Gender inequality in the workplace in India: part two

Following on from our first post on the topic, we continue our conversation with Srikant Venkata, our Head of Candidate Attraction & Engagement, in India, who has some very relevant and interesting insight into gender inequality in the workplace.

Why should I care?

Gender diversity is primarily seen either as a corporate goal or as a woman’s issue. Very few men raise their arms and fight these battles because honestly, it’s not as apparent in their lives. If you haven’t faced a problem, why should you look for a solution? The second argument is that you’re not the cause of any of this. You personally haven’t done anything negative to any of the women you know so why should it fall to you?

The simple answer: Because it’s the right thing to do. I think people of privilege are duty bound to fight for the rights of the people facing discrimination.

If altruism isn’t your thing, then let’s make it a little more personal. Would you be okay with a loved one, a friend or family member, to be subject to discrimination at their workplace? Wouldn’t you ask why the men or managers at their organisation are keeping quiet when they see inequality?

Finally, if you’re not swayed by the first two arguments, multiple studies from around the world, including OECD and the World Bank, clearly outline how investment in gender equal workplaces and policies leads to robust economic growth and a rise in GDP Another no less important reason is empathy. If you’ve ever been in a situation where you were discriminated against, you know it’s not a nice way to live your life. And this could be any sort of discrimination – for example, classism, racism, sexual orientation.

Whatever your reason, men should stand up, raise their voices and be heard on the issue of gender equality.

What can I do?

A lot, in my opinion. As a colleague, manager or as a leader, you can stay vigilant and be mindful of the environment at the workplace. Here are just a few things you could think about:

Check your unconscious bias: Unconscious bias refers to a bias that we are unaware of, and which happens outside of our control. It’s a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural environment and personal experiences.

For instance:

• As a hiring manager, do you give both male and female resumes the same weight or do you unconsciously believe that women can’t work as hard or as long dedicatedly as men?
• When you look for people to travel, do you believe women can’t take as much time away from their families as men or have more commitments at home than men do?
• At promotion time, do you believe men would be better equipped to handle the pressures of the big jobs than women?

In all the above cases, check yourself for these, or any other biases, that are not based in evidence and reality. Ask, don’t assume.

Positional bias: Positional bias is the belief that there are some job roles more traditionally suited to men and women. For instance, do you believe women are better suited to be in secretarial or receptionist roles? Do you think women would make poor security guards or drivers?

• Do you have a positional bias with respect to the roles in your organisation or industry?
• Are men and women given the same kind of responsibilities in volume and importance?
• Is your team a comfortable place for women to work?
• Do the men in your team talk or joke about things that they wouldn’t if female colleagues were around? If so, should they be talking about those topics at all?
• When you look to have a team outing in a male dominated team, do you organise events your female colleagues as often as you would for the male team members?
• Do you ensure that all else being equal, men and women are paid fairly in your team? Do you know your company’s compensation policy and framework?

Like I said, these are just a few thoughts, but the best way to go about any of this would be to talk to your female colleagues. Engage them in conversation and understand their difficulties, their expectations and what makes them happy or motivated.

Men can make a difference

Gender inequality is a real problem. It’s great to see organisations and women stepping up to the challenge. But as friends, partners, family members or concerned citizens, is it right that men stay out of the way and not take an active role in how this turns out? Get in there and help make your workplace one that is based on equality, merit and excellence. Be a part of the solution and you can proudly say you stood for what was right!