How To Build A Stronger, Inclusive Workplace Culture?

Over the years, there has been a perceptible shift in the position of women at the workplace, however, there is scope for more that can be done to ensure gender equity and inclusivity. Women’s rising involvement in the workforce is coupled with a heightened recognition of their potential.

The Indian Government has made notable strides in this direction, laying emphasis on 'Nari Shakti’ in the interim budget (2024-25), focusing on empowering women through entrepreneurship, enhancing their quality of life and upholding their dignity. To further bolster women's entrepreneurship nationwide, Finance Minister Nirmala Sitharaman highlighted the disbursal of 30 crore Mudra Yojana loans to female entrepreneurs.

As a woman leader, I have passionately advocated for women's leadership development, striving to foster inclusivity and empowerment across all hierarchical levels. Fostering female empowerment at the workplace entails implementing strategic initiatives focused on championing gender parity, facilitating avenues for professional progression and cultivating a nurturing environment where women can thrive.

Here are some keyways to empower women at work:

Create a Supportive Culture: Cultivate a workplace environment centered on women's empowerment through diversity, inclusion and gender equality. By instituting policies and procedures that enable equitable opportunities for women in hiring, selection and progression can lead to the cultivation of a workplace culture that embraces inclusivity. Prioritise fostering an environment of open communication and provide support for employees to feel empowered in reporting any instances of discrimination or harassment.

Leadership Opportunities: Offer women pathways to ascend into leadership roles. In 2021, only 41 Fortune 500 companies were led by female CEOs, marking a modest increase of just nine women since 2017. Empowering a range of voices in leadership and across hierarchical levels throughout the organisation is essential for cultivating an inclusive and supportive environment. Create avenues for women to showcase their talents, skills and expertise within the organisation.

Address Unconscious Bias: Raise awareness about unconscious bias and its impact on women at the workplace. Provide sensitivity training to employees and managers on how to recognise and mitigate bias in hiring, promotion and performance evaluation processes. Findings from Harvard's extensive global online research study, involving over 200,000 participants, revealed that 76 per cent of individuals, men and women, exhibited gender bias, associating men more with careers and women more with homemaking. This study aimed to shed light on our unconscious behaviors that inadvertently perpetuate stereotypes and gender biases.

Career Advancement Opportunities: This involves dedicated initiatives such as training, skill enhancement, upskilling programmes and providing coaching opportunities at senior levels. Establish mentorship programmes pairing women with senior leaders who can provide guidance, advice and advocacy. Moreover, implement sponsorship initiatives that proactively advocate for the advancement of talented women within the organisation, leveraging their strengths and abilities to drive progress. 'The Women in the Workplace study' conducted by Leanin.org and McKinsey & Co. uncovered significant disparities in promotion rates, revealing that for every 100 women promoted to manager positions, 130 men are promoted. Presently, women occupy merely 18 per cent of C-Level roles, with women of color holding a mere 3 per cent of C-Suite positions. These disparities may stem from several factors highlighted in the study, including unequal access to feedback and senior leadership, as well as encountering pushback during negotiation, leading to labels such as 'bossy' or 'aggressive'.

Flexible Work Arrangements: Recognise and acknowledge that women often face unique challenges balancing work and family responsibilities. Offer flexible work arrangements, such as remote work options, flexible hours or job-sharing arrangements, to accommodate their diverse needs, especially those balancing work and caregiving responsibilities. These measures will also ensure that they continue to stay relevant to the workforce without being compelled to leave due to familial responsibilities. A study by McKinsey and LeanIn.Org, based on data collected from over 27,000 employees across 33 organisations, revealed that one-fifth of women credit flexibility with enabling them to maintain their positions, in the absence of which, it would have been difficult to juggle their personal and professional responsibilities. Additionally, findings indicate that women who embrace flexible work arrangements demonstrate a commitment to their careers on par with those in traditional office-based roles.

Programmes to Support Women Returning to Work: Building robust support networks is essential for effectively reintegrating women into the workforce following a career hiatus due to maternal responsibilities. These systems should include returnship programmes that align with women's skills and interests to facilitate their easy transition. Implementing phased return programmes that incorporate 'check-in days' during leave and facilitate a gradual reintegration process, starting from three days a week and gradually increasing to four and then five days, could significantly support women in balancing work and familial responsibilities.

In summary, fostering gender equality and advancing women's empowerment necessitates a comprehensive commitment across all levels of the organisation. Empowering women at the workplace requires a multifaceted approach that addresses various aspects of their professional journey. Through the diligent implementation of the aforementioned strategies, organisations can cultivate inclusive ecosystems, enabling women to flourish, make substantive contributions and achieve their full potential.