5 mrt. 2024
Empowering change: From talk to action on International Women’s Day for gender diversity in corporate culture
In the run-up to International Women’s Day, our Vice-President for Marketing (Americas) Stefanie Nastou reflects on the need for continued investment in diversity, equity, and inclusion.
With this year’s International Women’s Day theme of ‘inspire inclusion’, we must reflect on the stark reality highlighted by McKinsey research on Diversity, Equity and Inclusion (DEI): “it will take another 151 years to close the global economic gender gaps at all levels.”
This is not a surprising statistic when you look at female leaders who are choosing to step down, such as Jacinda Ardern, former Prime Minister of New Zealand, and most recently, Helena Helmersson, CEO of H&M. Both felt the job was too much for them personally. According to Ardern, “I know what this job takes. And I know that I no longer have enough in the tank to do it justice. It’s that simple."
Both incredible leaders, and both choosing a selfless path because they felt they couldn’t give what the job required. Insofar as female leaders have a seat at the table, we’re still only seeing a very small percentage of growth in the right direction.
Today, only 15% of CEOs at Fortune 500 companies are female and only 2% of VC funding goes to female-led start-ups. Nevertheless, women persist, inspiring change and shattering barriers.
To inspire inclusion, we must continue investing in DEI and showcase the change it’s making until the floodgates open.
Here are five ways to focus on taking action to inspire inclusion and advance DEI initiatives:
1. Leadership commitment
The journey begins at the top. CEOs and boards must enthusiastically support and champion DEI core values, not just in words but through tangible actions and funding initiatives. This demonstration of commitment permeates the organization, signaling a steadfast dedication to driving transformative change.
2. Lead by example
Every tier of management must exemplify the ethos of diversity and inclusion. By establishing best practices, measuring progress, and consistently upholding these standards, management becomes the driving force for cultural evolution within the organization.
3. Measure success and stay the course
Define clear metrics for diversity and inclusion initiatives and hold the organization accountable. By tracking progress, it becomes evident that diversity is not merely a slogan but an integral aspect of the company’s identity and values.
4. Employee education and training
Foster a culture of understanding and empathy through comprehensive education and training programs. Equip employees with the knowledge and tools they need to recognize unconscious biases, promote inclusivity, and navigate sensitive conversations effectively.
5. Diverse representation in decision-making
Ensure diverse representation in decision-making processes, from hiring and promotion committees to project teams. By incorporating a range of perspectives and experiences, organizations can make more informed and equitable decisions that reflect the diverse needs of their workforce.
Join the conversation in Miami
Join us at the TeamViewer Experience Showcase on May 3rd in Miami, South Beach, and hear from our Women in Tech and Motorsport panel. This diverse panel of female trailblazers will share their personal narratives of overcoming obstacles, strategies for combating gender bias, and insights into positive industry shifts.
Topics will encompass achieving work/life balance, the transformative influence of mentorship, and personal triumphs that have catalyzed change. Don’t miss this opportunity to contribute to the conversation and drive meaningful progress.
