Gendelity – What Are We About?
Our Vision: Workplaces that enable and encourage full and effective participation, and equal opportunities in leadership, i.e. decision-making.
Gendelity is dedicated to helping individuals and organizations take practical action to move organizations towards gender inclusion. Women are not a minority group yet are underrepresented at all levels of team and organizational decision-making . To create better workplaces and a better society for all, we need to address the obstacles preventing women and minorities from fully contributing and reaching their potential at work. Our work, and your support, aligns with UN Sustainable Development Goal 5, or SDG 5, Gender Equality & Women’s Empowerment.
Gendelity is a combination of the words: ‘gender’ and ‘equality‘.
Gendelity’s Mission
Bring practical actions for workplace inclusion to organizations and individuals
by investing in evidenced-based offers that change organizational culture and decision-making, and develop people’s abilities and skills
in order to create more inclusive workplaces, improving economic empowerment, ultimately contributing to societal inclusion and equality .
Women have more to contribute in decision-making roles. This is Sustainable Development Goal 5.5. Equal pay for equal work is simply a matter of fairness: employees expect their employers to be fair and honest. Men too have more to contribute as we work towards workplace gender inclusion, and particularly have more to contribute to care of their children and to family management. We all benefit from change that enables inclusive perspectives, and leads to better outcomes for business and families. Economic empowerment provides financial security and opportunity. Part of being effective is access to decision-making roles.
Gendelity’s Organizational Values – How We Work
1. Approach organizational change inclusively: Change management is a team and systemic activity. #ActionsForOrganizations
Change happens. It can neither be willed nor prevented but we all ‘affect’ change; the kinds of change and the direction. And we are here to help you with this difficult endeavour in the workplace.
2. Think and act holistically and systemically: Consider the, sometimes invisible, interactions, processes, approaches / strategies and organizational culture that intertwine. #ActionsForOrganizations
Change within organizations offers the potential for greater impact. Organizations are structured with various roles, different responsibilities, and power to direct, evoke and resource various undertakings, including organizational change. It is within the structure of organizations that each of us act individually. Structures may be formal or informal, stated or unstated. Structures govern and constrain individual actions. Actions for organizations is important to affect scalable change.
3. Include stakeholders: With involvement comes commitment. Given the right awareness, incentives and practical skills, almost everyone acts inclusively almost all the time. #ActionsForIndividuals
Change is experienced individually and is undertaken by individuals acting together or alone. Individual acts can make a tremendous difference to another individual, or indeed may inspire others. Sociologists refer to the concept of ‘agency‘ as; the space that individuals have (no matter how expansive or limited) to act, ‘self-propelled action’ or your ‘capacity to act’. Without individual action, there is no collective change. So actions for individuals, exercising the ‘agency’ that we all have, is a key aspect of our undertakings. Our goal is grow your ‘agency’, your capacity to act. You make a difference: We can help.
Recruitment and design firms often call themselves ‘agencies’. Zoo Digital, for example, refer to themselves as a ‘creative digital agency’. Public sector organizations with official responsibility sometimes include ‘agency’ in their name. Agency is also now a gTLD or generic top-level-domain: That’s the piece at the end of a web address, similar dot Com but rather dot Agency, thus you also find us online at => genderequality.agency
4. Follow the principles of social enterprises and collaboration.
Following the principles of social enterprise, any profits/surpluses are re-invested in improving courses, training and services to help achieve a social objective, i.e. gender inclusion in the workplace. In keeping with our non-profit aims, we chose ‘dot Org’, which was originally intended for non-profit entities, thus Gendelity.org.
“an enterprise that trades for a social / societal purpose, where at least part of its income is earned from its trading activity, is separate from government, and where the surplus is primarily reinvested in the social objective.”
National Social Enterprise Policy for Ireland 2019-2022
As a member of WITS, who envisage a “society where women have equal opportunities, experiences & recognition in STEM”, and as a member of NWC, National Women’s Council of Ireland, we participate in supporting professional women.
Gendelity’s Impact Metrics
The SDG indicator SDG 5.5.2 (imperfectly) measures “Proportion of Women in Managerial Positions”. Another measure of (in)equality is the Gender Pay Gap which is largely driven by the inflated number of men in senior decision-making roles.