I am attending a roundtable discussion tomorrow on ‘maximising the potential of women in organisations’. It will be attended by stakeholders from within the FTSE 100 and other organisations in the public and voluntary sectors – and for me, is symptomatic of the progress being made by businesses to deal with the gender gap at Board and management levels in UK based organisations.
Indeed, such discussions are not only happening here in the UK. It was only a couple of days ago, a colleague and good friend forwarded me a link to an article which reported on the bold steps the New Zealand Stock Exchange had taken to begin addressing the gender balance through ensuring that publicly listed companies mandatorily reported on gender by 2012, putting in place development programs as well as a range of other initiatives, etc
Now, I am very much in favour of the practical steps and initiatives being taken by governments, international organisations, and senior stakeholders on this important agenda. Indeed, I have designed programs aimed at promoting greater gender diversity myself. But I do, nonetheless, have a niggling question, which some of my readers may also have, and which we have to ask: What about the other equality ‘strands’ or ‘protected characteristics? – those living with disabilities, those from a range of ethnic minority communities, those with a ‘different’ sexual orientation, the socially and economically disadvantaged, the ‘younger’ and ‘older’ talent who find workplace mobility difficult to positively navigate, etc. What’s happening to them? What initiatives are being put in place for them? Is there even the slightest possibility that they feel left out of the ‘inclusivity’ picture here?
Whilst at University, I spent a lot of time studying feminist philosophical and theological arguments Continue reading