Ask Elva: How can I improve gender equality in my company?

One thing is clear – this is a bigger issue than just your company or indeed your industry.  Latest figures from the National Office of Statistics show that women in the UK are earning 9.4% less than men.  However I believe you can help overcome gender bias by expertly reviewing or implementing one highly undervalued asset within the HR toolkit, a gender-conscious competency model.

In 2014 I initiated a research paper “Gender and 360°”, and we discovered that there are significant differences between genders in behaviour and style, and also in the assessment of that behaviour.  We spotted that the aspects that differ can usually be seen within competency frameworks.  It is natural for bias in your culture to appear in your framework, and it is also to be expected that this bias would then directly impact the way people are being appraised, acknowledged and rewarded. Important consequences.  So it is worth looking carefully at your competency model to see just how gender- (or other) biased yours is.

Competency frameworks are designed to represent the current and desired norms of what “good” behaviour currently looks like.  It should reflect your current culture and also be aligned to the current strategy of your organisation.  The language should mirror today’s conversations and nudge thinking in the desired direction if change is afoot.  If there is a gender-dominance in your organisation (and there usually is in one direction or another!), then this dominance will likely be reflected in your model.  There are ways to spot it and actions you can take to fix it…

Download our “Gender and 360°” research paper for free

Download Here

Have you got a competency or behavioural issue you'd appreciate some professional advice on? Attend our “New Year New Competencies” masterclass. 25^th January 2017 at The Freud Museum London

Tickets Here

Each month one question will be answered

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