Arunima Bhattacharya’s Post

'According to a recent report, it will take 134 years to fully close the global gender pay gap. But it’s not just the gender gap standing in the way – the diversity gap is even wider. A 2021 report in the US showed that only 4 per cent of C-suite roles, such as CEO and CFO, are occupied by women of colour, compared to 62 per cent of those titles held by white men – and if you’re a member of the LGBTQ+ community or a woman with disabilities, those percentages get even smaller.' 134 years! If, like me, you're feeling a bit depressed by these statements, please do read the article they come from. There are some great reminders of practical initiatives which can and will support change over time. No matter the size of your business, these can make a material impact and are worth every ounce of effort to implement. From a talent development perspective, this is increasingly important too. Not only will you stand a better chance of retaining your top talent, but you'll impress potential future hires with your genuine commitment to inclusivity and equality. Businesses who fail to engage will feel the impact. It's a long game and easy to feel impatient about the pace of change. I appreciate we've made some real progress in recent times, but there is so much more to be done. https://lnkd.in/dKiSA7S3 #equalopportunities #diversityequalityandinclusion #equalpay #genderpaygap #valuingpeople

We know women face three categories of barriers in their careers - societal, organisational and personal. But it's not just women who face these barriers. The LBGTQI+ community face many of the same barriers, as well as additional barriers. This article from BBC paints a picture: 👉 21% of LGBTQ Europeans reported experiencing workplace discrimination (36% among transgender people) while 46% remained closeted at work 👉 In China only 5% of LGBTQ employees reported being completely open about their identities at work And discrimination begins from the job application itself. In the US, employers are more likely to view resumes from visibly gay or lesbian applicants unfavourably with 11% of LGBTQ job applicants reportedly experiencing discrimination in their job search. Researchers estimate that current STEM industries have lost up to 120,000 viable candidates due to the cumulative effect of anti-LGBTQ bias. This is in an area where there is a disproportionate gender divide as it is. What a loss to STEM that they have so little representation of women AND LGBTQ men, women and others. It's little wonder that this industry struggles with issues related to gender imbalance. In the EU, six times as many trans people as cis lesbian, gay and bisexual people report being assaulted at work. BBC postulates that "this has been exacerbated by a recent increase in anti-transgender laws, in countries including the US and Hungary." I think this goes far beyond anti-trans lawmaking. While this certainly plays a part, I believe that these shocking numbers on LGBTQ experiences of assualt at work tie back to the tiered gender value system embedded into society and workplaces where men are important, women are less so and anyone who doesn't fit into those binary classifications is othered. The article has some good recommendations on what organisations can do to support inclusion: - Creating an affirming environment for LGBTQ workers - Adjusting policies that are written to cater traditional family structures - Flexible work hours and paid leave for all family types - Specific anti-discrimination policies - Fair wages - Straight and cis-gender allyship for LGBTQ people Last year we extended our Three Barriers research to create a special edition for the LGBTQ+ community. Our white paper summarised the findings of over 150 studies and was authored by Dr Ciarán McFadden-Young, Senior Lecturer in Organisational Behaviour and Human Resource Management at the University of Stirling. #ThreeBarriers #GenderEquity #EDI #LGBTQ #QueerCommunity https://lnkd.in/eAihP-55

How well does your organisation support the LGBTQI+ community? Shape Talent Ltd engaged Dr Ciarán McFadden-Young, Senior Lecturer and researcher on EDI at the University of Stirling, to author a white paper that examines the barriers to LGBTQI+ career progression. This is an adaptation of the research that we conducted into women's career progression, looking through a lens of gender identity and sexual orientation. Addressing systemic barriers is at the heart of our work. You can download our white paper to see the specific recommendations that we make on how organisations can cultivate inclusivity and address the barriers to LGBTQI+ people in the workplace. For those who are time poor, here are the 8 headline recommendations: 𝟏. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬 𝐡𝐞𝐭𝐞𝐫𝐨𝐧𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐢𝐭𝐲. For example, do the childcare and parental leave policies assume a heterosexual employee? Does the workplace have gender-neutral bathrooms? Is a uniform required, and are there only gendered versions? 𝟐. 𝐃𝐨𝐧’𝐭 𝐭𝐫𝐞𝐚𝐭 𝐋𝐆𝐁𝐓𝐐+ 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐚𝐬 𝐚 𝐡𝐨𝐦𝐨𝐠𝐞𝐧𝐨𝐮𝐬 𝐠𝐫𝐨𝐮𝐩. Although there are social, cultural and historical reasons why lesbian women, gay men, bisexual people, trans people and queer people all form one distinct and recognisable collective group, different sub groups experience distinctly different barriers. 𝟑. 𝐄𝐫𝐚𝐝𝐢𝐜𝐚𝐭𝐞 𝐝𝐢𝐬𝐜𝐫𝐢𝐦𝐢𝐧𝐚𝐭𝐢𝐨𝐧. Organisations should have clear and well communicated anti-discrimination and harassment policies, provide anti-discrimination training, and engage in cultural audits to uncover any potential informal issues 𝟒. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞 𝐥𝐚𝐰. This is particularly important for multinational organisations operating in very different regions with different legislative norms. 𝟓. 𝐄𝐝𝐮𝐜𝐚𝐭𝐞 𝐚𝐥𝐥 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬. Training and development can be offered to help demystify common concerns, clarify the terminology used in discussions about LGBTQ+ identities, and in many cases offer a starting point for conversations on LGBTQ+ inclusion in the workplace. 𝟔. 𝐀𝐝𝐨𝐩𝐭 𝐚 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐯𝐞 𝐩𝐨𝐥𝐢𝐜𝐲 𝐝𝐞𝐬𝐢𝐠𝐧. A policy should, where possible, have input from those it seeks to protect or promote inclusion for. 𝟕. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐚𝐧𝐝 𝐬𝐡𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐩𝐨𝐥𝐢𝐜𝐢𝐞𝐬. While your organisation may have excellent inclusion and anti-discrimination policies, it’s important that your employees are made aware (and reminded) of them. 𝟖. 𝐀𝐝𝐨𝐩𝐭 𝐲𝐞𝐚𝐫-𝐫𝐨𝐮𝐧𝐝 𝐚𝐧𝐝 𝐰𝐨𝐫𝐥𝐝-𝐰𝐢𝐝𝐞 𝐩𝐫𝐢𝐝𝐞. In June of each year, more and more organisations are accused of ‘pink-washing’ or ‘rainbow-washing. It is a form of performative allyship. Ensure your work extends throughout the year and is meaningful. #WorldPride2024 #Pride2024 #ThreeBarriers https://lnkd.in/erD9a3Sy

🚀 **Gender Equality at Work:** Interpersonal factors significantly influence women's career advancement. Despite skills and qualifications, women often encounter obstacles in reaching higher positions. Discrimination in economic activities, particularly in leadership roles, persists. Unfavorable treatment based on gender permeates organizational practices, policies, affecting recruitment, training, career growth, and pay. Gender stereotypes contribute to biases in hiring, with women often labeled suitable for lighter tasks, undermining their capacity for more challenging roles. The belief that women can't effectively manage male-dominated cultures results in their exclusion from top positions. Unequal pay and discrimination in promotions based on gender, marital status, pregnancy, religion, or race are persistent issues hindering women's economic and social progress. 💪 #WomenLeadership #GenderEquality #LeadershipInCrisis

✨In today’s society, men are increasingly sharing domestic responsibilities, promoting equality and creating a more balanced and harmonious home environment. Here’s why this change is so important and impactful: - Promotes Equality: Sharing household chores helps break down traditional gender roles, promoting equality both at home and in the workplace. It sets a positive example for future generations, showing that domestic responsibilities are not defined by gender. - Strengthens Relationships: When men actively participate in household tasks, it leads to stronger, more supportive relationships. It fosters teamwork, mutual respect, and a sense of partnership. - Improves Mental Health: A fair distribution of chores can reduce stress and prevent burnout for all family members. Men who engage in household tasks often report feeling more connected to their home and family, which contributes to overall well-being. - Teaches Valuable Skills: Participating in household chores equips men with essential life skills such as cooking, cleaning, and organization. These skills are valuable not only at home but also in professional and social settings. - Encourages Positive Role Modeling: Children who see their fathers and male figures actively engaged in household tasks learn the importance of shared responsibilities and gender equality. This creates a foundation for more equitable relationships in their future. - Enhances Work-Life Balance: Sharing domestic responsibilities allows for better work-life balance. It ensures that both partners have the time and energy to pursue their careers, hobbies, and personal interests, leading to a more fulfilling life. Let’s celebrate and encourage the growing trend of men taking an active role in household chores. It's a crucial step towards a more equal and balanced society, where everyone can thrive both at home and in their careers. How do you ensure a fair distribution of chores in your household? Share your experiences and tips below! 👇 #GenderEquality #WorkLifeBalance #Family #HouseholdChores #MenAtHome #Equality #Partnership #LifeSkills

"Even during the recruiting phase, discrimination and bias in hiring practices persist. A study from 2015 revealed that even then, five per cent of LGBTQ+ candidates were less likely to get called in for an interview than straight or female hopefuls. Various studies have shown that once in a role, LGBTQ+ employees are less likely to be promoted to leadership positions and are often overlooked for higher-paying posts. Another contributing factor is the lack of inclusive workplace policies and benefits. While some companies have implemented LGBTQ+-inclusive policies, such as non-discrimination protections and domestic partner benefits, others lag behind."

Government's Historic Equal Opportunity Policy for Transgender Individuals Are We Ready? As a D&I coach and a staunch ally of the transgender community, I am thrilled to witness a significant step forward in our country's journey towards inclusivity and equality. The government's introduction of the first equal opportunity policy for transgender persons marks a pivotal moment in ensuring fair treatment, devoid of discrimination or bias. This policy, with its comprehensive scope, applies not only to employees of central and state governments but also extends its principles to business partners, fostering a culture of acceptance and respect across various sectors. Its provisions, ranging from the strict prohibition of discrimination to the establishment of confidential grievance redressal mechanisms, reflect a commitment to upholding the dignity and rights of transgender individuals. The emphasis on addressing transgender employees by their chosen name and gender in workplace communication, coupled with the provision of infrastructure facilities tailored to their needs, underscores the importance of creating inclusive spaces where everyone feels valued and respected. Moreover, the policy's focus on education and awareness-raising initiatives demonstrates a proactive approach towards fostering understanding and empathy for transgender issues. By equipping employees with the knowledge and tools to navigate these complexities sensitively, we pave the way for a more compassionate and inclusive society. As we celebrate this milestone, let us reaffirm our commitment to championing diversity, equity, and inclusion in all aspects of our lives. Together, let us strive to create workplaces and communities where every individual, regardless of gender identity, can thrive and be celebrated for who they are. Join us at the Trans Employment Mela 2024 to have a more in-depth conversation on this topic. The *TRANS EMPLOYMENT MELA 2024* is being conducted on 22nd March 2024 in Delhi in association with TWEET Foundation, the Ministry of Social Justice and Empowerment and the National Institute of Social Defence. To register for the event: https://lnkd.in/gUCQBC9z #Equality #Inclusion #TransgenderRights 🌈 in.harmony Sandhya R nidhi shah andy Kashyap Aditya Batavia Bhawna Choudhary Sarvagya Soni Vieshaka L Dutta (She, Her) harish iyer Harish Panchabhai Abhina Aher Shaman Gupta Nishtha Nishant

Despite progress, men still dominate CEO roles across almost every industry in Australia. So imagine the power of men actively championing equality! 💪💪 👨👩👧👦 Take Parental Leave  Normalising shared parenting responsibilities = #gamechanger By embracing parental leave, men can normalise the work-life balance and experience firsthand the challenges women face. This insight is crucial for reshaping workplace dynamics. 👔 Role Modelling Senior male leaders must lead by example. Show that balancing work and family life is not just possible, but beneficial. 🔄 Flexible Work Advocate for and adopt flexible work practices. Let’s make it standard for everyone, not just women. Rob Sturrock, advocate for gender equality, highlights that when men embrace these practices, they return to work as better colleagues and managers. With the expansion of paid parental leave in 2024, there’s never been a better time to act. It’s time for men to step up to the challenge, learn and lead! #GenderEquality #WorkplaceInclusion #LeadTheChange #EqualityInAction https://lnkd.in/gTXw95_5

Respect 2040 is working together to build a thriving, equal community, where everyone enjoys equal pay and workplace gender equality. Equal pay is the concept of women and men being paid the same for performing the same role or different work of equal or comparable value. Equal pay is paying all people the same for equal or equivalent work. In Australia, this has been the law since 1969. However, eliminating unequal pay is just one piece of the puzzle. Equal pay is not the same as the gender pay gap. The gender pay gap is a measure of how we value the contribution of men and women in the workforce. Expressed as a percentage or a dollar figure, it shows the difference between the earnings of women and men. Worryingly, Australia’s gender pay gap is 11.5% (ABS, May 2024). For every $1 men make, women on average make 89 cents. The difference adds up to $12,038 a year! How can workplaces achieve workplace gender equality? * Provide equal pay for work of equal or comparable value * Remove barriers to the full and equal participation of women in the workforce * Provide access to all occupations and industries, including leadership roles, regardless of gender; and * Eliminate discrimination based on gender, particularly regarding family and caring responsibilities. To achieve workplace gender equality, people need to have access and enjoy equal rewards, resources and opportunities regardless of gender. The Respect 2040 partnership is 100% united in achieving workplace gender equality. https://lnkd.in/gtWgGzSz #equalpay #genderpaygap #genderequality South West TAFE The Sexual Assault & Family Violence Centre Wannon Water Colac Otway Shire Council Warrnambool City Council Barwon Health South West Sport City of Greater Geelong Brophy Family & Youth Services Borough of Queenscliffe Bellarine Community Health Barwon Community Legal Service Warrnambool East Primary School

We all know about the gender pay gap, but did you know that there is also an LGBTQ+ pay gap? The fight for equal pay transcends gender lines, intersecting with sexual orientation, gender identity, race and ethnicity. One of the root causes for the LGBTQ+ pay gap is the lack of inclusive policies when it comes to pay transparency, salary banding and recruitment. "There’s a strong connection between how we treat our LGBTQ+ employees, how they bring themselves to work, how they feel valued, how they feel seen in the workplace and the pay gap,” says Joanne Lucy, managing partner at global technology talent solution organisation Major Players | B Corp™. Read more below! #paygap #inclusion #lgbtq