In the contemporary corporate landscape, there is a prevalent trend among companies to vocalize their commitment to enhancing gender diversity, equity, and inclusion. However, it is worth noting that the term “gender diversity” has gradually evolved into a buzzword, often used without substantial action or genuine intent behind it. In this article, we will delve into the concept of gender diversity in the workplace and its types.
Read also: WHAT IS DIVERSITY? Why it Matters in the Workplace.
What Is Gender Diversity?
Gender diversity practices ensure that individuals of all genders receive equal treatment within the professional realm. It encompasses the notion of creating an inclusive and equitable work environment where individuals, regardless of their gender identity, are provided with fair opportunities and treatment. This progressive and inclusive workplace hires promotes, and pays employees fairly. Equal compensation for equal work ensures that all workers are fairly compensated. Gender balance is a term that primarily denotes a fair and just distribution of individuals identifying as both male and female. However, it is important to note that this concept also encompasses individuals who identify as non-binary, thereby acknowledging and including a broader spectrum of gender identities.
Types of Gender Diversity
The types of gender diversity include the following:
#1. Gender Expansive
According to the LGBTQIA Resource Center, the concept of gender expansive encompasses a wide range of individuals who challenge and expand the prevailing societal notions of gender. This inclusive term encompasses those who defy conventional expectations surrounding gender expression, identities, roles, and perceived gender norms within their respective cultures. So, when people accept the idea of gender expansiveness, they are actively changing and expanding the limits of what is usually thought of as gender.
Gender-expansive individuals encompass a diverse range of individuals, including those who identify as transgender as well as those whose gender identity challenges and expands the conventional societal understanding of gender.
#2. Genderqueer
When an individual’s identity does not conform to the societal expectations or norms associated with their assigned sex, they may identify as genderqueer. Individuals who identify with a variety of genders can also use this term.
#3. Transgender
The term “gender diverse” serves as an inclusive umbrella, encompassing individuals who identify with and experience a gender that differs from the one assigned to them at birth based on their biological sex.
When the term “transgender” is mentioned, it is commonly associated with individuals who identify as trans men or trans women. However, it is important to recognize that this term encompasses a broader spectrum of gender identities. In addition to trans men and trans women, transgender also includes individuals who identify as nonbinary or genderfluid. These individuals do not exclusively identify as either male or female but rather embrace a gender identity that falls outside of the traditional binary framework. It is crucial to acknowledge and respect the diverse range of gender identities that exist within the transgender community.
#4. Two Spirit
The concept of Two Spirit serves as a comprehensive umbrella term that encompasses a diverse range of sexual orientations and gender identities within Indigenous Native American communities. This type of gender diversity encompasses a range of interpretations, with Indigenous Native American individuals potentially opting to embrace or forgo this particular label when expressing their unique perspectives on gender identity and expression. Individuals who proudly identify themselves as Indigenous Native Americans hold significant cultural significance to the term in question.
#5. Cisgender
Cisgender refers to the state of identifying with the gender that corresponds to the sex assigned at birth. People who were born male and see themselves as male are usually called cisgender.
Gender Diversity in the Workplace
Gender diversity in the workplace is increasingly emerging as a significant consideration across various dimensions. Beyond aiding prospective employees in their decision-making process, it presents a multitude of advantageous outcomes that organizations can leverage by prioritizing gender diversity. Now, let’s explore three effective strategies that your organization can implement to ensure optimal gender diversity in the workplace.
#1. Confront Bias of Both Genders
It is rather perplexing to consider the ongoing disparity in the treatment of men and women as if gender equality has not yet been fully achieved. However, it is important to acknowledge that certain stereotypes persist in society, dictating expected behaviors for both men and women. One common observation frequently brought up is the contrasting perception of certain behaviors in men and women. People often note that society tends to label behavior displayed by women as “bossy” when it would be considered “assertive” in men.
Furthermore, the pervasive issue of gender stereotyping necessitates immediate action to bring about its cessation. To foster a truly inclusive organizational culture, one must critically examine the language you use, as it may inadvertently reinforce gender stereotypes. When evaluating the effectiveness of your corporate literature and policies, it is crucial to give special consideration to their ability to foster inclusivity.
#2. Make an Effort to Increase the Volume of Many Different Points of View
It’s awful that gender stereotypes still exist. Unfortunately, they also exist in the workplace. These questions are aimed to make you consider your company’s communication channels and how to modify the culture to offer minorities a louder voice.
#3. Promote Equal Opportunities
The people who sit on your hiring committee are an excellent place to start. Is there enough variety? How can you ensure that your hiring committee does not exhibit prejudice if one gender comprises the majority of its members?
Gender Diversity and Inclusion
Many people assume that gender diversity and inclusion are synonymous because they frequently intertwine. People often use diversity and inclusion interchangeably, but these concepts have their own unique significance. In certain cases, an environment can possess diversity without simultaneously embodying inclusivity. However, it’s important to note that many workplaces prioritize inclusivity without necessarily achieving diversity, which can potentially undermine the overall company culture.
You may want to see: DIVERSITY AND INCLUSION: Why Are They Important in the Workplace?
What Is Inclusion?
Many people widely recognize that incorporating the inclusion principle into a diverse workplace is the “secret sauce” that not only boosts innovation but also drives profitability and generates a more engaging work environment. In other words, encouraging inclusion includes creating a loving environment in which individuals, regardless of visible or hidden differences, feel accepted and appreciated. In terms of equal treatment, it is critical that no individual be denied education, resources, opportunities, or any other form of treatment purely because of their unique characteristics. This principle applies whether the discrimination is intentional or unintentional.
Creating an inclusive environment requires a purposeful and conscious effort. Businesses are not technically required to maintain inclusion in their workplaces. However, it is vital to remember that by engaging in such practices, every business stands to earn various benefits. The concept of inclusion is extremely important, not only in the workplace but also in the broader context of society.
Key Differences Between Diversity and Inclusion
Firstly, people from various walks of life come together under the universally recognized notion of “diversity.” On the other hand, inclusion provides practical tools for leveraging diversity. For instance, if the recruiter can overcome their own unconscious biases, they can build a diverse team and hire employees. The organization has succeeded in including them at a high level through its rules and culture if all members of the team feel appreciated, respected, and able to contribute equally to the team.
Secondly, a diverse workforce brings about several positive outcomes, including increased innovation and more effective problem-solving. However, managers frequently hire those who are similar to themselves, which results in teams and workplace cultures that are all but identical. People are mostly drawn to each other because they have similar traits and experiences. Recognizing the benefits of a diverse workforce, however, recruiters have begun to work to eliminate bias and increase diversity in their hiring practices.
Lastly, when managers have successfully built a diverse team, the next step is to employ inclusion strategies. All team members must experience a sense of psychological safety and belonging to reveal the positive effects of diversity. Common methods used by businesses to facilitate this goal include the introduction of an equal employment opportunity (EEO) policy, the provision of training in inclusive leadership and intercultural communication, and the employment of diversity and inclusion managers.
In conclusion, diversity and inclusion are mutually beneficial and interdependent. Inclusion refers to the deliberate actions taken by organizations to promote diversity and elevate it beyond empty rhetoric.
What Is the Purpose of Gender Diversity?
Incorporating a varied range of viewpoints and techniques into your teams, including both men and women, can be really beneficial. You can tap into a variety of diverse ideas by exploiting the unique life experiences that individuals bring to the table. This diversity generates a diverse and dynamic atmosphere, allowing your teams to approach difficulties from multiple perspectives and come up with unique solutions. Gender diversity not only fosters inclusivity but also improves the overall efficacy and success of your teams. Multiple views have a unique potential to spark creativity and drive innovation within organizations. Companies that embrace a varied spectrum of perspectives can successfully detect and capitalize on new possibilities that would otherwise go overlooked.
References
- cultureamp.com
- en.wikipedia.org
- medicalnewstoday.com
- linezero.com
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