IWD+1: Now the real work starts

Why we must go further than performative action.

Yesterday, March 8th, was #InternationalWomensDay and it was wonderful to see my social feeds explode with support and commitment to raising voices and shining a light on gender equality. In fact, from the sheer volume of pledges and posts, #choosetochallenge must be one of the most successful and visible IWD campaigns to date.

Today, 9th March, is International Women's Day +1. The feeds are still buzzing and we’re continuing to share and amplify the voices of women.

But that’s not all the feeds are buzzing with. They’re also humming in response to the Meghan and Harry interview with Oprah, and opinions are divided.  

Yesterday there were celebrations of inclusion and hands raised in support of representation and equity. Today a woman and her husband are vilified for using their voices and daring to challenge.  

Choosing to challenge.  

The irony cannot be lost on anyone.

How often in our organisations do we say we stand for inclusion and equity or make public declarations of support, only for our actions to tell a very different story. Our hands were raised in support of women yesterday, but if we take that same raised hand and place it on our heart, can we honestly say our behaviour will back up our good intentions?

When discussing the topic of inclusion, a key distinction I now always make clear in conversations with leaders is ensuring the difference between inclusion and assimilation is understood.  

• Assimilation is: the process in which a group or person comes to resemble the majority, or assumes their values, behaviours beliefs etc (i.e. the person changes to fit the mould).

• Inclusion is: the action of being included within a group or structure, or the practice of providing equal access to opportunities and resources to people who might otherwise be excluded or marginalised (i.e. we smash the mould to make sure everyone can fit. Comfortably. With room for others).

Often when joining an organisation time and effort is spent on shiny onboarding initiatives that, more often than not, focus on assimilation not inclusion. There is an expectation that individuals, who were chosen for their individual talent and perspective, will do the work to “fit in” around here. It’s a culture thing (or for Meghan, an institutional thing).  

But what if it wasn’t.

What if instead of explaining how we need people to show up, we asked them how they want to show up? And we gave that a try. Imagine what we could really do if we gave inclusion a real chance.

Imagine how the narrative today for Meghan and Harry, and the Royal Family, could have been different if those with the power had thought to stop protecting “how we do things around here”, and started thinking about “how might things be even better around here”. Better for everyone.

Courageous conversations are not comfortable and we all have our own learning to do. It’s the beauty of being human; we listen, we learn, we grow. * warning* The Leader's optimism bubble (ref: Megan Reitz) is real, so if you occupy a position of power, and are committed to change, you will need to listen more and work harder to hear your feedback. But do not fear! You will reap the rewards in doing so.

“Do the best you can until you know better. Then, when you know better, do better.” Maya Angelou.

So for everyone who made a promise yesterday, who stood in solidarity for equity, raised a hand or made a pledge. What are you doing differently today to bridge the gap between your words and your actions? 

Not only for women, but for anyone in your organisation who may be at a disadvantage, who’s voice you may not be hearing or who’s perspective may be entirely absent altogether. Post about that. Celebrate that. Celebrate those around you doing the same and inspire others to join you. 

Today. 

Tomorrow. 

Every day.