Ahead of International Women’s Day on 8 March 2023, MediaNews4u.com reached out to women from advertising, media and marketing who have climbed the corporate ladder or are running organisations themselves, to ask what needs to change – to make workplaces inclusive, diverse, equal, and women therein more empowered.
We asked them to name #OneChangeForHer – one meaningful change at the workplace in their industry. Here’s what they had to say.
‘Co-create an environment that empowers them’
While one change can make a significant impact, it’s essential to recognise that creating a truly inclusive environment for women requires multiple changes. We need to address the root causes of gender inequality, such as unconscious bias, gender stereotypes, and systemic barriers that prevent women from advancing in their careers.
To me, gender inclusiveness is beyond gender equality and more than just salary corrections and hiring more women. The problem lies in women often quitting in disproportionately large numbers at most vulnerable stages like marriage and motherhood, resulting in few reaching leadership positions. Women often face different expectations at work and at home, leading to feelings of being overwhelmed, overworked, and even guilty at times. We need to co-create an environment that empowers them through task-driven but flexible arrangements, and support systems such as counselling, safe working conditions, day care facilities, travel assistance and infrastructure. By addressing these basics, we can give women the confidence and resources to thrive in their careers and reach their full potential.
Let’s continue to push for more changes that benefit women and create a gender-inclusive workplace where everyone can feel valued and empowered to achieve their highest potential.
– Hema Malik, Chief Investment Officer, Mediabrands India
‘Lone woman in the boardroom’
Gender diversity as a priority can go a long way towards addressing the task of creating a culture of fair career growth for everyone at the workplace. By balancing the ratio of male to female employees you prevent the first problem, the bias that begins right from the hiring process.
It’s a real challenge as even women leaders unfortunately do many times perceive that women can’t be effective and tough enough for managing challenging assignments. Organisations need to sensitise employees across the board about this aspect of gender bias. It needs to be emphasised from the context of hiring, retention to supporting fair career growth and everything that comes along with it. It’s (about) changing a situation where there is the lone woman in the boardroom standing out like a sore thumb versus having other women colleagues and being able to be in an environment which is not polarised.
– Rani Reddy, Director, Sakshi Group
‘A Workplace I&D Dashboard’
Institutionalising a “Inclusion and Diversity (I&D) Dashboard” is that ONE meaningful change that will speak for itself!
Just like the United Nations Sustainable Development Goals (SDGs) provide a framework for global progress and accountability, a workplace I&D dashboard can provide a similar framework for individual organisations. By setting clear, measurable goals and regularly tracking progress on pre-identified parameters, we can achieve a meaningful and tangible change that creates opportunities for women to succeed and thrive in the workplace. This can include progress towards diversity targets, pay equity, leadership representation and board positions, among other key metrics.
Just as the SDGs have sparked global action towards achieving a more sustainable and equitable future, I&D dashboard can mobilise several organisations towards a common goal of a more inclusive, diverse, and equitable workplace culture.
Women’s Day can be an excellent occasion to announce and celebrate the incremental year-on-year achievements, both within the organisation and to external stakeholders. Women are getting tired of listening to motivational speeches. One needs to see results in the true spirit of organisational accountability and transparency!
In conclusion, organisations must move away from tokenism and deliver on the “I&D dashboard”.
– Shweta Purandare, [email protected] and Communications Expert
‘Parents and bosses must nurture ambition and individuality’
In a culture like ours, it starts with the nurturance of ambition, individuality, and continuance on that path. It’s up to parents, partners, and bosses to add fuel to that fire rather than trying to temper it in some way, or letting it land into some tough personal choices. Encouraging women to take a stand, be unapologetic about who they are, embrace their fears, and not be afraid of shaking things up is vital. Ambitious women still have a reputation around them, and a set of easy labels that follow them, but not being terrified of them is critical. Whoever you are, be true to it and own it. I’ve always felt fostering this is critical, and the ability to cultivate it is honestly quite hard to come by. It’s what I try to inculcate irrespective of role or designation.
The other facet that is missing is a sense of a strong network and mentorship. One needs a diverse set of people to lean on, those that help you be more resilient. Mentors encourage you; they can help you understand where your strengths lie and remind you of how capable you really are. If you can be that for someone, you should just do it.
– Sujala Martis, Director-Consumer Marketing, Platinum Guild International – India
