How to #InspireInclusion in the Workplace (Author Q&A)

Inclusion in the workplace is essential for fostering an environment where women not only thrive but also feel valued and empowered.

To achieve this, organizations need to make a conscious effort to understand and address the unique challenges women face, from gender bias and stereotypes to unequal growth opportunities.

An inclusive workplace celebrates diversity, promotes transparent communication and leverages the strengths of its diverse workforce, leading to enhanced creativity, innovation and performance. Ultimately, when women are supported and their contributions recognized, the entire organization benefits from a richer, more diverse perspective.

This International Women’s Day we’ve asked some of our female authors to share their thoughts on workplace inclusion and suggest actions organizations can take to cultivate an environment where all voices are heard and valued.

What does International Women’s Day (IWD) mean to you? Do we still need it?

Jenny Li Fowler: For me, International Women's Day is when we celebrate the generations of amazing women who came before us. It's a day for us to acknowledge those who made strides so that the next generation of women could have more opportunities and advance even further. It's a day to recognize the brave women around the world who are battling the patriarchy, misogyny and discrimination to not only improve women’s lives but to empower them.

Anette Broløs: Generally I am not a fan of international days marking a cause. However, this one has created a continuous occasion to highlight achievements and to talk about failures. We are definitely making progress towards achieving gender equality, but looking at financial services,  there is still a long way to go. So, yes, we still need International Women’s Day.

Videhi Bhamidi: International Women’s Day stands as a beacon of hope and a call to action in a world where the struggle for gender equality remains all too real. Despite the strides we've made for nearly a century, the journey towards true inclusivity is far from over.

As a woman of colour navigating foreign lands, I've encountered firsthand the barriers and biases that women face in both professional and personal spheres. Yet, I refuse to be disheartened. Instead, I draw strength from the resilience of women around the world who continue to shatter glass ceilings and defy expectations.

But let's not forget the importance of allies in this fight. We need men to stand alongside us, championing equality and challenging outdated norms. After all, gender equality isn't just a women's issue—it's a human issue.

And while it's crucial to spotlight these issues, true progress requires us to integrate inclusivity into our daily lives, not just reserve it for an annual event.

Erin B. Taylor: Gender equality has improved enormously since I was a child, but there definitely is still room for improvement - in many countries in particular, there is still a very long way to go.

Today, gender issues have become more difficult to identify as often discrimination operates subtly, giving the impression of equality. One of the most obvious examples is the gender pay gap: even when women get paid the same for the same work, they may still earn less over time due to factors like maternity leave. International Women’s Day helps shed light on these continuing inequalities.

Have you ever experienced inequity in the workplace? How did it impact your career?

Jenny Li Fowler: I have, in many ways. Looking back, it was a driving force behind many of the decisions I've made throughout my professional career. In some instances, I had to assimilate to the expectations of those in power. There were some things I was not willing to compromise and, ultimately, I ended up switching careers. However, having firm boundaries and making decisions based on what I believed to be in my best interests has worked out for me.

Anette Broløs: At my age, having chosen a career path in math, economics and finance, experiencing inequity was inevitable. This included being paid less, overlooked, mistaken for the secretary and excluded from men’s jokes. Looking back, it is difficult to say how it affected my career. I quickly learned to take a good look at organizations and leaders before joining them – so you may say that I managed to find “workarounds”. Luckily there were some really great, talented and supportive men out there to work with.

Videhi Bhamidi: Absolutely. Inequality has weighed on my career path multiple times, initially fuelling self-doubt that is amplified with each instance. Confronting it often felt like an added burden. However, I've learned that addressing it head-on can open up opportunities and propel growth.

Eventually, overcoming these challenges has been instrumental in building resilience and asserting my worth.

Erin B. Taylor: I only saw the tail-end of the worst of gender discrimination in the 1980s. I am glad that I was not born any earlier. I chose a career in anthropology and then business, both of which have been very kind to me.

The only place I have faced work-related discrimination is while doing fieldwork in countries where men are assumed to be in charge. Last year I was doing field research in another country with a male colleague and was astonished to find that strangers always spoke to him and ignored me, even when the matter had nothing to do with him. I had never encountered that before, and I was shocked. But ultimately it didn’t affect the results of the research.

What do you think are the biggest challenges to achieving true inclusion in the workplace?

Anette Broløs: This is a major cultural change that affects all. You cannot solve female inequality simply by implementing a female leadership program – you need to listen to the needs of all employees to understand what is necessary to become truly inclusive.

Videhi Bhamidi: Achieving real inclusion at work is tough because there are many big challenges.

Some societal norms often marginalize certain groups; this affects various aspects of life, from work, schools and hospitals, to domestic settings. In particular, women of colour frequently find themselves overlooked in the fight for equality, because the majority of its leaders are white. This makes it harder to tackle the unique challenges that diverse groups face in the workplace. Moreover, unfair treatment can come from anyone, not just men, as biases within our own gender are sometimes overlooked.

To overcome these issues, we need to work together to change societal norms and ensure that everyone’s voice is heard.

Erin B. Taylor: I think the biggest challenge is that men still predominantly occupy executive positions while women are usually everywhere, except at the top. There are inspiring female leaders, but not enough of them.

What steps can organizations take to #InspireInclusion and ensure diverse voices are heard and valued?

Jenny Li Fowler: Hire more women into leadership positions and support them, listen to them, believe in them.

Anette Broløs: A very short answer for this one: Listen!

Videhi Bhamidi: To sow the seeds of inclusion, we must start by nurturing a culture of diversity and respect right from the beginning, whether it's in schools, communities or homes. It's not just about having yearly anti-discrimination training; it's about teaching inclusive behaviours early on. Real change in attitudes towards inclusion needs to happen long before people enter the workforce.

Companies should prioritize giving women leadership roles and providing platforms for diverse voices to be heard. This approach not only fosters inclusivity but also ensures that decision-making is democratized, allowing a variety of perspectives to be considered.

Additionally, companies should evaluate employees based on their work, not their gender, and offer fair opportunities. It's crucial for companies to create an environment where people feel safe to speak up without fear of retaliation. Having diverse teams isn't just about fairness— it leads to better ideas and innovation. By promoting inclusive thinking, companies can create a culture where everyone feels valued and respected, ultimately leading to better results.

Erin B. Taylor: Listen and take action!

Can you share your best advice for those experiencing disparity in the workplace?

Jenny Li Fowler: These situations are tough because it feels as though you have to work ten times harder to be treated as equal. My advice would be to leave, as soon as you find a better opportunity. Find a good boss, become a good boss and be the difference you want to see in other people.

Anette Broløs: Be open about it – even if it is difficult. If you feel it, you are likely not alone.

Videhi Bhamidi: While it may be tempting to ignore unfair treatment and focus solely on your work, I encourage you to speak up and confront inequality. You don't have to initiate activism, but preserving one’s own unique identity and contribution is the best self-care.

It's ironic that you have to strive for something that seems so natural and inclusive for others, but I am hopeful for a better tomorrow. By doing so, you're not just standing up for yourself but also paving the way for a fairer future generation. The biases we hold today shape the world our children and future workforce will inherit. Let's be agents of change together.

Erin B. Taylor: Build a support network and be persistent in working together to create change. Nothing happens overnight, but things do change eventually.

 

About the authors

Jenny Li Fowler is the director of social media strategy at the Massachusetts Institute of Technology (MIT). She served as Editor-in-Chief of State Farm's Auto Learning Center as well as Social Media Manager and Web Editor for Harvard Kennedy School of Government. She’s the author of Organic Social Media.

Anette Broløs is the Director and Founder of Finthropology and a fintech analyst based in Denmark. She is an experienced fintech and financial services leader, sits on the Fintech Connect Advisory Board on Digital Transformation and is a co-lead of the European Women Payments Network Research network. She’s the co-author of Customer-Centric Innovation in Finance.

Erin B. Taylor is Managing Director and Founder of Finthropology and an anthropologist based in the Netherlands. She specializes in how people's financial behaviour is changing along with innovation in financial services. She’s the co-author of Customer-Centric Innovation in Finance.

Videhi Bhamidi is the Director of Research at Easygenerator. She has worked with diverse L&D teams worldwide and, since 2016, her extensive theoretical knowledge and research have been instrumental in developing and improving the Employee-generated Learning model. She’s the co-author of Employee-Generated Learning.