New research shows that diversity and inclusion are a top priority for leaders. So why does the needle seem to be moving backward when it comes to gender equality at work?
On this week’s episode of the #WorkTrends podcast we dive into some of the answers with Dorothy Dalton, who is working to shift the conversation about men, women, work and bias.
Based in Belgium, Dalton has been working in talent management and recruitment for many years. She runs her own executive search firm and has founded an organization to help professional women reach their potential. In our conversation she offered important insights into how we can start to transform the modern workplace to make it more equal and inclusive for everyone.
Listen to the full conversation or read the recap below. Subscribe so you never miss an episode.
Make It More Than an HR Issue
Dalton, an expert on gender-neutral and bias-conscious recruitment, says one of the challenges when it comes to diversity in the workplace is that people see it as an HR issue rather than an overall business issue.
“What we need for any cultural transformation to be effective are the three pillars: leadership commitment, systemic change and behavioral change,” she says. “What we’re doing is we’re cherry-picking a bit because no one really likes to change. All of us are quite locked into our old ways of doing things, so it really is part of an overall business transformation, not an HR problem to be solved with a few little training sessions — which is, quite honestly, the way people tend to go about it.”
Don’t Expect Progress to Just Happen
Dalton says that while every generation tends to think they are more understanding than the previous one when it comes to workplace diversity issues, the progress isn’t always so linear.
She says that when her own daughter, an older millennial, entered the workplace, she was horrified to discover that gender and diversity issues hadn’t progressed much. Dalton says we all have certain biases, and those shouldn’t be demonized, but they can’t be ignored either if we want to truly create more equitable workplaces.
“It’s really normal to have opinions and biases, but we have to set up procedures and processes, checks and balances, to make sure that we’re on track to make better business decisions,” she says.
She says research shows that most of us think we don’t have biases and that we behave correctly, but digging deeper reveals we have plenty of biases. “We’re still at a very primal level,” she says.
Take Steps for Change
Dalton offers a number of ways organizations can make an impact right now in their own companies, starting with how they recruit. “Women tend to look for promotional opportunities within their own organizations,” she says. “If they look outside then it tends to be in response to usually external circumstances — either a change in their personal lives or a takeover, a merger, or something’s not working.
“Organizations may have to have gender-neutral adverts. They have to have put the flex opportunities [and] remote working upfront because women are afraid to ask because they feel they’re discriminated because of it — and they are.”
Resources Mentioned in This Episode
Let’s continue the conversation. Join us on Twitter (#WorkTrends) for our weekly chat on Wednesdays at 1:30 p.m. Eastern, 10:30 a.m. Pacific, or anywhere in the world you are joining from to discuss this topic and more. On this week’s episode of #WorkTrends we talk to Dorothy Dalton about the work she’s doing to shift the conversation about men, women, work and bias.
