HRM Online’s Post

Gender equality is not just a buzzword, it's a sustainable development goal that has become increasingly relevant to policy development, corporate governance, and workforce culture representation. In today's BusinessDay Newspaper (1st February 2024), I discuss Gender Equality in the private and public sector, recent events impacting its progression, and how we can redirect the narrative and pave the way forward for a more inclusive demographic. Check out the article and share your thoughts on this important topic. Thank you, BusinessDay. #genderequality #inclusivity #policydevelopment #corporategovernance #workforceculture #publicsector #privatesector #womeninleadership #diversityequityandinclusion #politics #regulatorystrategy

By making intersectionality part of leaders' KPIs and developing a diverse pool of candidates, HR can help encourage a more intersectional approach to gender equality strategies.

🚨 Proud to share my latest publication in *Human Relations* (FT Top 50 / ABDC A* / ABS 4*)! Our study reveals some encouraging news: men are supportive of gender equality initiatives in the workplace. However, unconscious biases still subtly undermine these efforts. The key takeaway? If organisations can provide better support for men in addressing these biases, gender equality initiatives will not only be more successful but also benefit men themselves. Excited to see where these findings lead in fostering more inclusive workplaces! #GenderEquality #Leadership #OrganisationalBehaviour #Research #HumanRelations #Inclusion #Diversity

If you're passionate about driving workplace gender equality like we are, then you’ll enjoy this article written by Prof. Michelle Ryan for the British Psychological Society (link in comments). We all know the figures and most of us want them to change but we seem to repeatedly get stuck on ‘how’. This articles offers invaluable insights that shed light on common missteps in gender equality initiatives. Ryan highlights four missteps to watch out for: 1.     Beyond Descriptive Numbers: Merely crunching numbers on gender representation is not enough. Research, including Ryan’s work with Prof Alex Haslam, reveals the subtleties behind these figures. For instance, the "glass cliff" phenomenon shows that women are often appointed to leadership roles during times of crisis, setting them up for added scrutiny and potential failure. 2.     Fixing Systems, Not Women: Too often, initiatives focus on fixing women rather than addressing systemic issues. From battling impostor syndrome to encouraging risk-taking, interventions should target organizational structures and biases rather than individual women's perceived deficiencies. 3.     Realism Over Optimism: While celebrating progress is vital, we must also acknowledge persistent inequalities. Research by my team shows that overestimating progress can hinder further advancements, leading to complacency and undermining support for gender equality initiatives. 4.     Intersectionality Matters: Women are not a monolithic group, and initiatives must consider intersecting identities. Research highlights how experiences vary across racial, ethnic, and socioeconomic lines, emphasizing the need for tailored interventions that address diverse needs. Organizational psychology offers a diverse toolkit aimed at understanding human behavior within organizational settings. Yet, despite its immense potential, it often remains overlooked in the realm of DEI. By steering clear of these missteps and adopting evidence-based strategies, we can make significant strides towards achieving workplace gender equality. We're really passionate that we leverage organisational psychology to drive meaningful change and accelerate progress towards gender equality. We offer part of the solution to this with Oka Life and will be presenting a couple of workshops later this month that people can sign up to a) to learn more about using mentoring and allyship supported by organisational psychology to drive change b) to have a sneek peek of how the Oka platform works. #GenderEquality #OrganizationalPsychology #InclusiveWorkplaces #DiversityandInclusion #oka #okalife

Creating gender equality in the workplace is a crucial task for all leaders. A diverse group of leaders can benefit any organization, and gender equality is a significant factor in achieving that. Although we have a long way to go before we see actual true gender equality in the corporate world, many remain optimistic about where we are headed. According to Maurice Schweitzer, a professor at Wharton, we are on the right track. Listen to this new podcast episode from Wharton to hear more about why those on the cutting edge of research are hopeful about the future of gender equality. #genderequality #workplaceequality #wharton #equalpay #dei https://lnkd.in/gTJyNyf5

https://lnkd.in/g2xjdwCm 🌐☮️ #GenderEquality #Singleness Gender Equality and Singleness: Redefining Freedom and Independence 🌏 In today's evolving world, the conversation around gender equality continues to intersect with various aspects of our lives, one of which is the concept of singleness. Historically, gender roles have shaped societal expectations, particularly in marriage and relationships, but we are now witnessing a profound shift towards individual freedom and choice. 🔑 Economic Empowerment: For gender equality to truly flourish, both men and women must have equal opportunities for economic independence. Despite progress, women continue to face challenges such as the gender pay gap, which often influences their ability to live autonomously. True equality means creating a world where personal choices_ whether to marry, remain single, or pursue other paths_ are respected and supported financially. 🌀 Redefining Gender Roles: Traditional gender roles have long dictated the life paths of both men and women, with marriage often seen as the ultimate goal. However, the shift towards gender equality encourages a more flexible approach to masculinity and femininity, allowing individuals to embrace singleness not as a failure, but as a conscious, empowered choice. 💬 Destigmatizing Singleness: Once viewed through a lens of stigma, particularly for women, singleness is now recognized as a valid and fulfilling lifestyle choice. As gender equality becomes more ingrained in society, the narrative around singleness is evolving_ celebrating independence, individuality, and personal fulfillment.. 🌱 Mutual Respect and Inclusion: At its core, gender equality is about mutual respect for diverse life choices. Whether someone chooses to remain single or pursue a relationship, their decision should be valued equally, free from judgment or societal pressure. 💠 As we continue to advocate for gender equality, we must also embrace the importance of autonomy and personal freedom in every aspect of life, including the freedom to define what happiness and success look like, on our own terms. #GenderEquality #Singleness #Empowerment #EconomicIndependence #RedefiningGenderRoles #SocialChange #Inclusion #Diversity #MutualRespect #EqualityForAll #LinkedInCommunity #Independence #ModernLiving #AhmedEmdadulAnwar ©Ahmed Emdadul Anwar September 18, 2024 Wednesday 🌏🌍🌎

As we celebrate #InternationalWomensDay, it's important to take a moment to reflect on the experiences of women in the workplace and recognize the work that still needs to be done to achieve gender equality. 💜 💡 Today, we're dedicating our time to learning about steps we can take to achieve positive change, nurture the next generation of women leaders, and foster a culture of inclusion and growth. Check out the article below for some strategies to get started. ⬇ ⚡ Ready to do the work? Get in touch with our team of experts at Ryelle Strategy Group—proudly women-led and dedicated to helping organizations around the world transform.

When reading about research showing more men than women believe gender equality at work has been achieved, I am reminded of John Amaechi OBE's definition of privilege: an absence of an impediment, and because it is absent, you don't notice it. In today's world where some organisations are working hard to address inequity, some people with privilege resent those efforts or believe that actions in themselves are a demonstration of change, whether or not they lead to results. The survey of 33,000 respondents across 39 countries, including 1,000 from the UK show: - 68% of men believe gender equality at work has been achieved, compared to only 56% of women - 34% of women feel their salaries are lower compared to their male counterparts; more than half of men feel women's salaries are on a par with or higher than theirs - 43% of women feel they have fewer job opportunities compared to men, only 26% of men recognise this disparity #genderequality #equity #inclusion #diversity https://lnkd.in/ew3EEqRZ

Mondays are for Men's gender equality I know what you're thinking. Don't men "have it all?" Aren't they running the show? If that was the case, boys wouldn't be falling behind girls in school. As of now, about 60% of university students are women (not in all disciplines but generally across the board.) If that was the case, then the 62% of fathers in the UK who would like to take more paternity leave, but feel that they can't afford it would take it. (33% of fathers in the UK take NO paternity leave.) If that was the case, then men wouldn't be killing themselves twice as much as women (4 times as much in Europe and 3.6 times as in the Americas.) So you see, it's not all rosy for men with the gender equality. And the worst part (from what I can see) is that it's not cool for men to talk about. So how is anything going to change? Why do I care about men's gender equality as a woman when I don't have it for myself? Really simply, because I'm not going to get it if men can't get it. So why don't we help each other out? Here are some very brave men speaking up for men, dads, and gender equality: I hope you'll give them a follow and spread the word. Daniele Fiandaca - Founder of Token Man Consulting Marvyn H. - Founder of Dope Black Dads Sal Naseem FRSA Award-Winning Policing & Inclusive Culture Expert Who are your role models in gender equality for men? I'd love to give them a follow too! https://lnkd.in/eftAWJRT

If you're passionate about driving workplace gender equality like I am, then you’ll enjoy this article written by Prof. Michelle Ryan for the British Psychological Society (link in comments). We all know the figures and most of us want them to change but we seem to repeatedly get stuck on ‘how’. This articles offers invaluable insights that shed light on common missteps in gender equality initiatives. Ryan highlights four missteps to watch out for: 1.     Beyond Descriptive Numbers: Merely crunching numbers on gender representation is not enough. Research, including Ryan’s work with Prof Alex Haslam, reveals the subtleties behind these figures. For instance, the "glass cliff" phenomenon shows that women are often appointed to leadership roles during times of crisis, setting them up for added scrutiny and potential failure. 2.     Fixing Systems, Not Women: Too often, initiatives focus on fixing women rather than addressing systemic issues. From battling impostor syndrome to encouraging risk-taking, interventions should target organizational structures and biases rather than individual women's perceived deficiencies. 3.     Realism Over Optimism: While celebrating progress is vital, we must also acknowledge persistent inequalities. Research by my team shows that overestimating progress can hinder further advancements, leading to complacency and undermining support for gender equality initiatives. 4.     Intersectionality Matters: Women are not a monolithic group, and initiatives must consider intersecting identities. Research highlights how experiences vary across racial, ethnic, and socioeconomic lines, emphasizing the need for tailored interventions that address diverse needs. Organizational psychology offers a diverse toolkit aimed at understanding human behavior within organizational settings. Yet, despite its immense potential, it often remains overlooked in the realm of DEI. By steering clear of these missteps and adopting evidence-based strategies, we can make significant strides towards achieving workplace gender equality. I’m really passionate that we leverage organisational psychology to drive meaningful change and accelerate progress towards gender equality. We offer part of the solution to this with Oka Life and will be presenting a couple of workshops later this month that people can sign up to a) to learn more about using mentoring and allyship supported by organisational psychology to drive change b) to have a sneek peek of how the Oka platform works. #GenderEquality #OrganizationalPsychology #InclusiveWorkplaces #DiversityandInclusion