7 Ways Entrepreneurs Can Ensure Better Equality at Their Workplace

1. Rethink titles.

Although an organization has to use work titles to some degree to help designate roles and responsibilities, having too many can alienate and confuse. It sends the message that some more are more important than others. In reality, it’s everyone in the company that creates success, often those closest to the customer with no specific title.

2. Equalize the hiring process.

For too long, there have been gaps in terms of female executives, especially in the tech industry. It’s important to develop a more diverse executive team. There are so many skills and perspectives that a varied team can offer than one made up solely of one gender.

3. Be transparent about pay scales.

Toxic workplaces can occur when people are not open about pay scales or pay levels. Resentment can build up about the vast differences in pay and benefits if these are not openly shared across the company with specific performance goals aligned with that pay scale.

4. Don’t encourage cliques.

For too long, many companies have created the “cool kids club” within their organizations. This typically involves a clique of employees that leadership favors and spends the most time with. The result is that everyone else can feel excluded and devalued.

5. Create a culture that is open to all types of talent.

To diversify your talent base, you need to establish a culture within your company that encourages diversity, inclusion, and equality. In doing so, you can attract diverse talent that can help your organization. Focus on universal human needs rather than individual judgments, such as looking down on women for balancing their other roles as mothers.

6. Add flexibility to work hours.

Flexibility in how and where your team works also acknowledges different needs rather than expecting everyone to adhere to a set schedule. It recognizes that every employee has their own life outside of work that counts and should be prioritized.

7. Develop an equal opportunity policy.

While you can have a culture and work environment geared toward equality, it still is beneficial to formalize it with an equal opportunity policy. You can share this publicly and refer to it within your company, when necessary. Should there be a situation where you are not sure what to do, it helps to have a written policy to refer back to as a foundation for all decisions.

Keep assessing.

Finally, society evolves, laws change and perceptions shift. Your strategy for equality in the workplace can’t be static. Each year, make it a practice to review your policy, strategies and results to determine if you could improve any aspect of how you view or incorporate workplace equality in your company. Doing so also keeps equality and inclusion at the top of mind when making decisions, interacting with your team and addressing any situations that arise.



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