I've blogged before about how firms should find a way to let employees be themselves at work. Although, as one kind reader pointed out, that doesn't further the inclusion agenda if being yourself means working in a way that excludes others! Fair point. I buy into this vision. After all, it's one I created, spearheaded and have very publicly sponsored both within my firm and externally. But recently I got to thinking. If I care about inclusion (and I do) and I am passionate about disruption (which I am) how come we aren't disrupting diversity?
Think about it. At the current rate of change it will take us about a century to have equal numbers of women leading Fortune 500 companies, according to Catalyst. According to the same company, women currently hold only 5% of Fortune 500 CEO positions, while the percentage of board seats held by women in both the United Kingdom and United States is 17%.
But of course this isn't just HR. This is everyone. Don't we all want to work for a firm that's more profitable? More effective? More creative? And yes, I am going to use the word, more diverse?
There’s no easy answer here. But I think we need to try a few more radical solutions or we will be in a very similar place to where we were twenty years ago in terms of the number of women in senior roles in the workplace. In some industries (like mine - technology) it could even get worse.
As I said, these are my suggestions. What other actions would help us disrupt the status quo and accelerate gender equality in senior roles?
Looking forward to hearing from you!
The content and opinions posted on this blog and any corresponding comments are the personal opinions of the original authors, not those of Capco or FIS.