# How to move from words to actions in Gender Equity
Author:  Pal Sinha, Barnali 
Author URL: https://financedigest.com/author/pal-sinha-barnali
Published: 2022-03-06
Category: BUSINESS
Category URL: https://financedigest.com/category/business
Meta Title: Three Key Characteristics for Gender Balance Diversity
Meta Description: Discover the key characteristics needed to successfully implement change in your organisation, regardless of industry or location. Learn how to be intentional, prioritised, and measured.
URL: https://financedigest.com/how-to-move-from-words-to-actions-in-gender-equityhtml

![undefined](https://prod.superblogcdn.com/site_cuid_cm5qst7v3003gwirgwqtxn8i8/images/istock-1184804579-1736815993683-compressed.jpg)

_By_ **_Aniela Unguresan,_** _Founder of the EDGE Certified Foundation_

Every organisation is unique, and each is, or should be, on a journey towards gender balance, diversity and inclusion.

The problem for those looking to improve their standing in this area is that there are just so many variables. Different starting points, different national specificities in terms of policies and cultures, and different opportunities for industries when it comes to the available talent pool are just some of the [hurdles to overcome](https://www.financedigest.com/3-common-financial-hurdles-for-the-self-employed-and-how-to-overcome-them.html "3 Common Financial Hurdles for the Self Employed (And how to Overcome Them)"). And this can either help or hinder an organisation in its efforts to implement [gender balance diversity](https://www.financedigest.com/breaking-down-venture-capitals-gender-and-diversity-barriers.html "Breaking down Venture Capital’s gender and diversity barriers") inclusion.

But despite these differences, there are three fundamental characteristics [required to successfully implement change and they apply regardless of the maturity of an organisation](https://www.financedigest.com/lack-of-collaboration-and-skills-shortage-is-limiting-organisations-ability-to-meet-ifrs-9-requirements.html "Lack of collaboration and skills shortage is limiting organisations’ ability to meet IFRS 9 requirements"), its location, and the industry it operates in.

Simply stated, they are that a programme needs to be _intentional_, _prioritised_, and must be _measured_.

**Intentional change**

Looking at the first, it’s clear that in fostering [gender diversity](https://www.financedigest.com/a-gen-z-approach-to-gender-diversity.html "A Gen Z Approach to Gender Diversity") and inclusion today, workplaces still need to evolve even though they look completely different compared to those of 20 years ago. The pace of [change is not as fast](https://www.financedigest.com/the-future-of-energy-tech-and-data-are-driving-change-fast.html "The Future of Energy: Tech and Data are Driving Change, Fast") as many would like, and it’s easy to be lured into thinking that change happens naturally and there is never any need for intervention because change always happens regardless.

However, there is nothing [natural about changing the distribution](https://www.financedigest.com/best-paying-jobs-in-natural-gas-distribution.html "Best paying jobs in natural gas distribution") of power and authority within an organisation between a historically overrepresented group and that which is historically underrepresented. While we’re talking here about [gender it applies equally](https://www.financedigest.com/boosting-gender-equality-in-tech-the-importance-of-mentorship-to-enhance-diversity.html "Boosting gender equality in tech: the importance of mentorship to enhance diversity") to race and ethnicity, sexual orientation, or gender identity. In fact, inequity can relate to anything which makes one group historically overrepresented in an organisation and another underrepresented.

Because change does not happen naturally there [needs](https://www.financedigest.com/a-mindset-change-is-needed-in-the-financial-services-industry.html "A mindset change is needed in the financial services industry") to be a very clear intention to implement change based on a well-defined view of why we are making it.

We [need to understand why we want to redistribute power](https://www.financedigest.com/europe-power-firms-need-1-5-trillion-euros-in-margin-calls-equinor-says.html "Europe power firms need 1.5 trillion euros in margin calls, Equinor says") authority, why we want to have broader representation, and why we want to have gender balance diversity inclusion.

In other words, behind the intention to [change there must](https://www.financedigest.com/insurers-must-reimagine-traditional-risk-models-to-adapt-to-climate-change.html "Insurers Must Reimagine Traditional Risk Models to Adapt to Climate Change ") be an understanding of why we are acting. This means considering the [benefits to the organisation](https://www.financedigest.com/employee-healthcare-benefits-how-they-can-benefit-your-organisation.html "Employee Healthcare Benefits: How they can Benefit your Organisation"), employees, men – the historically overrepresented group, and similarly, women, the historically underrepresented group.

**Prioritised change**

The second characteristic is a [need for changed-related actions](https://www.financedigest.com/new-uk-pm-will-need-to-take-urgent-action-on-energy-bills-ofgem-ceo.html "New UK PM will need to take urgent action on energy bills – Ofgem CEO") to be prioritised.

Organisations are fascinating. They are in a constant state of flux as priorities shift, leadership changes, and requirements change. There is much that happens in the life of an organisation and its [energy and attention can become](https://www.financedigest.com/croatias-coast-turns-to-solar-in-bid-to-become-energy-sustainable.html "Croatia’s coast turns to solar in bid to become energy-sustainable") polarised towards something that feels more urgent precisely because it is more immediate.

This is why it is [important for gender balance diversity inclusion programmes to be considered](https://www.financedigest.com/4-important-factors-to-consider-when-choosing-an-eb-5-visa-investment-project.html "4 Important Factors to Consider When Choosing an EB-5 Visa Investment Project") as strategic and vital for the organisation in achieving its mission. And when a programme is prioritised three things that happen as a result. The first is that the programmes gain the support of the top [leadership team](https://www.financedigest.com/tailify-bolsters-leadership-team-with-addition-of-julia-burton-brown-as-commercial-director.html "Tailify bolsters leadership team with addition of Julia Burton Brown as Commercial Director"). Next, it gains the allocation of necessary resources. And thirdly, [accountability for results](https://www.financedigest.com/how-accountants-can-improve-financial-planning-and-results-through-open-banking-to-help-smes.html "How accountants can improve financial planning and results through Open Banking to help SMEs") becomes entrenched.

**Measured change**

And it’s this [accountability for results that demands the third](https://www.financedigest.com/fingerprint-scanners-to-remain-top-selling-accounting-for-over-one-third-of-access-control-demand-in-2021-future-market-insights.html "Fingerprint Scanners to Remain Top-selling, Accounting for Over One-third of Access Control Demand in 2021: Future Market Insights") characteristic – measurement.

So, when we talk about accountability, which is key for progress, we need to be able to measure what has changed. This is why actions need to be intentional, prioritised, and have a very [clear set of quantitative and qualitative measurements that allow an organisation](https://www.financedigest.com/germanys-bafin-tells-eurex-clearing-clearstream-to-clean-up-organisational-deficiencies.html "Germany’s BaFin tells Eurex Clearing, Clearstream to clean up organisational deficiencies") to understand what works, and why. We need to be able to reproduce actions and behaviours that [lead to positive results](https://www.financedigest.com/centre-right-gerb-party-leads-in-bulgaria-election-partial-results.html "Centre-right GERB party leads in Bulgaria election -partial results"). Likewise, by measuring change we can understand what does not work, and why, so that we can [fine tune](https://www.financedigest.com/fine-tuning-your-money-management-skills-today.html "Fine-tuning your money management skills today") actions or discontinue them.

Following the EDGE methodology establishes a framework of measurement that looks at diversity-related indicators such as representation, talent in the pipeline, and where [men and women](https://www.financedigest.com/bloom-uk-launches-fourth-annual-co-mentoring-scheme-the-exchange-for-senior-and-c-suite-men-and-women.html "Bloom UK launches fourth annual co-mentoring scheme, The Exchange, for senior and C-suite men and women") are in relation to the jobs and functions that they occupy.

Once this is complete, we can [consider equity](https://www.financedigest.com/norway-wealth-fund-to-consider-investing-in-unlisted-equities.html "Norway wealth fund to consider investing in unlisted equities") related indicators around, for example, equal pay for equivalent work. But we also need to consider the effectiveness of [policies and practices with the aim of constructing an organisational infrastructure which creates equitable career](https://www.financedigest.com/the-importance-of-role-models-and-policy-in-encouraging-more-women-to-pursue-careers-in-the-finance-sector.html "The importance of role models and policy in encouraging more women to pursue careers in the finance sector") flows.

From here we are able to examine the all-important indicators that are linked to inclusion. By this we mean diversity-related indicators and representation, equity-related indicators and equity of pay, and equitable career flows supported by the organisational framework. Once these are in place, it is possible to then scrutinise inclusion-related indicators such as how employees feel about [career development](https://www.financedigest.com/developing-your-career-with-online-classes.html "Developing Your Career With Online Classes") opportunities.

This robust framework of measurement – which is holistic and looks at both quantitative and qualitative indicators as well as processes and outcome – forms the backbone of a process that will sustainably support attention, focus, and [energy on those actions](https://www.financedigest.com/uk-energy-ceos-urge-government-action-on-horrific-price-surge.html "UK energy CEOs urge government action on ‘horrific’ price surge") which are, by definition, both intentional and prioritised.

**Avoiding mediocrity**

[EDGE has established a global](https://www.financedigest.com/global-energy-related-co2-emissions-edged-up-to-record-high-in-2022-iea.html "Global energy-related CO2 emissions edged up to record high in 2022 – IEA") standard which drives organisations to not be introspective. While it’s a natural tendency for organisations to compare themselves with their peers within their own [business sector](https://www.financedigest.com/new-business-launches-to-support-it-professionalsfacing-mission-critcial-sector-challenges.html "NEW BUSINESS LAUNCHES TO SUPPORT IT PROFESSIONALSFACING MISSION CRITCIAL SECTOR CHALLENGES") or country, this might not be the right standard to use as a gauge, especially if it’s referring to the median of a very average performing group. It’s for this reason that [global standards and independent third-party verification are valuable and powerful instruments of change](https://www.financedigest.com/open-banking-the-real-step-change-for-the-global-payments-industry.html "Open banking: The real step change for the global payments industry").

Ultimately, no organisation should adopt mediocre [business practices](https://www.financedigest.com/6-practical-tips-for-starting-an-online-business.html "6 Practical Tips for Starting an Online Business") just to fall in line with mediocrity in their industry. On the contrary, when it comes to the lifeblood of an organisation it should want to be the best.

And this is exactly what EDGE seeks to do in [diversity equity and inclusion](https://www.financedigest.com/holding-a-mirror-up-to-the-finance-industry-on-diversity-equity-inclusion-dei.html "Holding a mirror up to the finance industry on Diversity, Equity & Inclusion (DEI)"). With a standard that highlights what are good employee representation, pay equity, effective policies and practices the appearance of what an inclusive culture looks like will become apparent.


---
This blog is powered by Superblog. Visit https://superblog.ai to know more.
---