3 tactics for communicators to promote gender parity

Most organizations are devoting money and other resources to diversity and inclusion training, but that’s where many efforts stop. Some are taking new approaches to shatter glass ceilings.   

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As women assert their solidarity throughout society, companies are recognizing their impact on economic decision-making.

More organizations are compelled to do business differently—and better. Consider that U.S. companies spent $8 billion on diversity training. For too many, however, that’s where the corporate exercise has stalled.

In the rush to teach employees about unconscious bias, internal communicators and HR directors focused first on measuring perception changes and participation rates in activities such as workshops, surveys and special events including Women’s History Month.

At the current pace, the World Economic Forum predicts it would take 208 years for the U.S. to achieve gender equality.

Undeterred, women in communications are now driving ambitious responses to gender inequity. They include several first-time female CEOs at major PR agencies, as well as Kat Gordon, who leads The 3% Movement to spur the hiring of more women as creative directors, and Lindsay Kaplan, a former marketing executive who co-founded Chief, a new venture offering peer communities and workspaces.

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