Welcome back everybody for another deep dive.
This time we're looking at something really interesting.
Um, yeah, gender equality at work.
And specifically how this consultancy shape talent is helping
businesses tap into like a more diverse workforce.
Yeah.
You know what's really interesting about shape talent is their whole
approach to this gender equality consulting.
It's like they're going beyond just checking boxes, like for
compliance and stuff.
they're really getting into the root of the problems, the systemic issues that are creating
and perpetuating these gender disparities within organizations.
We've got a lot of interest to talk about today, research on the cutting edge of gender
equality consulting and then a deep dive into shape talents model and older case studies.
Yeah.
What were your initial thoughts when you first saw this material?
Well, the thing that struck me was that they don't shy away from tackling the really deeply
ingrained societal norms that influence workplace culture.
-Oh, yeah. -It's not just about addressing bias on an individual level.
-It's not just one person. -No, it's way bigger than that.
-Okay. -It's about recognizing that gender inequality is woven into the fabric of our society.
-P
-Right. -And it shapes everything, how we view leadership qualities, even the expectations we put on women when it comes to things like caregiving.
-And shape talent seems to be actively challenging those norms. -Absolutely.
For instance, they're working with companies to get rid of that flexibility stigma.
Oh yeah, that's a good one.
That whole thing about flexible work arrangements.
Right, like you're not committed or something.
Yeah, exactly.
They're showing the flexibility can actually make everyone more productive.
Oh, interesting.
And more engaged and it helps attract and keep the best female talent.
Mm-hmm.
And they've got a really cool case study, buyer's dwarf, the company that makes Nivia?
Oh yeah, I've heard of them.
They had a 60% promotion rate for the women in their finance department.
Wow.
After they redesigned the roles to support caregiving responsibilities.
Okay, that's a really good statistic.
It really shows that challenging those deep assumptions can get real results.
Absolutely. And their impact goes way beyond just individual companies.
Oh, right.
By changing these societal perceptions.
They're helping shift our culture towards a more fair and inclusive workplace for everybody.
It makes you wonder, you know, how do these societal norms show up in our own workplaces?
That's a great point.
You know, I'm sure we've all seated those subtle but powerful expectations.
Oh yeah.
That can really limit opportunities for women.
Definitely. I think it's important for all of us to be aware of these biases.
Right.
And how they might be affecting how we see things and the decisions we make.
Okay, so shape talent is tackling these deep-seated societal norms,
but they don't stop there, right?
Oh no, they go way deeper than that.
What else do they do?
They have this really cool model, the three barriers model, where they tackle gender inequality
from all sides. Oh, wow. They get that while societal norms sort of set the stage. Right.
It's the organizational systems that often lock in and magnify those inequalities.
It's like a three-pronged attack on gender inequality. You got it.
Wow. So they deal with those societal norms we talked about, but they also target organizational
systems and personal barriers that people have. Okay, so it's a much more holistic approach.
Exactly.
So we've talked about the societal layer, but what about those organizational systems?
What are some of the specific things they're looking at there?
Well they focus on four key areas within organizations.
First they look at access to important experiences.
Okay.
Recognizing that women often don't get the same chances for international assignments,
leadership training, or high visibility projects.
And those are super important for moving up in your career, right?
Absolutely.
people develop the skills networks and visibility to get to leadership positions.
But shape talent found that women get 23% fewer of these critical opportunities, which
puts them at a big disadvantage.
That's a huge difference.
Yeah, it shows how systemic bias can work within organizations even when nobody realizes
it.
And they target network inequities too.
That's another one.
Yeah.
They know that informal networks are key for career growth.
Right.
And women are often left out of those networks.
It's like those old boys clubs you hear about.
It's still going on.
And shape talent helps companies create better, more inclusive networking opportunities.
So women have a fair chance.
Yeah, they get equal access to the connections and mentorship that can really boost their
careers.
So it's not just formal mentorship programs, it's more about the whole company culture,
making sure women are included in those informal networks.
Yeah, those are the ones that often drive decision making.
It seems like they're very data-driven using research and statistics to really find these
problems.
Oh, definitely.
But what I find interesting is they don't just point out the problem.
They actually offer solutions.
Right.
They go beyond just saying what needs fixing.
They work with companies to develop custom strategies to create real lasting change.
And they're getting results.
Incredible results.
Well, one telecom company they worked with saw a 40% increase in the number of women in
global functions. And that was after they put in Shape Talent's sponsorship pathways program.
So it really seems like they try to understand the specific challenges that each company has
and then come up with solutions that fit. That's one of the things that makes them so good.
Yeah. They don't just have a one size fits all approach. Okay. They get that every organization
is different and needs a custom strategy for getting to gender equality.
So we've talked about societal norms and organizational systems. Right.
But what about that third barrier they talk about?
Personal barriers.
Yeah.
Those are really important ones.
OK.
Shape talent knows that sometimes the biggest obstacles
are the ones we put on ourselves.
See me, the limitations that hold women back.
Exactly.
Things like imposter syndrome, lack of confidence
in negotiation skills, or even just trouble
saying what they want for their careers.
Interesting.
They offer these really cool programs
to deal with those challenges.
Well, one is negotiation training that changes
whole way you think about it. It's not a battle. It's about creating value.
Yeah. I know a lot of women who struggle with a negotiation.
It's tough. They feel like they have to be more assertive or aggressive.
And that's where that societal conditioning comes in. Women are often punished for being
assertive. So, shape talent helps them learn a negotiation style that feels right for them,
but still lets them stand up for themselves.
We've talked a lot about societal norms and organizational systems.
We have but I'm curious how shape talent tackles those personal barriers
They have workshops and training programs made just for women. Yeah, for example, they have career ownership workshops
What's that it helps women figure out what they really want and then make a plan to get there
So they're connecting their personal goals with the opportunities the company has that's it smart
And they also have training on important skills like negotiation, okay?
Which can help women take advantage of those opportunities
It's interesting how they combine those three levels. Yeah, societal organizational and personal to create a more well-rounded approach to gender equality
Absolutely, but we'll get into the specifics of their framework and their awesome case studies a little bit later. Sounds good
Yeah, it's really cool how they bring all those levels together to come up with the complete strategy, right?
But let's dig into their six step framework. Well, you know, it's not just about finding problems
They want to give you a plan to actually make things better. Okay, so walk me through this framework. What's the first step?
The first step is super important, getting the leaders on board.
Okay.
Shape talent knows that for real change to happen, it has to start at the top.
So they have to convince the bosses that gender equality isn't just some nice idea.
Right.
It actually makes good business sense.
Exactly.
They make a really strong case showing that gender diversity leads to better decisions,
more innovation and ultimately a healthier bottom line.
Makes sense.
If you can show the real benefits, it's easier to get people on board.
For sure.
So what's next?
Yeah, what's the next step?
Step two is all about data and insights.
Okay.
Shape talent doesn't just go off assumptions or stories.
They use data analysis and research to really understand the problems and opportunities.
So they look at the numbers.
Yeah.
But they also talk to people.
Oh, yeah.
Get a feel for what's really going on in the company.
Exactly.
on things like representation at different levels, promotion rates, pay gaps, all that.
But they also do interviews and focus groups to understand the company culture and find
those hidden biases that might not show up in the data.
It seems like a pretty thorough approach.
It is.
And what about step three?
Yeah, what's step three?
Accountability.
Okay.
It's not enough to just mean, you know, you have to build systems that make sure things
are actually moving forward.
So you have to actually measure it.
Yeah.
helps companies set goals, track their progress and hold leaders responsible for actually making
those goals happen. So it's not just saying, oh yeah, we're all for diversity. They have to have a
real plan. You got it. So on to step four. What happens there? This is where they start tackling
those organizational systems we talked about before. Right. Remember those four key things,
access to critical experiences, network inequalities, and the biases and talent identification and
in performance evaluation.
- Right.
All those subtle ways that women can get left behind.
- Exactly.
Shape talent helps companies redesign their processes
to fix these issues.
- Can you give me an example?
- Sure.
Like they might help a company change
their talent review process.
So it's based on facts and not just gut feelings.
Or they might help create a system
for sponsoring high potential women
to make sure they get the same chances as men.
- So they really get into how the organization
actually works. Yeah. And they find those policies that seem neutral, but actually aren't.
Exactly. They look at everything from hiring and promotions to performance reviews and leadership
programs, making sure everything supports gender equity. It's amazing how they connect the dots
between societal norms and those systems. Yeah. And show how biases can become part of how a
company works. It's not always intentional. Right. But those systems can have a huge impact on
on women in the workplace.
- Okay.
On to step five.
- Step five is all about empowering women.
- What do you mean by that?
- This is where shape talent gives women the tools they need
to navigate the company and really reach their potential.
- So things like training and mentorship.
- Exactly.
They might do negotiation workshops
to help women advocate for themselves
or leadership programs designed just for women
to give them the skills and confidence
to move into senior roles.
- I can see how those would be so helpful for women.
Yeah.
Especially since they haven't always had access to those networks and mentors.
It's about creating a fair playing field.
Right.
Where everyone gets the support they need to succeed.
Okay.
And what about the last step?
Step six, creating a culture of inclusion.
Mm-hmm.
This is where it all comes together.
It's about making a workplace where everyone feels valued, respected, and supported no matter their gender.
So you're moving beyond specific programs.
Right.
It's about a fundamental change in the company's culture.
Exactly. Diversity and inclusion have to be part of the company's DNA, not just something extra.
It sounds like a really well-designed framework.
It is. But I'm excited to see how it works in real life.
Me too.
Yeah.
They have some really impressive case studies, right?
Oh, yeah. Their results are amazing.
Like what?
They've helped companies and all sorts of industries make big strides in gender equality.
Okay.
Closing pay gaps and getting more women into leadership positions.
Do you have a favorite example?
Well, the buyer's dwarf case we talked about earlier is a great one.
By tackling those norms around flexibility and caregiving, they made the environment better for women,
which led to a lot more promotions.
That wasn't just a one-time thing though, right?
Oh no.
They've gotten similar results with other companies.
Definitely.
They worked with a big telecom company.
That was having trouble attracting and keeping women in technical roles, especially in leadership.
Yeah, that's a problem in a lot of industries.
Especially in tech.
Right.
But shape talent helps them put in place a plan that included mentoring programs, leadership initiatives, and flexible work arrangements.
So they were dealing with those organizational systems and personal barriers we talked about.
Exactly. And the results speak for themselves.
They saw a 71% career advancement rate for women in technical roles, a 40% increase in women in R&D leadership, and they got 25% better at keeping mid-career women.
Those are some big improvements.
Yeah, it shows that having a good strategy for gender equality can really help a company,
both in terms of their profits and their overall culture.
It's not just about the numbers though, right?
It's about making a workplace where everyone can thrive.
Exactly.
Everyone should have the chance to use their talents.
So we've really dug into shape talents approach.
We have.
But I'm curious about the bigger picture of gender equality consulting.
What are some of the new things happening in this area?
trend is using AI to find hidden bias. AI. That's cool. Yeah. These tools can analyze tons data.
Okay. To find patterns of inequality that we might not even notice. So it can help us see those
subtle biases in hiring or performance reviews. Exactly. They can help organizations see where
they might be accidentally creating unfairness. That's pretty powerful. What else is new?
There's also a lot more focus on collaborative action research.
What's that?
It means working directly with companies to do research and find solutions together.
So it's not just consultants coming in with all the answers.
It's more like a partnership.
Exactly. And it works better because it involves the people who are closest to the issues.
That makes sense. If people feel like they're part of the solution, they'll be more on board with the changes.
Exactly. Are you ready for another cool innovation?
Yeah, what is it?
It's the idea of actually using resistance to gender initiatives.
Okay.
You know, traditionally resistance has been seen as a bad thing.
Yeah, like a roadblock.
But some consultants are now trying to use that resistance to learn something.
That's interesting.
So instead of ignoring the people who don't like the changes,
yeah, you try to understand why they feel that way.
Exactly.
I understanding their concerns.
You can come up with better ways to address them and get them on board.
It seems like this field is always changing.
It is.
finding new ways to tackle these difficult issues.
It's a really exciting time to be working on this stuff.
We're seeing real progress and more and more people are realizing
that gender equality is not just the right thing to do.
It's good for business.
So we've covered a lot of ground in this deep dive.
We have.
We talked about shape talents, approach their case studies and some of the new trends
in this field. But what are your final thoughts?
I think the most important thing to remember is that gender equality is possible.
Okay.
We've seen companies make big changes.
Yeah.
And there's a ton of information and resources out there to help.
So it's not just a dream.
It's something companies can actually achieve.
Absolutely.
And it's not just about doing the right thing.
It's about doing what's smart for business.
OK.
Companies that embrace diversity are more innovative, more
profitable, and better at adapting to change.
It's a win-win.
Exactly.
And another important point is that there's no magic formula.
Right.
What works for one company might not work for another.
Go.
It's important to understand each organization and come up with a plan that addresses their
specific challenges.
So don't just copy what someone else is doing.
Right.
Find solutions that fit your industry, your company culture and your employees.
Exactly.
And finally, I think it's important to remember that we all have a role to play in making
a more equitable workplace.
Yeah.
It's not just HR's job.
Yeah.
It's up to all of us to challenge our own biases and speak up when we see inequality.
So it's about taking ownership and making things better.
Exactly.
We need to create a culture where everyone feels like they can contribute to a fairer workplace.
Yeah, it sounds like creating that kind of culture is really the key.
It is, but it could be tough, you know, especially with all those societal norms and the way companies are structured.
You're right.
It's complicated.
But remember, even small things can make a difference.
OK, it starts with awareness, you know, recognizing our own biases
and being willing to challenge them.
So we need to have those tough conversations.
Yeah.
Call out bias when we see it and hold each other accountable.
Exactly.
And be proactive.
OK.
Find chances to mentor and support women in your workplace.
Push for policies that support work-life balance
and flexibility.
Right.
And make sure women's voices are hurt, especially
those who are often ignored.
Those are all good ideas.
But what about the people who just don't want things to change?
Yeah.
How do we deal with them?
Well, I think it takes empathy.
Okay.
Instead of just shutting them down, try to see things from their point of view.
A lot of times resistance comes from fear or just not understanding.
So we need to talk to them.
Yeah.
Listen to what they have to say and try to find some common ground.
Exactly.
Help them see how gender equality benefits everyone, not just women and tell them
about companies that have done this successfully.
Right.
Sometimes seeing real examples is more convincing than just talking about it.
It sounds like we need both strong leadership.
Yeah.
And people pushing for change from within to make it really happen.
Absolutely.
It's not just about changing the rules.
It's about changing how people think and feel.
So it's a journey.
Yeah.
Not a destination.
Exactly.
We need to keep learning, adapting and challenging ourselves to be better.
So as we wrap up this deep dive, what's one last thought you want to leave us with?
Well I want everyone to think about their own influence.
Okay.
you today to challenge those gender norms or push for change in your workplace. It doesn't
have to be huge. Even small things can make a difference.
That's a good reminder. We all have the power to do something.
Exactly. Whether it's mentoring someone speaking up against bias or pushing for better policies,
we can all contribute to a fairer future.
And remember, the future of work is equitable and we can all help make it happen. Thanks
Thanks for joining us on this deep dive into gender equality and shape talent's awesome
work.
Yeah, this was fun.
We hope you learned something new and feel inspired until next time.
