Diversity & Inclusion in the Workplace: What Corona is teaching us
The Covid-19 crisis of 2020 disrupted the daily operations and working models of organisations worldwide, triggering very deep reflections on the nature of everyday routines and their subsequent results at both professional and personal levels. In order to further the collective understanding of current issues and to harness the potential to create a viable new normal, we at collaboratio helvetica organised an expert panel on Gender, Inclusion and the Future of Work, which took place on the 10th of June 2020. The event left participants and panelists “hopeful, motivated, ambitious and ready to act” (take-away feedback at the end).
Present for this important reflection were: Patricia Purtschert, Professor of Gender Studies at the University of Bern; Sylvie Durrer, Director, Federal Office for Gender Equality; Robert Baker, CEO Potentia Consulting and Former Head of International Diversity & Inclusion Consulting Mercer; Simona Scarpaleggia, former Global Head "The Future of our Work and former CEO, IKEA Switzerland and Nicholas Niggli, Deputy Secretary General at Republic and State of Geneva.
Here are a few of our most important take-aways:
Remote work brings challenges and opportunities to equality & inclusion. As confinement measures were deployed by governments worldwide, staff of entire organisations were suddenly forced to start working remotely, some of which for the first time ever. This provoked new and different arrangements between personal and professional lives. On the one hand, this signified gains in flexibility, as well as a chance to develop and prove autonomy with regards to professional requirements and deliverables. On the other hand, it also amplified existing disadvantages and inequality between men* and women* and parents and non-parents when it comes to availability of resources (e.g. human, time, material) within households. How can we ensure employers and managers consider these factors when assessing collaborators’ performance ? How can we acknowledge the challenges of the least represented and design for more equality in remote work ? There is a crucial need for more intersectional and holistic approaches when managing teams in an increasingly digital, disperse and diverse workforce in times of high uncertainty. This means paying attention to both the visible effects and invisible structures currently shaping society.
Any measure for diversity & inclusion needs to acknowledge and confront prevailing power dynamics that advantage some while disadvantaging others. The patriarchal organisation of our society is to be recognised as a structure that pervades all aspects of society, workplaces included. Concrete actions to counterbalance unequitable systems and to move forward include: using resources to ignite the talent of dormant leaders; new ways of organising work; as well as consciously giving up long overdue privileges. As one participant noted, “The white elephant in the room we are not talking about is the deeply rooted patriarchal organization of society that inhibits the acceleration of female leadership, diversity and inclusion.”
This is a crucial moment to come up with solutions that are effective and sustainable for all. Especially when considering the further known and yet unknown crises that await humanity (e.g. climate change, loss of biodiversity, possible new pandemics). For this, we need to actively choose cooperation and share available resources instead of further increasing competition, divisions and working in silos. Thus, diversity and inclusion, instead of being considered as a mere problem to be dealt with, need to be held at the center of all interventions.
Finally, when designing new ways of working, remember these:
Leverage digitalisation to further increase inclusion and rewarding care work: for example, reskilling and upskilling the workforce is a great opportunity to bring everyone, men* and women” alike, to the same level of competencies and possibilities
Invest in continuous learning
Develop emotional intelligence: “Leadership is modeling the expected behaviors and creating a safe space for everyone to be themselves” (quote from a participant)
Manage performance through outcomes
Build flatter and more agile structures
Work as an ecosystem with other organisations and actors
Focus on people & your internal organisational culture: the starting point of inclusion
As technology advances remember to keep the human factor at the center
The panel discussion was organized and moderated by Anna Krebs and supported by Erica Mazerolle. Listen to the recording here.
Authors: Anna Krebs & Erica Mazerolle
Read more about the project “Gender Dialogue Spark“