top of page
  • Dr Elizabeth King

Driving Inclusive Change: Tackling Gender Inequality Head-On

Organizational change programs play a critical role in promoting gender equality, diversity, and inclusion. Along with some colleagues I am currently researching the "doing and undoing" of gender at work, where we emphasize that understanding the dynamics and complexities of gender in the workplace is essential to effectively addressing inequality.

What this work uncovers is that while there may be varying opinions on the exact goals and methods of achieving gender equality, it is vital to acknowledge the current situation and find practical ways to create a more inclusive workplace. This article encourages a proactive conversation on overcoming the challenges in organizational change, leveraging insights from various theories and practices.

The Many Dimensions of Gender Equality Change

Achieving gender equality in organizations involves more than just balancing workforce numbers and addressing segregation patterns. It also encompasses less tangible objectives such as ensuring fair representation, granting equal access to power, and fostering meaningful participation in decision-making. Feminist scholars often recommend transformative strategies and interventions that target the core structure and values of organizations. However, these types of interventions remain scarce in practice, with many gender equality initiatives focusing on improving conditions or targeting women individually.

The Role of Postfeminism and Its Limitations

Postfeminism has, in some ways, contributed to limited progress and the maintenance of the status quo. By examining five key issues, we can better understand these limitations:

Moderate feminism's rise: As feminism becomes more accepted, its more radical aspects tend to be watered down. This can hinder the potential impact of organizational change programs.

Reimagining femininity: Postfeminism has led to a shift in the perception of femininity, emphasizing empowerment and individualism. This shift can unintentionally reinforce traditional gender roles and maintain existing power structures.

Focus on individualism: Postfeminism's emphasis on individual success and personal growth can detract from collective action and systemic change, both crucial for addressing gender inequality.

The illusion of choice: The notion that women can simply "choose" career success can be misleading and downplay the structural barriers perpetuating gender inequality in organizations.

Aversion to radical interventions: Postfeminism may deter organizations from adopting transformative interventions, which are necessary to challenge the core values and processes fueling inequality.

A recent study by the World Economic Forum (2021) revealed that gender parity in the workplace is still over 135 years away. This compelling fact underscores the urgency of fostering a proactive conversation on organizational change to address gender inequality.

Encouraging Proactive Conversations

In light of these complexities, it is crucial to foster a proactive conversation that acknowledges the current state of affairs and explores practical steps to address inequality in organizations. By recognizing the limitations of postfeminism and the challenges of organizational change, we can begin to explore new approaches for transformative action. This includes reassessing our understanding of gender equality change, reconsidering the role of collective action, and embracing radical interventions that challenge the status quo.

Collaboration for Change

Organizational change programs are essential for advancing gender equality, diversity, and inclusion. Although opinions may differ on the specific goals and methods of achieving gender equality, it is vital to acknowledge the many dimensions of this issue and engage in proactive conversations to find practical solutions. By doing so, we can better tackle the challenges of organizational change and work towards creating more inclusive and equitable work environments for everyone.

1 view0 comments


bottom of page