How to stand up to dissent when discussing gender equality - Women's Agenda

How to stand up to dissent when discussing gender equality

A few weeks back, I was confronted by a headline on social media that required more than a just a cursory glance.  A well-known and respected advocate for female empowerment was saying that it was OK to call the case for gender equity, bullsh*t.  My initial reaction was “What?”.

The point being made was that if we silence the voices of dissent, what we are in fact doing is missing out on the opportunity to change the minds of those not yet convinced of the merits of gender equity.

The argument for being open to dissent goes something like this – create a psychologically safe environment for people to have their say, minimise the blame and shame aspect of showing dissent, discuss the positive social and business impacts of gender equity, repeat as often as necessary, and you stand a greater chance of driving positive change.  Well, that’s the theory anyway.

All too often, the discussion in support of gender equity takes place in a bubble – passionate advocates preaching to the converted.  That’s not to say that these conversations are not important – they are.  These are the conversations that ensure that gender equity remains front of mind.

However, by not allowing the voices of dissent to join the conversation, we run the risk of tokenism, head nodding and lip-service to the idea of equity rather than any real action.  This is because the people voicing dissent are often those in the positions of decision-making power. Shame these voices into silence and you may never constructively address the biases that continue to affect many women in the workplace on a daily basis.

Engaging with those that are not yet convinced of the benefits of gender equity, diversity and inclusion takes time, effort and a mountain of patience. However, to make gender equity a reality requires as many people on board as possible and is well worth the effort.

If you find yourself up against a voice of dissent, the following 5 tips may help you to get them on board:

Have the discussion on neutral ground.

The quickest way to disengage anyone you are trying to convince is to embarrass or shame them in front of others. Creating an environment of psychological safety, where individuals are not fearful of judgement, is crucial. Take the individual out for a coffee, speak to them over an informal lunch or go for a walking meeting. Listen to what they have to say and be ready with your argument.

Be prepared with your facts and statistics.

This is not simply about sprouting the summary of the latest publication espousing the virtues of a more diverse workforce.  The facts and figures that you need to know are those directly impacting the individual’s business or industry.  Know what their competitors are doing and what successes they are having.  Know who their customer base is and what they expect from the organisation.  Know attraction, retention and turnover figures and the impact that these have on the bottom line.

Show them how it’s done.

Change is daunting for most people. Especially when they are unsure what steps should be taken to drive change.  Providing the unconvinced with three or four simple steps that they can take in supporting greater gender equity, together with how the impact can be measured and assessed, is a great way to engage people in the change process. Consider starting with recruitment, development and retention processes and go from there.

Use the voices of converts to back up your argument.

There is nothing more powerful than the voice of the convert.  Those who have been convinced of the benefits of gender equity will become your greatest advocates and allies.  Employing their voices to add weight to your argument will go a long way in engaging and convincing dissidents to rethink their views.

Be inclusive.

The more people are exposed to the benefits of gender equity, the higher your chance will be to bring them around.  Invite them to conferences and networking events.  Provide the opportunity for them to hear key note addresses by leaders in the industry on this issue.  In this way, they can start feeling part of the discussion rather than an outsider to it.

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