“The Glass Ceiling - Shattered or Not?"

Talk of equal opportunity and cracking the glass ceiling has featured heavily in the workplace for decades.  And a lot of lip-service is paid to the idea that equality is not only expected but has become normal.  The latest L.E.A.D. results suggest that the glass ceiling is under serious pressure and may soon crack, or even shatter...

It happened a few years ago in the world of tennis.  Women were finally granted the same prize money (in both singles and doubles) for Grand Slam events despite playing best of 3-set matches instead of best of 5-set matches.  Whilst there was initial resistance in some quarters, over time, common sense has prevailed and this is now considered both appropriate and normal. 

In other workplaces, progress toward equality of opportunity has been a bit slower and patchier.  

When the organisation understands and embraces the roles both sexes can and should play, progress towards equality is faster and the whole question of creating an equal opportunity environment ceases to be an issue - equality becomes the norm rather than the exception. 

But all too often, the prevailing (some would say archaic) management perspective on the role of women in an organisation will hold the organisation back and create a resistant environment.  In such organisations, the whole concept is given scant regard and actions are often tokenistic. 

Consider the perspective of today's employees: 

• - 62% believe it easier for women nowadays to reach senior management levels in organisations (49% of women feel this way compared to 71% of men)
   
• - 67% believe men and women have equal opportunities when it comes to training and development (59% of women feel this way compared to 72% of men) 

But the crunch comes when the discussion turns to pay and wider opportunity: 

• -- Only 32% believe men and women have equality of pay
• -- Only 38% believe men and women have equality of opportunity
• -- And 41% believe opportunities in the workplace are skewed in favour of men 

So whilst it seems some progress is being made, the reality is there are lots of organisations in which women are not considered equal.  Interestingly, younger business leaders and managers are far more likely to suggest the equality picture is changing towards a more desirable position and that women are taking their rightful place in senior positions in many organisations. 

Reflect on your own organisation for a moment and ask yourself three questions: 

• 1. Does the organisation embrace both sexes equally and provide opportunity for both fairly and consistently? How is this evident? What needs to change for it to become evident? 
   
• 2. Do you personally recognise and reflect the value of equality and equal opportunity in your workplace? What actions do you take to recognise and reflect? What needs to change for your commitment to be evident to others?
   
• 3. What benefits could the organisation enjoy / enjoy more of by committing to an environment of greater equality of opportunity? How would these benefits be experienced? What needs to change for the benefits to flow? 

What to do... 

If the answer to any or all of these questions is "I don't know", you need to get your skates on and get quickly up to speed about this issue.  Develop a plan of action to rectify any imbalance identified and communicate about a change of attitude on this front.  

If you or your organisation don't currently embrace equality of opportunity, you may find that you struggle to secure and retain quality staff and that the organisation is not performing as well as it could.  Look for ways to demonstrate equality and be prepared to make some sacrifices in order to gain the trust of particularly female staff.  

If you or your organisation already understand and are committed to equality of opportunity, look for the chance to constantly reinforce desirable attitudes and behaviours in the organisation and remind everyone of the benefits and outcomes from your truly equal opportunity environment.

Above all, spend some time thinking about how a refreshed or renewed approach to the involvement of the different sexes in your organisation might be beneficial.  Then set about making it happen. (Submited by Leadership Management a sister company of Profiles International Australasia)