Talking real gender equality

My recent posts have been mainly about the HR Function itself. Today, I feel the need to talk about a broader topic which you could still see under the hat of Talent Management: Gender equality. For years and years we have talked about gender equality in most of our western economy. In Germany, for example we are also talking about women quota and other special “programs” to support gender equality. And the reasons to talk about this topic are today more evident than ever. McKinsey just recently has published a study on the “Power of Parity” which basically validates the economic profit of gender equality (Link). The findings of this study are very interesting, however, I believe that they need to go one level deeper. They list financial incentives and support,technology and infrastructure, creation of economic opportunity, capability building, advocacy and shaping attitudes, and laws, policies, and regulation as supportive measures to tackle gender inequality.
These measures are not wrong, however are mainly focussing on non-western countries (which is not wrong either as gender inequality is an even bigger issue there). But also in our western economy we do have inequality that we need to tackle. But the above mentioned special programs or the findings from the McKinsey report won’t help. It won’t help because it is not changing the fundamental reason of gender inequality, but are just alibi programs for all of “us” to say that “we are doing something”.
Look at the results of the special programs for example in Germany or what the quota discussion has caused. – some women were quickly promoted into board positions and as quickly removed again. The programs rarely had a long-lasting effect or enabled broad gender equality. Why is that? (a) because the main goal of these programs is to enable women to participate in today’s economic environment, play by today’s rules and (b) because fundamentally in society and economy nothing has changed. Just look at the so-called “Herd-Prämie” in Bavaria for example, which still promotes the role model of women staying home…
Our society is still dominated by middle-aged white males and so is the economic world. The middle-aged white male has shaped the business world as we know it today. It fits perfect to the needs and habits of this specific class. The rules, the regulations, the cultural and societal habits in this world were shaped over hundreds of years and institutionalized the middle-aged white male at the top of the pyramid. In biology one would say that this is an inhospitable environment for other species (like women). This is not going to change through special programs to promote women or in placing women in board positions. Of course, there are women that make it in this world, but most of these make it, because they play by these rules and behave like the middle-aged white male. Question is: Does that add any value? – No, it doesn’t.
Real gender equality can only be reached by changing the fundamental rules of how our society and the business world functions. Changing basic things like where and when to work, how to work, flexibility and availability, etc. – this does not mean compromising quality or outcome of work. As far as I am aware, there is no study that shows that physical presence or working long hours or working to a specific schedule will increase outcome quality or speed. I am sure that many middle-aged white males don’t like this and feel that things like availability, working long hours, etc. should be rewarded – and of course they are rewarded today. But, why?- Because these are all the things that women that do not want to play by the middle-aged male rules cannot deliver on. The fundamental understanding of how we work, what we work, where we work and that the outcome should be the only determiner for rewards needs to change before we can get even close to gender equality.
Now, does it even make sense to change all of this? – it seems rather revolutionary and expensive. And of course, around 50% of the society (and probably close to 80% of the working society) would not be happy with that, BUT: It is necessary and the only way to reach gender equality, to deliver on the calculations of the McKinsey study as well as to enable the real advantages of women at work: Having more highly qualified Talent available AND having a very different view on issues and a very different attitude and path on solution finding. All studies that say that mixed (gender) teams are more effective than non-mixed (gender) teams are based on men behaving like men and women behaving like women – and not women playing by the rules of middle-aged white males…
I believe that the starting point for such a revolution must come from within the economic world and then spreading into society. And within the economic world, my old friend the HR function must be the starting point for this revolution. HR needs to employ more women like this: Women that want to work part-time and still want a career, women that have children and still have ambitions, women that are highly capable but not 100% flexibly available. HR MUST start in implementing this, promoting this and then push this new attitude into the remaining organization. This revolution is necessary – there is no question around. I say stop all the special programs or quotas and start changing the fundamental basics of how we work.