What do the Corporate Equality Index 2021, Ash Beckham’s TED Talk and this article have in common? The secret sauce to sustainable LGBTQ+ inclusion.
The pandemic has provided the opportunity for organizations worldwide to evaluate their digital footprints and accelerate their digital transformation plans from years down to a matter of days/weeks, says Jeetu Patel, SVP and General Manager, Security & Applications, Cisco.
Opportunities for business exposure; sponsorship and mentorship; networking with senior executives. These are the initiatives that work to get women into leadership, says Sowjanya Reddy, Head of HR for HP Greater Asia. But still more needs to be done to address overall under-representation and loss of female talent in tech.
According to People Matters research, Women at Work– D&I Benchmarking Survey, about 50% of organizations agreed that there exist gaps and loopholes like gender stereotypes/assumptions in the recruitment process which is a major barrier to hiring more women in leadership.
The untapped potential of bystanders must now be explored to accelerate the inclusion agenda. It’s time corporates equip passive bystanders and potential allies, with the necessary skills to actively advocate and stand up against discrimination, at the workplace and beyond.
The focus on inclusion cannot be just about numbers, there’s a need to align the company culture and build inclusive leadership.
After 2020, organizations and employees have been far more closely aligned on matters of diversity and inclusion, says Sarah McCann-Bartlett, CEO of the Australian Human Resources Institute. But at the same time, government policy lags, and huge areas of inequity still remain.