International Women’s Day: How companies can address inclusivity and diversity

By Patricia DuChene, GM EMEA, Wrike

International Women’s Day is a good reminder for all of us in the technology industry to think more about the gender pay gap and the current strategies we have in place to address it. Being a woman in tech, a woman in sales, and now a woman leading an office, I am acutely aware of my industry’s lack of diversity, and therefore it was (and is) on the forefront of my mind when building the team in Dublin.

If the first step to bridging the gender pay gap, or any other diversity issue within an organisation, is awareness, then all leadership must recognise the importance of diversity and bringing unconscious biases to the forefront of conversations. Talk about the issue, and keep talking about it, so that it is top of mind for everyone involved in the decision-making process.

There are many small changes and easy to implement policies that can improve diversity and balance in the workplace for the better, starting with the interview process. After interviews, HR should focus on asking the interviewer questions that start with why and how, for example: “Why do you think X about the candidate? How did you come to this conclusion?” Answering these questions helps to identify the root source of feedback and whether concerns raised are valid, or if they stem from an unconscious bias that needs to be considered.

Meetings are another opportunity to foster an inclusive culture. Whether they are held daily, weekly, or monthly, meetings should be orchestrated in way that signals to employees that they are all valued and that their ideas matter. An aspect that is often overlooked, but can’t be overstated, is where people sit during a meeting. Those who do not feel included are more likely to sit towards the rear of the room or stand if there are not enough seats. Make an effort to ensure everyone has a seat at the table. If there isn’t enough room, move other folks around and make room.

Always be mindful of interrupting when someone is speaking. I’m guilty of this myself at times. Interrupting someone is a backhanded way of saying, “Your opinion isn’t as important or as valid as mine.” Let your employees hold the talking stick – figuratively, of course – and have their say. This builds their confidence and lets them know that meetings are an open forum. Introduce a no interruptions policy and enforce it!

There are many strong, fantastic women in leadership roles at companies in Dublin and I would like to see their profiles raised over the next year. I will be doing what I can to see that come to fruition at my own company and throughout Dublin. That said, we still need more women in leadership and to achieve that, we need more women mentors to help pull others up to join them and eventually replace them as they continue their journey up the corporate ladder.”

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