The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
Recent surveys show that men perceive greater progress towards gender equality than women do:
– More men (63%) than women (49%) think their organizations are making progress on gender diversity.[i]
– More women (83%) than men (76%) see gender diversity as moderately or very important.[ii]
– When asked about discrimination against women in the tech industry, 29% of men and 44% of women say it is a major problem.[iii]
This presents both an insight and a challenge for initiatives to advance women. For the insight: it explains in part why women’s advancement is so slow. For change to occur, there has to be a sense of necessity and urgency to overcome inertia. If men see no particular need to prioritize women’s progress in their organizations, they will be more prone to sit on the sidelines while others work to advance women. Even worse, organizational leadership may believe their organizations have done enough to ensure gender parity and actively resist initiatives to advance women.
Which brings us to the challenge: how can change advocates use this information to advocate for the advancement of women? The key foundational step is to address the disconnect through evidence and encouraging reflection. Here are some suggestions…