What does it mean to be a gender diversity champion?

We are all aware of the imbalance of power between genders when it comes to the workplace. In the UK the equal pay act was passed in 1970, yet unequal pay still occurs. Thankfully the number of female board members is on the rise, but it still sits at just one third of all positions.

It is difficult to see the path ahead for women when so few hold positions of power. We need to encourage those in the position of power to be diversity champions.

In her book, Ella Whelan says that this means encouraging men to be part of the voice for feminism, making all genders part of the solution.

Therefore, if men are in positions of power, these same men have the opportunity to become gender diversity champions.

There is a clear business case for this: McKinsey has noted how more gender diverse workforces outperformed less diverse workforces.

Unfortunately, many leaders fall at the first hurdle and concentrate on equality. This attitude presupposes that everyone should be treated the same, regardless of their background. A true embrace of diversity concentrates on equity.

Leaders have to be intentional about embracing diversity and inclusion in their organisations. You can’t manage everyone in the same way and somehow expect a more motivated and productive workforce.

True inclusivity from a leadership perspective takes time: the leader needs to put in the time and energy to understand the individuals in the team and learn how to get the best out of them.

Leaders need to acknowledge that when it comes to gender, some people will have workplace needs that are different to those of their own. Rather than expecting people to adjust their needs to fit the organisation, we should be looking to adjust the organisation to fit the needs of its workforce.

For men in the position of power, this means becoming a gender diversity champion by encouraging your peers to take this approach.