Corporations Compassion Culture

Chapter 9Your Plan for Creating Gender Equity through CompassionWhat Works

Let's first reiterate an important message from Chapter 8: significant inclusion can only happen when leadership—from supervisor to CEO—gets real about what they are willing to do and the time frame that they'll do it in. Whether we're talking about gender or racial inclusion, promotion, or pay equity, a solid plan for improvement should include strengthening your talent search, exploring new recruitment tools, achieving supply chain diversity, committing to a team effort, and avoiding a revolving door by retaining talent. Gender equity is a core component of your compassion and inclusion strategy.

A plan deeply rooted in commitment and desire for inclusion helps leaders tear down inequities that emerge from generations of systemic workplace bias and build new opportunities for all employees. Here, we continue building out this plan, this time taking into account societal biases and expectations affecting women particularly.

There are still prevalent societal expectations that follow women from their families and home lives into their corporate lives and workplace conduct. In this chapter, we explore some methods to help deliver change and gender advancement:

• Identifying and addressing gender inequity
• Transitioning employees back into the workplace
• Meeting the needs of child-free employees
• Supporting women's leadership and advancement and confronting saboteurs
• Building a gender-inclusive community