The world recently observed International Women’s Day. A few days before that was the Oscar ceremony, with a conscious and well-curated representation of women artistes. Award winner Frances McDormand, in her admirably eccentric style, even asserted a few poignant points about the number of women who had been recognised for their contributions to cinema that evening. Accepting the award for her breathtaking performance in Three Billboards outside Ebbing, Missouri , McDormand left the stage, mentioning “Inclusion Rider” — a provision added to an actor’s contract to ensure that “casting and production staff meet certain levels of diversity”.
The provision works very well as it simply calls for inclusion, rather than harping on diversity alone. I believe this is a critical dimension whenever we deliberate on diversity of any kind, especially in the workplace. As professionals, irrespective of our gender or any other differences, which make us who we are, it becomes imperative to walk away from stereotypes and clichés.
Bringing balance
This year, the proclaimed theme for International Women’s Day was #PressforProgress. There were celebrations, seminars, festivals, TV shows, campaigns and contests on the theme in cities around the world. However, progress cannot be successful without inclusion. Any kind of assertion, activism, or reclamation becomes meaningful when there is balance. Otherwise, it would be just a riot.
Perhaps, it is easy for me to say this as a privileged woman who has drawn strength from strong female role models from a young age. Yet, I make this case for all young professionals who seek a fair workplace.
Organisations all over the world have strong philosophies, frameworks, and tangible work practices that contribute to diversity and inclusion (D&I). However, they can become successful only when we educate ourselves enough to destroy clichés, bring in balance, perspective, and a sense of fairness. In this effort, employees — men and women — would need to expand their horizons, rise above boundaries and walls, and contribute to a fair and inclusive culture.
There are statistics being published all the time about how women’s representation declines as they reach senior leadership levels. A lot has changed and is still changing. But most established women business leaders will tell us the rules of success are the same for all. Systems to support women and men, to ensure their well-being and work-life balance must be in place, and are already ensured in most progressive workplaces. But there should also be mindsets that discourage assumptions, biases, and generalisations.
Many companies make relevant D&I-oriented learning programmes available to their employees. They must not be received as mandatory courses, but as opportunities to unmask prejudices hiding in our own minds; prejudices built over a period of time.
In addition to participating in such courses, we could open our minds and be receptive to information. We could encourage open, transparent, and fair dialogues without being aggressive or exclusive. We could question rather than assume. We could include diverse groups any time we make decisions, listen to their views. We may not always accept or agree with those views, but we could at least respect or consider them.
The case is for balance and not just equality. For inclusion and not just diversity.
The author is a writer and literary journalist. She also heads Corporate Communications at UST Global. Twitter: @anupamaraju
