Target is to get the best talents to create amazing things for clients. In that sense, enlarge pipeline of talents is a key element.
Above “feminist” considerations, or claims, discriminations, sexism that are all valuable and ethic related points, my point is to focus on concrete ideas just to increase efficiency in the business.
Enlarge recruitment pipeline profile by more inclusive at hiring time
A linking proposed tips to be more inclusive, for instance:
- Focus on performance objectives, not requirements
- Make sure you’re using gender-neutral language by avoiding words that are stereotypically “masculine” and can turn women away, such as “dominate” or “rock star.”10 Also, consider adding information like salary range and benefits since that’s important to women.
Some companies add a specific paragraph about their attention to gender & diversity. For instance, Elastic :
Improve quality of working together between men and women
2016-2019 -interview 40 men, survey 6,942 PEOPLE, 25 organizations, post survey mixed workshops to come to ideas from Murray Edwards College
- “Research consistently tells us that a key factor explaining women’s underrepresentation in leadership is unintentional gender bias within workplace culture. Unintentional gender bias can be practised by women as well as men”
- “Motivate individuals to change their behaviour by ensuring people understand the alignment between the core purpose of the organisation and diversity and, especially, inclusion objectives.”
“Involving men as equal partners in creating equitable workplaces is a relatively new idea. It is important because men represent 70% managers.”
7 recommended actions : a few examples:
HOW TO SHAPE GENDER NETWORKS
Are there good reasons to have female and/or male only spaces in addition to a joint network? Does the name of the joint network include men?
HOW TO RECRUIT MEN INTO GENDER NETWORKS:
Ask women to bring a man, and then ask men to bring other men., make the topics relevant, for example by tackling masculine gender stereotypes (eg. parental leave)
HOW TO SHOW COMMITMENT TO INCLUSION
Make sure the language in all communications is gender neutral.
Make sure that gender balance for participation to conference, pitches of projects
GIVE BETTER FEEDBACK
eg.Talking to men about gender neutral feedback
WAYS TO SHARE THE ‘OFFICE HOUSEKEEPING’
HOW TO DEAL WITH INTERRUPTIONS AND NOT BEING HEARD IN MEETINGS
HOW TO CALL OUT UNINTENTIONAL GENDER BIAS AND HOW TO BE CALLED OUT
“Motivate individuals to change their behaviour by ensuring people understand the alignment between the core purpose of the organisation and diversity and, especially, inclusion objectives.”
John Medina is a famous neuroscientist. He simplifies a very complex topic and defines 12 rules based on consensual last years research. He makes it very didactic with a summary at the end and a section how we can exploit these learnings concretely in our lives. Here are three main take aways:
- It restores that truth about incorrect common ideas:
- « Mozart effect » (listening Mozart would help to learn does not exist
- « we use only 10% of our brain »;
- “either you are right brain or left brain”
- « women are multitaskings » – indeed brain is mono task, for men and women, multitasking is a myth
2. Importance of sleep, exercice and attention – all threatened by modern life.
3. A few highlights /reference in perspective of business life:
- Exercice is not enabled humain brain development and is still a way to create new neurons and stay healthy, avoid major illness linked to Alzheimer (60%) or senile dementia (50%) or depression. Minimum 30 min per week twice or 3 times a week. An amazing example is Jack Lalanne we can see running and still very young in her 90s.
- Violinists have specific brain areas more developed than other people, especially the one referring to ability of left hand: it shows how learning and training enables development of new connections.
- Attention is most of the time sequence of 10 min – it is better to give general idea before giving details. Associating emotions (or story) gives a better chance; sens integration encourages us to use a widder range of sense – usually we use sound and images, but why not others
- Interesting advertising about apple in 1984: https://www.dailymotion.com/video/xkpkd0
- Diversity & Inclusion: Deborah Tannen made very interesting studies about men/women brains.