The number of women in the workforce in Malta has increased steadily in the last 20 years. However, women are still underrepresented in senior and decision-making roles due to several factors that hold them back. Over the last 15 years of working with and within organisations, I have observed that Companies that retain female top talent and empower more women to move into decision-making roles share a set of practices.
In this article, I highlight the top five best practices that I have come across, and share why these are essential for Companies seeking to promote equality within and beyond their organisations. Let's dive in:
1. A corporate culture that genuinely values diversity and inclusion
As with everything in business, culture starts from the top. Diversity and inclusion must be exhibited in the values, words and behaviour role modelled by top management, which then fosters a culture of open communication and respect, where everyone is truly valued equally. Over time, these Companies build inclusion and diversity as part of their DNA, so there is very little room for bias (conscious or unconscious) – it is just the way things are done.
2. Overworking is not glorified
These organisations have clear performance expectations and transparent processes for progression and reward schemes like bonus payouts. A culture of overwork hurts both men and women and these Companies make sure to foster an environment where your value is not attached to how many hours you spend at work, but on what you are able to contribute and the results you achieve.
3. Family-friendly measures are there for all
In these organisations, measures such as reduced hours or flexible time are not accommodations that exist ‘just’ for women. These Companies also encourage all employees to use their leave and to plan days of rest because they understand that investing in employee wellbeing has a higher return to the organisation.
4. Opportunities for training and development
Organisations that invest in their high-potential employees and offer leadership training or mentoring and coaching programmes typically retain more of their top talent, resulting in having more choice to promote internally. In time, this leads to a naturally more equal distribution of genders in decision-making roles.
5. Policies and procedures to support all of the above
They have policies and procedures in place that support all of the above. From ensuring fairness and equality in the recruitment process to challenging biases in the boardroom, not only do these Companies foster the culture and norms for men and women to thrive but they formalise these in black and white, share them with all employees, and have systems in place to ensure they are followed and implemented.
Need help assessing your people and culture strategy? The Change Agent is here to help. Get in touch for HR and Business Consultancy today by sending an email to info@thechangeagent.eu.
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