Author:
Jean Bertrand de Lartigue -
Chairman of HR specialist HR2all LTD

Good companies understand that to compete effectively in today's global marketplace they have to be flexible, adaptable to change, highly skilled and able to attract and retain the best employees. Many businesses know it makes sense to have a diverse workforce. The economic benefits of tapping into all of the talent available to meet particular skills gaps are clear – businesses don't want to find that they are excluding talented people because of barriers and prejudices in their working practices or policies.

Whilst we embrace equality between men and women in the workplace, this is a strange debate. We are different – men and women have different aptitudes and we are different biologically. There is also tremendous societal pressure on women to be the primary care-giver and the experts say it is better that children are raised by women.

This is a difficult area. The reality is that women have to make decisions that very few men have to. The BIG choice for women is career or family.

As a senior manager in a major multi-national, it was always difficult when very able women came to me and said they now wanted to start a family. As an organisation we certainly did not want to lose these talented and capable employees so we had to consider how we could help them raise children AND still be present in the workplace?

Many companies have appropriate structures and policies in place to address some of these issues – flexible working, more opportunities for men to take a caring role and so on – and these are very important. However the fact remains that a gap in a career does make a difference.

By taking time out to raise children, women are not able to put the same amount of time into their career as men. Change is now so quick, both in organisations and in knowledge, that if you miss any time, then you are out-of-date. Women who take a career break lose out on building their business knowledge and experience. This results in a difference in productivity which is in turn reflected in status and salary differences.

The big question for organisations is how to put mechanisms in place to help women who take a career break to maintain their position?

Women can also do a lot to help themselves – things such as keeping in touch with colleagues whilst they are away, arranging to receive their emails, organising a weekly update meeting, keeping up-to-date with developments in their sector, these are all possibilities. It's human nature that if someone is out of the office for any length of time, they may get forgotten. Women should consider what strategies they could employ to maintain their visibility.

And yes, it does take discipline to maintain this contact and visibility – it is a choice women have to make.

Another aspect of this issue is the pressure on women from society in general. Often women who stay at home to raise a family feel guilty. They feel under-valued and inferior – a ridiculous situation which we should all be working to change.

Raising children is a very important task – perhaps THE most important task in society today and certainly one which we should all value very highly. How can we help women who make this choice feel proud of the role they have?

It is also vital that there are structures in place which enable women to return to the workplace if and when they wish. Much has been done in this area, but there is still room for improvement. Women returners need to upgrade their skills and knowledge, and possibly learn new skills. They also need opportunities to experience the workplace again. And, perhaps the biggest area of all, they need ways to build their confidence and self-esteem, so that they are equipped to re-integrate into this new environment.

Men and women are different. We should acknowledge these differences. In my experience these differences have been evident in the people I've worked with. Men as the hunter/warrior have been more ambitious, always looking for the next opportunity and adept at playing politics in the workplace. The women I've worked with have been far more focused on the job they are doing, have been keen to complete that job in a way that brings the greatest benefit to the organisation as a whole and believe they should be rewarded for their efforts. And women are generally very loyal to the organisations they work in.

Men and women have a great deal to offer the business world and we should ensure there are equal opportunities for them to contribute. And if a woman decides focus on her family for a period of time, we should respect that decision. Managing equality is more than eliminating discrimination, it is about recognising our differences, finding ways to embrace those differences in our working practices and making the most of everyone's potential.

It is everyone's responsibility – men and women, businesses and government - to raise the debate about the issues of equality in the workplace. By discussing the issues more openly and listening to all points-of-view, we can identify new and different ways to address those issues and ensure that everyone is treated with value and respect.

For practical tips to help you raise the debate about equality in your organisation, email enquiries@maconsultinginternational.com.

JB de Lartigue is a partner with management consultancy MA Consulting International and head of the Wales office. A strategic and visionary thinker, he has the ability to develop people to achieve beyond their expectations.