What strategies or initiatives have you found effective in promoting gender diversity within your organization?
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Senior Enterprise Architect in Healthcare and Biotech16 days ago
Great question. When I started at AbbVie, I asked the same question and learned that better than 50% of AbbVie's leaders were women. This was emphatically *not* true in my IT division (Enterprise Infrastructure, Architecture and Innovation). That ratio was less than 5% of the entire enterprise technical population. In the last four years, we have raised that number to ~ 24% using a combination of illustration (life size women leader cutouts throughout the building and home offices during COVID) to illustrate what it looks like to have women in the room, a series of targeted lunches to support women in data, network, and architecture, focused recruitment and support of diverse student workers, interns, etc. with a special focus on women and people who are gender fluid and non-binary. We also recruited non-technical women with aptitude into tech positions and now have three new, very adept leaders. It's a constant vigilance to diversity, using not only DEI programs, but also focused recruiting and illustration of progress to goals and excellence in execution. Director of IT15 days ago
A few we leverage: Foster a top down culture. Build into executive pay/reward structure. Ensure built in as a demonstrable pillar to show contribution in ongoing appraisals/manager connects. Mandatory, well-designed training, ERG groups with participation across business, outside-in assessments vs internal benchmarks, reporting in annual CSR/ESG reporting, formal mentoring programs, ensuring representation through internal/external interview processes.
One key strategy is encouraging women to take on leadership roles. We actively engage in the Women in Tech community, and I personally chair the Central PA Technology Council Women in Tech Subcommittee. It’s crucial for organizations to support internal women's networks, such as our Women's Impact Network (WIN), and also encourage participation in external networks and councils to broaden their perspectives and opportunities.
Creating a culture of empathy is another cornerstone of our approach. This culture allows employees from diverse groups to express their feelings and needs, ensuring they feel safe, valued, and respected. We support multiple groups and initiatives, including local Women in STEAM programs and focused networking opportunities, encouraging our female employees to engage in these activities.
Inclusive hiring practices are also essential. Strategies like blind resumes and diverse panel interviews prevent biases and ensure a fair hiring process. This helps avoid the tendency of hiring clones of oneself.
Mentoring and sponsorship programs are also important. We provide programs for women and other diverse groups to receive guidance and support for their career growth. It’s important to note that mentors or sponsors do not necessarily have to be of the same gender; some of my strongest sponsors have been male.
Flexible work arrangements play a significant role in promoting gender diversity. I piloted a nine-day flex work program, which allows employees to balance their personal and professional lives better. Such arrangements are beneficial not only for women but for all employees.
Lastly, we focus heavily on DEI training. Beyond the mandatory training, we offer additional sessions, both in-person and online, to educate our employees about DEI and create a safe and inclusive environment. This training is geared toward ensuring that leaders are equipped to manage and foster a true DEI-friendly workplace.