Working culture

One of the most important factors for a thriving organisation is the working culture. A company culture built on diversity, equity, and inclusion is the very foundation that allows co-workers to bring in their full capabilities, perspectives, experiences, and individual personalities. A general awareness of gender bias and master suppression techniques helps prevent discrimination and contributes to a thriving workforce.

Companies with inclusive working cultures see a much better performance in terms of profit, engagement, innovation, resilience, and talent attraction and retention/lower turnover rates.

Meeting culture

An inclusive working culture reflects an inclusive meeting culture that is built on psychological safety where everyone can contribute and be equally heard and valued. Clear rules and moderation as well as a mindful setup for the meeting’s agenda, type, and time are essential to allow for productive and inclusive meetings. General education about gender bias and master suppression techniques will help build a safe and welcoming meeting space.

Discrimination

Gender norms, a sense of belonging, and what is deemed acceptable in a workplace also depend on and reflect the working culture. It is not uncommon for male-dominated workplaces to have a culture that normalises sexist behaviours, such as sexist jokes. Overcoming exclusionary behaviours requires active measures against discrimination, including fostering a zero-tolerance policy and clear rules and guidelines for everyone.

  • ◦ Nominate ambassadors who pay extra attention to the issue.

    ◦ Create a fixed support structure of role models that speak up and have accountability

    ◦ Zero-tolerance of sexual harassment policy everyone has to sign when they get employed

    ◦ Have clear guidelines (and maybe even limits) regarding how much alcohol employees consume during work parties. Always provide alcohol-free options

  • ◦ Prevent sexual harassment

    ◦ What is discrimination

 Team activities

Team activities are meant to improve psychological safety and team spirit among coworkers and lay the foundation for good teamwork. However, despite good intentions, events can be exclusionary or discriminating when individual needs are not taken into account. Fostering diversity within the event planning team and carefully considering participants’ individual needs can make for inclusive activities that truly contribute to a positive team spirit and avoid putting anyone in an uncomfortable situation.

  • ◦ Create a culture of diversity, equity, and inclusion

    ◦ Create awareness of psychological safety and why it is important for efficient teams and successful organisations

    ◦ Make sure to have a diverse planning group that takes into account different needs and what type of activities co-workers are comfortable with

  • ◦ Guide psy

    ◦ Diversity, Equity, and Inclusion Event Planning Checklist

Work-life balance

One of the main drivers for women and non-binary people to leave a job, a workplace, or the tech industry as a whole is the lack of work-life balance. There are a lot of expectations connected to gender, with women and non-binary people expected or pressured to devote a larger amount of time and effort in care-taking than men. The care for children, ageing parents, or relatives with disabilities often conflicts with working hours, leading to a higher share of part-time workers among women and non-binary people. This has an impact on their ability to participate in team activities, gain promotions, and build both social and financial capital. Often, intensive care years regarding teenage children or elderly parents even coincide with menopause, having a large impact on health and well-being.

  • ◦ Analyse employees’ needs

    ◦ Support employees with care duties through care friendly meeting culture (9-16h)

    ◦ Schedule meetings and activities carefully to allow for participation of part-time workers.

    ◦ Allow for flexible working hours

  • ◦ Tips for better work-life balance

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