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On Women’s Equality Day, it’s important to acknowledge the progress made toward gender equality while also addressing the challenges that remain for women in the workplace. Some companies have faced pushback on DEI initiatives, especially as they strive to create a more inclusive environment for all women, especially women of color, LGBTQ+ women, and women with disabilities. At the same time, research continues to show that companies with diverse workforces outperform their competitors by an average of 29% per year. Also a majority of employees (56%) believe that diversity in the workplace is a good thing, per a Pew Research study.

The push for equity, diversity and representation also rings through in US politics today with Vice President Kamala Harris as the candidate for the Democratic party, as the first woman VP and first woman of color to be nominated as a major party’s candidate for President. Despite progress, the 118th Congress remains at 28 % women and 24% people of color. Growing representation and diversity is important as women need to be at every decision and dealmaking table.

While company C-Suite leadership and Boards contemplate the pushback against DEI and ESG initiatives, the commitment to building a profitable company, engaged and retained workforce and building a leadership pipeline remains. At the WBC we continue the call for more women leaders across all industries, business functions, and all decision and deal-making tables. We also continue to work in partnership with our companies, partners, and champions to showcase the innovations, solutions, and steps organizations can take to create an inclusive, productive and profitable business landscape.

Here are some strategies companies can use to overcome pushback and create a more inclusive workplace for all women:

  1. Reframe DEI as a Business Imperative
    • Communicate the Value: Emphasize that DEI is not just a moral or social responsibility but a business imperative. Diverse teams are more innovative and perform better financially.
    • Showcase Data: Share research and case studies demonstrating how diverse teams contribute to better decision-making, creativity, and overall company success.
  2. Develop Inclusive Policies and Practices
    • Ensure Fair Hiring and Promotion Practices: Implement transparent and fair hiring, promotion, and compensation practices to eliminate biases against women of color, LGBTQ+ women, and women with disabilities.
    • Support Work-Life Balance: Provide flexible work arrangements, parental leave, and caregiving support to accommodate the diverse needs of all women.
  3. Measure and Communicate Progress
    • Set DEI Goals: Set specific, measurable DEI goals and regularly report on progress to maintain accountability.
    • Celebrate Wins: Celebrate achievements in gender equity and inclusion to maintain momentum and encourage continued efforts.

By taking these steps, companies create a workplace that allows women leaders to grow and advance as businesses and economies continue to grow and thrive.

Author

  • Gwen K. Young

    Gwen K. Young is the Chief Executive Officer of the Women Business Collaborative. She is also a Visiting Scholar at the Elliot School of International Affairs, George Washington University and former Director of the Global Women’s Leadership Initiative and Women in Public Service Project at the Wilson Center. She is an Advisor to Concordia and President of BalanceUp Leadership. Ms. Young has worked across the globe to promote equal opportunity, and peace and justice. She has developed strategy, programming and advocacy in the areas of humanitarian policy, international affairs and international development. This includes developing public private partnerships focused on public health, agriculture, gender equality, and access to finance. Further, Ms. Young has advocated for and published on the role girls and women play in political, social and economic development and designed exploitation and SGBV guidelines. As an attorney, Ms. Young has worked as a professional advocate for women and human rights in corporate law settings, with the ICTY and the Kroc Institute for Peace and Justice at the University of San Diego.Her career has encompassed a comprehensive array of international organizations including the Bill & Melinda Gates Foundation, Medecins Sans Frontieres, International Rescue Committee, and the Harvard Institute for International Development.An alumna of Smith College, Harvard’s Kennedy School of Government and the University of California Davis, Martin Luther King Jr School of Law, Ms. Young has pursued a career of international public service in humanitarian relief, international development, and human rights.

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