Vast bodies of research suggest that the commitment and accountability of top managers are a necessary if you want to nurture diversity in your organization. Diversity and an open culture should be a desirable objective. There are some good business reasons and also, of course, moral ones. The mckinsey.com website shared with us some concrete actions can we take to challenge gender and other types of discrimination.
Choose criteria in advance
When there are two candidates, male and female, and one has more experience, but the other more education, research suggests that whether the main criterion becomes experience or education depends on the male candidate's asset. Evaluators simply pick the criterion favorable to the male candidate. Therefore it is important to establish the criteria in advance.
Mentoring programs must be inclusive
Availability of networking and mentoring programs is vital to promote diversity. But these programs must be inclusive and engage senior leadership.
Hiring, salaries, promotion: You need reports
Such activities create accountability and help you to erase biases. Managers should be required to report on diversity-related progress in the organization.
Be blind to gender
Focus on the data rather than subjective measures, such as likability and other interpersonal factors. If you dislike the behavior of a female employee, ask yourself whether you would fell the same way if she was a man.
Tip for women: Utilize “us advocacy”
How to defeat prescriptive stereotype connected to women? A woman should argue for her own self-interest and she should argue for her group’s collective good. For example woman should go after a bonus just for her, and for the whole department. Then the backlash an assertive woman faces is minimized.
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