Cultivating a diverse, equitable, and inclusive work environment takes a lot of work. It does not happen overnight and companies need to be patient in growing, taking the little wins and learning from mistakes as they go.
According to the United Nations, a large gender gap remains in women’s access to decision-making and leadership. To address this and others like it, five executives from Nigerian investment holding company, Honeywell Group (HGL), discussed critical issues facing women in the workplace in Africa, including equity and inclusion.
They discussed critical issues facing women in the workplace in Africa, including equity and inclusion. The company’s senior adviser, Government Relations, Oluwayemisi Busari; chief financial officer, Kemi Adeoye; head, Governance and Sustainability, Yewande Giwa; general counsel, Olasumbo Abolaji; and head of Corporate Services, Tomi Otudeko shared their experience, leadership tips and how the company has been deliberate about championing equity while providing an inclusive and safe space for women in its workplace.
Speaking on the importance of embracing equity and inclusion among its workforce, Oluwayemisi Busari stated that inclusion in the workplace is non-negotiable.
She said, “It is very important that an environment that takes up so much of our time allows and encourages equity. There must be a conscious effort to ensure that workers are given fair and equitable opportunities based on their unique needs. This includes increased participation in efforts that support female engagement in the industry. And as such, the first step is to establish a culture that encourages and demands an inclusive workplace.”
General counsel, Honeywell Group, Olasumbo Abolaji, stated that the Group has remained intentional about ensuring women were well represented across the different cadres of the organisation.
According to her, “At HGL we have about 60 per cent female representation in executive leadership, and we make a deliberate effort to provide an inclusive and safe space for women. From positions of management down the different levels of our organisation, we ensure that women are given the support required to up skill, grow and reach their full potential. It is important for us to provide a safe environment where women have equal opportunities to thrive and is flexible enough to accommodate their unique needs.”
A recent study revealed that women received higher job-performance ratings but lower ratings for ‘potential.’ According to the study, women also received fewer promotions despite outperforming their male counterparts.
The head of corporate services, Tomi Otudeko, reiterated that leaders play a critical role in enabling an environment that will embrace equity in the workplace.
“Leaders can create and embrace equity in the workplace by first creating a more diverse space, understanding the importance of equity, and promoting it and bridging the wage gap.
“It is important to be proactive in addressing inequities in the workplace, such as pay disparities, under-representation of certain groups in leadership positions, and taking action to address any instances of bias or discrimination that are identified,” she noted.
The chief financial officer, Kemi Adeoye added, “It is vital to recognize the value of inclusivity. Leaders should start by recognising the difficulties that women encounter in the workplace. Regular evaluations of inclusion metrics, including hiring and promotion rates, and pay equity could be used to achieve this. Leaders need to also implement policies and practices such as flexible work arrangements and mentorship. By doing this, they can create a workplace where all workers feel appreciated, respected, and encouraged to deliver their best work.”
Beyond its workforce, HGL has also invested in initiatives that enable bridging the gap and ensuring inclusivity. The head, Governance and Sustainability, Yewande Giwa pointed out how the company’s targeted initiatives promote inclusion. According to her, our CSR activities are targeted at initiatives that promote inclusion and access to equal opportunities. For instance, one of the goals of our partnership with the Lagos State Government is to increase digital inclusion for women.
How To Foster Inclusivity And Improve Team Cohesion
* Understand the broad definition of diversity in the workplace
*Be conscious of your own prejudices
*Be alert for inappropriate behaviors
*Do not treat equality as uniformity
* Build reward systems that cover the needs of all team members
*Coach your team in conflict management
*Give feedback and explain your decisions
*Get your team members to collaborate with diverse colleagues.
