Celebrating Womens History Beyond March
If you or your organization haven’t planned a Womens History Month celebration yet, don’t worry! There’s still time. You can use informal programs, discussion guides, and tools to engage aspiring allies and support gender inclusion.
“Explore these proposed discussion formats aimed at sparking engaging conversations:”
- Introduce your organization to McKinsey & Company’s latest annual report on Women in the Workplace, a comprehensive analysis of gender bias, pay gaps, and representation imbalances. Utilize this insightful resource to initiate ally-driven dialogues within your workplace, prompting discussions on the implications and necessary changes. Pose questions such as “What insights can we draw from this?” and “How can we adapt our approach to foster inclusivity and equality?”
- Gender-Inclusive Leadership Panel: If bringing in an external speaker isn’t an option, leverage the talents within your organization. Assemble a diverse panel comprising individuals from various departments and backgrounds. Encourage discussion around topics such as personal career trajectories and overcoming obstacles. Allow for an interactive Q&A session, fostering dialogue and insights among attendees.
- Join us for a Lunch and Learn session where we come together as a team to watch a compelling video or webinar. We’ll be featuring engaging TED Talks from thought leaders such as Brené Brown, Kimberlee Crenshaw, and Loretta J. Ross, sparking meaningful discussions and uniting our team in learning and growth.
- Explore a plethora of exceptional reads on women’s leadership, including “Bias Interrupters,” “Good Guys,” and “Inclusion on Purpose.” These books offer invaluable insights into overcoming biases, fostering inclusivity, and driving positive change in the workplace.
- Let’s have the team listen to a podcast episode before our next meeting. Please choose from podcasts like HBR Women at Work, A Will to Change, or Diversity Pivot, which offer valuable insights into gender equality and diversity. Everyone should be prepared to discuss the key takeaways and any action items we can implement.
Success hinges on the potency of these tools being commensurate with the depth of conversations they facilitate. Establishing transparent expectations, enlisting support from allies, and directing efforts towards impactful outcomes with a positive intent are indispensable elements for women achieving success.
Set Clear Expectations
To foster a safe environment for discussion, establishing clear ground rules and boundaries is crucial. Engage the group in defining key behaviors necessary for productive conversations. Here are some suggestions to begin with:
- Stay curious, not judgmental
- Share feedback openly and respectfully
- Encourage transparency and honesty
- Foster a culture of listening and learning
- Invite allies to join the conversation
Also Read: Leap Year Birthday Holds Unique Importance for Oakland Twin
Engage Non-Obvious Allies
Individuals in positions of privilege, particularly those who are heterosexual, white, and able-bodied, often possess significant access to power. Leadership teams are predominantly composed of members of this dominant group, making up nearly 80% of such teams. These individuals wield a considerable influence that can be instrumental in driving systemic change. While it’s crucial to continue educating existing allies, it’s equally important to target those who may not yet grasp the importance of allyship. Directly engaging with individuals in the middle ground, who may be uncertain or unaware of these issues, can be highly effective. Encourage them to join you in attending events or participating in programs aimed at promoting diversity and inclusion. By approaching them alongside existing allies, you can help make the process less daunting and more inclusive.
Focus on Impact
When newcomers join the discussion, they might stumble as they navigate allyship. I refer to this as the “bumble and stumble” phase, where progress matters more than perfection. It’s crucial to acknowledge their willingness to learn and grow as allies over time, offering them understanding and patience. Preserve their positive intentions while gently guiding them to comprehend the impact of their actions when they err. Instead of resorting to shame or blame, which often triggers defensiveness, create an environment of support and encouragement.
Absolutely! Let’s explore ways to extend the celebration of Women’s History Month throughout the entire year. Here are some ideas to foster ongoing discussions within your organization and engage more allies in the conversation.
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