For the past eighteen months, Coracle Consulting has taken on several client assignments, respectively seeking to tackle a common goal: how to best engage the Private Sector on the subject of Gender Equality?
Tackling outlandishly sized issues, such as the emancipation of women and girls, can be an equally daunting as well as inspiring proposition.
There have been notable public advocates for women’s empowerment, who have given traction to the surrounding causes, and possible solutions to redress, gender equality, and to bring more attention to the disparities that have always existed.
From the suffragette movement that influenced the British Government’s position on introducing womens’ right to vote, through to the more modern day, global ambassadors such as Malala Yousafzai, speaking out for young girls and their right to an education.
Very rarely, however, through the archives of campaigns and individual acts of sacrifice, in the fight for gender equality, has the private sector surfaced as a likely protagonist and champion for women’s rights.
If, by “private sector” we assume a definition that both includes profit-making entities, as well as the market systems within which they grow these profits, there has been a vacant chasm of inactivity and ignorance between how the private sector could impact positively on gender equality vs. what it has historically, and actually, done.
Although there are more women than men in the world, the trillions of dollars of revenue and capital flow connected to global markets are almost exclusively governed by men. Men monopolize high level political spaces, they monopolize multi-national corporation board rooms and, in the majority of countries still, the purchasing privileges of any one given household.
To turn this trend around, or at least to begin the process of re-calibrating the direction of this metaphorical ship, will take generations. However, that process, slowly but surely over the last decade, is underway.
This post won’t focus on the contrasting examples of progress seen from one country to the next. For every success story and anecdote of gains made and celebrated in one context, another more chilling chronicle of discrimination or vulnerability can be told from somewhere else.
Instead, we want to share Coracle’s recent experiences of how to best influence and engage an ever growing queue of companies, eager to take seriously their role in the pursuit of a new norm when it comes to treating men and women equally. To capture some of what we have learnt, the following lessons are shared, for those looking to invest in running their businesses in a more gender responsive way:
1. Don’t shy away from auditing how your existing business is performing in terms of addressing gender (and other diversity) issues. One of the most effective ways for the private sector to change, is through the influence that comes from within the sector itself. Just as companies react to how their peers innovate new products, or leverage technology, the same rule applies when one company actively publishes their progress to develop new policies and practice around issues of inclusion. It’s better to be a pioneer and fail a few times before making progress, than to aim for mediocrity at best, or at worst, remain enshrouded in antiquated operational past-times.
2. Work with others who can ensure you get the basics right. A myriad of recent research and tools have been published by institutions including the UN, USAID and international NGOs such as CARE International, that offer step-by-step guidance for companies when it comes to how to initiate and implement more gender responsive behaviours and outcomes. Becoming familiar with these is one minimum task for a company, but forging partnerships with NGOs and CSOs over a longer period of time, to collaborate more fittingly with experts is also going to significantly accelerate a company’s journey, both in defining standards and then designing long term plans for enacting these.
3. Create spaces and platforms for women to share their perspectives and suggestions on how to change the status quo. Female employees, women producers in a company’s supply chain, female customers and consumers of company products – where are their voices in your company’s strategy? If a company is dis-connected from its own eco-system of stakeholders, and their data and research excludes the perspectives of women writ large, then whatever changes are made will always be compromised.
4. Find the money and resources to make the changes to your business lasting and meaningful. Do not consign issues of diversity and gender equality to be the mainstay of a suitably titled “Corporate Social Responsibility” manager, or else farm them out to your human resources department. The CEO of your company, or equivalent, should be accountable for this, with no exception, and if your company tracks its operational progress using a catalogue of measurable indicators, these should feature gender-related criteria across all aspects of the company’s operations.
5. Don’t fall into the trap of making “socially responsible” decisions because you have been advised this will enhance your company’s reputation. The fact is, there is a way of balancing positive social and environmental impacts from your business, alongside growing your company’s revenue. The sacred “win-win” scenario does exist and an ever increasing number of companies – from the largest to the more discreet start-ups – are curating their strategies based on this very triple bottom line objective. An exciting legacy can be left by the private sector when it comes to environmental stewardship, social impact and financial profit making.
How your company chooses to embrace designing, and seeing through to fruition. a more blended set of outcomes such as these, is up to you.
Coracle’s commitment will always be to offer you our ideas and our experiences from collaborating with non-profits and the private sector for the past twenty years, and are aim will always be to inspire your business into action.