Fixing the Broken Window

13 February 2018

Gender diversity is the theme of the latest CMI Women campaign launched on 26 January 2018. It follows the latest CMI research into Gender Inequalities and the Gender Pay Gap.

The Launch Event was attended by the report’s authors, the CMI CEO and key representatives from organisations that are really making excellent progress on gender equality: Deloittes, UBS, Harvey-Nash and the Royal Air Force.

The CMI’s latest report ‘A Blueprint for Balance: time to fix the broken windows’ looks into gender diversity best practices, and found patchy results:

  • only 25% of the 856 respondents say that their peers and senior leaders ‘actively and visibly champion gender initiatives’
  • only 19% of junior and middle managers believe that their senior leaders are committed to a target of gender balance
  • and there are more shocking findings!

This is all in the face of recent McKinsey’s (management consultants) that found that globally the most gender diverse business are 21% more likely to financially over-perform than their peers.

An organisation’s ‘broken windows’ are those seemingly small symptoms of incivility in a workplace that leave open the possibility of more serious violations. When these small infractions remain unchallenged or invisible, an organisation can unwittingly perpetuate a culture that is not inclusive, hampering efforts to improve gender balance.

By fixing these ‘broken windows’, organisations can start to build inclusive cultures where women, other minorities, and men, can thrive.

For more information here is the Executive Summary of the ‘A Blueprint for Balance: time to fix the broken windows

I highly recommend you reading the full Report (only 35 pages and lots of charts and diagrams).

Jo Strain, Inclusion Lead for CMI Southern recommends starting simple. She said: “Make gender inclusion important in your organisation, with your team and personally. Encourage discussion, listen to individual experiences, invite suggestions for the many simple no cost changes which would make a difference and recognize your role model leaders.”

The report highlights some gender balance ‘best practice’ from world-class organisations. It makes a series of proven, innovative and practical recommendations that leaders can learn from. We hope you find these inspirational and purposeful, and that they help you make 2018 the year for action.

Finally, we can start by adopting the following practice:

  • Call it Out!
  • Challenge it!
  • Change it!

For more general details about the campaign visit the dedicated site CMI Women and follow the topic on Twitter on #CMIWomen

Article by David Sullivan CMgr FCMI