Question

A fortune 500 company recently conducted an anonymous survey and found a discrepancy in how the men and the women answered questions about merit based promotions and how likely you think that is from a scale of 1-10. 80 % of men answered it was very likely/possible vs. 30% of women answered that this was very likely/possible -- men seemed much more confident about promoting. This discrepancy existed amongst men and women in a variety of other similar questions making the Diversity Committee start to ask questions about company culture. If you were the lead for the Diversity Committee, how would start to address the issue - what analysis would you undertake and who would you bring to the table to participate in a process that would close this gap?

Answer 1

As the leader of the diversity committee, I would address this issue by involving the stakeholders in the process of closing this gap. Identifying the stakeholders and assigning them responsibilities to make sure the goal of diversity and inclusion is met. They will be asked about the issues that they face or see others facing in implementing a diversified culture and policies will be formed to address those issues. They will be given responsibility to create a dialogue with the employees for a commitment to diversity implementation at all levels of personnel.

To make the analysis for addressing the issue and internal census will have to be made to understand how the organization is made up demographically. In the census, the employees will be categorised based on their age, gender, race, nationality, disability. education, experience, family status etc. Then the heads of concern who face the discrimination in diversity should be identified. Then the initiatives should be taken for a diversity and inclusion implementation program. Company policies should be formed for eradicating differences made among employees based on their demographics, targeted recruiting should be held, staff training for implementing such policies should be done, communication programs should be help including the executive presentations, internal newsletters, social media posts and emails. Certain metrics and success stories should be addressed in implementing the strategic plans for closing the diversity gap.