they just didn’t have anything to say. Since you can’t avoid attending meetings, mainly...

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Posted by on Sep 29, 2016 in Gender Inclusion |

Why There Has To Be More Women In Senior Leadership Roles

Why There Has To Be More Women In Senior Leadership Roles

Congratulations to be Emma Walmsley who was recently appointed as GSK’s new Chief Executive. It’s definitely a step forward for diversity when yet another woman makes it to a leadership role – even more so when that company is a Fortune 500. She now joins 23 other women who are CEOs of Fortune 500 companies. But wait a minute – that’s only 4.8% of Fortune 500 CEOs being represented by women? Shouldn’t there be more women in senior leadership roles? The need to have more women in senior leadership roles has been talked about (and maybe even actioned) for decades now and yet the number is so dismal. Some companies say female attrition is the culprit. Some say the pressure of work is too overbearing. Yet others feel women aren’t able to balance domestic and professional life which is why they aren’t able to make it to the top. In reality, and quite unfortunately, while there’s been “talk” about it for decades, there hasn’t been much done to facilitate women’s...

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Posted by on Aug 25, 2016 in Gender Inclusion |

How to Avoid Asking Inappropriate Interview Questions

How to Avoid Asking Inappropriate Interview Questions

The Equalities and Human Rights Commission published a report earlier this year in which they found that 70% of bosses think women should declare they’re pregnant when applying for jobs. What’s more is that one in four hiring managers feel that its fair to ask candidates about their plans to have children. Aren’t these really inappropriate interview questions? It’s not surprising that women globally are 3 times more likely to be asked an inappropriate interview question as compared to their male counterparts. You can only imagine this would be higher in frontier markets where there’s no law against it. Where These Questions Come From? Managers justify asking inappropriate interview questions by presenting their agony of losing talent and then having to rehire. They claim that hiring women ‘knowingly’ would help them be prepared to replace them when the time arises. In reality, a sizable number of women aren’t hired based on the responses they’ve given to inappropriate interview questions. Almost seems like these questions are tailored to knock out female candidates. The...

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Posted by on Aug 2, 2016 in Gender Inclusion |

How Women Can Be Successful If They Toughen Up

How Women Can Be Successful If They Toughen Up

When we were children and got hurt while playing our parents often told us to “toughen up”. It was their way of telling us to be brave and be able to deal with negativity. Interestingly enough, the same is happening now where women at work told to toughen up. Does it mean that they’re being asked to become insensitive? Does it mean they should be able to toughen up and remain focused? Or does it mean women should be oblivious and take all the negativity without even flinching? Lately, many incidents of unfair treatment and gender bias have been highlighted. I’m in no way suggesting that women should toughen up and allow these things to happen. What’s unfair and wrong will always be considered unethical. What I am suggesting is what women can do to alter and avoid such situations. I’m suggesting women toughen up to be able to withstand negativity and use it to their advantage. Toughening up doesn’t mean you need to become cold and emotionless. What...

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Posted by on Apr 19, 2016 in Gender Inclusion |

The Culture You Need to Accommodate Working Mothers

The Culture You Need to Accommodate Working Mothers

Whether it’s creating a balance, being flexible or even tilting the odds in their favor, it’s usually not as easy as it may sound in theory to accommodate working mothers. There are several people who shape the success or failure of a working mother. For the most part they agitate the working mother by creating doubt – hence, you may call them ‘agitators’. Each of these ‘agitators’ bring with them a set of challenges and, potentially even, stresses which make a working mother question why is she working when she should be at home with her children. As a leader or HR professional it is your responsibility to create an environment that ‘accommodates’ working mothers. Makes them feel secure with the choices they’ve made. Makes them stop second guessing themselves. Makes them believe in what they’re doing is best for everyone. Lately I’ve come across a good number of companies that have been making all this possible by nurturing a conducive environment to encourage working mothers. The sad fact...

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