A couple of years in the past, at a social gathering, I mumbled: “Ladies should look forward to about two centuries for office equality.”
“Sure, two centuries,” I repeated.
The disbelief lasted a millisecond earlier than everybody who heard the assertion went again to their little corners and continued with what appeared like extra cheerful conversations.
Later that night time, because the numbers dwindled and conversations dried up, a buddy of mine, who’s a human assets specialist, pulled me to a nook and stated: “I didn’t suppose that was the time and the place for that dialog, however because you introduced it up, I need you to know that at my organisation we persistently take the mandatory steps to deal with the scourge of office inequality.”
With out me even asking he went on to call among the steps his organisation takes to deal with the gender hole – implementing gender- impartial recruitment processes, reviewing salaries, having a well-defined coverage on discrimination, guaranteeing that girls are supported into extra senior roles and so forth. You already know, the same old.
I used to be intrigued by the “my organisation” proviso, a clause that highlights that the struggle in opposition to office inequality continues to be, sadly, hampered by those that really feel “I’m doing my half”.