“Why don’t we talk about how we support women throughout the year, not just on International Women’s Day?” was a conversation in our office last week. And they’re right. We should be shouting about how we as a firm are inclusive, flexible and celebratory towards EVERYONE in our team; men and women alike.
It’s easy to make this comment too as we do genuinely support our women in the workplace every day. We live and breathe inclusivity and flexibility, so this isn’t a way for us to jump on the International Women’s Day bandwagon as some may think, and indeed do. I’ll tell you how in just a minute.
And it’s probably good for me to clarify that this is being written by me – a woman. A woman who was asked what days and hours would suit ME when I was offered the role as Marketing Executive. A woman who asked for a certain salary and was offered more. A woman who was told I could go on any training course that helped me upskill, to keep getting better at my job.
I felt included, important and valued before I even set foot into the role. And this has continued throughout my 6 months at ActionCOACH Portsmouth & Chichester.
Helping to #Breakthebias
This year’s theme for International Woman’s Day is Break the Bias.
Comparable to how empowered I feel in my role, when I talk about my part time role to friends, family and connections, I still find myself explaining that “just because I’m part time doesn’t mean I’m part committed. I’d have the same level of commitment whether I was 3 or 5 days a week”.
And this is the problem. There is a stigma surrounding part time mums. A stigma that you’re less committed, work is less of a priority. For me this should be celebrated. The fact I am able to juggle being a mum and work a fast paced, pressured role equally is a good thing. It means I can prioritise, balance, multi-task, demonstrate patience…the list goes on.
Being a mum who wants to spend time with my young child doesn’t make me less driven, less of a team player or less committed to my career.
Whether people are making assumptions that I’m less committed just because I’m part time or whether I’m making those assumptions for them, I need to stop. I too need to break the bias and not inadvertently apologise for being part time.
Equality in our workplace
It’s important to highlight some of the way our firm supports women in the workplace:
• We have a 50/50 ratio of women and men in the office
• Team members are remunerated based on their skills, not gender
• Women are treated as professionals
• We are ALL encouraged to speak up and our opinions are considered
How leadership is driving inclusivity
I asked one of our leaders, Steve, to tell me how he is breaking the bias. He told me: “one of the common challenges as a business owner is finding the right talent.
“One of the best ways we find to recruit and retain GREAT talent is to give flexibility. By recruiting women who are returning to work after starting a family, whilst giving them the flexibility to fit this round their family is a great way to find the best people.
“Making the work environment one where they can thrive in their careers whilst maintaining a healthy balance with a family is key. It opens you up as an owner to a great talent pool who will help take your business from strength to strength.”
How you can play your part as a business owner
Diversity, inclusion and equity has come a long way but there is still work to do. As a business owner, here are some things you can do to promote equality and inclusivity in your workplace:
• Hire people based on their skills, not gender
• Give women the opportunity to train and progress their careers
• Empower employees to express themselves and speak up
• Give employees multiple ways to give feedback
• Identify and change any unconscious bias
