How do we create balanced gender representation between men and women in leadership?
The path towards more gender representation between men and women in management requires both support and investment from senior management. Therefore, it's important that the challenge is recognized as a real problem. Let's take a closer look at why gender representation in leadership is both an economic and social responsibility.
3 arguments why balanced gender representation between men and women in leadership is important
1. Gender representation in leadership benefits the bottom line
The International Monetary Fund, the Petersen Institute for International Economics and McKinsey & Company are just some of the many research entities that in recent years have studied the importance of the representation of women in corporate management, executive management and boards of directors. And they all have the same conclusion: companies with more women in leadership positions are more profitable. In other words, balanced gender representation has been proven, and proven again, to benefit the bottom line.
2.Gender representation in leadership supports the achievement of SDG 5
In 2015, the UN Sustainable Development Goals (SDGs) were adopted - goals that form the global framework for sustainable development. One of the SDGs is about gender equality. This is SDG 5. This goal includes target 5.5, which is about ensuring women's full and effective participation and equal opportunities for leadership at all levels. Diversity in leadership thus supports the achievement of SDG 5.
3. gender representation in management is mandatory by law
In 2012, the Danish government passed a law on targets and policies for the gender composition (m/f) of management and boards of directors. If your company is covered by the Danish Financial Statements Act §99b, you are obliged to prepare an annual status report in the management report on the targets set for creating a balanced gender representation in your management body, where you must also present your policy for increasing the proportion of the underrepresented gender. A balanced gender representation in management is therefore a legal requirement.
3 steps to get started
1. articulate your vision
Before you embark on any initiatives to increase gender diversity (not just among the binary genders, men and women, but all gender identities) in your company's leadership, you should be clear on what your vision really is.
Why is it important to you?
Is it about increasing gender diversity in specific disciplines or at specific management levels?
How do the initiatives relate to your strategy/vision/mission?
Make sure you articulate exactly why you are working towards greater gender representation in leadership. This will ensure both consensus and support for the vision across the board.
2. Take stock
An important step towards greater gender diversity is to take stock and take the temperature of the work environment.
This can be done by, for example, counting how many of one gender are represented in different management levels and disciplines. This gives you a concrete overview of how far you are from your goal. While you're taking stock, it's a good idea to supplement this with a survey among your employees to find out if they experience the same opportunities for advancement in the company.
3. Create an action plan
Your action plan should spell out how you will achieve your vision and who is responsible for the different actions. It should also focus on the follow-up and evaluation of the different actions. Find out how you will measure your progress, for example. through a dashboard.
4. avoid generalizations
Not all women (or men) are the same or have the same needs, desires or ambitions.
Generalizations based on gender can get in the way of creating valuable solutions for your employees. We need to embrace intersectionality and acknowledge diversity and different experiences with oppressive structures among women (and men). This means that there is no 'best practice' that can be directly transferred to your business. We need to be curious about your employees and adapt solutions to their specific needs.
Get going! And don't hesitate to contact us. At Inclusify, we're here to provide advice, tailored solutions and an overview, so you don't waste valuable resources.
Nikoline Nybo
Consultant
BA Anthropology and Chaos Pilot.
Experience in cultural analysis and anthropological methodology, project management and process design, organizational development and facilitation.
Louise Marie Genefke
Consultant
Cand. mag. Marketing & Communication, MA Management and External Lecturer AU.
Experience with management, talent and organizational development, facilitation and Employer Branding.