Gendelity – For Workplace Inclusion
Practical actions and helpful information for organisations and individuals working towards workplace inclusion
Hiring + hope ≠ Remedy. Systemically addressing critical elements hindering gender equality, particularly transparency around promotional criteria and visibility of gender equality, offers the potential for change. But at the heart of organizational inclusion is work culture. Everything stems from and leads to organizational culture.
Here is a systems map of all the elements influencing gender inclusion in the workplace. Where will you start?
Need help getting started? ↓
The ‘Full Circle’, a project of the Women’s Employ, Enter & Training United (WEETU) group, is used to explain core systems thinking principles, including visual representation via a systems map. Strategy, policy and programme development often suffers from impractical and unimplemented actions, and unintended consequences. Systems thinking principles help avoid some of these challenges. Additionally, three types of inter-organizational relationships, a form of tension which interacts with strategy and policy development, are also explored. This article aims to be useful in strategy, policy, and programme development, particularly in collaboration with others.
FIRSTLY, …
Explore different opinions about the grounds of workplace discrimination, such as belief / religion versus disability. Hiring, working together and the value of anti-discriminatory laws are considered. Throughout Irish attitudes and opinions are compared to our fellow European countries. Attitudes to working with those of different belief systems are compared. Despite broad support and comfort working with people of different belief systems, the data suggests that Muslims may be more likely to experience discrimination in Europe.
WHAT ARE EUROPEANS ATTITUDES TO DIFFERENT BELIEFS & VALUE SYSTEMS IN THE WORKPLACE?
Workforce gender gaps, that is differences between the numbers of women and men in the workforce, is one way of considering workforce inequality. While the census does not contain information about salary, it does consider employment status, or rather “economic activity”. These statistics shed light on the overall difference between women’s and men’s employment gaps.
=> ARE THERE DIFFERENCES BETWEEN WOMEN & MEN’S EMPLOYMENT STATUS?
29% of Irish respondents expect discrimination (n = 1,016).
=> DOES GENDER / SEX IMPACT HIRING IN IRELAND?
There are a myriad of places where organizational professionals from CEOs, to HR leaders to line managers can intervene to make their organization more equitable.
=> WHERE WILL YOU START?
Workplace inclusion starts and ends with your people. Here are a list of simple actions for organizations and hiring managers to ensure your job description is sending inclusive vibes to potential hires.
=>FIND OUT THE THREE JOB DESCRIPTION ASPECTS REQUIRED TO FIND THOSE WHO WILL HELP YOUR ORGANIZATION
