Workplace diversity is both a cultural and a business issue; consequently, it begins with education at a young age for both boys and girls and continues via education at several levels, according to Jean-Pierre Calvez, founder of Novonda, a management consultant for business and human development organizations.
“For example, when you ask men why they don’t hire more women, they will tell you that there are external factors or we don’t find enough women in our industrial sector or in the field that we’re looking for. So companies can reduce this by doing some of the things that is mentioned above, such as ensuring that they have active policies that support diversity and inclusion,” he said.
“I believe it will take some time. However by implementing some of the procedures, we will be able to reduce the problem”, he said
The second point to make is about communication. What organizations do and how they lead by example has a significant impact on top-level diversity. 80 to 90 percent of businesses say they want more women in leadership positions.
Furthermore, there are numerous initiatives that firms may do to focus on women’s career advancements, one of which is to provide them with opportunities to advance.
Companies must also make sure to have a diversity-friendly personnel policy and HR practices. These regulations must consider the needs of female employees. For example, if a woman leaves her job for maternity leave, she must return at the same level and with equal pay, which is not now the case. In many circumstances, women returning from maternity leave take a lower-paying post and work.
HR policies should also provide equal possibilities for professional advancement for women, which is reflected in the language used in job descriptions.
The pandemic has pushed and accelerated digitalization and digital outreach, forcing companies to adopt a linear and more flexible approach to work, while creating an unprecedented social and mental impact on employees. So can new work structures and technology help solve the current situation and retain talent? And what are the benefits of digitalization in terms of diversity?
Digitalization and flexible working strategies, according to Jean-Pierre Calvez, founder of Novonda, a management consultant for business and human development organizations, have been crucial for the workforce.
“When it comes to mobility, such as mobile phones, laptops, and other forms of apps combined with broadband, they have actually given individuals the flexibility to work whenever and wherever they want.” The impact of technology has been truly life-changing, as proven by corporate behavior. People’s habits from the pandemic are continuing with them. They do not want to return to the office; instead, they want to be able to work from home or from remote locations. As a result, such practices will endure when the pandemic is over,” he noted.
Calvez went on to say that the challenge for companies today is to enhance the tie of trust that they normally have with their employees while also providing the flexibility and autonomy that the employees desire and maintaining corporate, community spirit, or company culture.
“It is critical that the company provides social connection in a good working environment. The firms that will be successful in recruiting and maintaining talent will be those that provide people with the chance to have numerous professional lives that they desire, as well as the freedom to work where they want, while managing the balance between them”.