‘Elevate for equity’, an event organized recently by Unilever Pakistan and Circle Women highlighted pertinent issues faced by women at work....
GIRL POWER
Apparently the “best advice for women in business is: ‘Get your a*** up and work” and that “it seems like nobody wants to work these days.” The sad part is it doesn’t come from a man; it’s just a woman, a social media star, belonging to elite class, originating this meme fodder. The fact that some people need to be reminded yet again that not everyone has the same 24 hours is anything but funny. ‘Elevate for equity’, an event organized recently by Unilever Pakistan and Circle Women highlighted pertinent issues faced by women at work.
We’re all in this together
Unfortunately, there are few people to learn from as to what works and what doesn’t when it comes to creating more sustainable work environments for everyone.
In a panel discussion, Dr Zeelaf Munir, CEO English Biscuit Manufacturers, said the best way to be a role model for others is to make sure you’re seen as someone who’s making a difference in the industry.
The top sets the tone
For a long time, businesses around the world remained reluctant to work on their inclusive policies. And then diversity became just a number game for many organisations – how many women did they have in their workforce.
Amir Paracha, CEO Unilever Pakistan, pointed out you may have the right number, the question is are they feeling included? It’s better to have a strong pipeline as compared to a leaky pipeline. A majority of them leave because the culture of the company isn’t conducive enough.
Equity equality
People tend to use these terms interchangeably. However, they are not synonymous. Equality means that you treat everyone in the same manner irrespective of their needs or any other differences while equity ensures that all of them are provided with everything they need to success.
When we talk about equity, we are in fact talking about identifying and removing barriers that would lead to the full participation of smaller groups as well. For most set-ups, this implies empowering women, having women in meaningful, decision-making leadership roles.
One-size-fits-all framework cannot work anymore. We should adjust policies for each individual because every person, men or women, comes from a different background – single, married, kids, ailing parents, visually impaired etc. The key is to provide the right context by customising according to different needs.
Sensitisation of men
These flexible working policies are just a steppingstone as Junaid Murtaza, CEO L'Oréal, stressed. If we are to transform organisational culture, then the leadership has to convert the policies into norms.
Maternity or paternity policies, for example, are the bare minimum; in reality they mean nothing unless they are implemented, which won’t happen unless we establish that parenting is both the man as well as a woman’s job. At the end of the day, equity truly can’t exist if it’s not established at home and at the workplace. Therefore, normalise men taking care of kids, from the leadership at top all the way down to the team. Men too should step up and manage dropping off/picking up their kids from the school during office hours.
But, like a Harvard study showed, command and control doesn’t work all the time; we can say this is the policy, these are the KPIs, this is what we have to achieve, and there will still be a lot of retaliation, especially from men who don’t understand why it’s being done and why unfair advantages are given to one gender only. For this, encourage more men and women collaborations so they understand the work of each and everyone in the organisation. It’s how you educate men and women to realise that more than being a policy or a number, it’s about resolving challenges together.
It's a journey
Change doesn’t happen overnight. As a leader, it’s high time to take ownership to nurture this mindset to not discriminate someone based on their gender or culture.
State Bank of Pakistan, for one, in a landmark policy has instructed financial institutions to improve women’s financial inclusion and economic participation in the workforce. Among its targets is to impart gender sensitivity training to all staff member to improve elimination of implicit gender biases.
Sana Ahmed, HR Director L'Oréal shared the company now has a domestic violence policy and a panel of psychologists to help employees (both men and women included), and it’s just the beginning, acknowledging this area.
Saira Khan, Director Human Resources and Industrial Relations National Foods, discussed how compassion and equity takes center stage at Unilever by providing daycare facilities for female employees at their factories. Imagine; a facility for only 14 people who’re currently working there, 14 people whose need is the most pertinent. So provide support wherever you feel someone (marginalised or not) is in need of it.
And believe in the process! That’s imperative. Every work counts and sooner or later it’s going to bring an impact that we’re all hoping for.
Draw the line
Last but not the least, women, don’t be a chronic people pleaser. There’s no such thing as the best mother, best wife, best daughter or best boss. You don’t have to prove anything to anybody. It’s up to you to draw the line. Know your worth and be unapologetic about it.
