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Advertising Week 10th Anniversary Official Guide

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Page 194 of 333

Equality isn't just a "nice to have," it's a busi- ness imperative. Fortune 500 companies with high percentages of women directors on their boards see significantly higher returns on sales and equity. Organizations that embrace female-specific issues, such as childcare and maternity leave, reap the rewards of higher employee satisfaction and less staff turnover. Most of us understand we have an equality issue, but we need to stop admiring the problem and start activat- ing solutions for change. In The Female Quotient's publication, the Modern Guide to Equality, we offer easy-to-implement actions to create workplace change immediately. Here are some moves you can make to help transform your own workplace culture right now. Reveal Hidden Bias We're often not aware of our biases, but we all have them. It's important to acknowledge this and create a safe space for workers to honestly reflect. Challenge the Status Quo When the old rules are no longer working, you need to break them and create new rules. This is the only way true transformation can occur. Start a Dialogue In order for change to happen, we have to talk about our challenges to help bring them to the light. Men must be part of the conversation and part of the solution surrounding inequality issues. Make Men Listen There are roughly 32 million white men holding global leadership positions. They need to be critical allies as as we can only achieve equality by working together. Diversify Your Employee Pool Diversity isn't only about race or gender, it's also about diversity of perspective. Diversity of thought and opinion within the workplace has been found to lift morale, increase organizational effectiveness and help companies grow and improve. Don't Repeat History Base salaries on what applicants are worth to the company rather than on what they've been paid before. Basing future salaries on previous earnings won't close the gender and racial wage gaps. Be Transparent If everyone knows what their colleagues make, any gendered pay problems will become apparent. Awareness will help leaders and companies be able to make changes to close the gap. Access to Advancement One Harvard Business Review study found that male mentors were less likely to challenge their female mentees for a variety of reasons, such as worrying they may get too emotional. To create a solid pipe- line of female leaders for the future, women must get equal access to challenging work assignments, critical feedback, training opportunities and senior management, right from the start of their careers. Sponsor Women A sponsor helps you advance by acting as your champion, connecting you to important players, assignments, and opportunities. It's a two-way street: With a sponsor's reputation on the line, the women being sponsored should focus on providing stellar performance. Monitor Metrics I always say that you can't treasure what you can't measure. Tracking the progress of gender equity efforts enables companies to gain a clear under- standing of what strategies work, and to what extent, and can place more emphasis on account- ability at every management level. When you put women in any equation, the equation gets better. About Shelley Zalis Shelley Zalis pioneered online research by creating OTX (Online Testing Exchange); which became one of the largest, fastest-growing research companies in the world. As the first female chief executive ranked in the research industry's top 25, she brought feminine leadership qualities to the boardroom. The Female Quotient The Female Quotient is committed to advanc- ing equality in the workplace through collaboration, activating solutions for change and creating accountability. 1 2 10 3 4 5 9 8 7 6 AW2017 193

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