Pioneering Gender Diversity: A Year-Round Approach in the Workplace

Guest post by Darlene Engoglia, Vice President of Global Human Resources, Park Place Technologies
At Park Place Technologies, we are deeply committed to achieving gender diversity. As an IT service provider, our industry is predominantly male. To make meaningful strides in this area, we find ways to elevate the voices and accomplishments of women in every aspect of our business.
Recognition Reinvented
It is important to understand the importance and impact of recognition. It's not enough to passively acknowledge employees' achievements; they - especially women - must be actively celebrated, so the contributions of quieter voices to the company are recognised by all.
There are plenty of ways to share the accomplishments of women with all staff and stakeholders, regardless of the company's size. For example, a regular spotlight series shared via a company-wide email, Slack channel, or intranet is a great start.
Another approach would be hosting virtual or in-person events, such as panel discussions, luncheons, or fireside chats, where successful women leaders share their career journeys to inspire others to pursue a similar path. Extending these conversations beyond the company's walls and into the community can further encourage a culture of inclusivity and empowerment for all.
Building up women in your company should not be done for PR or clout. When you first implement these practices, consistency and engagement should be your primary goals. Once you establish a regular cadence of spotlights and programming, use those conversations to amplify these diverse voices via other avenues.
Amplifying the Unheard
When working in a male-dominated environment, women may feel overshadowed - especially those not inclined to raise their hands or speak up if they have a conflicting perspective. There are strategies to overcome this, however.
One way is to create smaller discussion groups or breakout sessions where everyone has an equal opportunity to contribute. These smaller settings are less intimidating, allowing individuals who may not feel comfortable speaking up in larger meetings to express their ideas more freely. Alternatively, implementing a rotating facilitator role in large meetings can ensure that different voices are heard during discussions.
Intentionally amplifying the voices of women and other underrepresented groups not only strengthens teamwork and collaboration but also unlocks diverse perspectives that can drive organisational success.
Beyond Recruitment Metrics
When it comes to recruitment or staffing internal workgroups, it's important to evaluate your recruitment metrics. Traditional metrics that define success, such as years of experience or specific technical skills, may inadvertently perpetuate gender disparities within your organisation. For instance, women often face interruptions in their careers due to caregiving responsibilities and biases that can limit their access to certain opportunities for skill development.
As a result, relying solely on these static metrics in recruitment decisions may disproportionately favour men who more frequently meet these conventional criteria.
To mitigate this bias, organisations can adopt a broader range of qualifications for evaluation, such as transferable skills, potential for growth, and diverse experiences. Additionally, implementing mentorship programs and professional development initiatives can help women overcome barriers to skill acquisition and career advancement, ensuring a more equitable playing field in the recruitment process.
When recruiting, here are some key questions to ask yourself to mitigate unconscious biases and expand the pool of qualified candidates:
Are job descriptions written in a way that attracts diverse applicants?
Are interview panels diverse themselves, ensuring varied perspectives in candidate evaluations?
Is there consistent, proactive outreach to professional women's networks to promote new opportunities?
Does your organisation conduct ...