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Want to build a more inclusive culture within your organisation? Ready to support all your people and help them perform at their best? Looking to join a network of world-class coaches and take on the workplace’s biggest challenges? Then let’s talk.
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Milton Gate, 60 Chiswell Street, London, EC1Y 4AG, United Kingdom
1350 Avenue of the Americas, 2nd Floor, New York, NY 10019, United States of America
Marketing Team
01 Dec 2015
Christmas. Say the word out loud, and watch people’s faces. Some will light up. Others will shrivel. But even those who love the festive season will usually admit it can be stressful. Juggling work, children, the Christmas dinner and the in-laws is no mean feat.
But just for a moment let’s step away from the inevitable stress, and reflect that the Christmas season also provides us with an opportunity to reflect on the year gone by, and more importantly, look ahead to the next!
At our recent ten-year birthday party, we asked over 100 of our clients to do just that. We set up a ‘Wishing Tree’ and asked each guest to make a very special wish for 2016. What would they like to see change next year in the gender diversity debate? And what a lovely little wish list they had:
1. More male advocates in the room
To engage more men in the debate. Men should be part of the solution, not the problem – everything from taking on more childcare responsibilities, to backing female progression programmes in the board room.
This is something Chris Parke, Talking Talent’s founder is especially passionate about: “It is incredibly rare in our business to have male sponsors or even male clients. This has meant that at times I have felt rather like an imposter. I can’t help but feel if we had more men leading the agenda we could make an even bigger difference. We could get businesses to really understand, and see, the value in supporting women earlier in their careers and through the challenging times of maternity and progression. I am on this crusade because I know that our insights can provide life-changing results.”
2. The gift of confidence
For women to believe in themselves and have the confidence to challenge the status quo, fulfil their dreams and ‘have it all’ if they want to. Give them the courage to be open, honest and authentic about what they want at work.
3. Focus on working parents, not working mothers
To recognise that children benefit from equal attention and care from fathers as well as mothers. To see companies supporting both parents and more dads sharing parental leave.
4. Greater employer support for flexible working, empowering and enabling working parents to succeed
For organisations to build ‘climbing frames’, ‘not ladders’. For working mothers and fathers to enjoy flexible working, without compromising on career progression. For flexible and part-time work to no longer be the ‘poor cousin’ but for some simply the best way of working. Eradicate ‘presenteeism’ and ensure output is valued over office presence
5. Dial up the diversity debate
Gender diversity should not a separate item on any business agenda. It should be part of the DNA of the company, open discussion should be encouraged and women’s voices need to be really listened to. Chris Parke agrees: “We just can’t let the gender diversity debate drop to the bottom of the agenda, to be the fluffy Friday afterthought. It’s simply too important, not just for women, not just for men, but for everyone.”
And there you have it. A recipe, perhaps, for a happier, healthier, more diverse workforce.
It’s time to stand up and be heard. Join the debate and soon you will be seeing a difference in the performance of your business in 2016.
Wishing you a very happy and healthy Christmas and New Year.
Milton Gate, 60 Chiswell Street, London, EC1Y 4AG,
United Kingdom