Before we dive deep into the behavior aspect, let’s get the full picture of the inequality many females experience in the workplace with the following statistics:

• 7 percent of Fortune 500 companies are woman-run (Source: Fortune, Jan. 2020).
• Women are paid 23 percent less globally (Source: UN Women).

According to UN Women, at this rate, it will take almost 100 years to reach gender equality.

If those numbers didn’t convince you, let’s look at some statistics that may be closer to your everyday experiences. Did you know that men interrupt women 3x more than they do other men? Women also tend to get less airtime in group discussions and are given less credit for their ideas (source).

Even worse, in a study of performance reviews, 66 percent of women received negative feedback on their personal style such as “You can sometimes be abrasive” to 1 percent of men (source). Men are expected and welcomed to be assertive and confident, but when a woman is, they’re perceived as abrasive or stuck-up.

I think it’s safe to say, it’s time to break the status quo. But, how? While change never happens overnight, here are a few behavior-based techniques to aid you in becoming a warrior of change:

Check Your Bias

We are all subject to individual biases that stem from a variety of demographics including our geographical location, the beliefs and morals we were taught as a child, our ethnicity, the list goes on and on (source). Even our gender plays an enormous role in our biases as well, and to combat that, when you’re having a negative response to a woman at work, ask yourself, “Would you have had the same reaction if a man did the same thing?” Be aware of your motives when you’re asking someone to do “behind the scenes” work.

Give Women a Voice

This might seem simple, but if women had as much as a voice as men, we wouldn’t be experience gender inequality in the 20th century. Actively solicit input from women in meetings and deliberative discussions. To that, speak up when women are being interrupted, and this not only applies to others, but yourself, and make sure to politely direct the conversation back to them. Most important, give women credit where credit is due.

Give Effective Feedback and Mentoring

It’s easy to criticize, but it’s important we make sure this is done in a constructive manner. Actively look for opportunities to give the women you work with input that can help them learn and grow, and solicit targeted feedback whenever possible.

Celebrate Accomplishments

Be loud and be proud! Don’t penalize other women for self-promotion. Make a point of highlighting their credentials and accomplishments, whether you’re introducing women coworkers, referring them, etc. their accomplishments are just as valid and important as any of your male coworkers.

Gender equality is more than just pay; it’s more than just leadership; it’s behavior. When we start to correct our daily behaviors, we are one step closer to overall systemic change and #EachforEqual.

Celebrate International Women’s Day with Coeus Creative Group today, Sunday, March 8th!

Byline: Madison Bennett and Michelle McGrann

The post #EachforEqual – How Our Behavior Can Improve Gender Equality in the Workplace appeared first on Coeus Creative Group, LLC.

Reporting sexual harassment can be uncomfortable for all parties concerned. It takes courage for someone to step forward, and compassion and empathy are necessary. There can also be legal ramifications and responsibilities for the person who is approached with the complaint. This is a short guide to help you be prepared to handle this challenging situation in the most intelligent and positive manner. We have also included phrases that can be used as appropriate.

1. Know the process: Being able to navigate the situation effectively requires knowing the protocols and procedures for what you would need to do. Take time to review all procedures and processes in advance of events and places where you will serve as a “Safe Person.”
2. Take the reporting seriously: No matter what level of harassment is being communicated, do not minimize or deny what is being communicated. Do not attempt to make excuses or justifications for the perceived harassment (e.g. they probably were just trying to…). Avoid making value judgments of the situation. Remember that every person experiences the world differently and be sure to respect those differences. Even if the behavior is not something that you personally would not perceive as harassment, does not necessarily mean it is not actually harassment.
3. Create a safe environment: Ask the person if they feel safe speaking about this in the moment. If they do not, ask the person how you might be able to facilitate a safe environment for them. Show compassion and listen attentively to the person. Assure them that you will not take any actions without their permission unless otherwise required by the law (see #10). Utilize appropriate body language and tone. Ask for permission before making physical contact (e.g. hug).
4. Acknowledge the courage and the risk of speaking up: Be cognizant that the person who is reporting harassment is likely experiencing fear and uncertainty psychologically. Validate their concerns (do not deny or minimize them) and acknowledge that reporting takes courage. Ensure them that you are sympathetic to any potential or perceived risks and that you will work with them to ensure that they are safe.
5. Give the person autonomy and agency: Ensure the person that is reporting that they will have the choice on how to proceed. Clearly communicate the process and the options that the person reporting can choose from. If the person chooses to escalate the claim, assure them that the claim will be handled in a professional, fair, and compassionate manner.
6. Avoid judgment: It is critical that the person who is reporting a harassment claim feel’s validated, however, attempt to avoid making judgments or assessments of the situation.
7. Take action, follow up: Follow the protocol as necessary and with expediency. If escalating to higher levels, ensure the person who is reporting is aware of the next steps and a timeframe for what to expect next. Follow up accordingly and reduce as much uncertainty for the person as possible.
8. Don’t be afraid to ask for help: In the event that you feel overwhelmed or unsure of how to proceed, ask the person if you can seek assistance from someone to manage the situation. Do not take matters into your own hands. Follow the procedures and work within the protocols to ensure an effective resolution of the situation.
9. Maintain confidentiality: If you are someone who has received a claim, this implies that the person making the claim has extended you sufficient trust to share their situation. Demonstrate respect for that trust by maintaining confidentiality and discretion, except as otherwise needed to follow protocol and resolve the situation.
10. Consider legal ramifications: Remember that some forms of harassment may be against the law. In the event that a law has been broken, follow the appropriate procedures to ensure legal compliance.

Phrases to consider using as appropriate:

1. I believe you. It takes a lot of courage to tell me about this.
2. It’s not your fault. You did not do anything to deserve this.
3. You are not alone. I care about you and am here to listen or help in any way I can.
4. I’m sorry this happened. This shouldn’t have happened to you.
5. This must be really tough for you. I’m glad that you are sharing this with me.
6. I can understand why you would feel that way. I can imagine I would feel that way too.
7. You have options and you are in control here. I am here to help and will work with you to get resolution.
8. We will not do anything that you are uncomfortable with.
9. I’m not experienced in these things. Would you be open to involving a trusted colleague?
10. Is there some other way I can help you feel safe or find another way of supporting you?

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