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How you can contribute towards bridging the gender divide in your workplace


 Our event “The Bridge” highlighted that while we are making progress as an industry to bridge the gender divide, there is still so much more we can be doing.  As we approach a cultural tipping point, what can each and every one of us do to help drive further change?  Here are some easily actionable thought starters on #EverydayAction from the Bloom network:





Turn on

Actively listen – be sensitive to unequal circumstances and pay attention when others highlight them

Scrutinise your workplace culture - be aware of predatory or misogynistic clients and colleagues

Trust your gut – if something doesn’t feel right, it probably isn’t

Don’t expect everyone to work to your beat – everyone has their own rhythm, respect that

Find your allies – whether they are internal or external, find the people that will lift you up


Tune in

Speak up – whether you are a witness to or victim of unsavoury/unfair behaviour, call it out 

Escalate upwards – if someone isn’t listening, take it one step beyond and persist

Give positive feedback – when leaders are doing something right, tell them, because they often operate blind

Initiate open and difficult conversations - particularly with peers who may not notice unfair behaviour

Show empathy – create a safe space for your teams to thrive:  treat them how you’d like to be treated

Engage everyone equally – don’t just defer to the loudest voice, give those who are under-represented a step up so they can be heard

Be sensitive to invisible costs – recognition of sacrifices goes a long way

Seek out role models – if you don’t see someone who inspires you within your organisation, look elsewhere and celebrate them as loudly as you can


Drop out

Watch your language – remove ‘just’ and ‘sorry’ from your vernacular

Don’t hide your part-time/flexible working – it is something to be proud of and respected

Watch your paternalism – ensure that your ‘nurturing’ side isn’t taking away custody of choice from your teams

Check yourself – judgement holds us all back, so avoid judging others who don’t work the way you do

Vote with your feet – if something is not working out, life is too short for you to compromise your happiness or fundamental rights


One step beyond every day actions

If you are in a position to, consider speaking with your leadership and HR teams about:

  • Enforcing policies and codes of conduct rather than just signing up for them

  • Equal maternity and paternity leave policies

  • Flexible working

  • Returners’ support schemes

  • 360 degree appraisals to remove subjectivity

  • Unconscious bias training for all

  • KPIs linked to culture for senior management

  • Pay transparency and set pay ratios

  • Blind CVs

What actions would you recommend? Tell us on Twitter @BloomUK using #EverydayActions


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